South Shore RVTSD

Show detailed information about district and contract

DistrictSouth Shore RVTSD
Shared Contract District
Org Code8730000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationAFT
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouth Shore RVTSD
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communityresidential suburbs
Number of Schools1
Enrollment595
Percent Low Income Students19
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document South Shore Regional

AGREEMENT

BETWEEN THE

SOUTH SHORE REGIONAL

SCHOOL COMMITTEE

AND THE

SOUTH SHORE VOCATIONAL

TEACHERS FEDERATION

Local 1896

American Federation of Teachers

AFL-CIO

TEACHERS (UNIT A) CONTRACT

THREE YEAR CONTRACT

SETPEMBER 1, 2009 - AUGUST 31, 2012

This Agreement is Made and Entered into effective September 1, 2009 through August 31, 2012, By and Between the South Shore Regional School District Committee (hereinafter called the "Committee") and the South Shore Regional Vocational Teachers Federation, Local 1896, American Federation of Teachers, AFL-CIO (hereinafter called the "Federation").

PREAMBLE

The School Committee of the South Shore Regional Vocational Technical High School and the South Shore Regional Vocational Teachers Federation, Local 1896, AFT-AFL-CIO believe in the importance of schools as an agency for the preservation and extension of our democracy; and

Whereas, there is a mutual agreement that each child must receive that high quality of schooling that will allow him/her to achieve his/her potential as a student and as a citizen of the community; and

Whereas, the Federation has been duly selected by a majority of teachers as the exclusive representative of teachers for purposes of negotiating with the School Committee on wages, hours and other conditions of employment; and

Whereas, the laws of the State of Massachusetts authorize collective bargaining for public employees and authorize school committees to enter into collective bargaining agreements with the representatives of their employees; and

Whereas, the parties desire to incorporate their agreements and certain other matters into a formal contract, and believe that such action is in the best interests of the community, children, school system and teachers;

Therefore, the parties have entered into this Agreement effective September 1, 2009 through August 31, 2012, by and between the School Committee of the South Shore Regional Vocational-Technical High School (hereinafter called the "Committee") and the South Shore Regional Vocational Teachers Federation, Local 1896, American Federation of Teachers, AFL-CIO (hereinafter called the "Federation").

ARTICLE I RECOGNITION

A.    Bargaining Unit

Subject to any applicable provisions of State or Federal law or regulation now or hereafter in effect, and in recognition of the fact that a majority of the employees in the unit described below, in an election conducted by the Massachusetts Labor Relations Commission in Case MCR-468, have designated the South Shore Vocational Teachers Federation, Local 1896, American Federation of Teachers, AFL-CIO as their bargaining representative on all matters cognizable as mandatory subjects for discussion under the provisions of General Law C. 150 E and any subsequent amendments thereto, the Committee recognizes the Federation as the exclusive bargaining representative of employees in the following unit:

"All teachers (instructors, guidance counselors, department heads, special needs coordinator and nurses in the South Shore Regional Vocational Technical High School, but excluding the superintendent-director, assistant director/principal, director of pupil services, dean of students, assistant principal, director of curriculum and instruction, director of technology and substitute teachers that are replacing bargaining unit members on legitimate absence, and all other employees of the Committee."

B.    Exclusive Representation and Individual Rights

Nothing contained herein shall be construed to prevent the Committee, a member of the Committee or the Administration or their designated representatives from meeting with any employee or ad hoc group of employees representing only themselves for expression of employee views. No action taken by the Committee or Administration as a result of any such discussions shall be the subject of a grievance unless such action violates a specific provision of this Agreement.

Nothing contained herein shall be construed to permit an organization other than the Federation to appear in an official capacity in the processing of a grievance.

C.    Complete Agreement

For the term hereof, this Agreement is a complete agreement between the parties covering all mandatory subjects of discussion. The parties agree that during such period the relations between them shall be governed by the terms of this Agreement only. No prior agreements or understandings, oral or written, shall be controlling or in any way affect the relations between the parties unless and until such agreements or understandings have been reduced to the date of this Agreement. All matters not dealt with herein shall be treated as having been brought up and disposed of, and the Committee shall be under no obligation to discuss with the Federation any modifications or additions to this Agreement which are to be effective during the term thereof.

No change or modification of the Agreement shall be binding on either the Committee or the Federation unless reduced to writing and executed by the respective duly authorized representatives.

D.            Purpose

1.   The parties of this contract recognize that their prime purpose is to provide education of the highest quality for the children attending the South Shore Vocational Technical High School and, to give effect to this declaration, the following principles and procedures are hereby adopted:

2.   The South Shore Regional School District Committee is a public body established under

and invested with powers by the statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall be deemed to derogate from, or impair any power, right or duty, conferred upon the Committee by statute or any rule or regulation of any agency of the Commonwealth except as specifically provided in the General Laws, Chapter 150E;

3.     Under the laws of Massachusetts, the Committee has the final responsibility for establishing the educational policies of the public schools of the South Shore Regional School District;

4.     The Superintendent-Director of Schools of the South Shore Regional School District (hereinafter referred to as "Superintendent"), has responsibility for carrying out the policies so established, and/or managing the school system.

5.     The teaching staff of the South Shore Vocational Technical High school has the responsibility for providing education of the highest possible quality;

6.     Nothing in this Agreement shall be construed to modify, change or limit the authority, jurisdiction, responsibility, and duties of the Committee and the Superintendent-Director contrary to law or the lawful bylaws of the Committee.

ARTICLE II COMMITTEE RIGHTS CLAUSE

The parties recognize that the Committee is a public body established under and with powers provided by the General Laws of the Commonwealth of Massachusetts and nothing in this Agreement shall derogate from those powers and responsibilities of the Committee. The Committee retains those rights, powers, duties it now has, may be granted, or have conferred upon it by the General Laws of the Commonwealth of Massachusetts.

The parties further recognize that, except as otherwise specifically relinquished, abridged, or limited by a term or provision of this Agreement, the Committee continues to retain, whether exercised or not, the right, power, and authority to exercise in its sole discretion the duties, powers, responsibilities, and rights provided by the laws of Massachusetts and applicable rules and regulations of administrative agencies issued under such laws.

The Federation recognizes that the Committee has responsibility for establishing and implementing educational policies of the public school covered by the Agreement, for the management of such school and the direction of its operation.

To the extent permitted by law, the Committee may annually reappoint or replace department heads, extracurricular advisors and/or coaches. The failure to reappoint or replace such an employee is not considered a demotion.

The Committee shall have the sole unquestioned right, responsibility, and prerogative of the management of the affairs of the school system and the direction of the working forces, providing that such action does not violate the existing contract.

A.   To determine the care, maintenance and operation of the equipment and property used for and on behalf of the purposes of the District.

B.   To establish or continue policies, practices, and procedures for the conduct of the District's business and, from time to time, change or abolish such policies, practices, and procedures.

C.   To discontinue processes or operations or to discontinue their performance by an employee.

D.   To select and to determine the number and types of employees required to perform the District's operations, and to evaluate their performance.

E.   To employ, transfer, promote, demote employees or to layoff, terminate, or otherwise remove employees from duty for lack of work or other legitimate reasons when it shall be in the best interests of the South Shore Vocational Technical High School and its students.

F.    To prescribe and enforce reasonable rules and regulations for the maintenance and discipline and for the performance of work in accordance with the requirements of the District, provided such rules and regulations are made known in a reasonable manner to the employees affected by them.

The listing of the specific rights of management in this Article is not intended to be, nor shall be considered restrictive of, or as a waiver of any of the rights of the Committee, the Superintendent, or Federation listed herein.

ARTICLE III PROFESSIONAL CONSULTATIONS

In recognition of the professional standing of members of the Bargaining Unit, the Administration and the School Committee, and the fact that their ideas and opinions are of significant value in improving the quality of education in, as well as the efficient and economical operation of, the South Shore Vocational Technical High School, the parties agree to meet when necessary and upon request of either party at a reasonable time and place to consult about any matters of concern or interest to either party. The parties may be represented by either themselves or their designated representatives. Each party agrees that it will submit to the other, at least one week prior to the date of the scheduled meeting, a written agenda of the subjects about which it desires to consult at the meeting, and that the meeting will be confined to the subjects of the agenda.

It is further agreed that the provisions of this section will in no way be construed as broadening the scope of other sections of this Agreement or broadening the application of this Agreement as a whole.

ARTICLE IV GRIEVANCE PROCEDURE

A.    Definitions

1.   As used in this Agreement, a grievance shall mean a written complaint by an employee in the bargaining unit that there has been a violation of a specific provision of this Agreement that has affected him/her in some way.

2.   As used in this Article, the term "teacher" shall mean a member or members of the bargaining unit having the same grievance.

B.    Adjustments of Grievance

The Teacher may initiate and process grievances under the following procedure:

1.   A teacher, with or without his/her Federation representative may, in writing, present a

grievance to the Superintendent-Director within fifteen (15) school days after the teacher knew or reasonably should have known of the facts giving rise to the alleged contract violation which is the basis of his/her complaint.

2.   Within ten (10) school days of such presentation of a grievance the teacher and the

Superintendent-Director of the school shall confer on the grievance with a view to arriving at a mutually satisfactory resolution to the complaint. At the conference, the teacher may present the grievance personally, or he/she may be represented by a Federation representative; but where the teacher is represented he/she must be present. Whenever a grievance is presented to the Superintendent-Director by the teacher personally, the Superintendent-Director shall give the Federation representative the opportunity to be present and state the view of the Federation. The Superintendent-Director shall communicate his decision in writing to the aggrieved teacher and to any Federation representative who participated in this step within ten (10) school days after the conference.

3.   A grievance not satisfactorily resolved at the preceding level must be presented to the School Committee within fifteen (15) school days of receipt of the Superintendent-Director's answer. The School Committee or its designated representative and the teacher shall meet to discuss the grievance within twenty-five (25) school days at a time mutually agreed upon. Federation participation in such meeting will be on the same basis as in #2 above. The School Committee will give its written answer to the grievance within ten (10) school days following the conclusion of the meeting.

4.     A grievance not satisfactorily resolved at the preceding level may be appealed to arbitration within ten (10) school days of receipt of the Committee's answer. This appeal to arbitration shall be in accordance with the procedure and conditions set forth in Article V.

C.            Time Limits

A grievance not initiated within the time specified shall be deemed waived. Failure of the Federation to appeal a decision within the time limit specified will mean that the grievance shall be considered settled on the basis of the decision last made and shall not be eligible for further appeal. Failure of the Committee to answer an appeal or schedule a discussion within the time limit specified shall mean that the appeal may be taken to the next step immediately. The above limitations maybe waived by mutual agreement of the parties.

ARTICLE V ARBITRATION

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

The arbitrator is to be mutually selected by the Committee and the Federation. If the Committee and the Federation cannot agree within seven (7) school days after written notice of intention to arbitrate has been received by either party, then the party demanding arbitration shall, within five (5) school days thereafter, upon written notice to the other, request the American Arbitration Association to provide a panel of arbitrators, said arbitrator then to be selected under the provisions of the Voluntary Labor Arbitration Rules.

Each party shall bear the expense of its representatives, participants, witnesses, and for the preparation and representation of its own case.

The fees and expenses (if any) of the arbitrator and the American Arbitration Association shall be shared equally by the parties, provided that the obligation of the Committee to pay shall be limited to the obligation which the Committee can legally undertake in that connection.

In no event shall any present or future member of the Committee have any personal obligation for any payment under any provision of this Agreement.

The Arbitrator shall hold hearings promptly and, unless the time shall be extended by mutual agreement, shall issue his award not later than thirty (30) days from the date of the closing of the hearings, or, if oral hearings have been waived, from the date of submission to him of the final statement and briefs. The Arbitrator's award shall be in writing and shall set forth his findings of fact, reasoning and conclusions. The arbitrator shall be without power or authority to make any award that requires the commission of an act prohibited by law or which is inconsistent with any provision of this contract. The award of the arbitrator shall be submitted to the School Committee and the Federation and, subject to law and issues of arbitrability, shall be final and binding upon the School Committee, and the Federation, and the aggrieved employee.

The Arbitrator shall be bound by the procedures set forth in Voluntary Labor Arbitration Rules as now in effect or hereafter established by the American Arbitration Association. He shall arrive at his decision solely upon the facts, evidence and contentions as presented by the parties through the arbitration proceedings. The Arbitrator shall have no power to add to, subtract from, or modify any of the terms of this Agreement and in reaching his decision shall interpret this Agreement in accordance with the commonly accepted meaning of the words used herein. Subject to the foregoing, the decision of the arbitrator shall be final and binding upon the parties.

Notwithstanding anything to the contrary, no dispute or controversy shall be the subject for arbitration unless it involves the interpretation or application of a specific provision of this Agreement. The parties may, by mutual agreement, submit more than one pending grievance to the same arbitrator.

The Committee agrees that it will apply to all substantially similar situations the decision of an arbitrator sustaining a grievance, and the Federation agrees that it will not bring or continue, and that it will not represent any employee in any grievance that is substantially similar to a grievance denied by the decision of an arbitrator.

ARTICLE VI CONTINUITY OF EMPLOYMENT

During the term of this Agreement or any extension or renewal thereof, the Federation or its agents shall not cause, sponsor, or assist, and no professional employee covered by this Agreement shall cause or participate in any strike, work stoppage, or concerted absence or other illegal activities directed against the school system. If the Federation disclaims such activities publicly and in writing to the School Committee and advises the individuals concerned that the activity is illegal and in violation of contract and advises them to cease such activity, it shall not be liable in any way therefore in the event it has not engaged or subsequently does not engage in activity inconsistent with such disclaimers as such activities are defined in Massachusetts General Laws, Chapter 150 E.

Employees who participate in any such activity may be disciplined or discharged as the Committee and/or the Superintendent-Director in its judgment deems proper provided, however, that an issue of fact as to whether an individual has engaged in such activities may be made the subject of grievance and arbitration procedure.

The Committee and/or the Superintendent-Director reserves the right to bring any action for breach of this Article by means of the Grievance-Arbitration provisions set forth in Articles IV and V, or by means of an action in any appropriate Court of Law or Equity, or both.

ARTICLE VII JUST CAUSE

No member of the Bargaining Unit shall be disciplined or discharged in any manner except for just cause.

ARTICLE VIII SUPPLEMENTAL BENEFITS

A. Approved Health Maintenance Organization (HMO) Insurance

1.     The Committee shall provide individual and family plan health insurance benefits through its management organization provider (Plymouth County Health Group) to all eligible employees at a 70% District, 30% employee rate of contribution. The District will also provide a "two-person" plan if it is available through its provider. The District will not be responsible for changes to the plan initiated by providers.

2.     Bargaining Unit members who retire from the District, shall, if they are under the age of sixty-five (65) be allowed to participate in the District's Health Insurance Plan, until they reach the age of sixty-five (65) and shall pay thirty-five (35%) percent of the monthly premium for such coverage, provided that the following conditions are met.

a.   written notification to the Superintendent of the intent to participate in the "Pre-65" Plan is submitted no later than November 1 of the calendar year prior to the school year in which the unit member intends to retire. Any teacher who submits two (2) of these notices to participate and then withdraws such two (2) notices shall no longer be entitled to participate in the "Pre-65" Plan,

b.   worked for the District for not less than eighteen years, and

c.   retire directly into the Massachusetts State Teachers Retirement System.

Spouses of retirees shall be allowed to participate in the Health Insurance Plan provided by the District until they reach the age of sixty-five (65) by contributing the same percent in force at that time for pre-sixty-five (pre-65) retirees.

The District will provide all employees and retirees with notification information as to the Health Insurance annual open enrollment window, so as to allow for changes to be made to Health Insurance Plans.

Spouses of employees who passed away prior to retirement from the School District shall be allowed to continue in a health insurance plan provided by the District, at no cost to the District, up to age sixty-five (65).

3.   Effective September 1, 2004, employees who retire into the Massachusetts State Teachers Retirement System from the District after this date, were employed by the

South Shore Regional School District for a minimum of eighteen (18) years, and reach the age of 65 shall be eligible for a supplemental, e.g. Medex, insurance plan provided by the District through its provider, at a 50% District, 50% retired employee rate of contribution. Spouses of eligible retired employees will be eligible at the same rates of District/retiree contribution post sixty-five (65) years of age.

Retirees whose date of retirement was prior to September 1, 2004 may participate in the District provided "Post 65" supplemental plan at no cost to the District.

B.   Insurance Subcommittees

Insurance Subcommittees will be maintained by the School Committee and the Federation, which can be convened to research matters with respect to health insurance coverage, if either party requests.

Any substantive changes will be negotiated.

C.   Life Insurance

The Committee shall provide one-half payment of the cost of a twenty thousand ($20,000) life insurance policy for active employees and ten thousand dollars ($10,000) for retirees who, upon leaving the employ of the District, enter directly into the Massachusetts Teachers' Retirement System.

D.   Dental Insurance

The Committee shall provide Delta Dental insurance, at no cost to the District, provided plan eligibility criteria are met.

E.   Tax Free Annuity

The Committee agrees to continue to deduct money for tax free annuities from the salaries of members of the bargaining unit, provided that the annuity is with one (maximum of six) of the companies approved by the parties to the contract.

F.   Workers Compensation

The Committee agrees to provide coverage for members of the bargaining unit under the terms of the Massachusetts Workers Compensation Act, Chapter 152, of the Massachusetts General Laws. In individual cases, the Committee shall elect to pay the difference for a period between the salary of a member and any payment the member may be receiving pursuant to the terms of that law.

G. Cafeteria Plan

The School Committee shall provide the "Cafeteria Plan" for all health insurance offered. Deductions for health insurance shall be taken from gross earnings prior to taxation. The Committee agrees to continue to deduct money for tax free annuities from the salaries of members of the bargaining unit, provided that the annuity is with one (maximum of six) of the companies approved by the parties to the contract.

H.           Flexible Spending Account

Effective September 1, 2008, the District agrees to deduct money for a pre-tax (as in G above) Flexible Spending Account from the salaries of members of the Bargaining Unit who wish to participate in the program, provided that the Flexible Spending Account is with the company approved by the parties to the contract.

ARTICLE IX WORKING CONDITIONS

A. Teaching Load: Teaching Programs

1.     Definitions

a.    "Teaching Periods" are those periods during normal school when the teacher is actively involved with a class of pupils in the act of teaching.

b.    "Administrative Periods" are those periods equal in length to a teaching period during which the teacher is engaged in an administrative activity other than teaching.

c.     Planning Periods" are those periods equal in length to a teaching period during which the teacher is not assigned to an activity; but is engaged in work related to his teaching assignment. It shall be utilized for such planning.

2.     Teachers will normally carry the following loads:

a.     Academic Teachers and the Physical Education Teacher(s) - no more than six teaching periods and no less than two planning periods per day

b.     Vocational teachers and Librarian -- no more than seven teaching periods (or assigned periods, in the case of the Librarian) and no less than one planning period per day.

c.     Exceptions to the foregoing may be made when it is necessary for a teacher to replace an absent teacher when a substitute is not available or in other emergency situations when the deviation from the norm is temporary. Exceptions may be scheduled on a regular basis only after full discussion, negotiations and agreement on the matter has been reached with the Federation, and it is agreed that such exception, if any, shall be rare.

d.     The administration shall make reasonable effort to obtain substitutes for academic, related and shop teachers to replace absent instructors.

3.       It will be the goal of the Administration that over the term of this contract sufficient planning will take place to assure that no teacher shall be required to make more than three separate preparations each cycle. Any exception to this procedure shall not exceed a total of four preparations per cycle.

4.       Vocational teachers shall not be assigned to teach outside of their vocational framework, licensure (certification) and/or area(s) of expertise.

5.       As permitted by the Department of Elementary and Secondary Education, Academic teachers and the Library-Media Specialist may be assigned to up to twenty percent of their work in areas for which they do not hold a license or certification. Teachers and the Library-Media Specialist will not be observed and/or evaluated formally (using Form B or C) in classes outside their area of certification. This shall not prohibit any supervisor from conducting supervisory duties and/or providing feedback to the teacher in these classes.

B.    Lunch Duties

It is agreed that except in cases of emergency, all members of the bargaining unit shall have a duty free lunch period. The duty free lunch period will be twenty-five (25) minutes and will not affect the existing length of a teacher's workday as per subsection #1, section J of this contract.

C.     Notices and Announcements

1.    Official circulars shall be posted on school bulletin boards for the inspection of teachers, however, such circulars shall be made available to teachers on request.

2.    Two copies of the Policy Manual of the School Committee and any amendments shall be made available to the Federation when such document is published.

3.    A directory of Personnel in the school will be made available to all personnel.

4.    A copy of the teaching program shall be accessible to the officers of the Federation.

D.    School Facilities

The Committee agrees that the provision of the following facilities in the existing building and in any new building is normally desirable. Accordingly, the Committee, subject to its determination of countervailing space, cost, or educational factors, will endeavor to maintain and provide the following:

1.    Parking facilities.

2.    Storage space in each classroom.

3.    The School Committee will make every effort to provide a separate teacher workroom in the building.

4.    An appropriately furnished room to be used as a faculty room.

5.    Well-lighted and clean teachers' rest rooms.

6.    Mail box for each teacher.

7.    Library facilities.

8.    Proper and sufficient athletic equipment for an effective physical education program.

9.   Consultation rooms for testing purposes and teacher-parent interviews. 10.Bulletin board for general building use.

11.   Bulletin board for the exclusive use of the Federation for purposes of posting material dealing with proper and legitimate Federation business.

12.   A phone will be provided for incoming telephone calls in the faculty room.

13.   An email address and voicemail extension for each member of the bargaining unit.

E.    Teachers Files

1. Teacher files shall be maintained under the following circumstances:

a.  No material derogatory to a teacher's conduct, service, or character or personality relating to his service in the school system shall be placed in the files by an administrator unless previously signed by the member of the bargaining unit. The teacher will acknowledge that he has the right to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. Such material must be signed by the bargaining unit member and placed in his/her personnel file within two weeks of the date of origination.

b.  The teacher shall have the right to submit a response to the statement. The teacher's answer shall also be included in the file. The Superintendent-Director shall review the teacher's response and will affix his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. Said teacher's answer will be attached to the original material.

c.   Upon request to the Superintendent or his designee, a teacher shall be given access to his/her file within 48 hours. However, a member of the Administration may be present anytime a teacher is perusing his file.

d.  Upon receipt of a written request, the teacher shall be furnished a reproduction of any material in his file.

2.   Official grievances filed by any teacher under the Grievance Procedure as outlined in this

Collective Bargaining Agreement shall not be placed in any personnel file of the teacher nor shall such grievance become a part of any other file or record which is utilized in the promotion process; nor shall it be used in any recommendations for job placement.

3.   Whenever the Superintendent-Director receives a complaint in writing from any source concerning a bargaining unit member, he shall notify the union president or another officer in the president's absence within five (5) school days, provided the complaint does not infringe on the individual's right, or the individual informs the Superintendent-Director the union president is not to be so informed.

F.   Scholarship Standards

In the event that extensive curriculum revision or development is required by the Superintendent-Director and School Committee, the Committee shall compensate any teacher required to participate in such revisions or developments, for time spent other than released time, at the hourly pay rate as listed in Article XV.F.

G.   Evening Meetings

1.  Chapter 74 approved teachers may not be required to attend more than two evening meetings for not more than three (3) hours each, for Open House and Parent Visitation Conferences.

Guidance Counselors, the Special Education Coordinator, the Library Media Specialist, the School Nurse, and Academic Instructors who teach English, Mathematics, Science, Social Studies, and/or Physical Education may not be required to attend more than three evening meetings for not more than three (3) hours each, for Open House and Parent Visitation Conferences.

A teacher will be required to attend Parent Visitation Conferences one hour earlier if an appointment is requested by a parent.

2.    Personnel identified as special education staff made up of: special education teachers, guidance counselors, nurse, and special education coordinator will be required to attend an additional meeting once a year of not more than two (2) hours for the Special Education Advisory Committee.

3.    Attendance at any other evening meeting shall be at the option of the individual teacher, except for two (2) Advisory Committee meetings annually.

4.    No evening meetings as in #1, 2 or 3 above shall extend beyond 8:30 P.M. or be scheduled on a date prior to a holiday, vacation or weekend.

H.           Class Size

The Committee and the Federation recognize that class size can be a significant factor in good education and the administration will, subject to space availability and all other educational considerations, strive to ensure that a class size goal of 25 or less be the target to promote an effective learning atmosphere. A teacher concerned with significant changes in his/her class size may consult with the administration. However, the final decision on matters relating to class size will be made by the administration.

I.             Length of School Year

The regular term of the school year shall constitute 180 days beginning on the Wednesday following Labor Day and continuing into the month of June until the 180 days has been attained. Two (2) additional days may be added to the regular school year of one hundred eighty (180) days, one (1) day immediately prior to the first day of school and the other day to be scheduled during the school year, or immediately following the close of school. The parties to this Agreement recognize that the Education Reform Act may have an impact on the provisions of this section. If such a situation occurs, the Superintendent-Director will notify the Federation, and the parties will negotiate in accordance with the law.

J.             Length of the School Day

1.    The school day shall be no more than a six (6) hour and forty-five (45) minute day.

Teachers will normally be at their stations at least five (5) minutes before the opening of school and remain at least five (5) minutes beyond the time of student dismissal. Class start time will be determined by Administration. A teacher without an assigned Period 1 class may be assigned a duty station for the above referenced five (5) minutes.

2.   Teachers may be required to be in school beyond these times in emergency situations and for teacher meetings, however, such meetings shall not exceed six (6) per year. The day prior to the opening of school is not included as a teachers' meeting, unless administration extends the day beyond the normal workday. Such meetings will be one (1) hour in duration or less.

3.   Department meetings: Teachers may be required to be in school beyond these times (in J. l. above) for department meetings, however, such meetings shall not exceed eight (8) per year or one (1) per month and will be one (1) hour in duration or less.

4.   Nothing contained above shall be deemed to release a teacher from his/her fundamental obligation to make himself/herself available to give extra assistance to a student, or to be available for detentions for an extra hour beyond the time of a student dismissal scheduled generally as in the past.

Students offending an instructor shall serve with the instructor any detention assigned by him or her. The hours shall be served with the instructor except that when two hours of detention in one day are assigned, the first hour will be served with the instructor and the second hour will be served in office detention. If the instructor, after a reasonable effort on his/her part, is convinced that he/she cannot force compliance, he/she may enlist the aid of the administration. Any additional hours assigned by the administration to effect compliance will be served in office detention, not with individual instructors. Students referred to the office for violation of school regulations not directly affecting the instructor shall be assigned office detention hours by administration.

The parties to this Agreement recognize that the Education Reform Act may have an impact on the provisions of this section. Is such a situation occurs, the Superintendent-Director will notify the Federation, and the parties will negotiate in accordance with the law.

K.            Staff Evaluation System

1.    Guiding Principles:

1.   All bargaining unit members and evaluators will be trained in the Principles of

Effective Teaching, which serve as guidelines for professional standards and the South Shore Regional School District and the South Shore Vocational Teachers' Federation Teacher Evaluation System's processes and procedures.

2.   The parties may select up to three representatives to serve on the Joint Evaluation Subcommittee, which may meet at any time to discuss areas of concern. Any proposed changes to the teacher evaluation system are subject to the collective bargaining process and ratification by the Teachers' Federation and the School Committee.

3.    Professional status teachers will be observed /evaluated no less than every other school year. A Professional Status teacher's summative evaluation (form C) will determine the frequency of observation/evaluation years:

4.    For the professional status teacher who receives a mark of "Exceeds Standards" or "Meets Standards" in all standard areas, that teacher will not be observed/evaluated in the following school year.

5.    For the professional status teacher who receives any mark of "Working Toward Standard" in the summative evaluation, that teacher may be observed/evaluated in the following school year.

6.    For the professional status teacher who receives any mark of "Does Not Meet Standard" in the summative evaluation, that teacher will follow a Professional Improvement Plan (Form F) in the following school year.

7.    A professional status teacher may opt to participate in a professional development project as an alternative to an observation/evaluation year, provided that his/her most recent summative evaluation was rated satisfactory. This option cannot be exercised in any two consecutive observation/evaluation years.

All aspects of the evaluation system are subject to the grievance procedure.

2.            Procedures:

The evaluation process for Non-professional status teachers is as follows:

1.       The first of up to a maximum of three (3) observations will be held by December 15th (Barring serious unforeseen circumstances one evaluator will conduct all observations).

2.       There will be a minimum of two (2) observations for each nonprofessional status teacher and the first observation will be scheduled.

3.       The teacher and evaluator will hold a pre-observation conference within five (5) school days prior to any scheduled observation.

4.       A pre-observation form will be completed at the pre-observation conference.

5.       For both scheduled and unscheduled observations a post-observation conference will be held within five (5) school days after the observation.

6.       For both scheduled and unscheduled observations the evaluator will provide a written observation summary to the non-professional status teacher within ten (10) school days of the post-observation conference.

7.       The teacher will sign the observation summary within five (5) school days of receipt of the observation summary and return it to the evaluator. The signature only indicates receipt of document. The teacher may attach supportive documentation to the observation summary.

8.       Non-Professional status teachers will receive a summative evaluation by May 15th .

9.       A new evaluator may be assigned upon mutual agreement of teacher and evaluator.

The evaluation process for Professional Status teachers who are in an observation and evaluation year of their evaluation cycle is as follows;

1.       A pre-observation form will be completed at the pre-observation conference.

2.       The professional status teacher may receive up to three (3) observations during an evaluation year.

3.       The evaluator will conduct a scheduled observation by January 30th. (Barring serious unforeseen circumstances one (1) evaluator will conduct all observations).

4.       For both scheduled and unscheduled observations a post-observation conference will be held within five (5) school days of the observation.

5.       The written observation summary will be given to the professional status teacher within ten (10) school days of the post-conference observation.

6.       The teacher will sign the observation summary with five (5) school days of receipt of the observation summary and return it to the evaluator. The signature only indicates receipt of document. The teacher may add supportive documentation to the observation summary.

7.       Professional status teachers will receive a summative evaluation by April 30th.

8.       A teacher who receives a satisfactory summative evaluation may opt to do a professional development project in place of his or her next observation and evaluation year.

9.       Any teacher who is not satisfied with an observation report may request an additional observation of a like kind (scheduled or unscheduled).

10.     Any teacher who receives a summative evaluation with an overall rating of Needs Improvement or Unsatisfactory will follow a Professional Improvement Plan (Form F) for the next school year that targets the performance standard(s) rate as "Does Not Meet Standard" from the previous summative evaluation.

11.     A teacher may request to be observed/evaluated in a subsequent year if he/she is rated as "working toward standard" in any area on the summative evaluation form.

12.     A new evaluator may be assigned upon mutual agreement of teacher and evaluator.

3.             Definitions

Evaluator: An administrator trained in The Principles of Effective Teaching and the South Shore Regional School District and the South Shore Vocational Teachers' Federation Evaluation System's processes and procedures.

Observation: A period of time where an Evaluator conducts an observation using the Pre-Observation Form A (if scheduled) and Observation Form B. For unscheduled observations, evaluators will observe an instructor's class for no less than thirty-four (34) and no more than fifty (50) minutes. Unscheduled observations will include a post-observation conference with the instructor as stated in K.2.

For scheduled observations, the Evaluator may choose to arrange for one of the following options: (1) a single observation of no less than thirty-four (34) and no more than fifty (50) minutes; (2) a pre-arranged number of shorter observations over a pre-arranged time period not to exceed eighty-four (84) minutes. The intent of this second option is to allow an Evaluator to see students and teacher work together over a period of time. One (1) Observation Form B will be filled out and one (1) post-observation conference will occur at the conclusion of these shorter observations.

Summative Evaluation: is a summary document primarily focused on observation reports that includes a checklist and narrative response to teacher performance based on the SSVT Teacher Performance Standards during an evaluation year. The summative evaluation may include information gathered from:

         Pre-observation conferences, observations, and post-conferences

         Student and teacher work related to classroom instruction including lesson plans, grade books, units of instruction, and other student work. Evaluators may request to review and only consider student and/or teacher work as part of a summative evaluation, provide it is obtained only from the instructor.

         Professional Development Activities

         Individual Professional Development Plans

         Written correspondence from an administrator that has been placed in a teacher's file as per contractual procedures.

Professional Development Project: an optional project for professional status teachers that takes the place of an observation/evaluation year. This project must be mutually agreed upon between the teacher and the evaluator. The teacher will invest at least twenty (20) hours in the project and submit a written component of activities or other acceptable artifact. This option can be exercised in an observation and evaluation year following a satisfactory summative evaluation.

The project should be focused on student learning, teaching, and/or a teacher's professional growth.

At the Superintendent-Director's discretion, professional development funding will be provided to support a professional growth project. This funding will not impact a teacher's conference/course reimbursement as stated in Article XV.

Professional development projects will be submitted no later than October 15th of the project year. Projects will be approved by mutual agreement of teacher and evaluator by November 15th. Projects must be completed by May 15th, and will be evaluated by June 15th. Modification to the proposal will be upon mutual agreement of teacher and evaluators.

Summative Evaluation Performance Levels

Exceeds Standard: Performance is based on consistent evidence that a teacher exemplifies the characteristics of the "meets standard" category, and goes beyond the standard with additional evidence as noted.

Meets Standard: Performance is based on consistent evidence that a teacher exemplifies the characteristics of the standard.

Working Toward Standard: Performance is based on evidence that a teacher is inconsistently meeting the standard. This judgment will not result in an overall "unsatisfactory" evaluation.

Does Not Meet Standard: Performance is based on evidence that a teacher is not Working Toward Standard. Such unsatisfactory performance of a standard will be noted by prior written notice in a teacher's file.

SSVT Teacher Performance Categories (based on The Principles of Effective Teaching). Each category includes standards found in forms B and C.

I.        Curriculum and Instruction

II.      Effective Design and Use of Assessment

III.   Effective Management of Classroom and Shop Environment

IV.    Promotion of High Standards and Expectation for Student Achievement

V.      Promotion of Equity and Appreciation of Diversity

VI.    Fulfillment of Professional Responsibilities

Summative Evaluation Overall Ratings (Form C): Teacher performance will be given one overall rating based on three categories:

1.      Satisfactory: The District expects that all teachers will be exceeding or meeting all performance standards. Teachers receiving ratings of "Exceeds Standard," "Meets Standard", and/or "Working Towards Standard" on the Summative Evaluation (Form C) will be considered to have earned an overall rating of "Satisfactory Evaluation."

2.      Needs Improvement: Teachers who receive one performance standard rating of "Does Not Meet Standard" for the first time, while receiving satisfactory ratings (Exceeds Standard, Meets Standard, Working Toward Standard) in all other areas will receive an overall summative evaluation rating of "Needs Improvement." By designing a Professional Improvement Plan (Form F) to be implemented in the following school year, the intention is to help the teacher meet the performance standard in the following school year.

3.      Unsatisfactory: An "Unsatisfactory" evaluation rating will be issued if one of the following occurs: (1) A teacher receives a rating of "Does Not Meet Standard" in two (2) or more performance standards in a single evaluation year; (2) A teacher receives a rating of "Does Not Meet Standard" in any performance standard in two (2) out of three (3) consecutive evaluation years. By designing a Professional Improvement Plan (Form F) to be implemented in the following school year, the intention is to help the teacher meet the performance standard in the following school year. This plan must be referenced as part of the summative evaluation that will occur in the school year following the implementation of the Professional Improvement Plan.

L.            Coach Evaluation

Purpose of Evaluation The purpose of coach evaluation at South Shore Vocational Technical High School is to assist coaches in improving their coaching performance and to judge coaching effectiveness.

Who Performs Evaluation? The evaluation of coaches is the responsibility of the Administration. Evaluations shall be conducted by the Superintendent-Director or other Administrator.

How Often Should Coaches Be Evaluated? Coaches shall receive a minimum of one (1) evaluation at the approximate midpoint of the season. Near the conclusion of the respective season, a second evaluation by be conducted. There shall be a maximum of two (2) evaluations per season.

At least one (1) of the evaluations will be scheduled, with between three (3) and ten (10) days notice. The other may be unscheduled.

Upon request of a coach, a professional coaching plan may be developed with an evaluator. Coaches may request and receive another evaluation by a different evaluator. The evaluator will give an explanation, in writing, for any items receiving "I. Improvement Needed."

General Principles Coach evaluations shall not exceed one (1) class period in length unless otherwise agreed to by the coach. All formal observations of work performance will be conducted openly and with full knowledge of the employee.

If a coach or administrator perceives an emergency situation, there will be an opportunity to reschedule the evaluation.

Within ten (10) school days after each formal evaluation, at a mutually agreed upon time during the work day, the coach shall be given a copy of the written Coach Evaluation report, and shall have an opportunity to discuss the report with the evaluator.

Any evaluation of a coach's performance shall be in writing. This evaluation shall be placed in the coach's personnel file. The coach shall have the right to respond in writing to the evaluation. This response shall be attached to the evaluation and placed in the coach's personnel file. The coach, in turn, agrees to sign a statement that he/she has been given a dated copy of the evaluation. The coach's signature does not indicate agreement with the evaluation, only that he/she has seen it.

If the coach perceives the need for further evaluation, which may exceed this agreement, then by mutual agreement the evaluation shall take place.

Coaches will be offered assistance in an effort to improve their performance, and they may cooperate and participate in the assistance program.

Nothing in this article is intended to infringe upon or limit the right of the Superintendent or other Supervisor to communicate with the staff on a one to one basis.

Any evaluation will be subject to the Grievance Procedure. See Appendix E for the Evaluation Instrument.

M.           Teacher Program

No later than ten (10) days prior to the opening of the school year, teachers will be notified of the following matters concerning their programs for the next school year:

1.     Subject to be taught.

2.     The grade level and any other pertinent information regarding classes.

ARTICLE X TRANSFERS-PROMOTIONS-SUMMER SCHOOL-EVENING SCHOOL

A.    Application for Promotion

1.    When vacancies occur or are about to occur in a unit position, or when a new position is established, notice of such circumstances shall be posted on the appropriate school bulletin board by the appointing authority.

2.    Qualifications, requirements, duties, salary, etc., shall be categorically set forth.

3.    Applications in writing shall be accepted within ten (10) school days of the posting (or such longer period as may be allowed in the posting). Such applications shall set forth the basis upon which the applicant solicits consideration.

4.    The Committee and/or the Administration shall consider such applications and make its decision upon its determination of the experience, training, general ability to execute proficiently all the demands of the position of the applicants or others considered for the position, and upon its determination of the impact upon the efficiency of the school system of the promotion of the applicant or other person.

Whenever, in the Committee's and/or the Administration's judgment, all the above factors are equal in respect to two or more applicants or individuals, the applicant with the most seniority in the Regional School District shall be appointed to the position. Nothing herein shall be construed to prohibit the Committee and/or the Administration from making temporary appointments to a position prior to the determination of the permanent appointments by way of the above process.

B.    Summer School and Evening School

1.   All anticipated openings for evening school will be posted no later than the opening day of school.

2.     All anticipated openings for summer school will be posted no later than June 1st.

3.     Applications must be submitted and will be considered as in A.3 and A.4 above.

4.     Applicants shall be notified as soon as possible of the action taken regarding their applications after the close of applications.

C.    Other Positions

All other professional positions will be filled according to the general procedure outlined above and below.

D.   Seniority

Seniority shall be defined as the length of continuous service in the bargaining unit. Periods of service divided by a break due to resignation or termination shall not be added together to determine seniority.

The Committee shall prepare a seniority list of all members of the bargaining unit in the order of their seniority as defined in paragraph one above. Such list shall contain seniority in years and months, the area of certification held by the employee both in terms of current assignment and other areas in which the employee is certified. The Federation shall have this list available to them, and it shall be kept current as of each September 15th.

E.   Layoff and Recall

1.    In the event of a cut-back in personnel within the school, employees shall be laid off in accordance with seniority as defined in Article X, Section D, i.e. the least senior employee to be laid off first. For the purpose of this section, seniority shall mean a bargaining unit member who received full-time compensation teaching in those areas of certification for at least one school year at South Shore Vocational Technical High School.

2.    Any employee with professional teacher status affected in a layoff procedure shall be given notice prior to the 15th of April of the year preceding the layoff.

3.    A recall list shall be established by the Committee. Such list shall consist of the names of the affected employees, the area(s) of certification held by the affected employee, and the date of the layoff. These persons shall be rehired before any new personnel are hired into the same area(s) of certification held by a laid off teacher. Such rehiring shall also be based on seniority, i.e. the person who was laid off last shall be the first employed. When an employee refuses a recall opportunity for a position for which he/she is certified, his/her name shall be removed from the recall list. The recalled employee shall have a 30-day period for resolving any current commitments. Teachers' names shall remain on the recall list for twenty-four months.

4.    The Federation shall be provided with the recall list that shall be kept current as of each July 1st.

F.   Non-Professional Status

A teacher without professional teacher status shall be notified in writing on or before June fifteenth whenever such person is not to be employed for the following school year.

ARTICLE XI LEAVES OF ABSENCE

A.    Sick Leave

1.    Any full time teacher shall receive full pay for absence due to his own illness or disability in accordance with the following provisions:

Each teacher with professional status is eligible for fifteen (15) days sick leave annually. Teachers without professional status will receive five (5) days of sick leave on September 1st of each school year with the remaining ten (10) to be accrued at the rate of one per month to a total of fifteen (15). All unused sick leave earned in preceding years shall be totally cumulative.

2.       Illness exceeding accumulated sick leave will be given individual consideration by the School Committee.

3.       Only service in the South Shore Regional School District may be credited for sick leave benefits. Any accumulation of sick leave days that present employees have at the effective date of this Agreement shall be retained.

4.       In instances where the teacher's disability is covered by Workers' Compensation, there shall be no double recovery.

5.       Each teacher shall receive a notice of his accrued sick leave during the month of September.

6.       In order to receive the benefit of this provision, a member of the Unit must notify the office of the Superintendent-Director, or the designated Substitute Coordinator, as soon as practicable when he/she will be absent from school. Every effort will be made to notify the office by 7:15 am. In the case of an illness of six (6) or more consecutive workdays, the Superintendent-Director may require the submission of a medical certification of illness.

7.       Sick Leave Bank. See Appendix D.

B.    Funeral Leave

Teachers shall be allowed up to four (4) days leave without loss of pay during the school year in the case of a death in the immediate family, or if the teacher is the individual responsible for making funeral arrangements for a deceased relative. The term "immediate family" shall include only the teacher's spouse, parent, child, brother or sister and spouse's parent, child, brother or sister. These provisions shall be administered in the light of their purpose that is to provide opportunity to enable the teacher to attend the funeral and prior mourning periods. One (1) day of leave will be granted for the purpose of attending the funeral of a grandparent, grandchild, aunt, uncle, niece, nephew, or first cousin. In the case of unusual circumstances, further leave may be granted at the discretion of the Administration and/or School Committee. Information concerning the need for such leave and the nature of the relationship to the deceased shall be provided, in writing, in advance of the leave whenever practicable, or as soon thereafter as the employee is able, but not later than upon his or her return to work.

C.   Organized Reserve Forces

Every person who is a member of a reserve component of the Armed Forces of the United States shall be granted, in accordance with Section 59 of Chapter 33 of the General Laws, leave of absence during the time of his annual tour of duty as a member of such reserve component, provided, however, that such leave shall not exceed seventeen (17) days. In order to be eligible for the difference money aspect of this provision, the teacher must exercise every reasonable effort to have such training scheduled during the school vacation periods. The difference money will be computed by dividing the person's annual salary by one hundred eighty-two (182) days and subtracting the daily base military pay for school days that the person is on duty. Such difference pay will be paid subsequent to the receipt of military payroll documentation.

D.   Personal Leave

Three days of personal leave may be granted for imperative personal business which cannot be effectively conducted outside of normal school hours. Normally, twenty-four (24) hours of prior notification will be required before such leave is granted. It is understood that such leave is not to be used to extend holiday weekends or school vacation periods.

E.   Leave for Summer School Attendance

If a teacher attending summer school under a program approved by the Superintendent-Director finds his/her assignment commencing prior to the close of school, he/she shall be released prior to the closing of school. The teacher's pay for said days shall be reduced by the amount of any compensation he/she is awarded by summer school attendance.

F.    Extended Leaves

1.   The Superintendent-Director, at his/her discretion, may grant and/or extend unpaid leaves of absence to teachers for self-improvement or compelling personal reasons, when, in its judgment, there will be no detriment to the quality of education offered in the school.

2.   All benefits to which a teacher was entitled at the time a leave of absence commenced shall be restored to him/her upon his/her return.

G.   Maternity Leaves

1.   An employee has the option of using current or accumulated sick leave to the extent available while she is on maternity leave.

2.     Absence in excess of available sick leave time will be treated as leave without pay.

3.     Such maternity leave shall be granted upon reasonable notice to the Superintendent-Director to become effective at the employee's discretion and to terminate not more than one (1) year after the termination of pregnancy.

4.   If an employee on maternity leave wishes to return any time prior to the date on her initial

notification and during the one year after the termination of pregnancy, she shall notify the Superintendent-Director of her intent at least one month prior to her return.

5.   If an employee fails to return from the maternity leave by the expiration of the one (1) year period, her employment will be terminated.

6.   An employee returning from maternity leave will be reinstated to her previous position or to another comparable position.

7.   An employee returning from a maternity leave will retain all her previous rights. Salary placement will be at the next step of the salary schedule if the employee served one-half (1/2) or more of the work year in which the leave was granted.

H.           Paternity Leave

Bargaining unit members shall be, upon written request to the Superintendent-Director, providing no less than twenty-four (24) hours notice whenever possible, entitled to use accumulated sick leave for the purpose of adoption, assuming the responsibility of a foster child, or other emergency needs with regard to a minor dependent child. In the case of Paternity Leave of seven (7) or more consecutive workdays, the Superintendent-Director may require the submission of a medical certification, or other certification, of continued need for the Paternity Leave.

I.             Sabbatical

As per Massachusetts General Laws Chapter 71, Section 41 A.

ARTICLE XII FEDERATION PRIVILEGES AND RESPONSIBILITIES

A.    Fair Practices

As sole collective bargaining agent, the Federation will continue its policy of accepting into voluntary membership all eligible persons in the unit without regard to race, color, creed, national origin, sex, or marital status. The Federation will represent equally all persons without regard to membership, participation in or activities in any employee organization. The Committee agrees to continue its policy of not discriminating against any person on the basis of race, creed, color, national origin, sex, marital status or participation in or association with activities of any employee organization.

B.    Dues Check Off

1.   An employee who wishes to have the School Committee deduct the regular monthly Federation dues from his pay for transmittal to the Federation shall execute an authorization card to be furnished by the Federation in the form attached.

Authorization Form for Payroll Deduction

I,___________, a member of the South Shore Regional Vocational Teachers Federation (do)(do not) elect to have Federation dues deducted from my salary as per payment schedule, and hereby authorize and direct the Treasurer of the South Shore Regional Vocational Teachers Federation to make such deductions as per payment schedule.

(Signed)

(Date)

The District Treasurer will pick up payment on the date to be specified by the Superintendent-Director.

2.   The amount of dues will be certified to the District Treasurer from time to time by the

Treasurer of Local 1896, or his duly assigned agent and the amount of dues will be uniform for all members of the Federation. A certification of a change in Federation dues shall become effective after the receipt by the District Treasurer of such certification in writing from the Federation at least fifteen (15) days prior to the start of the month in which the Federation seeks to make such changes effective.

3.   Federation dues deducted by the District Treasurer shall be forwarded no later than thirty (30) days after such deduction was made.

4.   An authorization by an employee for deduction of Federation dues shall be canceled automatically whenever such employee is removed from the School Committee payroll, or goes on leave of absence for more than one month, and there shall be no obligation on the part of the School Committee to continue authorization in effect in the absence of an applicable agreement.

C.   Distribution of Materials & Bulletin Board

The Federation shall have the right to place material in the mail boxes of teachers in the unit and to have a bulletin board in the Faculty Room so long as any material distributed or posted is signed by an authorized Federation representative and contains no inflammatory language, intent, or any sanctions.

D.   Use of School Property

The authorized representative of the Federation shall have the right to schedule Federation meetings in the building before or after class hours after first obtaining the approval of the Superintendent-Director. Such approval will not be unreasonably withheld.

E.   No Federation Activity on School Time

Except as provided herein, the Federation agrees that no teacher will engage in Federation activities during the time he is assigned to teaching or other duties.

F.    Information

The Committee shall make available to the Federation, upon its reasonable request, any and all available information, statistics, and records relevant to negotiations, or necessary for the proper enforcement of the terms of this Agreement to which the Federation is entitled as a matter of law.

ARTICLE XIII SEPARABILITY AND SAVINGS

If any Article or Section of this Agreement or any Riders thereto should be invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with our enforcement of any Article or Section should be restrained by such tribunal pending a final determination as to its validity, the remainder of this Agreement and or Rider thereto, or the application of such Article or Section to persons or circumstances other than those as to which it has been held invalid or as to which compliance with our enforcement of has been restrained shall not be affected thereby. In the event that any Article or Section is held invalid or enforcement of or compliance with which has been strained, as above set forth, the parties affected thereby shall enter into immediate collective bargaining negotiations upon the request of either party for the purpose of arriving at a mutually satisfactory replacement for such Article or Section during the period of invalidity or restraint.

ARTICLE XIV APPLICATION OF LAWS

The Committee and Federation state their intent to comply with all valid local, State and Federal laws, including the following pertaining to teacher's wages, hours and other conditions of employment. In recognition of the fact that available means of redress exist for any alleged violation of these laws, no such alleged violation shall be arbitrable under this contract.

1.     The parties agree that all provisions of the Massachusetts Teachers' Retirement Plan shall be made a part of this contract.

2.     The School District shall conform with all Massachusetts Safety Laws.

3.     Pursuant to Ch. 71, M.G.L.A., Section 56B, no person known to be suffering from tuberculosis in a communicable form, or having evidence or symptoms thereof, shall be employed or continued in employment as a teacher. Any teacher removed from employment on account of tuberculosis in a communicable form shall be carried on sick leave with pay for the entire period of such removal, but in no case for more than two years plus any accumulated sick leave.

4.   Pursuant to Ch. 41, M.G.L.A., Section 100C, the Committee shall indemnify a teacher for

expenses or damages sustained by him by reason of an action or claim against him arising out of his negligence or other act of his resulting in accidental damage to or destruction of property, while acting in the capacity of a teacher; provided that after such investigation, it shall appear to the Committee that such teacher was at the time the cause of action or claim arose acting within the scope of his 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 an attorney employed for the purpose by the Committee, or if such attorney upon such employment fails or refuses to defend such action or claim, by an attorney employed by such teacher.

5.   Military Leave. Military leave of absence, without pay, may be granted to a permanent teacher inducted or activated into the Armed Forces for the required length of service, according to the terms of the Selective Service and Training Act of 1940, and subsequent amendments by Congress.

ARTICLE XV COMPENSATION

A.    Basic Salary Schedule

1.      Salaries will be paid in accord with the schedules set forth in Appendices A and B that are attached to and made a part of this agreement.

2.      Step increments are granted when there has been a continuation of a high standard of teaching. Progress on the salary schedule is representative of the commitment of the faculty at South Shore Regional Vocational High School to quality education.

B.    School Business

1.       Mileage allowance: Teachers covered by this Agreement who are authorized to use private automobiles for school business shall be reimbursed at the IRS rate in effect, and for parking and tolls.

2.       Food allowance: Teachers covered by this Agreement who are authorized to participate in school business including field trips shall be reimbursed, with receipts provided, for up to $25.00 for meals per day.

C.    Professional Improvement Courses/Conferences/Educational Leave

1.       For all teachers, on the approval of the Superintendent-Director or his designee, attending accredited college level course(s), professional development conference(s), professional convention(s), workshop(s), seminar(s), or trade course(s), the Committee agrees to pay the cost of the expenses up to a maximum limit of $ 1,500 per year. For all teachers who are matriculated in a degree program the Committee agrees to pay the expenses up to a limit of $2,000 per year. Upon request of the Superintendent-Director, verification of matriculation will be provided.

2.       One day leave of absence with pay shall be granted to teachers for the purpose of observing in another classroom, another school district, or in industry, when mutually agreeable.

3.       The School Committee shall reimburse teachers for applicable expenses. The applicable expenses are tuition, books, room and board, meals (as B.2. above), car driver's mileage (as B.l. above), or other transportation.

4.       In the event the Superintendent-Director funds the accredited college level course(s), professional development conference(s), professional convention(s), workshop(s), seminar(s), or trade course(s) from alternative funding sources it will not be credited against the teacher's maximum limit.

5.    For the purposes of above: per year shall mean a "contract year" of September 1st until the next August 31st.

D.            Horizontal Salary Schedule Advancement

1.     Credits shall be awarded and advancement horizontally on the salary scale may be accomplished by means of the following activities:

a.     The successful completion of approved academic courses leading toward the award of a degree from an accredited college level institution of learning, or

b.     The successful completion of approved non-matriculated academic courses from an accredited college level institution of higher learning, or

c.     The successful completion of approved professional development conferences, workshops or seminars involving the learning of new skills, techniques, processes, or knowledge, or

d.     The successful completion of approved trade courses involving the learning of new skills, techniques, processes, or knowledge, or

e.     The successful completion of approved fieldwork which is employment involving the learning of new skills, techniques, processes, or knowledge, or

f.     The successful completion of an approved project involving the learning of new skills, techniques, processes, or knowledge.

2.     In order to receive credit for any such approved activity, the teacher, at least ten (10) days prior to commencing the activity, shall present to the Superintendent-Director or his designee a written prospectus describing in detail:

a.     the nature of the activity

b.     the anticipated time to be invested in the activity, and/or the number of academic credits awarded for the activity

c.     the teacher's reasons for believing the successful completion of the activity will make him/her a more effective teacher.

3.       Within ten (10) days, the Superintendent-Director or his designee will respond to the teacher's prospectus in writing. Such response will include the number of Professional Development Points and the time or credit for horizontal salary scale movement.

4.       Upon the teacher's submission in writing to the Superintendent-Director or his designee that he/she has successfully completed the activity, it shall be the responsibility of the Superintendent-Director or his designee to verify that in fact the activity has been successfully completed in accordance with its description in the teacher's prospectus. The Superintendent-Director or his designee's and Committee's decisions on such verification shall be binding.

5.       Horizontal salary schedule advancement credits shall be awarded on the basis of one (1) credit for every fifteen hours of accumulated activities approved by the Superintendent-Director or his designee.

6.       Horizontal advancement may be made on March 1st or August 31st.

7.       All teachers seeking approval and reimbursement for courses/conferences in section C, or for salary advancement activities in section D.1., shall submit the forms located in Appendix F of this contract.

E.   Method and Time of Salary Payment

Salaries of regular teachers shall be paid in twenty-six (26) equal installments on every other Thursday of the calendar year. A teacher may exercise the option of receiving the amounts due in July and August on the last day of school provided that the District Treasurer is notified by June 1. If a teacher leaves, giving at least thirty days (30) notice, or dies, during the school year, he, or his estate, shall be entitled to a prorated share based on his period of service in relation to the number of days the school is in session during the school year, minus the compensation already paid. Effective July 1, 2007, all paychecks will be paid via direct deposit only. In the event a payday falls during a vacation period, the District will nonetheless make its electronic payments on its scheduled day.

F.   Hourly Rates of Pay

Thirty-Two ($32.00) Dollars per hour shall be the rate of pay for teachers in the summer school, evening school, core evaluations after regular school day, driver education, and all Federally financed programs outside of normal school hours.

G.   Itemized Payroll Deductions

All paychecks shall be itemized showing gross earnings, all deductions, and net earnings.

H.            Department Heads

1.    All Department Heads will be compensated upon the basis of the following schedule:

Number of people in Department

2009-2010

2010-2011

2011-2012

1-2

1300

1350

1400

3-4

1500

1550

1600

5+ (and Automotive and Graphics)

1800

1900

2000

At the discretion of the Superintendent-Director, a person may be appointed to more than one Department Head position.

The Physical Education Instructor will be counted as a member of the Science Department.

I.             Shop Coats and Safety Equipment

1.    The Committee agrees to pay each shop and related teacher of the bargaining unit Four Hundred ($400.00) Dollars in the first pay period of the school year for uniform costs and safety shoes.

2.   The School Committee will provide and maintain the following safety equipment where needed:

   Safety glasses (non-prescription)

   Safety glasses (prescription) for all members of the unit who need safety glasses for school-related instructional activity provided that the glasses are purchased through the school. Where prescription safety glasses are not purchased through the school, reimbursement shall not exceed $100.00.

J.            Pupil Services

The Guidance Counselor(s) will receive compensation consistent with his/her appropriate step on the teachers' salary schedule plus compensation on a prorata basis for ten (10) days beyond the school year. The Special Needs Coordinator will receive compensation consistent with his/her appropriate step on the teachers' salary scale plus compensation on a prorata basis for up to ten (10) days beyond the school year. The School Nurse will receive pro-rated per diem compensation consistent with his/her daily rate of pay up to five days before the start of the school year. These days may be substituted for mutually agreed upon alternate days.

K.           Extracurricular Activities

The schedule for payment of extracurricular duties is set forth in Appendix B which is attached to and made a part of this Agreement.

L.            Placement on the Salary Schedule

1.       Members of the bargaining unit shall be on the salary schedule.

2.       Newly employed personnel shall be placed on the salary schedule at a step commensurate with training and experience based upon the recommendation of the Superintendent-Director.

M.           Anniversary Dates

For the purpose of salary payment, full time teachers serving more than one half (1/2) of the school year will be eligible to advance a step on the salary schedule each September.

N.            Retirement Allowance

1.    In recognition of dedicated service to the children of the District, any teacher covered by the Agreement may obtain an increase in compensation in the final year of teaching by following the established procedure.

a.     Eligible teachers who desire to participate in this program will notify the Superintendent by November 1 of the calendar year prior to the school year in which they intend to retire of their intention to retire under provisions of the Massachusetts Teachers Retirement Act.

b.     If such notice is submitted in writing by November 1, then, at the commencement of the final year of teaching all accumulated sick leave up to a limit of 220 days shall be wiped off the books and in lieu thereof the annual salary schedule of the individual concerned will be increased by $30.00 for each sick day surrendered.

2.    Early Retirement Incentive

The Committee agrees to pay a sum of $5,000 after 10 years of continuous service in the District if a teacher retires into the Massachusetts Retirement System from the age of 55. Eligible teachers who desire to participate in the program will notify the Superintendent-Director by November 1 of the calendar year prior to the school year in which they intend to retire. Any teacher who submits two of these notices of intent to retire and desire to participate in this incentive and then withdraws such two notices shall no longer be entitled to this early retirement incentive.

O.           Nurse Compensation

The School Nurse shall be compensated as follows:

RN

RN + BS

 

90% Col B/C

100% Col etc.

B+30

The Nurse will be eligible for all benefits and subject to all provisions set forth in this Agreement.

P.            Career Increments

For the purpose of payment of a career increment, full-time teachers who complete ten (10) consecutive years of service on any date other than September 1st of a school year will be eligible to receive an increment effective with the next ensuing paycheck, pro-rated according to the number of school days worked, and added to their biweekly salary remaining for that year. The anniversary date would henceforth become September 1st for inclusion of the career increment in the annual salary.

In recognition of the value of years of continued service to the South Shore Regional School District, the following annual added increments shall be awarded to each member of the bargaining unit:

Years of Service

10-14

15-19

20-24

25+

Effective September, 2009 (Year 1)

$ 800.00

$1,050.00

$1,300.00

$1,600.00

Effective September, 2010 (Year 2)

$ 900.00

$1,150.00

$1,400.00

$1,700.00

Effective September, 2011 (Year 3)

$1,000.00

$1,250.00

$1,500.00

$1,800.00

Q.           Massachusetts License Increment

The School Committee shall pay for licenses and certifications of those teachers required to use the license in their school trade or academic functions. In addition, the School Committee shall pay for one primary trade, national board, and industry certifications such as but not limited to ASE, NIMS, NATEF. Academic certifications to be reimbursed will be limited to one primary area of instruction certification, and eligibility will be only for teachers who have achieved Professional Teacher Status.

ARTICLE XVI DURATION

This agreement shall be effective as of September 1, 2009, and shall continue in full force and effect until August 31, 2012, a period of three (3) years. Negotiations for a subsequent agreement will commence no later than September 2011, for all items upon request of either party.

Signed: James Flaherty                                                                     Signed: Robert Heywood

______________________________                                         ______________________________

James Flaherty, President                                                                 Robert Heywood, Chairman, South Shore

Regional

South Shore Regional Vocational Teachers                                           School District Committee

Federation, Local 1896, MFT-AFT, AFL-CIO

As ratified by the Federation on March 3, 2009

As ratified by the School Committee on March 19, 2009

APPENDIX A - SALARY SCHEDULE

2009-2010 SALARY SCHEDULE - 0%

 

 

 

 

B+45 or

B+60 or M+30

 

 

B

B+15

B+30 or M

M+15

C+BS or

DOC/CAGS/2M

 

C

C+30

C+45

C+60

C+120

C+B+M

Step 1

40479

41697

43019

44230

45552

47016

Step 2

42840

44045

45369

46579

47907

49371

Step 3

45180

46394

47718

48935

50262

51725

Step 4

48000

49214

50538

51747

53071

54538

Step 5

50578

51791

53122

54327

55650

57114

Step 6

53164

54369

55698

56917

58232

59698

Step 7

55747

56956

58293

59500

60819

62284

Step 8

58329

59538

60865

62078

63404

64869

Step 9

60913

62121

63448

64651

65980

67445

Step 10

63494

64702

66021

67240

68565

70030

Step 11

67450

68671

69316

70528

71853

73318

Step 12

XXXX

XXXX

72089

73349

74727

76251

Step 13*

 

 

74973

76283

77716

79301

*Step 13 requires 8 years of continuous service

2010-2011 SALARY SCHEDULE - 2%

 

 

 

 

B+45 or

B+60 or M+30

 

 

B

B+15

B+30 or M

M+15

C+BS or

DOC/CAGS/2M

 

C

C+30

C+45

C+60

C+120

C+B+M

Step 1

41289

42531

43879

45115

46463

47956

Step 2

43697

44926

46276

47511

48865

50358

Step 3

46084

47322

48672

49914

51267

52760

Step 4

48960

50198

51549

52782

54132

55629

Step 5

51590

52827

54184

55414

56763

58256

Step 6

54227

55456

56812

58055

59397

60892

Step 7

56862

58095

59459

60690

62035

63530

Step 8

59496

60729

62082

63320

64672

66166

Step 9

62131

63363

64717

65944

67300

68794

Step 10

64764

65996

67341

68585

69936

71431

Step 11

68799

70044

70702

71939

73290

74784

Step 12

XXXX

XXXX

73531

74816

76222

77776

Step 13

 

 

76472

77809

79270

80887

APPENDIX A - SALARY SCHEDULE

2011-2012 SALARY SCHEDULE - 2.75%

 

 

 

 

B+45 or

B+60 or M+30

 

 

B

B+15

B+30 or M

M+15

C+BS or

DOC/CAGS/2M

 

C

C+30

C+45

C+60

C+120

C+B+M

Step 1

42424

43701

45086

46356

47741

49275

Step 2

44899

46161

47549

48818

50209

51743

Step 3

47351

48623

50010

51287

52677

54210

Step 4

50306

51578

52967

54234

55621

57159

Step 5

53009

54280

55675

56938

58324

59858

Step 6

55718

56981

58374

59652

61030

62566

Step 7

58426

59693

61094

62359

63741

65277

Step 8

61132

62399

63789

65061

66450

67986

Step 9

63840

65105

66497

67757

69151

70686

Step 10

66545

67811

69193

70471

71859

73395

Step 11

70691

71970

72646

73917

75305

76841

Step 12

XXXX

XXXX

75553

76873

78318

79915

Step 13

 

 

78575

79949

81450

83111

APPENDIX B

EXTRACURRICULAR

STIPENDS

The Committee may decide to fund and fill the following positions, and if they are funded and filled by bargaining unit members, then they shall be compensated as follows:

 

2009-2010

2010-2011

2011-2012

1. Faculty Advisors

 

 

 

a. Yearbook Advisor-Publications

2,433

2,482

2,550

b. Yearbook Advisor-Business

2,433

2,482

2,550

c. Newspaper

965

984

1,011

d. Class Advisors (11 &12)

690

704

723

e. Student Council Advisor

1,386

1,414

1,453

f. Assistant Student Council Advisor

1,003

1,023

1,051

g. Health-Safety Coordinator (s)

1,151

1,174

1,206

h. Skills USAA/ICA Coordinator

2,623

2,675

2,749

i. Skills USA/VICA Asst. Coordinator

1,311

1,337

1,374

j. Skills USAA/ICA Club Advisors

312

318

327

k. Computer Club Advisor

1,003

1,023

1,051

l Cosmetology Club Advisor

1,311

1,337

1,374

m. Drama Club Advisor

1,631

1,664

1,710

n. Drama Club Asst. Advisors(up to two)

877

895

920

o. Outdoor Adventure Club Advisor

1,508

1,538

1,580

p. Outdoor Adventure Club Asst. Advisor

752

767

788

q. Math Club Advisor

752

767

788

r. Science Club Advisor

752

767

788

s. Peer Mediation Advisor

566

577

593

t. Honor Society Advisor

566

577

593

u. Peer Leader

1,003

1,023

1,051

v. Robotics Club Advisor(s)

1,003

1,023

1,051

w. Instructional Coach

1,200

1,224

1,258

x. Teacher Mentor

1,200

1,224

1,258 .

y. Mentor Coordinator

2,750

2,805

2,882

2. Athletic Director

7,276

7,422

7,626

3. Coaches

 

 

 

Head Football Coach

5,769

5,884

6,046

Assistant Football Coaches

4,264

4,349

4,469

Head Coach

4,985

5,085

5,225

Assistant/JV Level Coach

3,638

3,711

3,813

Intramural

23.47/hr.

23.94/hr.

24.60/hr.

Freshman Basketball Coach

2,695

2,749

2,824

Cheerleader Coach - Fall Sports

2,301

2,347

2,412

Cheerleader Coach - Winter Sports

2,301

2,347

2,412

APPENDIX C EVALUATION FORMS

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

Teacher Pre-Observation Conference Form (A)

Teacher: ____________________________

Date of pre-conference meeting: _____________ Date of scheduled observation: _____________

Class: _____________ Cycle/day/period: _____________

1.        List the objective(s) of the lesson that will be observed. How will the objective(s) connect with the previous day or lesson and the following day/lesson?

2.        What teaching/learning activities will be observed?

3.        Are there any group or individual characteristics or circumstances of which the evaluator should be aware?

4.        Optional: Are there specific areas of teacher performance that the teacher would like the evaluator to observe and comment upon?

Evaluator notes during the pre-conference meeting

This form will be attached to the observation report and copies of both will be submitted to the teacher and his/her personnel file.

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

Teacher Observation Form (B)

Teacher: ____________________________

Date of pre-conference meeting: _____________ Date of scheduled observation: _____________

Class: _____________ Cycle/day/period: _____________

In this report, the evaluator will make claims about the teacher's instructional practices supported by clear evidence. The evaluator will comment on parts of the lesson seen as particularly successful and those that need improvement.

Any concerns will be noted along with their connection to the adopted Principles of Effective Teaching. Suggestions for growth and improvement may be included.

Signature of evaluator: __________________ Date: __________________

Signature of teacher: ____________________ Date: __________________

The SSVT Observation Checklist will accompany Observation Form B. This checklist will note the types of evidence gathered during the observation relative to the teacher performance standards.

South Shore Vocational Technical High School

Observation Checklist for Teachers

Used with Form B narrative page

Teacher performance standards

Evidence that standard is being addressed

Evidence that warrants concern over standard being met

Evidence that standard is being addressed via pre or post observation conference

Not observed at this time

I. Curriculum & Instruction

 

 

 

 

a. The teacher maintains and implements a current course/program curriculum

 

 

 

 

b. The teacher plans short and long term instruction effectively

 

 

 

 

c. The teacher clarifies areas of student confusion

 

 

 

 

d. The teacher carefully selects appropriate classroom/shop activities

 

 

 

 

e. The teacher uses effective questioning techniques

 

 

 

 

f. The teacher makes learning goals clear to students

 

 

 

 

II. Effective Design and Use of Assessment

 

 

 

 

a. The teacher assesses student understanding and provides regular feedback to students on their progress

 

 

 

 

b. The teacher's system of assessment is demonstrated through effective record keeping

 

 

 

 

c. The teacher maintains a high quality assessment system for his/her course or program

 

 

 

 

d. Based on assessment results, the teacher adjusts instruction, materials or assessments where appropriate.

 

 

 

 

III. Effective Management of Classroom & Shop Environment

 

 

 

 

a. The teacher models and supervises appropriate standards of behavior, mutual respect and classroom/shop safety

 

 

 

 

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

 

 

 

 

c. Manages classroom routines and procedures

 

 

 

 

d. Maintains an effective philosophy and practice of student discipline

 

 

 

 

IV. Promotion of High Standards and Expectations for Student Achievement

 

 

 

 

a. The teacher maintains and communicates high standards for student achievement

 

 

 

 

b. The teacher maintains high expectations that contribute to student achievement

 

 

 

 

V. Promotion of Equity and Appreciation of Diversity

 

 

 

 

a. The teacher promotes equity within his/her class/shop

 

 

 

 

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

 

 

 

 

VI. Fulfillment of Professional Responsibilities

 

 

 

 

a. The teacher is knowledgeable in his/her content areas

 

 

 

 

b. The teacher works effectively with colleagues

 

 

 

 

c. Participates in professional development

 

 

 

 

d. The teacher maintains necessary certifications/approvals

 

 

 

 

e. The teacher works effectively with parents and other members of the school community

 

 

 

 

Performance standards are further explained in the SSVT Performance Standards Rubric located in the Faculty Evaluation Handbook

Observation Form B will accompany the SSVT Teacher Observation Checklist.

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

Teacher Summative Evaluation Form (C)

Performance standards are further explained in the SSVT Performance Standards Rubric located in the Faculty Evaluation Handbook

Teacher: _____________________ Position: _____________________

School year: _____________________ Date: _____________________

The instructor has: _________________ professional status _____________ non-professional status

Teacher performance standards

Exceeds standard

Meets Standard

Working Toward Standard

Does Not Meet Standard

I. Curriculum & Instruction

 

 

 

 

a. The teacher maintains and implements a current course/program curriculum

 

 

 

 

b. The teacher plans short and long term instruction effectively

 

 

 

 

c. The teacher clarifies areas of student confusion

 

 

 

 

d. The teacher carefully selects appropriate classroom/shop activities

 

 

 

 

e. The teacher uses effective questioning techniques

 

 

 

 

f. The teacher makes learning goals clear to students

 

 

 

 

II. Effective Design and Use of Assessment

 

 

 

 

a. The teacher assesses student understanding and provides regular feedback to students on their progress

 

 

 

 

b. The teacher's system of assessment is demonstrated through effective record keeping

 

 

 

 

c. The teacher maintains a high quality assessment system for his/her course or program

 

 

 

 

d. Based on assessment results, the teacher adjusts instruction, materials or assessments where appropriate.

 

 

 

 

II. Effective Management of Classroom & Shop Environment

 

 

 

 

a. The teacher models and supervises appropriate standards of behavior, mutual respect and classroom/shop safety

 

 

 

 

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

 

 

 

 

c. Manages classroom routines and procedures

 

 

 

 

d. Maintains an effective philosophy and practice of student discipline

 

 

 

 

IV. Promotion of High Standards and Expectations for Student Achievement

 

 

 

 

a. The teacher maintains and communicates high standards for student achievement

 

 

 

 

b. The teacher maintains high expectations that contribute to student achievement

 

 

 

 

V. Promotion of Equity and Appreciation of Diversity

 

 

 

 

a. The teacher promotes equity within his/her class/shop

 

 

 

 

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

 

 

 

 

VI. Fulfillment of Professional Responsibilities

 

 

 

 

a. The teacher is knowledgeable in his/her content areas

 

 

 

 

b. The teacher works effectively with colleagues

 

 

 

 

c. Participates in professional development

 

 

 

 

d. The teacher maintains necessary certifications/approvals

 

 

 

 

e. The teacher works effectively with parents and other members of the school community

 

 

 

 

Part 2: Overall comments: Evaluator may attach a summary statement or elaborate on the various teacher performance standards. Specific comments must be made in any area where the instructor receives an evaluation of "Working Toward Standard" or "Does Not Meet Standard" so the teacher can address specific concerns.

(check if applicable)

______________ a narrative statement of ______________pages has been attached following this page

______________ an optional teacher input sheet (Form G) has been attached at the end

Part 3: The overall evaluation is:

______________ Satisfactory

______________ Needs Improvement

______________ Unsatisfactory — in order to receive an overall summative rating of "unsatisfactory" a teacher must receive more than one performance standard rated as unsatisfactory.

Signature of evaluator: ______________ Date: ______________

Signature of teacher: ______________ Date: ______________

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

School Nurse Pre-Observation Conference Form (A)

School Nurse: ______________

Date of pre-conference meeting: ______________

Date of scheduled Observation: ______________

1.       List the performance objective(s) that will be observed. If applicable, how will the objective(s) connect with activities from the previous day or how will they connect with activities on the following day?

2.       What interactions with students, parents and/or staff will be observed?

3.       Are there circumstances of which the evaluator should be aware regarding this observation?

4.       Optional: Are there specific areas of job performance that the staff member would like the evaluator to observe and comment upon?

Evaluator notes during the pre-conference meeting

This form will be attached to the observation report and copies of both will be submitted to the staff member and his/her personnel file.

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

School Nurse Observation Conference Form (B)

School Nurse: ______________

Date of pre-conference meeting: ______________ Date of observation: ______________

Class: ______________ Cycle/day/period: ______________

In this report, the evaluator will make claims about the teacher's instructional practices supported by clear evidence. The evaluator will comment on parts of the lesson seen as particularly successful and those that need improvement.

Any concerns will be noted along with their connection to the adopted Principles of Effective Teaching. Suggestions for growth and improvement may be included.

Signature of Evaluator: ______________ Date: ______________

Signature of School Nurse: ______________ Date: ______________

The SSVT Observation Checklist will accompany Observation Form B. This checklist will note the types of evidence gathered during the observation relative to the teacher performance standards.

South Shore Vocational Technical High School School

Nurse Observation Checklist

Used with Form B narrative page

School Nurse performance standards

Evidence that standard is being addressed

Evidence that warrants concern over standard being met

Evidence that standard is being addressed via pre or post conference

Not observed at this time

I. Currency in the Professional Area

 

 

 

 

a. Maintains an understanding of health counseling practices and techniques through participating in workshops, seminars, and formal courses

 

 

 

 

b. Maintains a high standard of ethics guided by the code of nurses (ANA)

 

 

 

 

c. Maintains client confidentiality with legal, regulatory and ethical parameters of health and education

 

 

 

 

d. Maintains up to date knowledge of regional school health requirements

 

 

 

 

II. Planning and Assessment

 

 

 

 

a. Applies a systematic nursing process approach to problem solving in the school nursing practice

 

 

 

 

b. Collects and assess health data in a systematic and continuous manner

 

 

 

 

c. Analyzes assessment data to make clinical judgment or nursing diagnosis

 

 

 

 

d. Implements nursing actions that maintain, or restore health, prevent illness and affect rehabilitation

 

 

 

 

e. Obtains feedback to systematically evaluate student responses to nursing actions

 

 

 

 

III. Communication

 

 

 

 

a. Maintains effective communication with students, parents, staff, and administration as necessary

 

 

 

 

b. Completes reports, records, and health care plans in a professional manner

 

 

 

 

c. Keeps student information confidential

 

 

 

 

IV. Management

 

 

 

 

a. Creates and maintains a safe and caring health office environment

 

 

 

 

b. Encourages students to collaborate in planning self-care for positive health practices

 

 

 

 

c. Establishes behavior standards for students using the school health office

 

 

 

 

d. Maintains student data in compliance with regulations

 

 

 

 

V. Promotion of Enquire and Appreciation of Diversity

 

 

 

 

a. Acts as a student advocate

 

 

 

 

b. Demonstrates respect and sensitivity to the ethnic, cultural and socioeconomic diversity of families

 

 

 

 

c. Identifies and uses nursing strategies and recourses that are appropriate to the individual and special needs of students

 

 

 

 

d. Promotes positive self concept in students

 

 

 

 

VI. Fulfillment of Professional Responsibilities

 

 

 

 

a. Participates in professional development activities

 

 

 

 

b. Maintains necessary certifications/approvals

 

 

 

 

Performance standards are further explained in the SSVT School Nurse Performance Standards Rubric

Observation Form B will accompany the SSVT Form (B) Observation Checklist.

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

School Nurse Summative Evaluation Form (C)

Performance standards are further explained in the applicable SSVT Performance Standards Rubric located in the Faculty Evaluation Handbook

School Nurse: ______________

School year: ______________ Date: ______________

The School Nurse has: ______________ professional status ______________non-professional status

School Nurse performance standards

Exceeds standard

Meets standard

Working Toward Standard

Does Not Meet Standard

I. Currency in the Professional Area

 

 

 

 

a. Maintains an understanding of health counseling practices and techniques through participating in workshops, seminars, and formal courses

 

 

 

 

b. Maintains a high standard of ethics guided by the code of nurses (ANA)

 

 

 

 

c. Maintains client confidentiality with legal, regulatory and ethical parameters of health and education

 

 

 

 

d. Maintains up to date knowledge of regional school health requirements

 

 

 

 

II. Planning and Assessment

 

 

 

 

a. Applies a systematic nursing process approach to problem solving in the school nursing practice

 

 

 

 

b. Collects and assess health data in a systematic and continuous manner

 

 

 

 

c. Analyzes assessment data to make clinical judgment or nursing diagnosis

 

 

 

 

d. Implements nursing actions that maintain, or restore health, prevent illness and affect rehabilitation

 

 

 

 

e. Obtains feedback to systematically evaluate student responses to nursing actions

 

 

 

 

III. Communication

 

 

 

 

a. Maintains effective communication with students, parents, staff, and administration as necessary

 

 

 

 

b. Completes reports, records, and health care plans in a professional manner

 

 

 

 

c. Keeps student information confidential

 

 

 

 

IV. Management

 

 

 

 

a. Creates and maintains a safe and caring health office environment

 

 

 

 

b. Encourages students to collaborate in planning self-care for positive health practices

 

 

 

 

c. Establishes behavior standards for students using the school health office

 

 

 

 

d. Maintains student data in compliance with regulations

 

 

 

 

V. Promotion of Equity and Appreciation of Diversity

 

 

 

 

a. Acts as a student advocate

 

 

 

 

b. Demonstrates respect and sensitivity to the ethnic, cultural and socioeconomic diversity of families

 

 

 

 

c. Identifies and uses nursing strategies and recourses that are appropriate to the individual and special needs of students

 

 

 

 

d. Promotes positive self concept in students

 

 

 

 

VI. Fulfillment of Professional Responsibilities

 

 

 

 

a. Participates in professional development activities

 

 

 

 

b. Maintains necessary certifications/approvals

 

 

 

 

Part 2: Overall comments: Evaluator may attach a summary statement or elaborate on the various teacher performance standards. Specific comments must be made in any area where the instructor receives an evaluation of "Working Toward Standard" or "Does Not Meet Standard" so the teacher can address specific concerns.

(Check if applicable)

______________ a narrative statement of ______________pages has been attached following this page

______________ an optional teacher input sheet (Form G) has been attached at the end

Part 3: The overall evaluation is:

______________ Satisfactory

______________ Needs Improvement

______________ Unsatisfactory — in order to receive an overall summative rating of "unsatisfactory" a teacher must receive more than one performance standard rated as unsatisfactory.

Signature of Evaluator: ______________ Date: ______________

Signature of School Nurse: ______________ Date: ______________

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

Guidance Counselor Pre-Observation Conference Form (A)

Guidance Counselor: ______________

Date of pre-conference meeting: ______________

Date of scheduled Observation: ______________

1.       List the performance objective(s) that will be observed. If applicable, how will the objective(s) connect with activities from the previous day or how will they connect with activities on the following day?

2.       What interactions with students, parents and/or staff will be observed?

3.       Are there circumstances of which the evaluator should be aware regarding this observation?

4.       Optional: Are there specific areas of job performance that the staff member would like the evaluator to observe and comment upon?

Evaluator notes during the pre-conference meeting

This form will be attached to the observation report and copies of both will be submitted to the staff member and his/her personnel file.

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

Guidance Counselor Observation Conference Form (B)

Guidance Counselor: ______________

Date of pre-conference meeting: ______________ Date of observation: ______________

Class: ______________ Cycle/day/period: ______________

In this report, the evaluator will make claims about the teacher's instructional practices supported by clear evidence. The evaluator will comment on parts of the lesson seen as particularly successful and those that need improvement.

Any concerns will be noted along with their connection to the adopted Principles of Effective Teaching. Suggestions for growth and improvement may be included.

Signature of Evaluator: ______________ Date: ______________

Signature of Guidance Counselor: ______________ Date: ______________

The SSVT Observation Checklist will accompany Observation Form B. This checklist will note the types of evidence gathered during the observation relative to the teacher performance standards.

South Shore Vocational Technical High School

Observation Checklist for Guidance Counselor only

Used with Form B narrative page

Guidance Counselor performance standards

Evidence that standard is being addressed

Evidence that warrants concern over standard being met

Evidence that standard is being addressed via pre or post conference

Not observed at this time

I. Knowledge of Students.

 

 

 

 

a. Understands the developmental needs of his/her students

 

 

 

 

b. Has appropriate in-depth knowledge of guidance and counseling practices

 

 

 

 

c. Promotes high standards and expectations for student personal growth and development

 

 

 

 

d. Employs and/or adapts sound guidance and counseling materials and practices

 

 

 

 

e. Acts as a resource person for students, parents, and staff in matters of guidance and counseling

 

 

 

 

II. Planning and Assessment of Guidance and Counseling Intervention

 

 

 

 

a. Formulates objectives and appropriate strategies to assure continuity of effective guidance and counseling services

 

 

 

 

b. Identifies individual or group needs and plans the use of appropriate counseling intervention

 

 

 

 

c. Acquires, interprets and evaluates pertinent information from a variety of sources

 

 

 

 

d. Assesses the effectiveness of intervention strategies

 

 

 

 

e. Helps students and parents to develop and assess occupational goals

 

 

 

 

f. Maintains ongoing contact with students for appropriate and timely follow-up

 

 

 

 

III. Guidance/Counseling Practices

 

 

 

 

a. Communicates and interacts effectively

 

 

 

 

b. Promotes and facilitates communication between students. Staff, parents, and community agencies

 

 

 

 

IV. Effective Management

 

 

 

 

a. Meets individual and group case load responsibilities

 

 

 

 

b. Initiates and presents ideas for improvement in guidance curriculum

 

 

 

 

c. Writes clear and concise reports and educational recommendations

 

 

 

 

d. Meets appropriate deadlines

 

 

 

 

e. Utilizes available technology to enhance guidance functions

 

 

 

 

V. Promotion of Equity and Appreciation of Diversity

 

 

 

 

a. Promotes equitable opportunities and appreciation of diversity of all students

 

 

 

 

VI. Fulfillment of Professional Responsibilities

 

 

 

 

a. Participates in professional development

 

 

 

 

b. Maintains necessary certifications/approvals

 

 

 

 

c. Maintains appropriate level of confidentiality and professional behaviors in all interactions with students, parents and colleagues.

 

 

 

 

Performance standards are further explained in the SSVT Guidance Counselor Performance Standards Rubric located in the Faculty Evaluation Handbook.

Observation Form B will accompany the SSVT Form (B) Observation Checklist.

SOUTH SHORE VOCATIONAL TECHNICAL HIGH SCHOOL

Guidance Counselor Summative Evaluation Form (C)

Performance standards are further explained in the applicable SSVT Performance Standards Rubric located in the Faculty Evaluation Handbook

Guidance Counselor: ______________

School year: ______________ Date: ______________

The Guidance Counselor has: ______________ professional status __________non-professional status

Guidance Counselor performance standards

Exceeds Standard

Meets Standard

Working Toward Standard

Does Not Meet Standard

 

I. Knowledge of Students

 

 

 

 

 

a. Understands the developmental needs of his/her students

 

 

 

 

 

b. Has appropriate in-depth knowledge of guidance and counseling practices

 

 

 

 

 

c. Promotes high standards and expectations for student personal growth and development

 

 

 

 

 

d. Employs and/or adapts sound guidance and counseling materials and practices

 

 

 

 

 

e. Acts as a resource person for students, parents, and staff in matters of guidance and counseling

 

 

 

 

 

II. Planning and Assessment of Guidance and Counseling Interventions

 

 

 

 

 

a. Formulates objectives and appropriate strategies to assure continuity of effective guidance and counseling services

 

 

 

 

 

b. Identifies individual or group needs and plans the use of appropriate counseling intervention

 

 

 

 

 

c. Acquires, interprets and evaluates pertinent information from a variety of sources

 

 

 

 

 

d. Assesses the effectiveness of intervention strategies

 

 

 

 

e. Helps students and parents to develop and assess occupational goals

 

 

 

 

f. Maintains ongoing contact with students for appropriate and timely follow-up

 

 

 

 

III. Guidance/Counseling Practices

 

 

 

 

a. Communicates and interacts effectively

 

 

 

 

b. Promotes and facilitates communication between students. Staff, parents, and community agencies

 

 

 

 

IV. Effective Management

 

 

 

 

a. Meets individual and group case load responsibilities

 

 

 

 

b. Initiates and presents ideas for improvement in guidance curriculum

 

 

 

 

c. Writes clear and concise reports and educational recommendations

 

 

 

 

d. Meets appropriate deadlines

 

 

 

 

e. Utilizes available technology to enhance guidance functions

 

 

 

 

V. Promotion of Equity and Appreciation of Diversity

 

 

 

 

a. Promotes equitable opportunities and appreciation of diversity of all students

 

 

 

 

VI. Fulfillment of Professional Responsibilities

 

 

 

 

a. Participates in professional development

 

 

 

 

b. Maintains necessary certifications/approvals

 

 

 

 

c. Maintains appropriate level of confidentiality and professional behaviors in all interactions with students, parents and colleagues.

 

 

 

 

Part 2: Overall comments: Evaluator may attach a summary statement or elaborate on the various teacher performance standards. Specific comments must be made in any area where the instructor receives an evaluation of "Working Toward Standard" or "Does Not Meet Standard" so the teacher can address specific concerns.

(Check if applicable)

______________ a narrative statement of ______________pages has been attached following this page

______________ an optional teacher input sheet (Form G) has been attached at the end

Part 3: The overall evaluation is:

______________ Satisfactory

______________ Needs Improvement

______________ Unsatisfactory — in order to receive an overall summative rating of "unsatisfactory" a teacher must receive more than one performance standard rated as unsatisfactory.

Signature of Evaluator: ______________ Date: ______________

Signature of Guidance Counselor: ______________ Date: ______________

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

Library Media Specialist Pre-Observation Conference Form (A)

Library Media Specialist: ______________

Date of pre-conference meeting: ______________

Date of scheduled Observation: ______________

1.       List the performance objective(s) that will be observed. If applicable, how will the objective(s) connect with activities from the previous day or how will they connect with activities on the following day?

2.       What interactions with students, parents and/or staff will be observed?

3.       Are there circumstances of which the evaluator should be aware regarding this observation?

4.       Optional: Are there specific areas of job performance that the staff member would like the evaluator to observe and comment upon?

Evaluator notes during the pre-conference meeting

This form will be attached to the observation report and copies of both will be submitted to the staff member and his/her personnel file.

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

Library Media Specialist Observation Conference Form (B)

Library Media Specialist: ______________

Date of pre-conference meeting: ______________ Date of observation: ______________

Class: ______________ Cycle/day/period: ______________

In this report, the evaluator will make claims about the teacher's instructional practices supported by clear evidence. The evaluator will comment on parts of the lesson seen as particularly successful and those that need improvement.

Any concerns will be noted along with their connection to the adopted Principles of Effective Teaching. Suggestions for growth and improvement may be included.

Signature of Evaluator: ______________ Date: ______________

Signature of Library Media Specialist: ______________ Date: ______________

The SSVT Observation Checklist will accompany Observation Form B. This checklist will note the types of evidence gathered during the observation relative to the teacher performance standards.

South Shore Vocational Technical High School

Observation Checklist for Library Media Specialist only

Used with Form B narrative page

Library Media Specialist performance standards

Evidence that standard is being addressed

Evidence that warrants concern over standard being met

Evidence that standard is being addressed via pre or post conference

Not observed at this time

I. Currency in the Curriculum

 

 

 

 

a. Demonstrates competency in the curriculum

 

 

 

 

II. Effective Planning and Assessment of of Curriculum & Instruction

 

 

 

 

a. Collaborates with teachers to plan effective instruction in library related units

 

 

 

 

b. Evaluates the library program in relation to the changing needs and technology

 

 

 

 

III. Effective Instruction

 

 

 

 

a. Communicates effectively with students

 

 

 

 

b. Uses appropriate instructional techniques

 

 

 

 

IV. Effective Management

 

 

 

 

a. Demonstrates classroom management techniques

 

 

 

 

b. Maintains and models appropriate standards of behavior, mutual respect, and safety

 

 

 

 

V. Promotion of High Standards .and Expectations of Student Achievement

 

 

 

 

a. Works with the teacher to promote high standards and expectations for student achievement

 

 

 

 

VI. Promotion of Equity and Appreciation of Diversity

 

 

 

 

 

a. Promotes equitable opportunities for student learning

 

 

 

 

 

VII. Fulfillment of Professional Responsibilities

 

 

 

 

 

a. Participates in professional development

 

 

 

 

 

b. Maintains necessary certifications/approvals

 

 

 

 

 

Performance standards are further explained in the SSVT Library Media Specialist Performance Standards Rubric located in the Faculty Evaluation Handbook

Observation Form B will accompany the SSVT Form (B) Observation Checklist.

SOUTH SHORE VOCATIONAL TECHNICAL HIGH SCHOOL

Library Media Specialist Summative Evaluation Form Checklist Form (C)

Performance standards are further explained in the applicable SSVT Performance Standards Rubric located in the Faculty Evaluation Handbook

Library Media Specialist: ______________

School year: ______________ Date: ______________

The LMS has: ______________ professional status ______________ non-professional status

Library Media Specialist performance standards

Exceeds standard

Meets Standard

Working Toward Standard

Does Not Meet Standard

I. Currency in the Curriculum

 

 

 

 

a. Demonstrates competency in the curriculum

 

 

 

 

II. Effective Planning and Assessment of Curriculum & Instruction

 

 

 

 

a. Collaborates with teachers to plan effective instruction in library related units

 

 

 

 

b. Evaluates the library program in relation to the changing needs and technology

 

 

 

 

III. Effective Instruction

 

 

 

 

a. Communicates effectively with students

 

 

 

 

b. Uses appropriate instructional techniques

 

 

 

 

IV. Effective Management

 

 

 

 

a. Demonstrates classroom management techniques

 

 

 

 

b. Maintains and models appropriate standards of behavior, mutual respect, and safety

 

 

 

 

V. Promotion of High Standards and Expectations of Student Achievement

 

 

 

 

a. Works with the teacher to promote high standards and expectations for student achievement

 

 

 

 

VI. Promotion of Equity and Appreciation of Diversity

 

 

 

 

a. Promotes equitable opportunities for student learning

 

 

 

 

VII. Fulfillment of Professional Responsibilities

 

 

 

 

a. Participates in professional development

 

 

 

 

b. Maintains necessary certifications/approvals

 

 

 

 

Part 2: Overall comments: Evaluator may attach a summary statement or elaborate on the various teacher performance standards. Specific comments must be made in any area where the instructor receives an evaluation of "Working Toward Standard" or "Does Not Meet Standard" so the teacher can address specific concerns.

(check if applicable)

______________ a narrative statement of ______________pages has been attached following this page

______________ an optional teacher input sheet (Form G) has been attached at the end

Part 3: The overall evaluation is:

______________Satisfactory

______________ Needs Improvement

______________ Unsatisfactory

Signature of Evaluator: ______________ Date: ______________

Signature of Library Media Specialist: ______________ Date: ______________

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

Special Education Coordinator Pre-Observation Conference Form (A)

Special Education Coordinator: ______________

Date of pre-conference meeting: ______________

Date of scheduled Observation: ______________

1.       List the performance objective(s) that will be observed. If applicable, how will the objective(s) connect with activities from the previous day or how will they connect with activities on the following day?

2.       What interactions with students, parents and/or staff will be observed?

3.       Are there circumstances of which the evaluator should be aware regarding this observation?

4.       Optional: Are there specific areas of job performance that the staff member would like the evaluator to observe and comment upon?

Evaluator notes during the pre-conference meeting

This form will be attached to the observation report and copies of both will be submitted to the staff member and his/her personnel file.

SOUTH SHORE REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

Special Education Coordinator Observation Conference Form (B)

Special Education Coordinator: ______________

Date of pre-conference meeting: ______________Date of observation: ______________

Class: ______________ Cycle/day/period: ______________

In this report, the evaluator will make claims about the teacher's instructional practices supported by clear evidence. The evaluator will comment on parts of the lesson seen as particularly successful and those that need improvement.

Any concerns will be noted along with their connection to the adopted Principles of Effective Teaching. Suggestions for growth and improvement may be included.

Signature of Evaluator: ______________ Date: ______________

Signature of Special Education Coordinator: ______________ Date: ______________

The SSVT Observation Checklist will accompany Observation Form B. This checklist will note the types of evidence gathered during the observation relative to the teacher performance standards.

South Shore Vocational Technical High School

Observation Checklist Special Education Coordinator only

Used with Form B narrative page

Special Education Coordinator performance standards

Evidence that standard is being addressed

Evidence that warrants concern over standard being met

Evidence that standard is being addressed via pre or post conference

Not observed at this time

I. Currency in the Professional Area

 

 

 

 

a. Applies knowledge of special education law and regulations

 

 

 

 

b. Demonstrates knowledge in assessment techniques by remaining current in testing instruments

 

 

 

 

II. Planning and Assessment

 

 

 

 

a. Demonstrates ability to observe students in educational settings and provide specific written documentation of findings where applicable.

 

 

 

 

b. Conducts re-evaluation testing assessment program effectively

 

 

 

 

c. Provides recommendations and strategies to parents and staff on IEP implementation

 

 

 

 

III. Communication

 

 

 

 

a. Facilitates team meetings appropriately

 

 

 

 

b. Adheres to guidelines and deadlines of the TEAM meeting process

 

 

 

 

c. Maintains effective communication with staff, administration, parents, students and sending schools concerning special education students

 

 

 

 

IV. Management

 

 

 

 

 

a. Develops and monitors student IEPs

 

 

 

 

 

b. Ensures the service delivery component of all IEPs

 

 

 

 

 

c. Maintains student data in compliance with regulations

 

 

 

 

 

d. Files state reports

 

 

 

 

 

e. Ensures that the District is meeting state program requirements

 

 

 

 

 

V. Promotion of Equity and Appreciation of Diversity

 

 

 

 

 

a. Demonstrates appreciation for and sensitivity to the diversity among individuals

 

 

 

 

 

b. Fulfillment of professional responsibilities

 

 

 

 

 

c. Participates in professional development activities

 

 

 

 

 

d. Maintains necessary certifications/approvals

 

 

 

 

 

Performance standards are further explained in the SSVT Special Education Coordinator Performance Standards Rubric located in the Faculty Evaluation Handbook.

Observation Form B will accompany the SSVT Form (B) Observation Checklist.

SOUTH SHORE VOCATIONAL TECHNICAL HIGH SCHOOL

Special Education Coordinator Summative Evaluation Form (C)

Performance standards are further explained in the applicable SSVT Performance Standards Rubric located in the Faculty Evaluation Handbook

Special Education Coordinator: ______________

School year: ______________ Date: ______________

The Special Education Coordinator has: ______________ professional status ______________ non-professional status

Special Education Coordinator performance standards

Exceeds Standard

Meets Standard

Working Toward Standard

Does Not Meet Standard

I. Currency in the Professional Area

 

 

 

 

a. Applies knowledge of special education law and regulations

 

 

 

 

b. Demonstrates knowledge in assessment techniques by remaining current in testing instruments

 

 

 

 

II. Planning and Assessment

 

 

 

 

a. Demonstrates ability to observe students in educational settings and provide specific written documentation of findings where applicable.

 

 

 

 

b. Conducts re-evaluation testing assessment program effectively

 

 

 

 

c. Provides recommendations and strategies to parents and staff on IEP implementation

 

 

 

 

III. Communication

 

 

 

 

a. Facilitates team meetings appropriately

 

 

 

 

b. Adheres to guidelines and deadlines of the TEAM meeting process

 

 

 

 

IV. Management

 

 

 

 

 

a. Develops and monitors student IEPs

 

 

 

 

 

b. Ensure the service delivery component of all IEPs

 

 

 

 

 

c. Maintains student data in compliance with regulations

 

 

 

 

 

d. Files state reports

 

 

 

 

 

e. Ensures that the District is meeting state program requirements

 

 

 

 

 

V. Promotion of Equity and Appreciation of Diversity

 

 

 

 

 

a. Demonstrates appreciation for and sensitivity to the diversity among individuals

 

 

 

 

 

VI. Fulfillment of Professional Responsibilities

 

 

 

 

 

a. Participates in professional development activities

 

 

 

 

 

b. Maintains necessary certifications/approvals

 

 

 

 

 

Part 2: Overall comments: Evaluator may attach a summary statement or elaborate on the various teacher performance standards. Specific comments must be made in any area where the instructor receives an evaluation of "Working Toward Standard" or "Does Not Meet Standard" so the teacher can address specific concerns.

(check if applicable)

______________ a narrative statement of ______________ pages has been attached following this page

______________ an optional teacher input sheet (Form G) has been attached at the end

Part 3: The overall evaluation is:

______________ Satisfactory

______________ Needs Improvement

______________ Unsatisfactory

Signature of Evaluator: ______________ Date: ______________

Signature of Special Education Coordinator: ______________ Date: ______________

SOUTH SHORE VOCATIONAL TECHNICAL HIGH SCHOOL

Professional Development Project Proposal Form (D)

Teacher:                ______________

Position:                ______________

School year: ______________

Date of Proposal: ______________

1.       Describe how proposed activity will (1) connect to the Teacher Performance Standards (2) impact student learning and (3) help further your growth as a professional educator.

2.       Actions/Timeline: What activities will you undertake for this activity and what product will result from this activity?

3.       Support: What types of support (e.g. materials, collegial assistance, release time) will be needed for you to successfully complete your activity?

4.       Indicators of Success: What will characterize a successful completion of your professional growth activity?

Evaluator Section: ______________

Date proposal received: ______________

Date of Conference with teacher (optional) ______________

Proposal:               ______________Approved _________ Resubmit with recommended changes

____________________________                                               ____________________________

Evaluator Signature                                                                            Teacher Signature

SOUTH SHORE VOCATIONAL TECHNICAL HIGH SCHOOL

Professional Development Project Evaluation Form (E)

Evaluation of Professional Growth Activity

Part I: The teacher should answer these questions and submit them to the evaluator by May 15th

1.       To what extent did you achieve your goals and meet your timeline of activities?

2.       What skills, attitudes or insights did you gain during your professional growth cycle?

Part II: Evaluator

______________ Satisfactory: The teacher carried out the proposal as written (or modified)

______________ Unsatisfactory: The teacher did not carry out the proposal as written (or modified)

Comments:

Original proposal (Form D) must be attached to the evaluation (Form E) and the project itself.

Evaluator signature: ______________ Date: ______________

Teacher signature: ______________ Date: ______________

SOUTH SHORE VOCATIONAL TECHNICAL HIGH SCHOOL

Professional Improvement Plan Form (F)

A Professional Improvement Plan must be written for any teacher who receives an unsatisfactory summative evaluation (form C). This mutually designed plan must address the standards that were not met in the evaluation.

Teacher: ______________Evaluator(s)

School Year for Plan: ______________

Performance Standard(s)

Goal

Action(s)

Evidence of completion

Teacher signature: ______________ Date: ______________

Evaluator signature: ______________ Date: ______________

SOUTH SHORE VOCATIONAL TECHNICAL HIGH SCHOOL

Optional Teacher & Professional Staff Input Sheet Form (G)

Staff member: ______________ Date: ______________

Prior to April 1st of a staff member's observation/evaluation year, staff members are encouraged to submit this form to the administrator who is writing the summative evaluation. If the teacher chooses to complete this form, it will be attached to the summative evaluation and may be referenced in the narrative portion of the evaluation.

Please comment on any one of the following areas, or any other relevant areas. Attach additional pages if necessary.

1.       Current membership in professional organizations.

2.       Conferences and workshops attended since last evaluation year

3.       Courses taken since last evaluation year

4.       Honors or awards received

5.       Contributions to the school system beyond teaching duties

6.       Best practices/highlights of teaching experience

Teacher signature: ______________

APPENDIX D SICK LEAVE BANK

Guidelines

The bank shall be maintained at a minimum of one hundred eighty (180) days. These days will be accumulated by the following means:

1.            A voluntary contribution of one day sick leave per year by each contributing member from the member's fifteen (15) days per year until the minimum one hundred eighty (180) days is reached.

2.            Voluntary contributions of Association Members on retirement.

3.            Voluntary contributions from Association Members from accrued time to meet emergency situations.

4.            Accumulation of unused sick leave days of contributing members who leave prior to retirement.

The initial grant of sick leave by the sick leave bank committee to an eligible employee shall not exceed thirty (30) days. Upon completion of the thirty (30) day period, the period of entitlement may be extended by the sick leave bank committee upon demonstration of need by the applicant.

The sick leave bank shall be administered by a sick leave committee consisting of three (3) members (one (1) academic, one (1) shop, and one (1) related person). The three (3) members shall be recommended by the association's officers and approved by the membership yearly. The sick leave bank committee shall determine the eligibility for the use of the bank and the amount of leave to be granted. The decision of the sick leave bank committee may be appealed to the negotiating committee and then to the membership whose decision will be final.

The following criteria shall be used by the committee in administering the bank and in determining eligibility and amount of leave.

1.            Adequate evidence of serious illness or injury.

2.            Prior utilization of all eligible sick leave.

3.            Participation in the sick leave bank as demonstrated by this policy: Current members represented by the bargaining unit must decline or accept membership in the sick leave bank within thirty (30) working days of acceptance of this proposal. New members must decline or accept membership within thirty (30) working days of the start of their employment. If an individual chooses to join after the thirty day period, he/she must wait one (1) year after joining before he/she may make use of the bank.

4.            Propriety of use of previous sick leave.

If the sick leave bank falls below one hundred sixty-five (165) days, it shall be renewed by the contribution of one additional day of sick leave by each member of the professional staff covered by this association policy. Such additional day will be deducted from the teachers' annual fifteen (15) days of sick leave. The sick leave bank committee shall determine the time when it becomes necessary to replenish the bank.

The sick leave bank committee will notify the office of any donations by bank members so that those donations may be deducted from that individual's accumulated sick leave. By this method, it should not be possible for anyone to receive double credit for sick leave.

APPENDIX E

COACHING OBSERVATION FORM

Date: ______________ Coach: ______________ Level/Position/Sport: ______________

I.     Professional Qualities

______________ Maintains harmonious relationship with staff

______________ Upholds department and school policies, rules and regulations

______________ Follows planned, prescribed program

______________ Follows goals and objectives for year

______________ Submits written reports on time

______________ Maintains professional relationship with personnel from other schools

______________ Keeps Athletic Director informed about sport

______________ Maintains enthusiasm in working with athletes

______________ Demonstrates concern for students' academic standing

S= Satisfactory

I = Improvement Needed

N/A = Does not apply

II.    Team Management

______________ Is prompt in meeting team

______________ Demonstrates appropriate supervision

______________ Makes maximum use of time available

______________ Demonstrates care of equipment/facilities

______________ Uses positive team discipline and control

______________ Utilizes staff

______________ Appropriate utilization of players

______________ Demonstrates by example in manners, behavior and language

III.  Coaching Performance

______________Has knowledge and expertise of sport

______________ Has the ability to motivate athletes

______________ Has the ability to give direction

______________ Exhibits leadership on field/court

______________ Provides individual/group instruction

______________ Well versed in strategy

______________ Practices are well planned

______________ Has effective game/meet organization

COMMENTS:

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

Administrator Signature: ______________ Position ______________ Date: ______________

Coach's Signature: ______________ Date:

Side Letter to Unit A Contract, September 1, 2009 - August 31, 2010

Clarification to Article VII, Section A.2.a

This is to confirm that employees who have previously provided notice that they intend to retire during the 2009-2010 school year will be considered to have complied with the new notice provisions of Article Vill, Section A.2.a for purposes of qualifying for "Pre-65" insurance.

Any employee who retires in the 2009-2010 school yearn, not having provided advance notice shall be eligible for "Pre-65" insurance only if they meet the requirements of Article VII, Section A.2.a in effect as of June 30, 2009.

James Flaherty, President                                                                   Robert Heywood, Chairman

South Shore Vocational Teachers Federation                                South Shore Regional School Committee

Local 1896, MFT-AFT, AFL-CIO