Southern Berkshire

Show detailed information about district and contract

DistrictSouthern Berkshire
Shared Contract District
Org Code7650000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyBerkshire
ESE RegionBerkshires
Urban
Kind of Communityresort/retirement/artistic
Number of Schools5
Enrollment900
Percent Low Income Students21
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Southern Berkshire

AGREEMENT BETWEEN

THE SOUTHERN BERKSHIRE REGIONAL

SCHOOL DISTRICT

AND

THE SOUTHERN BERKSHIRE REGIONAL

EDUCATION ASSOCIATION

UNIT A

TEACHERS AND OTHER PROFESSIONAL STAFF

SEPTEMBER 1, 2012 - AUGUST 31, 2015

Table of Contents

Article I, Recognition

1

Article II, Rights of Committee

1

Article III, Grievance Procedure

2

Article IV, Arbitration

4

Article V, General

5

Article VI, Teacher Protection

6

Article VII, Payroll Deductions

7

Article VIII, Compensation

8

Article IX, Teacher Evaluation

8

Article X, Sick Leave

10

Article XI, Personal Leaves of Absence

12

Article XII, Posting of Professional Positions

15

Article XIII, Teacher Hours and Workload

17

Article XIV, Curriculum and Professional Development

21

Article XV, Insurance

24

Article XVI, Retirement Benefits

25

Article XVII, Lateral Movement on the Unit A Salary Schedule

26

Article XVIII, Continuity of Employment

28

Article XIX, Professional Staff Salary Schedules

29

Article XX, Effect of Agreement

30

Article XXII, Duration

31

Appendix A, Unit A Salary Schedule

32

Appendix B, Alternative Program Caseworkers’ Salary Schedule

36

Appendix C, Schedule A, Coaching Differentials

37

Athletic Coach Point Schedule

38

Appendix C, Schedule B, Non-Coaching Extra Duty Differentials

39

Appendix D, Health Insurance Premium Ratios (Example)

45

Appendix E, Teacher Performance Review and Assistance

46

ARTICLE I

RECOGNITION

Subject to any applicable provision of State or Federal law or regulation now or hereafter in effect, the Southern Berkshire Regional School Committee, hereinafter referred to as the Committee, recognizes the Southern Berkshire Regional Education Association, hereinafter referred to as the Association, as the exclusive bargaining representative of employees in the following units:

UNIT A         All duty appointed, half-time or more, professional certified day classroom teachers including those who are members of the Office of Student Services staff, Instructional Technology Integration Specialist, Student Support Center Coordinator, caseworkers, library/media, guidance, dean of students, math coach, and school nurses, hereinafter referred to as teachers, but excluding all other employees of the District.

ARTICLE II

RIGHTS OF COMMITTEE

The exercise by the committee, superintendent and principals of any of the following rights shall not alter any of the specific provisions of this Agreement.

The parties agree that the operation of the Southern Berkshire Regional School District, the supervision of the employees and of their work are the rights of the committee, its superintendent and principals alone. Accordingly, subject to the provisions of this agreement, the making of reasonable rules to ensure orderly and effective work; to determine the quantity and types of equipment to be used; to introduce new methods and facilities; the making of work schedules; the determination of what and where duties will be performed and of employee competency; the hiring, transfer, promotion, demotion, lay-off and recall of employees: discipline or discharge of employees for just cause, provided that such just cause standard shall apply to only those employees with professional status, as defined by the Massachusetts Education Reform Act of 1993, are rights of the committee in determining policy, the rights of the principals with the approval of the superintendent in all operational matters, including the discipline of staff.

The foregoing enumeration of the Committee's rights shall not be deemed to exclude other rights not specifically set forth, the committee therefore retaining all rights not otherwise specifically restricted by this Agreement.

ARTICLE III

GRIEVANCE PROCEDURE

Section A

1.        A   grievance   is   hereby   defined   as   a   claimed   misinterpretation   or   misapplication   of   a specific section of this contract to an individual employee. A grievance must be in writing and must set forth the specific section(s) of the contract alleged to have been misinterpreted or misapplied, except that the term "grievance" shall not apply to any matter in which the School Committee is subject to the jurisdiction or direction of an outside agency or in which the School Committee is otherwise powerless to act. A grievance may be filed by an employee in his/her own name or by the Association on behalf of and with the consent of the aggrieved employee. Where any unit member claiming to be aggrieved elected to pursue any claim against the Committee or its representative pursuant to the provisions of this or the next succeeding Article, such method of grievance resolution shall be sole and exclusive procedure for resolving such claim, notwithstanding any provisions of laws or regulations prescribing or permitting another method of review.

Section B:   Purpose

1.         The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems which may from time to time arise affecting the welfare or working conditions of employees and which are covered by the contract.

2.         Nothing herein contained will be construed as limiting the right of any Unit member having a grievance to discuss the matter informally with any appropriate member of the administration.

Section C:   Procedure

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. However, the time limits specified may, except for the initial filing period, be extended by mutual agreement in writing. In the event a grievance is filed on or after June 1, which if left unresolved until the beginning of the following school year could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.

1.        Level One

An aggrieved employee under the immediate supervision of a principal/director shall present the grievance in writing, directly or through the Association, to his/her principal/director within sixteen (16) business days after the alleged act or omission. The grievance shall be orally discussed by the principal/director and

a.         the aggrieved person; or

b.         the aggrieved person in the company of a representative of the Southern Berkshire Regional Education Association; or

c.         The aggrieved person in the company of any other personal representation; or

d.         the      representative     of     the      Southern      Berkshire      Regional     Education Association provided the aggrieved person gives written approval; or

e.         any other  personal  representative  of  the  aggrieved  person  provided     the aggrieved person gives written approval.

In the case of employees not under the immediate supervision of a principal/director, the grievance procedure shall commence on the Superintendent's level (Level Two). The time limits and representation stipulations of this section shall apply.

2.         Level Two

[a]        If not satisfied with the disposition of the grievance at Level One or, if no decision has been rendered within five (5) business days after presentation of the grievance, the aggrieved person or the Association may thereafter file the grievance with the Superintendent within eight (8) business days after the decision of the principal or twelve (12) business days after submitting it to the principal, whichever is shorter.

[b]       The Superintendent will meet with the aggrieved person and/or a representative of the Association within eight (8) business days after the Superintendent receives the grievance in an effort to resolve it.

3.         Level Three

If not satisfied with the disposition of the grievance at Level Two, or if no decision has been rendered within five (5) days after the Level Two meeting with the Superintendent, the Association may refer the grievance to the School Committee at its next regularly scheduled meeting, which will meet with the aggrieved person and a representative of the association, if the aggrieved person so desires, for the purpose of resolving the grievance.

Section D:   Miscellaneous

Any grievance not submitted to a higher step in the grievance procedure within the time limits provided above shall be deemed settled on the basis of the decision of the School Committee or of the applicable member of the administration of the Southern Berkshire Regional School district at the last level in which the grievance was discussed and shall not thereafter be subject to further processing.

Section E

All documents, communications and records dealing with the processing of the grievance shall be filed separately from the personnel files of the participants.

Section F

The School Committee and the Administration will cooperate with the Association in its investigation of a grievance.

ARTICLE IV

ARBITRATION

Section A

In the event that the grievance has not been satisfactorily settled at Level Three, or in the event that no decision has been rendered within eight (8) business days after the Level Three meeting, the Association may submit the matter to arbitration under the voluntary arbitration rules and regulations of the Board of Conciliation and Arbitration. The request or demand for arbitration must be in writing and must be filed with the Board of Conciliation and Arbitration not later than seven (7) calendar days after the Committee's Level Three response or fourteen (14) calendar days from the date of the Level Three meeting, whichever period is shorter. Failure to file a request for arbitration within this time limitation shall be expressly understood by the parties to mean that the grievance has been settled on the basis of the decision on the grievance last reached by the Committee or the applicable member of the Administration, and a grievance not timely taken to arbitration shall not thereafter be subject to any further processing.

Section B

The arbitrator designated shall hear and decide only one (1) grievance in each case under the Rules of the American Arbitration Association. The award shall be final and binding as provided by law but (s)he shall have no power to add to, subtract from, or modify in any way the provisions of this collective bargaining agreement. The decision of the arbitrator shall rule only on the interpretation of the grievance as it relates to the contract.

Section C

The decision of the arbitrator shall be in writing, setting forth his/her conclusion and the reasons therefore. The cost of the arbitrator shall be borne equally by the Committee and the Association, including any per diem and necessary travel expenses of the arbitrator.

Section D

Any of the above time limits may, in particular circumstances, be reduced or extended by mutual agreement which must be reduced to writing.

ARTICLE V

GENERAL

Section A

The contract of an employee with professional status will not be terminated by the principal/superintendent except in accordance with the provisions of the General Laws. A teacher who is being dismissed will be afforded all applicable rights contained in Section 42 of Chapter 71 of the General Laws.

A teacher without professional status who is not to be employed the following year will be given notice in accordance with Section 41 of Chapter 71 of the Massachusetts General Laws, which provides that notice of non-reappointment be given by June 15. A nonprofessional status teacher who is being dismissed during a school year is entitled to notice, explanation and the opportunity to respond and present information pertaining to the basis for the decision. School committee action concerning non-reappointment shall not be subject to the grievance and arbitration provisions of this agreement.

Section B

Teachers will not be required to drive pupils to activities which take place away from the school building.

Section C

Changes in the scheduling of the school day shall be made by the Superintendent as (s)he deems necessary in light of unforeseen, emergency conditions. Notice of such changes shall be given to the Teachers Association as circumstances permit.

Section D

If negotiation meetings between the Committee and the Association are scheduled during the day by the Committee, representatives of the Association will be relieved from all regular duties without loss of pay, as necessary, in order to permit their participation in such meetings.

Section E

The Committee will make available to the Association in the Superintendent's office copies of minutes of official Committee meetings and all other public documents that are distributed to Committee members at official meetings as soon as possible after such meetings.    A copy of the official agenda of the meeting and any attached public document will be made available to the Association in the Superintendent's office as soon as possible.

Section F

The pay period for teachers will be every other Thursday in twenty-six (26) installments. Teachers will have the option of receiving their summer salary in one lump sum by notifying, in writing, the business manager no later than thirty (30) days prior to the end of the school year. Teachers shall have the option of being paid on either a ten (10) month or twelve (12) month pay schedule. Teachers choosing the ten (10) month option shall notify the business manager in writing of their choice as soon as possible, but no later than the first day of school. The District shall provide written notice of Teachers’ pay option prior to the beginning of the school year for the Teacher to sign and return.

Section G

The Committee and the Association expressly agree that during the life of this Agreement no reprisals will be taken against any employee covered under this contract because of his/her membership or non-membership in the Association or participation or non-participation in its activities.

Section H

Teacher participation in extra-curricular activities will be voluntary and, subject to Committee approval, teachers will be compensated in accordance with the differential pay schedule. The Southern Berkshire Regional Education Association shall encourage teachers to be involved in extra-curricular activities.

Section I

The Superintendent may require unit members to be examined by qualified medical personnel at any time.   Such required examinations will be paid for by the District.

Section J

The Committee and the Association agree to comply with the requirements of the Drug-Free Schools and Community Act. Standards are as described under District Policy GBE-R. (Policy available in the Superintendent's Office.)

ARTICLE VI

TEACHER PROTECTION

Principals and teachers will be required to report any case of assault on teachers in connection with their employment to the Superintendent. The Superintendent shall acknowledge receipt of such report and shall report this information to the Committee.    Thereafter, the alleged assault will be promptly investigated by the Teacher's principal and the Superintendent and will be reported to the local police. Verbal assaults are to be reported to the Teacher’s Principal and to the Superintendent.

The Committee will render all reasonable assistance to the teacher in connection with the handling of the incident by law enforcement, legal or medical authorities. Such assistance shall include, but not be limited to, complying with any reasonable request by the teacher for information in the Committee's possession relating to the incident or the person involved.

ARTICLE VII

PAYROLL DEDUCTIONS

Section A

The Committee agrees to deduct from teachers' salaries money for dues for the recognized local bargaining agent as said teachers individually and voluntarily authorize the Committee to deduct in writing and to transmit the monies promptly to such Association or Associations.

Section B

The Association agrees to indemnify and to hold the Committee harmless against any and all claims, demands, suits or other forms of liability that shall or may arise out of or by reason of any action taken by the Committee for the purpose of complying with the provisions of Section A above.

Section C

When authorized individually and voluntarily by a teacher, payroll deductions will be made through the Business Administrator's office. Said deductions will be transmitted to the appropriate party, firm, business or corporation within fourteen (14) calendar days of the payroll, according to the provisions of C. 71, S. 37B. No teacher shall be allowed to change any of his/her voluntary deductions more than twice during the period September 1 to the following August 31. The Business Administrator reserves the right to refuse requests for voluntary deductions to any agency after the total number of agencies reaches ten (10).

Section D

The Committee agrees that, with respect to IRS Code, Section 125, the portion of the health insurance premium paid by the employee will be deducted in pre-tax dollars.

ARTICLE VIII

COMPENSATION

The salaries of all persons covered by this Agreement are set forth in Appendices "A through C", which are attached hereto and made a part hereof.

ARTICLE IX

TEACHER EVALUATION

Section A

The Parties agree that there will be a continuous need to review and revise this Evaluation Procedure. To that end, the parties agree to the following:

a.   To jointly review the Evaluation Procedure no later than June 1st of each school year;

b.   Said review shall include, but not be limited to, the parties amending by mutual consent, collectively bargained issues, and adding any other aspect needed to implement and utilize the Evaluation Procedure;

c.   To open the Evaluation Procedure to collective bargaining whenever the Massachusetts Department of Secondary and Elementary Education (DESE) makes regulatory changes so that said changes can be implemented in a timely manner; and,

d.   That it is understood that the other areas of the Collective Bargaining Agreement may be impacted by these discussions and/or regulatory changes and upon mutual agreement said provisions shall be opened for the purposes of collective bargaining.

Section B

All formal monitoring or observation of the professional performance of a teacher will be conducted openly and with full knowledge of the teacher. Teachers shall be given at least twenty-four (24) hours notice prior to a formal evaluation. Teachers will be given a copy of any evaluation report prepared by their superiors within a reasonable time and will have the right to discuss and sign each report with their superiors. Such teacher's signature shall not constitute approval of the contents of the report. The criteria, process of data gathering and evaluation shall be as described in District Policy AFC/AFC-1-R, as amended by mutual consent of the School Committee and Southern Berkshire Regional Education Association and adopted by the School Committee on December 4, 1997 and amended by mutual agreement on August 28, 1998 (included in this contract as Appendix D). No further amendment of this policy will take place except by mutual consent of the School Committee and Southern Berkshire Regional Education Association.

Section C

Teachers will have the right, upon request, to review and make copies of their evaluation reports. A teacher will be entitled to have a representative of the Association accompany him/her during such review. A teacher shall be entitled to submit a written response to the report which will be reviewed by the Superintendent and attached to the report.

Section D

The Association recognizes the authority and responsibility of the Principal/Student Services Administrator for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined or reprimanded by the Superintendent, the Teacher shall be entitled, upon his/her request, to have a representative of the Association present.

Section E

The contents of evaluation reports shall be subject to the grievance and arbitration procedures established in this Agreement only to the extent to which an evaluation or any part thereof may be shown to be arbitrary, capricious, or wholly without foundation, and an Arbitrator may not exceed these bases in reviewing any grievance under this Agreement involving a professional evaluation.

Section F

Complaints against a teacher shall be investigated in a timely manner. The teacher will be notified in writing of the nature of the complaint and that an investigation is pending. This notification shall inform the teacher of his/her rights to have an Association representative at any and all meetings or interviews concerning said incident.

Section G

Comments by an evaluator which are "adverse" or "unfavorable" will be accompanied by a statement or discussion of the evaluator's or other appropriate administration representative's expectations regarding professional improvements. Such comments which, in the opinion of the evaluator are unremedied, will be subject of statement or discussion in subsequent evaluations. If an improvement plan is necessary, a time line will be developed.

Section H

At the time of separation from the school system, the teacher will be afforded the right to review the contents of his or her personnel file.

ARTICLE X

SICK LEAVE

Section A

Teachers shall be entitled to fifteen (15) days sick leave on the first official day of school.

Section B

Sick leave for teachers may accumulate from year to year to a maximum of one hundred and eighty (180) days.

Section C

The Superintendent may grant extended sick leave in his/her sole discretion.

Section D

Sick leave may not be used for any other purpose except as provided by the Family and Medical Leave Act of 1993. No more than thirty (30) days of paid sick leave or sick leave bank time may be used for any medical reason other than personal illness. A doctor's certificate may be required upon return from an absence exceeding two (2) days. The teacher must notify the designated representative of the Superintendent on or before the first day of the absence due to illness or injury, and inform him/her as to the nature of the illness, and as to when the teacher expects to return    to    work.     The    teacher    is    expected    to    keep    the    designated    representative    of    the

Superintendent reasonably informed during such absence. If deemed to be in the best interest of the Southern Berkshire Regional School District, the Superintendent may require a physical examination of the teacher by a doctor of the Committee's choosing, such examination to be administered without charge to the teacher. Non-emergency and/or elective surgery, medical and dental appointments will be scheduled other than during school hours, when feasible.

Section E

A record of the number of sick days accumulated by or available to a teacher will be maintained in the Superintendent's office and may be reviewed by the teacher upon request. Each teacher will receive a status report of his/her accumulated and available sick leave with his/her annual salary statement.

Section F

Sick Leave Bank Membership:

1.        Any District employee may join the Sick Leave Bank by contributing one (1) day to the Sick Leave Bank.

2.         A contribution may not be made by a first-year employee, or an employee who has accumulated less than fifteen (15) sick leave days.

3.         The employee becomes a member of the “Bank” by contributing one sick day per contract. An employee must join by October 1 of a particular year. The Association Representative will compile a listing of all contributions and present it to the payroll office on or before October 1 of each contract year.

4.         The one-day contribution will make employees a member of the “Bank” for the remainder of the contract. Employees who join in the second or third year of the contract will contribute one sick day and remain members of the Bank until the end of the three-year contract.

5.         The Sick Leave Bank may carry contributions over to future contracts, but will not exceed a total accumulation of 600 days. The SBREA will be notified by the Central Office when the number of bank days falls below 600. At that time, employees will be notified and they may volunteer to donate more sick days to the bank.

Requesting Sick Leave Bank Days:     An employee who has used all of his/her sick leave days may request to use sick leave days contributed to the Bank (Bank days) as outlined below:

1.         The employee is a member of the Sick Leave Bank.

2.         The employee requests that the Association petition the ad hoc Sick Leave Bank Committee to permit that employee to use up to fifteen (15) Bank days. Said ad hoc Sick Leave Bank Committee (SLB Committee) shall be comprised of two School Committee members, an administrator, and two members of the bargaining unit.

3.         The Association considers the request and determines whether to petition the SLB Committee.

4.         If the Association forwards the petition, the SLB Committee will meet and render a decision within ten (10) working days. Said decision is not subject to grievance or arbitration.

5.         A granted petition may be renewed for up to fifteen (15) Bank days in the same manner as the original request.

Each request must be accompanied by a statement from a physician describing the employee’s illness or injury.

ARTICLE XI

PERSONAL LEAVES OF ABSENCE

Section A:   Leaves of Absence With Pay

1.         Temporary leaves shall be granted at the discretion of the Superintendent for time necessary for appearances in any legal proceeding connected with the teacher's employment or with the school system.

2.         A one (1) day leave shall be granted to permit a teacher to attend to educational matters concerning family members. For purposes of this section and elsewhere in this Agreement, where the term is used, immediate family is defined as the teacher's father, mother, sister, brother, spouse, child, or domestic partner, and those held in legal guardianship. For the purposes of this section and elsewhere in this Agreement where the term is used, ‘domestic partner’ shall be defined as an individual with whom the employee shares a common residence, is unmarried and not related to each other by blood that would bar marriage in the Commonwealth of Massachusetts, and share financial arrangements and daily living expenses related to their common welfare.

3a.      Up   to   five  (5)   days   per   year   will   be  granted  in   the  event   of   serious  illness  requiring bedside attention by the teacher of the teacher's spouse, child, mother, father, sister, brother, or domestic partner. In the event a teacher uses more than five (5) days in a year, each day over five (5) will be deducted from accumulated sick leave. No more than thirty (30) days of paid sick leave or sick leave bank time may be used for any medical reason other than personal illness. In the event a teacher has no accumulated sick leave, 1/180th salary will be deducted for each day over five (5).

3b.      Up to five (5) days  shall be granted in the  event of death of a teacher's  spouse, child, mother, father, sister, brother, or domestic partner.

4.         A leave of up to three (3) days shall be granted to attend the funeral of a teacher's grandparent, in-law, uncle, aunt, niece, nephew, or first cousin.

5.         Temporary leaves shall be granted at the discretion of the Superintendent for time necessary to attend a teacher's Selective Service physical examination.

6.         Each teacher covered by this contract who is a member of a state or national reserve component shall be entitled to up to seventeen (17) days each school year to serve with a reserve component of the Armed Forces of the United States. The District will compensate the teacher for any difference in the teacher's income normally anticipated as an employee of the District. For this purpose, income received for the period of military reserve service for which the teacher received a leave of absence will be subtracted from the amount of income normally anticipated from the District. Unit members asked to serve during the 180 school day year will request alternate dates for such service on non-school days.

7.         If the District requests a teacher's attendance at a summer school which is scheduled to begin prior to the end of the teacher's work year, in the discretion of the Superintendent, the teacher may be released prior to the close of the work year without loss of pay.

8.         In each school year, the teacher, with the written approval of the appropriate principal/student services administrator, shall be granted three (3) days of leave for imperative personal business or legal obligations which cannot be conducted outside of school hours. The second (2nd) and third (3rd) of the three days, if taken, shall be deducted from a teacher's accumulated sick leave. Requests for such leave must be made in writing to the appropriate principal as early as possible, but not less than twenty-four (24) hours before such absence occurs, except in extreme emergencies. No personal leave will be granted so as to extend a holiday or vacation period, nor shall personal leave be taken during the first two weeks or the last two weeks of the school year unless the approval of the Superintendent is obtained.   Personal leave days are not cumulative.

9.         All requests for leaves under the provisions of this section shall be made in writing, excluding subsections 3 and 4.

10.       An employee who is absent from work due to being called for jury duty will be paid the difference between the amount received from the courts for jury duty and his/her regular per diem rate of compensation. To the extent that the law will allow, Unit members asked to serve during the 180 school day year will request alternate dates for such service on non-school days.

Section B:   Leaves of Absence Without Pay

1.         Association representatives may be granted, at the discretion of the Superintendent, a leave of absence to attend Massachusetts Teachers Association and/or National Education Association conferences and conventions, provided, however, that the total amount of time taken by all such representatives will not exceed fifteen (15) days per school year.

2.         A leave of absence of up to two (2) years may be granted to any teacher who joins the Peace Corps, or serves as an exchange teacher, provided the teacher is a full-time participant in one such program. Upon return from such leave, the teacher shall be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.

3.         Military leave will be granted to any teacher who is inducted or enlists in any branch of the Armed Forces of the United States. Upon satisfactory completion of his/her military service and after making application for reemployment within the applicable time period as provided by law, the teacher shall be accorded all reemployment rights to which he/she is entitled under the U.S. Military Training Act, the Armed Forces Reserve Act and the applicable laws of the Commonwealth of Massachusetts.

4.         Leave without pay for the purpose of birth, adoption or acceptance into foster care of a child will be granted to qualified teachers who request such leave in writing and in accordance with the provisions of Chapter 149, Section 105D of the General Laws of the Commonwealth and the Family and Medical Leave Act of 1993. Upon expiration of the leave period as described in Section 105D, and the Family and Medical Leave Act of 1993, the teacher may request additional leave time of the Committee or its designated representatives which shall be granted or denied in the Committee's discretion. A teacher who receives leave pursuant to Section 105D and the Family and Medical Leave Act of 1993 shall be permitted to have up to forty (40) days of his/her accumulated sick leave charged against this leave. In the event that a teacher absent on such leave requests a leave of absence greater than the leave period described in Section 105D and the Family and Medical Leave Act of 1993, a decision on the teacher's request will be made following consultation with the teacher and review of available medical information or records. The Committee reserves the right to require a physical examination by a doctor of its choice and at its expense in order to determine the condition of the pregnant teacher. However, it is expressly understood that under no circumstances will the Committee be required to grant leave with pay to any teacher who has exhausted accumulated sick leave as provided in this Agreement.

The ultimate determination to require taking of a leave of absence after expiration of the leave period as described in Section 105D and the Family and Medical Leave Act of 1993 shall be made on the basis of the best interest of the school system as a whole and the welfare of the children, consistent with the medical condition of the teacher and her ability to teach effectively without risk of harm to the students or herself. Upon request of a teacher, such leave without pay, not to exceed 12 months, may be granted in the sole discretion of the Southern Berkshire Regional District School Committee for the purpose of caring for her newborn child(ren). Teachers will be allowed to return to the District at such time as determined by the Superintendent.

5.         A leave of absence may be granted by the Superintendent or his/her designee at his/her sole discretion for the purpose of caring for a sick member of the teacher's immediate family. For purposes of this section and elsewhere in this Agreement, where the term is used, immediate family is defined as the teacher's father, mother, sister, brother, spouse, child, or domestic partner, and those held in legal guardianship. For the purposes of this section and elsewhere in this Agreement where the term is used, ‘domestic partner’ shall be defined as an individual with whom the employee shares a common residence, is unmarried and not related to each other by blood that would bar marriage in the Commonwealth of Massachusetts, and share financial arrangements and daily living expenses related to their common welfare.

6.         After four (4) years continuous employment in the School System, a teacher may be granted a leave of absence for up to one (1) year for physical disability. Requests for such leave and requests for return must be supported by appropriate medical evidence from a doctor selected at the discretion of the District.

7.         A leave of absence of up to two years may be granted by the Superintendent or his/her designee  in   his/her  sole  discretion   to   any  unit   member   for  purposes  of   engaging  in   a program related to his or her professional responsibilities.

8.         Unused accumulated sick leave shall be restored to the teacher upon his/her return and he/she will be assigned to the same position that he/she had previously held at the time of the leave, if available, or as required by applicable statute. If the same position is not available, the teacher will be assigned to the most nearly equivalent position that is available and for which the teacher is certified and qualified. The Superintendent shall be sole judge of the equivalency of the available position and the qualifications of the teacher.

9.         All requests for leaves, extensions, or renewals of leaves must be made and responded to in writing.

10.       Temporary leaves of absence may be granted by the Superintendent or his/her designee in his/her sole discretion to any unit member for the purpose of taking graduate comprehensive or oral examinations.

11.       If a teacher requests to attend a summer school which is scheduled to begin prior to the end of the teacher's work year, the teacher may be released without pay at the discretion of the Superintendent.

12.       Teachers may opt for up to two (2) days of compensatory time to work on approved curriculum projects and/or district related work. Upon successful completion of the work, teachers will be entitled to take the equivalent number of days off during the academic year, subject to giving five (5) days written notice to his/her building Principal or their designee and availability of substitutes. The Superintendent or his/her designee reserves the sole right to grant additional compensatory days. Compensatory days shall be used within 12 months of the date on which they are earned.

ARTICLE XII

POSTING OF PROFESSIONAL POSITIONS

Section A

Whenever any vacancy in a professional position which the Committee intends to fill occurs during the school year, it will be adequately publicized by the Superintendent by means of a notice placed on the Official District bulletin boards and a copy sent to the President of the Southern Berkshire Regional Education Association. Adequate publication shall mean that the notice of the vacancy shall be posted at least ten (10) days prior to the filling of the position.

Section B

When, in the judgment of the Superintendent, the qualifications of applicants for the publicized vacancy are equal, preference will be given to the teacher already employed by the system.

Section C

Notice of all vacancies which occur during the months of July and August shall be given to the Association President, via mail and e-mail, and placed on the District bulletin boards. No position shall be filled sooner than ten (10) calendar days of giving such notice.

Section D:   Voluntary Transfers

1.         Teachers desiring a transfer will submit a written request to the Superintendent stating the specific assignment or nature of assignment, school or schools preferred, if any. Such requests for transfer must be renewed each school year.     All requests will be acknowledged promptly in writing. Awareness of position vacancies will be the responsibility of individual teachers. Applicants for transfer will always be interviewed for the position and will be notified of the Principal/superintendent’s decision as to the transfer request, and if denied, the reason for the denial. No position will be filled until all voluntary transfer requests have been considered.

2.         In filling non-promotional vacancies occurring in the professional staff of the school system, preference shall be given to teachers voluntarily requesting transfers under this Article and no assignment of new teachers shall be made until all transfer requests have been considered. In the event two or more teachers with equal qualifications as determined by the Superintendent, including but not limited to education, certification and years of experience, request the same position, the position shall be filled by the teacher with the longest service to the school system.

Section E:   Involuntary Transfers

1.         When involuntary transfers are advisable in the judgment of the administration, a teacher will not be assigned to a position outside of his/her area of experience, certification, major and/or minor field of study. In determining which teacher shall be transferred, the preference of the qualified teacher or teachers having the longest service in the school system shall be considered.

2.         Notice of proposed involuntary transfer will be given to the teacher or teachers involved within seven (7) days from when the decision to transfer is made.

3.         An involuntary transfer will be made only after a meeting, if requested, between the teacher involved and the Superintendent or his/her designee, at which time the teacher will be notified of the reasons for the transfer.

Section F:   Transfers Generally

1.        Transfer   applicants   shall   be   considered   when   an   opening   in   the   area   for   which   they applied occurs.    Transfer applicants will be notified the status of their request within ten (10)  days after the  date  of  the last interview for  said  opening.     In  the event  a transfer request is denied, the applicant will receive written notice of the reasons for denial within ten (10) days of said decision.

2.        All transfers shall be made with supporting evidence of educational need and a particular teacher's ability to fill that need.   All transfers will be subject to the grievance procedure.

Section G:   Reduction in Force

Reduction in force will be done according to the following provisions:

1.         Unit A members without professional status will be non-renewed.

2.         Layoff  of  Unit  A   members  with  professional  status  will  occur   on  the  basis  of performance, qualifications and years of experience.

3.         Recall   of   Unit   A   members   with   professional   status   to   available   positions   will occur on the basis of performance, qualifications and years of experience.

4.         All Unit A members will be evaluated, as per contractual requirements.

ARTICLE XIII

TEACHER HOURS AND WORKLOAD

Section A

The Committee and the Association acknowledge that a teacher's primary responsibility is to teach. The Committee agrees not to expand existing non-teaching duties, and the Southern Berkshire Regional Education Association agrees to continue current non-teaching duties, during the duration of this Agreement.

Section B

Teachers shall make themselves available to confer with parents at reasonable times.

Section C

No teacher will be required to teach outside the areas for which he or she is qualified by experience and professional training, as determined by the Superintendent.

Section D

The student day will be 6 hours and 40 minutes for grades 7-12, and 6 hours and 30 minutes for grades K-6. Actual scheduling will be developed by respective school councils with input from the district time on learning task force, subject to approval of the principals, the superintendent and the school committee. The workday of teachers will be a minimum of 7 hours.   Teachers will be at work at least 5 minutes before the student day begins, will remain for the full student day and thereafter until their professional responsibilities are completed.

Section E

Effective September 1, 2012, the work year for teachers will be one hundred and eighty (180) days plus two (2) days for staff development. Opening day orientation and classroom preparation may be held on the two days beyond the one hundred and eighty (180). It is understood that the two (2) extra days beyond the 180 will be held contiguous to the normal teacher work year.

Effective September 1, 2012, one (1) day will be added to the teachers’ work year, for a total work year of 183 days. For the 2012-2013, 2013-2014 and 2014-2015 school years, this additional day will be used for training in the new evaluation system and for team meeting time associated with goal setting and self-assessment. Thereafter, this day may be used for general professional development purpose, which shall be determined by the Superintendent or his/her designee after consideration of input from the Association.

State waivers with respect to length of school year for students will apply to the teacher work year. This Section is not applicable to the School Nurses. It is also agreed that upon request, teachers will work up to an additional three (3) days per year for district or school wide curriculum or staff development activities. Such days shall be compensated at the average Unit A teacher per diem rate for teachers whose per diem pay is higher than such average rate. It is also agreed that upon request teachers shall work additional days, provided that such days shall be compensated at the full per diem rates.

Section F

Teachers assigned to one (1) room schools will be assisted in the performance of their professional or non-professional duties whenever, in the judgment of the Superintendent, that is possible. Efforts will be made to assure that adult assistance is available in any school building where there is only one (1) teacher. Substitute coverage for elementary special subject teachers will be provided. All special subject teachers who have both elementary and secondary assignments shall report absences and submit substitute lesson plans to both principals.

Section G

Teachers will have a duty-free lunch period. Teachers will have at least one preparation period in addition to their lunch period each school day during which they will not be assigned any other duties.   A joint subcommittee shall be formed to explore scheduling and teacher workload.

Section H

Middle and secondary school teachers will not be required to teach more than two subjects or disciplines where feasible, nor more than a total of three teaching preparations or courses within such subjects or disciplines at any one time where feasible. This provision will by no means interfere with team teaching or voluntary innovative practices.     Such teachers will also not be required to teach more than five (5) academic classes per term. Concerns over this provision will be referred to the Building Principal and an ad-hoc committee for their written opinion. Middle and secondary school teachers will be assigned to one teaching station to the extent feasible. The parties agree to form a joint committee comprised of administration, school committee members, and teaching staff to explore the possibility of altering the middle school / high school schedules and course offerings.

Section I

Every teacher will be notified in writing of his/her program(s) for the coming school year, including the school(s) to which he/she will be assigned, the grade(s) and/or subject(s) he/she will teach, any special or unusual cases he/she will have, and the number of students he/she will have    as    soon    as    practicable,    but    preferably    not    later    than    June    1.     Unless    unforeseen

circumstances exist, notification of assignments will be made no later than the last day of the school year.

Section J

Teachers may be required to attend up to fifteen (15) after-school faculty meetings during any one school year. Such meetings will not normally exceed one (1) hour in length and shall not be scheduled on Fridays or days prior to holidays. Attendance at all other meetings will be at the option of the individual teacher. Normally, teachers will be notified of all meetings at least forty-eight (48) hours in advance.

Section J-1

Curriculum Development Days: When approved by the School Committee, the District will in the course of a school year have several curriculum development workshops, following 11:45 a.m. student dismissals. The workshop periods will be held from 12:30 to 3:00 p.m. and typically begin with a brief PK-12 faculty meeting.

Section K

Teachers may be required to attend two (2) evening meetings each year for purposes such as conferences with parents and community members and to observe National Education Week.

Section L

Changes in grade assignment in the elementary schools and in subject assignment in the secondary schools will be subject to the grievance procedure.

Section M

The daily schedules for teachers who are assigned to more than one school will be arranged so as to minimize the amount of inter-school travel. Such teachers will be notified of any changes in their schedules as soon as practicable, but preferably not later than June 1.   All teachers who are

required to use their own automobiles in the performance of their assignments shall receive reimbursement for such use at the rate established by the United States Internal Revenue Service for the year in which the travel occurs.

Section N

The Superintendent will annually request ½ day released time in mid-November to enable K-12 staff to conduct required parental conferences. The K-12 staff will have input in arranging meaningful conference schedules.

Section O

The Association will be given the opportunity to make school calendar recommendations at least seven (7) days prior to the final approval by the Committee. The adopted calendar will not be altered except in the case of emergency. The School Committee shall determine the presence of emergency.

Section P

If the work day/work year and/or job description of a school nurse is changed, the changes will be subject to negotiation.

Section Q

To hold status and benefits of one-half time teacher, the teacher’s assignment shall consist of three hours and fifteen minutes of professional assignment, exclusive of lunch. Such a teacher shall be on the appropriate placement of the Unit A Salary Schedule and shall receive one-half time compensation of a full time teacher. A teacher who works half time or more will be entitled to full Unit A benefits and will have the professional non-teaching responsibilities of a Unit A full time teacher with no further compensation.

Section R

Guidance staff members are required to work 192 days and will be compensated at their per diem rate for those days in excess of the regular school year.

Section S

The parties agree to form a joint committee comprised of administration, school committee members, and teaching staff to explore the possibility of altering the professional development calendar.

ARTICLE XIV

CURRICULUM AND PROFESSIONAL DEVELOPMENT

Section A - Extended Contracts for Curriculum Research and Development Activities

1.         The School Committee may extend the contracts of teachers for research and development projects. Teachers who desire to participate in such projects shall present their proposals in writing through the appropriate teacher leader and principal/student services administrator to the Superintendent in response to the annual request for proposals. The Superintendent shall acknowledge receipt of all proposals, review the proposals with the Administrative Council, and notify the teacher(s) involved whether or not the proposal is approved within thirty (30) days of the application deadline.

2.         Teachers should consider the following criteria in submitting their proposals:

a.         The degree to which the proposal is consistent with and will fulfill the defined goals and needs of the school system;

b.         The degree to which the proposal represents an imaginative and effective solution to significant educational problems of the school system;

c.         The number of children whose learning will be enhanced by implementation of the proposal;

d.         The number of teachers whose work will be positively influenced by implementation of the proposal.

3.         Teachers who accept extended contracts shall do so under the following requirements:

a.         They shall serve, if requested, in the school for two (2) consecutive summers during the summer school session in roles and in activities which are useful in their experimentation, evaluation and implementation of curricula.

b.         They shall submit letters of intent, if requested, indicating their willingness to remain in the service of the District through the two (2) year period of proposed implementation. Teachers accepting these conditions shall be compensated for summer work on a per diem basis at the rate of 1/180th of the salary they received, exclusive of extra duty differentials, during the school year immediately preceding the summer in which such work is performed.

Section B - District-Related Directed Study:

Upon recommendation of the Superintendent of Schools, the School Committee may grant leaves for District-related directed study to faculty members, including teachers, principals or supervisors for graduate study, curriculum research, District-related workshops and educational "laboratory" projects, or a combination of them.    The following conditions, however, will apply to these leaves:

1.         To be eligible for a leave of absence for District-related study, a faculty member must have served the District schools full time for four (4) consecutive years prior to the year for which the leave is sought. The faculty member also must have professional teacher status in the assignments he/she holds during the year in which application is submitted.

2.         Requests for leaves of absence for District-related directed study must be made in writing to the Superintendent no later than January 1 of the year preceding the school year in which the leaves are to take place. Such requests must state specifically the purpose of the leave and outline fully a plan for accomplishment for the purpose stated.

3.         The following leave may be granted for these purposes:

(a)        One school year (September through June) with seventy-five percent (75%) of the salary such faculty member would have otherwise received during that year, exclusive of extra duty differentials.

(b)       One District semester with one hundred percent (100%) of the salary such faculty member would have otherwise received during that period, exclusive of extra duty differentials. However, semester leaves will be granted only when a qualified replacement faculty member is employed by the District.

4.         Faculty members on leave may receive grants and fellowships from universities, federal and state sources, or private foundations. However, in no case is the total amount of money received from the School District and from other sources to exceed 100% of the faculty member's base salary. In the event that the total to be received from all sources would exceed 100% of the faculty member's salary, the school district's contribution will be reduced proportionately.

5.         A faculty member who accepts a leave for a full school year must sign an agreement stating that he/she will return to service in the District school for three(3) school years following the leave. A faculty member who accepts a leave for one (1) semester must agree to return to the District schools for two (2) school years following the school year in which the leave was taken. Faculty members who fail to complete these agreements will be required to return to the District the appropriate portion of salaries received.

6.         When the Superintendent and the School Committee are reviewing applications for such leaves, they shall take into account the following factors:

(a)       The   educational   value   of   the   proposed   project   to   the   school   system   in accordance with the needs of the students and the defined goals of the District;

(b)        The applicant's length of service in the District;

(c)        Representation of teaching areas in the system.

7. Faculty members will not lose professional teacher status by accepting leaves for District-related study. Upon returning from such leaves, faculty members will be eligible for any appropriate advancements on the salary schedule when they provide the Superintendent with evidence that the purposes of the leave have been accomplished satisfactorily.

Section C - Tuition Refund Program

The total amount of money available for tuition reimbursement each year will be $13,000. A maximum tuition reimbursement of $1,000 per teacher, per fiscal year, will be paid. If the total amount requested for tuition reimbursement before the deadlines of May 1, 2010 for 2009-2010, May 1, 2011 for 2010-2011, or May 1, 2012 for 2011-2012 exceeds the $13,000 limit, the maximum individual payment ($1,000) will be reduced so that individual shares are equal.

Tuition reimbursement requests for Unit A members must be approved by the Superintendent. The review of the Superintendent will primarily concern the relevance of the proposed course work to the Southern Berkshire assignment of the unit A member requesting support.

Upon receipt of certified evidence that a teacher has satisfactorily completed a course with a grade of PASS or B or better, the District will refund tuition costs in accordance with the following:

The Superintendent may, at his/her discretion, allow travel expenses for categories A and B above.

Provisions: No refund payments will be made for courses taken without the approval of the Superintendent prior to the start of said course by written request of the teacher. No refund payments will be made to a teacher who has resigned his/her position from the District.

Section D - Seminar and Workshop Programs

It is a desire of the District that its professional staff remains in as constant touch with the latest developments within their respective disciplines and/or specialties as possible. Therefore, the administration should suggest and the individual teacher should agree to be in attendance at various seminar and workshop activities as may be organized from time to time, which will be of mutual benefit to the individual and the District.

Grants under this program shall be made pursuant to the schedule and provisions of the Tuition Refund Program (excluding "acceptable" grade criteria). The recipients of such grants shall file a written report with the Superintendent covering the salient points of the program attended and a list of recommendations for possible future District programs.

Section E - Development Projects

The Superintendent, in fulfilling his/her responsibilities in areas of curriculum development, may designate personnel to work on development projects of a non-routine nature. Such projects must necessarily be part of a defined and planned program aimed at meeting the established goals of the District. Projects of a non-routine nature that are not within the designee's normal professional duties may be funded at the discretion of the Superintendent within the limits of curriculum and professional personnel development budget.

ARTICLE XV

INSURANCE

Section A

The District, pursuant to Chapter 150 of the Acts of 1962, shall provide and contribute eighty percent (80%) of the cost of $5,000 of Life Insurance, which includes $5,000 in accidental death and dismemberment benefits.

Section B

For the term of this contract, the District, pursuant to Chapter 150 of the Acts of 1962, shall provide and contribute to employee insurance plans as follows: seventy-five percent (75 %) the cost of an indemnity medical insurance (preferred provider) plan*, OR eighty percent (80 %) of the cost of the Blue Cross/Blue Shield Point of Service Plan*, OR eighty percent (80%) of an HMO Plan * for each employee.     (*Assuming availability from the provider of such product).

In a case in which the District employs both members of a legally married couple, the district’s contribution shall be limited to the above percentages for one (1) family plan, or two (2) individual plans, per couple.

In   addition,  the  District  agrees  to   provide  eighty  percent  (80%)  of  a  dental  plan.      Employee insurance contributions may be made on a pre-tax basis.

Section C

The District shall also continue to provide the presently existing insurance benefits without cost to all employees covered by this agreement:

1.         Workmen's Compensation -- statutory requirements;

2.         Liability insurance - $500,000;

3.         District non-ownership automobile liability insurance -- $1,000,000/25,000;

4.         District fire policy for personal belongings -- $500

Note: Written description of the terms, coverages and limits of the above policies are available in the District Business Administrator's Office.

Section D

The District shall also pay $4.29 per month toward a disability insurance policy for each employee.

Section E

The Committee will provide MedCap and DeCap group plans providing that 10 or more employees participate.

ARTICLE XVI

RETIREMENT BENEFITS

Section A

Upon retirement, after completion of fifteen (15) or more continuous years of service in the Southern Berkshire Regional School District, provided that application for the retirement benefit is made one year in advance of retirement, any employee who has accumulated ninety (90) or more days of sick leave (maximum accrual being one hundred and eighty (180) in accordance with Article X, Section B), will be compensated for the unused sick leave in excess of ninety (90) days. The employee will be compensated at the rate of 1/180th of the employee's salary at the end of the final year of employment, up to a maximum of two thousand dollars ($2,000). If, during the final year of employment, the employee uses more than the total accrued sick leave, less the days in excess of ninety (90), upon which the retirement benefit was calculated, a per diem deduction will be made at the time the excess days are taken by the employee. The per diem deduction for those days used in calculating the retirement benefit will be the total benefit divided by the number of days used in calculating the benefit. Days taken in excess of accrued sick leave, including the days used for calculating the retirement benefit, will be deducted at the regular per diem rate.

ARTICLE XVII

LATERAL MOVEMENT ON THE UNIT A SALARY SCHEDULE

1.         This article applies only to full time classroom teachers who seek lateral movement on the salary schedule after they are employed by the Committee. The application or interpretation of this Article and any of its provisions may be the subject of a grievance in accordance with the terms and provisions of Article III of this Agreement. Any such grievance, however, may be processed only to Level Three (School Committee), whose decision on the grievance shall be final and binding, with no arbitration permitted with respect to any such grievance.

In an attempt to assure the highest quality professional development, and in an effort to allow the School Committee to exercise budgetary control, in order for a change in a teacher’s preparation level to take place, the teacher must present to the Superintendent a specific, written professional development plan no later than December 1 of the prior contract year (i.e., for lateral movement to take place in September of 2012, 2013, or 2014, the teacher must request approval by December 1 of 2011, 2012, or 2013, respectively and for lateral movement to take place in February of 2013, 2014, or 2015, the teacher must request approval by December 1, 2012, 2013, or 2014, respectively). Once initial approval has been granted, the teacher will seek the superintendent’s approval for any necessary adjustments to the plan prior to making changes.

2.         Transfer to any preparation level will be in addition to the Bachelor's degree or equivalent preparation acceptable to the Superintendent.

3.         Changes in preparation level may take place only in September and February.

4A.     Teachers may propose to substitute certain other experiences for formal  course credits.

All of these experiences and the maximum allowable total credits are described in paragraph 5B. No salary credit may be earned by teachers for participating in workshops conducted during the school or teacher day, or for any type of extended contract project for which the teacher is paid by this School District.

4B.      Type of Experience       Maximum Allowable Total Credits

1)

Curriculum Development Projects and/or Workshops (outside the school and/or teacher day) (combined total)

27 Credits of 72

2)

Travel (only when directly related to the subject area taught; it must broaden the expertise of the teacher)

3 credits of 72

3)

Work Experience (only when directly related to the subject area taught; it must broaden the expertise of the teacher)

3 credits of 72

4C.      The number of credits which may be awarded for each individual project, workshop or travel experience will be determined prior to the beginning of the experience by the Superintendent. Normally, a maximum of three credits per experience will be awarded upon satisfactory completion as determined by the Superintendent's evaluation.

4D.     Normally,     teachers     must     submit     written     proposals     for     these     experiences     to     the Superintendent at least thirty (30) calendar days prior to the date they wish to begin the project.   In unusual circumstances, the Superintendent may approve in less time.

5.         Teachers may substitute undergraduate class work since completion of B.A. degree for credit toward preparation levels when: 1) it is related directly to their assignment; 2) it is not repetitive of previous undergraduate courses; and 3) has prior approval of the Superintendent.

6.         Teachers must submit planned programs for lateral movement to the Superintendent on lateral movement forms. No lateral movement credit will be permitted under any circumstances unless the Superintendent has had an opportunity to review and approve each written proposal for lateral movement. Teachers will make every effort to submit written proposals to the Superintendent at least thirty (30) days in advance of the starting date for the projected program, but under unusual circumstances, a shorter period of time shall be allowed by the Superintendent.

Unless a shorter period of time is necessary due to unusual circumstances, the Superintendent will make every effort to notify teachers, in writing, within 30 days after submission, of the approval or disapproval of the program. In the event of disapproval, the Superintendent's response will specify reasons for the disapproval. Revision of this plan requires the same approval procedure and must be accomplished before changes in course work will be approved.

7.         All graduate or undergraduate college course work must be taken for credit and a grade of B or A must be earned in order for lateral movement credit to be awarded. Pass/Fail grades are not acceptable. A transcript indicating the course name, credits and grade, signed by the registrar of the institution, must be presented to the Superintendent before salary credit is given. The transcript will then be placed in the respective teacher's personnel file.

8.         Any courses taken with the Superintendent's approval after September, 1973, may be applied to this Lateral Movement Article, provided that all of the provisions are complied with.

9.         Step Levels: All course work taken as part of a degree granting program will also be considered to be directly related to the teacher's subject field, provided the teacher documents degree candidacy through the university or college.

BA & 21

Teachers with a BA who hold less than 33 credits will be placed on this Level.

MA/MEd or BA & 33

Placement on this Level is open only to those teachers who completed Master's Degree programs or a BA & 33 credits, at least 21 of which are directly related, and the remainder related. When a teacher completes a Master's Degree program, he/she must choose to follow either the MA/MEd sequence or the BA sequence through the remaining salary step levels. Beginning February 1, 2002, movement to this level will take place only with the completion of a Masters program.

MA/Med & 9 or BA & 42

Teachers will be placed on this level if they have completed:

a)   9   credits   beyond   a   Master's   Degree,   6   of   which   are   directly related to the teacher's assignment, and the remainder related, or

b)   42   credits   beyond   the   Bachelor's,   at   least   30   of   which   are directly related to the field, and the remainder related.

MA/Med & 18 or BA & 51

a) 18 credits beyond the Master's, 12 of which are directly related,

b) BA & 51 credits beyond the Bachelor's, 33 of which are directly related, and the remainder related.

MA/MEd & 30 or BA & 60

a) 30 credits beyond the Master's, 21 of which are directly related, or  b)  60  credits  beyond  the  Bachelor's,  39  of  which  are  directly related, and the remainder related.

MA/MEd & 42 or BA & 72

a) 42 credits beyond the Master's, 33 of which are directly related, or  b)  72  credits  beyond  the  Bachelor's,  52  of  which  are  directly related, and the remainder related. Beginning February 1, 2002, movement to this level will take place only with the completion of a Masters program, plus an additional 42 credits, as listed in part “a”, above.

ARTICLE XVIII

CONTINUITY OF EMPLOYMENT

Section A

The Association and its members, individually and collectively, hereby expressly agree that during the life of this Agreement they will not cause, sponsor, sanction, assist or participate in any strike, work stoppage, concerted absence from or refusal to perform assigned duties, illegal picketing or other unlawful activity directed against the Southern Berkshire Regional School District.

Employees   who  participate   in   any  such   activities   shall   be  subject   to  appropriate   disciplinary action by the Committee within the laws of the Commonwealth.

ARTICLE XIX

PROFESSIONAL STAFF SALARY SCHEDULES

All   teachers  shall   be  compensated   in  accordance  with   the  salary  schedule   established  by  the Committee in agreement with the Southern Berkshire Regional Education Association.

A.        Implementation of Teacher Salary Schedule:   Initial Placement

1.         Teaching Experience: Each step of the salary schedule shall represent the successful completion of one year of full-time teaching of subjects related to the initial assignment. For every two (2) years of teaching experience in unrelated subjects, a teacher will receive one step credit on the salary schedule, up to a maximum of four (4) steps. Substitute teaching experience will not count for placement on the salary schedule.

2.         Related Work Experience: Upon the recommendation of the Superintendent of Schools and with the approval of the School Committee, teachers may be given step credit for non-teaching employment experience directly related to their teaching assignments. Working with children or (for secondary teachers only) working in the academic discipline of the major teaching assignment are the kinds of experience which may be credited under this provision. Every two (2) years of approved experience will receive only one step credit, and no more than four steps will be credited.

3.         No newly hired teacher shall be placed above the step placement of employed teachers with the same number of years of successful teaching experience. However, under unusual circumstances, when this agreement prohibits the School Committee from employing the selected candidate for a position, the Association will be notified and the views of the Association considered before any new hire is finally placed on the salary schedule.

4.         Since certification in Occupational/Vocational skill areas requires five (5) years of trade experience in addition to undergraduate course work, the administration may modify the provisions of this policy in the recommended placement of teachers in the trade areas. However, the Committee may reject the recommendation in favor of its own discretion in placement of such teachers.

B.        Advancement To Next Higher Step

1.         Normal Advancement: Teachers who complete a year of satisfactory service will be moved to the next higher step of the salary schedule at the beginning of the school year.

2.         Withholding Increments: Upon recommendation of the Superintendent, any salary step increment may be withheld in whole or in part by the School Committee for unsatisfactory service.

3.        Course Work Requirement:   In order to be eligible for an annual step increment, a teacher must earn at least three semester hours of credit, over a three-year period, for study in an accredited college or university or equivalent through programs which are similar in substance and depth. Any step increment lost is permanently lost. The employee's new three-year cycle begins September 1 following completion of the requirement. This requirement will apply to all teachers, and it will be the individual teacher's responsibility to remain aware of his/her course work requirement status. [For the duration of this contract, this provision will be suspended.]

C.        Salary Performance Initiative

It is agreed that the District and the Southern Berkshire Regional Education Association will continue to discuss the possibilities of a performance initiative program.

ARTICLE XX

EFFECT OF AGREEMENT

Section A

This Agreement contains the full and complete agreement between the Committee and the Association on all bargainable issues and supersedes all prior understandings, practices, procedures and policies for the employees covered by this Agreement, whether oral or written.

Section B

The parties further acknowledge that, during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands with respect to any subject matter not removed by law from the area of collective bargaining, and that the understanding and agreements arrived at by the parties, after the exercise of that right and opportunity, are set forth in this Agreement. Therefore, the Committee and the Association for the life of this Agreement, each voluntarily and unqualifiedly, waives the right and each agrees that the other shall not be obligated to bargain collectively with respect to the subject matter referred to, or covered by this Agreement, or with respect to any subject matter not specifically referred to or covered in this Agreement.

Section C

Any waiver or breach of any condition of this Agreement by either party shall not constitute a precedent with respect to future enforcement of all the terms and conditions of this Agreement.

Section D

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

ARTICLE XXI

DURATION

The terms of this contract shall be for three (3) years, commencing September 1, 2012 through August 31, 2015. The contract, including Appendices "A" through "C", will automatically renew for periods of one (1) year thereafter unless either party notifies the other in writing by March 1, 2015 that it wishes to open negotiations for a successor agreement. The parties may at any time and by mutual agreement, negotiate changes in any portion of this contract which they agree imposes an unfair burden. Such agreement to negotiate during the term of this Agreement must be reduced to writing and signed by both parties with the exception of reopener provisions specifically set forth in Article IX of this Agreement.

The terms of this Agreement are subject to ratification by the respective parties.

IN WITNESS WHEREOF, the parties have hereunto set their hand this ____ day of December, 2012.

FOR THE SOUTHERN BERKSHIRE                    FOR THE SOUTHERN BERKSHIRE

REGIONAL SCHOOL DISTRICT                         REGIONAL EDUCATION

ASSOCIATION

________________________________                  __________________________________

Herb Abelow,                                                            Andrew Rapport

Its Chair                                                                     Its President

APPENDIX A

Effective September 1, 2012

FY13

BA

M/B33

M9/B42

M18/B51

M30/B60

M42/B72

1

$ 36,865

$ 38,885

$ 40,905

$ 42,925

$ 44,945

$ 46,965

2

$ 37,787

$ 39,858

$ 41,928

$ 43,999

$ 46,069

$ 48,140

3

$ 38,731

$ 40,853

$ 42,976

$ 45,099

$ 47,221

$ 49,343

4

$ 39,700

$ 41,875

$ 44,050

$ 46,226

$ 48,401

$ 50,576

5

$ 40,692

$ 42,922

$ 45,151

$ 47,381

$ 49,611

$ 51,840

6

$ 41,709

$ 43,995

$ 46,280

$ 48,566

$ 50,851

$ 53,136

7

$ 42,752

$ 45,094

$ 47,438

$ 49,780

$ 52,122

$ 54,465

8

$ 43,821

$ 46,222

$ 48,623

$ 51,024

$ 53,426

$ 55,827

9

$ 44,917

$ 47,378

$ 49,838

$ 52,300

$ 54,761

$ 57,223

10

$ 46,039

$ 48,562

$ 51,085

$ 53,608

$ 56,130

$ 58,653

11

$ 47,190

$ 49,776

$ 52,361

$ 54,948

$ 57,534

$ 60,119

12

$ 48,370

$ 51,020

$ 53,671

$ 56,322

$ 58,972

$ 61,622

13

$ 49,579

$ 52,296

$ 55,013

$ 57,730

$ 60,446

$ 63,162

14

$ 50,819

$ 53,604

$ 56,388

$ 59,173

$ 61,957

$ 64,742

15

$ 52,090

$ 54,943

$ 57,797

$ 60,652

$ 63,506

$ 66,360

16

$ 53,392

$ 56,317

$ 59,243

$ 62,169

$ 65,093

$ 68,019

17

$ 54,726

$ 57,725

$ 60,723

$ 63,722

$ 66,722

$ 69,720

18

$ 56,095

$ 59,168

$ 62,242

$ 65,316

$ 68,388

$ 71,463

19

$ 57,497

$ 60,647

$ 63,798

$ 66,948

$ 70,099

$ 73,249

20

$ 58,935

$ 62,163

$ 65,392

$ 68,622

$ 71,851

$ 75,080

21

$ 60,408

$ 63,718

$ 67,027

$ 70,338

$ 73,648

$ 76,957

22

$ 61,918

$ 65,311

$ 68,703

$ 72,096

$ 75,489

$ 78,881

Effective September 1, 2013

Step

BA

M/B33

M9/B42

M18/B51

M30/B60

M42/B72

1

$ 37,234

$ 39,274

$ 41,314

$ 43,354

$ 45,394

$ 47,435

2

$ 38,164

$ 40,257

$ 42,347

$ 44,439

$ 46,529

$ 48,622

3

$ 39,119

$ 41,261

$ 43,406

$ 45,550

$ 47,694

$ 49,836

4

$ 40,097

$ 42,294

$ 44,491

$ 46,688

$ 48,885

$ 51,082

5

$ 41,099

$ 43,351

$ 45,603

$ 47,855

$ 50,107

$ 52,358

6

$ 42,126

$ 44,435

$ 46,743

$ 49,051

$ 51,360

$ 53,667

7

$ 43,180

$ 45,545

$ 47,913

$ 50,278

$ 52,644

$ 55,010

8

$ 44,259

$ 46,684

$ 49,109

$ 51,535

$ 53,960

$ 56,385

9

$ 45,367

$ 47,851

$ 50,336

$ 52,823

$ 55,309

$ 57,796

10

$ 46,500

$ 49,048

$ 51,596

$ 54,144

$ 56,691

$ 59,239

11

$ 47,662

$ 50,274

$ 52,884

$ 55,497

$ 58,110

$ 60,720

12

$ 48,854

$ 51,531

$ 54,208

$ 56,886

$ 59,562

$ 62,238

13

$ 50,075

$ 52,819

$ 55,563

$ 58,308

$ 61,051

$ 63,793

14

$ 51,327

$ 54,140

$ 56,952

$ 59,764

$ 62,577

$ 65,389

15

$ 52,611

$ 55,493

$ 58,375

$ 61,259

$ 64,141

$ 67,024

16

$ 53,925

$ 56,880

$ 59,835

$ 62,791

$ 65,744

$ 68,699

17

$ 55,274

$ 58,302

$ 61,330

$ 64,359

$ 67,389

$ 70,417

18

$ 56,655

$ 59,760

$ 62,864

$ 65,969

$ 69,072

$ 72,177

19

$ 58,072

$ 61,254

$ 64,436

$ 67,618

$ 70,800

$ 73,982

20

$ 59,525

$ 62,784

$ 66,046

$ 69,308

$ 72,570

$ 75,830

21

$ 61,012

$ 64,355

$ 67,698

$ 71,041

$ 74,384

$ 77,726

22

$ 62,537

$ 65,964

$ 69,390

$ 72,817

$ 76,244

$ 79,670

Effective September 1, 2014

Steps

BA

M/B33

M9/B42

M18/B51

M30/B60

M42/B72

1

$ 37,606

$ 39,667

$ 41,727

$ 43,788

$ 45,848

$ 47,909

2

$ 38,546

$ 40,659

$ 42,770

$ 44,884

$ 46,995

$ 49,108

3

$ 39,510

$ 41,674

$ 43,840

$ 46,006

$ 48,170

$ 50,334

4

$ 40,498

$ 42,717

$ 44,936

$ 47,155

$ 49,374

$ 51,593

5

$ 41,510

$ 43,784

$ 46,059

$ 48,334

$ 50,608

$ 52,882

6

$ 42,548

$ 44,879

$ 47,210

$ 49,542

$ 51,873

$ 54,204

7

$ 43,611

$ 46,000

$ 48,392

$ 50,780

$ 53,170

$ 55,560

8

$ 44,702

$ 47,151

$ 49,601

$ 52,050

$ 54,499

$ 56,949

9

$ 45,820

$ 48,330

$ 50,840

$ 53,351

$ 55,862

$ 58,373

10

$ 46,965

$ 49,538

$ 52,112

$ 54,685

$ 57,258

$ 59,832

11

$ 48,139

$ 50,777

$ 53,413

$ 56,052

$ 58,691

$ 61,328

12

$ 49,342

$ 52,046

$ 54,750

$ 57,454

$ 60,157

$ 62,861

13

$ 50,576

$ 53,347

$ 56,118

$ 58,891

$ 61,661

$ 64,431

14

$ 51,840

$ 54,682

$ 57,521

$ 60,362

$ 63,203

$ 66,043

15

$ 53,137

$ 56,048

$ 58,958

$ 61,871

$ 64,783

$ 67,694

16

$ 54,465

$ 57,449

$ 60,433

$ 63,419

$ 66,401

$ 69,386

17

$ 55,826

$ 58,885

$ 61,943

$ 65,002

$ 68,063

$ 71,121

18

$ 57,222

$ 60,357

$ 63,493

$ 66,628

$ 69,763

$ 72,899

19

$ 58,653

$ 61,866

$ 65,080

$ 68,294

$ 71,508

$ 74,722

20

$ 60,120

$ 63,412

$ 66,706

$ 70,001

$ 73,296

$ 76,589

21

$ 61,622

$ 64,998

$ 68,375

$ 71,752

$ 75,128

$ 78,503

22

$ 63,162

$ 66,623

$ 70,084

$ 73,545

$ 77,006

$ 80,467

1.   Effective September 1, 2012, members will advance one step from his/her September 1, 2011 placement. (For example, if a member was placed at BA, Step 2 as of August 31, September 1, 2011, then on September 1, 2012, said member would advance to BA, Step 3.)

2.   Effective September 1, 2013, members will advance one step from his/her September 1, 2012 placement.   (For example, if a member was on BA, Step 3 as of September 1, 2012, then on September 1, 2013, said member would advance to BA, Step 4.)

3.   Effective September 1, 2014, members will advance one step from his/her September 1, 2013 placement.   (For example, if a member was on BA, Step 4 as of September 1, 2013, then on September 1, 2014, said member would advance to BA, Step 5.)

Beginning July 1, 2006, Nurses will be placed on the Unit A Schedule, Column BA, Steps 3 and 4, as appropriate, and will advance one (1) step each year of this agreement.   Whenever a Nurse shall obtain a Masters Degree in a discipline related to his/her responsibilities, (s)he will be placed in Column M/B33 at the equivalent step.   Future Nurse hires will be placed on the schedule as indicated by their accreditation and years of experience, as determined by the superintendent.

APPENDIX B

Alternative Program Caseworkers **

Step

September 1, 2012

September 1, 2013

September 1, 2014

1

$19,142

$19,333

$19,526

2

$19,620

$19,816

$20,014

3

$20,111

$20,312

$20,515

4

$20,613

$20,819

$21,028

5

$21,129

$21,340

$21,553

6

$21,657

$21,873

$22,092

7

$22,198

$22,420

$22,644

8

$22,753

$22,981

$23,211

9

$23,322

$23,555

$23,791

10

$23,905

$24,144

$24,386

11

$24,503

$24,748

$24,995

12

$25,115

$25,366

$25,620

Salaries based on 7 hours per day; 182 days per year

2.

1.         Effective September 1, 2012, members will advance one step from his/her   September 1, 2011 placement.   (For example, if a member was on Step 2 as of September 1, 2011, then on September 1, 2012, said member would advance to Step 3.)

2.         Effective September 1, 2013, members will advance one step from his/her September 1, 2012 placement.   (For example, if a member was on Step 3 as of September 1, 2012, then on September 1, 2013, said member would advance to Step 4.)

3.         Effective September 1, 2014, members will advance one step from his/her September 1, 2013 placement.   (For example, if a member was on Step 4 as of September 1, 2013, then on September 1, 2014, said member would advance to Step 5.)

APPENDIX C - SCHEDULE A – COACHING

EXTRA DUTY DIFFERENTIALS

In the event that the school committee provides for any or all or the following extra duty positions and provided that any or all such positions are filled, the amount of the extra duty differentials shall be as provided below.   Persons appointed to extra duty positions are eligible for reappointment subject to satisfactory performance, as determined in annual performance evaluations.   When a vacancy occurs in an extra duty position, it will be advertised and posted, in accordance with the provisions of Article XII, Sections A, B and C.

Coaching and Related Differentials:

I.         Basic Compensation

 

1st Year

2nd Year

3rd Year

4th Year

5th Year

7th Year

10th Year

a)   Head Coach

900

1,000

1,500

1,700

1,900

2,100

2,300

b)   Assistant Coach

600

650

1,150

1,250

1,350

1,450

1,550

c)   Cheerleader Advisor

550

600

650

700

750

850

1,000

II.       Other Related Differentials:

Athletic Director:                  8,000

Asst. Athletic Director           3,000

ATHLETIC COACH POINT SCHEDULE

September 1, 2012-August 31, 2015

Points Compensations:

A. Length of season                                      G. Time of day/day game played

B. Number of games/matches                       H. H. Travel factor

C. Hours/days per week practice                   I. Night time/weekends for practice

D. Supervision of staff                                  J. Youth program development/work *

E.  Number of students supervised                K. Tournament involvement *

F.  Injury probability factor

*1-5 points may be added, depending upon involvement

Point Rate                  $40.00/point

The Athletic Director must re-evaluate the point allocations for each coaching position annually. A re-evaluation report on each position will be filed in the Business Managers Office. Criteria for points will be on file at Athletic Director's office.

ATHLETIC POINT SCHEDULE

September 1, 2012-August 31, 2015

 

A

B

C

D

E

F

G

H

I

J

K

TOTALS

SOCCER-HEAD BOYS

5

5

5

5

5

5

4

3

0

3

0

40

SOCCER-HEAD GIRLS

5

5

5

5

5

5

4

3

0

0

0

37

SOCCER-ASST BOYS/GIRLS

5

4

5

0

3

5

2

3

0

0

0

27

CROSS COUNTRY HEAD

5

5

5

0

5

5

3

3

0

0

3

37

BASKETBALL HEAD BOYS

5

4

5

5

5

5

5

5

5

5

5

49

BASKETBALL-HEAD GIRLS

5

4

5

5

5

5

5

5

5

5

*

49

BASKETBALL-ASST B & G

5

4

5

0

3

5

5

4

5

*

*

36

WRESTLING HEAD

5

5

5

5

3

5

5

5

5

5

3

51

WRESTLING-ASST

5

5

5

0

3

5

5

5

5

0

0

38

SOFTBALL-HEAD

5

5

5

5

5

5

2

3

3

0

0

38

SOFTBALL-ASST

5

5

5

0

3

5

2

3

0

0

0

28

BASEBALL-HEAD

5

5

5

5

5

5

5

3

0

0

0

38

BASEBALL-ASST

5

5

5

0

3

5

3

3

0

0

0

29

GOLF

5

5

4

0

3

1

2

3

0

0

3

26

CHEERLEADING

5

5

4

0

3

3

5

5

1

0

0

31

VOLLEYBALL-HEAD

3

3

4

3

3

3

3

3

0

0

0

25

VOLLEYBALL-ASST.

3

3

4

0

3

3

3

3

0

0

0

22

HOCKEY-HEAD

5

3

3

0

3

5

5

5

5

0

0

34

TENNIS -- HEAD

4

5

4

0

3

3

5

3

0

0

3

30

APPENDIX C - SCHEDULE B - NON-COACHING

EXTRA DUTY DIFFERENTIALS

September 1, 2012 – August 31, 2015

In the event that the School Committee provides for any or all of the following extra duty positions and provided that any or all such positions are filled, the amount of the extra duty differentials shall be as provided below. Persons appointed to extra duty positions are eligible for reappointment subject to satisfactory performance, as determined in annual performance evaluations.   When a vacancy occurs in an extra duty position, it will be advertised and posted, in accordance with the provisions of Article XII, Sections A, B and C.

DUTY

Category

STIPEND

PROPOSED STIPEND

Tech Skills and Knowledge/ Certification Required

Scope of Impact on School Community

Time for Preparation and Discharging Duties

7-8 Yearbook Advisor

Advisor

$475.00

$600

2

2

1

8th Grade Graduation Coordinator

Advisor

$475.00

$650

2

1

1

Students Who Achieve

 

 

 

 

 

 

Goodness (SWAG)

Advisor

$575.00

$600

1

3

1

Advisor

 

 

 

 

 

 

Class Advisor - Gr 10

Advisor

$725.00

$600

1

1

1

Class Advisor - Gr 11

Advisor

$725.00

$600

1

1

1

Class Advisor - Gr 12

Advisor

$725.00

$600

1

1

1

Class Advisor - Gr 9

Advisor

$725.00

$600

1

1

1

Graduation Coordinator

Advisor

$725.00

$750

2

3

1

 

Staff Supervision

Fiscal Management and Responsibility

TOTAL POINTS

0

1

6

2

1

7

0

1

6

0

3

6

0

3

6

0

3

6

0

3

6

2

1

9

 

Prom Coordinator

Advisor

$725.00

$1,100

1

3

2

2

2

10

7-12 Student Council Advisor

Advisor

$1,000.00

$650

1

2

1

0

3

7

7-12 Student Newspaper Advisor

Advisor

$1,000.00

$700

3

3

2

0

0

8

Blue/Gold Advisor

Advisor

$1,000.00

$600

0

3

2

0

1

6

Future Farmers of America (FFA) Advisor

Advisor

$1,000.00

$800

2

2

3

0

3

10

Mentor   (TITLE IIA GRANT)

Advisor

$1,050.00

$900

3

3

2

1

0

9

Mentor   (TITLE IIA GRANT)

Advisor

$1,050.00

$900

3

3

2

1

0

9

Mentor   (TITLE IIA GRANT)

Advisor

$1,050.00

$900

3

3

2

1

0

9

Mentor   (TITLE IIA GRANT)

Advisor

$1,050.00

$900

3

3

2

1

0

9

Mentor   (TITLE IIA GRANT)

Advisor

$1,050.00

$900

3

3

2

1

0

9

Mentor   (TITLE IIA GRANT)

Advisor

$1,050.00

$900

3

3

2

1

0

9

Mentor   (TITLE IIA GRANT)

Advisor

$1,050.00

$900

3

3

2

1

0

9

Mentor   (TITLE IIA GRANT)

Advisor

$1,050.00

$900

3

3

2

1

0

9

Mentor   (TITLE IIA GRANT)

Advisor

$1,050.00

$900

3

3

2

1

0

9

Mentor   (TITLE IIA GRANT)

Advisor

$1,050.00

$900

3

3

2

1

0

9

National Honor Society / Cum Laude (combined) Advisor

Advisor

$1,550.00

$1,500

2

2

2

0

3

9

Elementary   Student Council Advisor

Advisor

 

$600

1

1

1

0

3

6

Elementary Newspaper Advisor

Advisor

 

$650

2

3

2

0

0

7

Model UN Advisor

Advisor

 

$650

2

2

2

0

1

7

 

Homeless Liaison (federally mandated) Coordinator

Coordinator

$406.00

$1,300

3

3

1

0

1

8

ELL Coordinator

Coordinator

$775.00

$1,500

3

3

2

2

0

10

Mentor   Coordinator (TITLE IIA GRANT)

Coordinator

$1,050.00

$1,800

2

3

2

3

3

13

Web Site Coordinator

Coordinator

$1,550.00

$1,300

2

3

3

0

0

8

Events Coordinator

Coordinator

$3,000.00

$1,300

2

3

3

0

0

8

Early Childhood Coordinator

Coordinator

 

$1,500

3

2

2

2

1

10

Curriculum Leader: K-12 Health/PE

Curr Ldr

$1,205.00

$1,205.0

 

 

 

 

 

0

Curriculum Leader: K-12 Foreign Language

Curr Ldr

$1,355.00

$1,355.00

 

 

 

 

 

0

Building Leader: Grades 9-10

Curr Ldr

$1,500.00

$1,500.00

 

 

 

 

 

0

Curriculum Leader: K-12 Arts

Curr Ldr

$1,505.00

$1,505.00

 

 

 

 

 

0

Building Leader: Grades 7-8

Curr Ldr

$1,930.00

$1,930.00

 

 

 

 

 

0

Curriculum Leader: 7-12 Social Studies

Curr Ldr

$1,950.00

$1,950.00

 

 

 

 

 

0

Curriculum Leader: PK-6 Social Studies

Curr Ldr

$1,970.00

$1,970.00

 

 

 

 

 

0

Curriculum Leader: 7-12 Special Education

Curr Ldr

$2,105.00

$2,105.00

 

 

 

 

 

0

Curriculum Leader: K-6 Special Education

Curr Ldr

$2,105.00

$2,105.00

 

 

 

 

 

0

Curriculum Leader: 7-12 Science and Technology

Curr Ldr

$2,345.00

$2,345.00

 

 

 

 

 

0

Curriculum Leader: PK-6 Science and   Technology

Curr Ldr

$2,345.00

$2,345.00

 

 

 

 

 

0

Curriculum Leader: 7-12 English Language Arts

Curr Ldr

$2,815.00

$2,815.00

 

 

 

 

 

0

Curriculum Leader: PK-6 English Language Arts

Curr Ldr

$2,815.00

$2,815.00

 

 

 

 

 

0

 

Curriculum Leader: 7-12 Math

Curr Ldr

$2,890.00

$2,890.00

 

 

 

 

 

0

Curriculum Leader: PK-6 Math

Curr Ldr

$2,890.00

$2,890.00

 

 

 

 

 

0

7-12 Special Education Team Chair

Leader

$2,511.00

$3,250.0

3

3

3

3

3

15

K-6 Special Education Team Chair

Leader

$2,511.00

$3,250.0

3

3

3

3

3

15

School Nurse Leader

Leader

 

$3,100.0

3

3

3

3

2

14

Building Leader, 1-4

Removed

 

 

 

 

 

 

 

 

Building Leader, 5-6

Removed

 

 

 

 

 

 

 

 

New Marlborough Building Leader

Removed

 

 

 

 

 

 

 

 

Professional Learning Community Pioneers

Removed

 

 

 

 

 

 

 

 

Quiz Team Advisor

Removed

 

 

 

 

 

 

 

0

Teacher In Charge (New Marlborough)

Removed

 

 

 

 

 

 

 

 

Elementary Band (Concerts, Parades)

Special Considera.

$1,350.00

$1,350.00

3

3

3

2

1

12

Chorus : Madrigal Singers, Boys & Girls Groups, 2 concerts, Sheffield Xmas, Cabaret

Special Considera.

$2,075.00

$2,075.00

3

3

3

2

1

12

High School Band: Jazz Band, 2 Concerts, Sheffield Xmas, Cabaret

Special Considera.

$2,075.00

$2,075.00

3

3

3

2

1

12

Yearbook Advisor (Shared)

Special Considera.

$2,075.00

$2,600.0

2

3

3

0

3

11

Drama: Suggest independent contract -Remove from   Stipends

Special Considera.

$2,375.00

$2,375.00

 

 

 

 

 

0

Teacher Assistance Team Coordinator: 7-12

Special Considera.

$3,000.00

$2,105

3

3

2

2

0

10

Morning Show: 90 hours per year Producer

Special Considera.

$3,865.00

$3,000.0

3

3

1

0

0

7

 

Substitute Coordinator: 180 hours per year.

Special Considera.

$6,485.00

$6,485.00

2

3

3

3

2

13

Artistic Director: Suggest Independent contract -remove from Stipends

Special Considera.

$8,000.00

$8,000.00

3

3

3

3

3

15

Elementary Music Coordinator

Special Considera.

 

$1,350.00

3

3

3

2

1

12

K-6 Teacher Assistance Team Coordinator (IST)

Special Considera.

 

$2,105

 

 

 

 

 

0

SLPA Supervisor

Special Considera.

 

$900

 

 

 

 

 

 

Chaperones (per event)

Special-Event

$25.54

$25.54

 

 

 

 

 

0

Unit Members - 3 Consecutive Nights w/ students

Special-Event

$110.00

$110.00

 

 

 

 

 

0

Class coverage (per period)

Special-Hourly

$8.02

 

 

 

 

 

 

0

Elementary Tutors (ESP) Hourly rate

Special-Hourly

$15.00

 

 

 

 

 

 

0

Elementary Tutors (Teachers) Hourly rate

Special-Hourly

$30.00

 

 

 

 

 

 

0

Secondary School Store Advisor

Vacant

$1,000.00

$0.0

1

3

2

0

2

8

 

Criteria

Tech Skills and Knowledge/ Certification   Required

Time for Preparation and Discharging Duties

Staff Supervision

Fiscal Management and Responsibility

1 point

Willingness

Up to 1 hour per week

Supervision of 1 Staff Person

Handles and submits funds

2 Points

Related Professional Experience

2-3 Hours per week

Coordination with Teams of Staff

Maintain School Accounts

3 Points

License or Certification Required

More than 3 hours per week

Supervision of and Coordination with Staff

Fund-Raising, Budget Development, and Maintaining School Accounts

1.   Advisors: $300 base; $50/point up to 8 points; $200/point 9+

2.   Coordinators: $500 base; $100/point

3.   Leaders: $1000 base; $150/point

4.   Special Considerations: did not change or were adjusted to reflect time/responsibility

APPENDIX D

Health Insurance Premium Ratios Beyond 2007 (EXAMPLE*)

For an employee who has a family plan under the HMO Network Blue New England, the price of the total policy for 2006-2007 is $13,652.   The District will pay $10,921.82 or 80%, and the employee will pay $2,730.46 or 20%.   In 2007-08, the District’s share will equal 80% of the cost of the HMO, and the employee’s share will equal 20%, up to a 15% rise in premium.   Any premium increase beyond the 15% would be split equally between the District and the employee. EXAMPLE:   If, in 2007-2008 the premium for this same policy should rise by 18% above 2006-2007, the costs would be apportioned as follows:

Total cost of policy:      $16,109.69

District base share:     (80% of $15,700.12) =   $12,560.10 + 2 of amount over 15%

(.5X$409.57), or $204.79.

Total Cost to District = $12,764.89

Employee Share:        (20% of $15,700.12) = $3,140.02, + 2 of amount over 15%

(.5X$409.57), or $204.79.

Total Cost to Employee:   $3,344.81

*   This worksheet is to be used by way of a hypothetical example only for the limited purpose of illustrating the manner in which the calculations will be applied.   In this example, a 15% increase in premium for 2007-08 would be $15,700.12; an 18% increase would be $16,109.69.   The difference between the two is $409.57.

APPENDIX E

(Also Policy File AFC-1-R)

SOUTHERN BERKSHIRE REGIONAL SCHOOL DISTRICT

Teacher Performance Review and Assistance

I.          Underlying Concept

In evolving a new culture of expectations for professional staff development and performance review in the Southern Berkshire Regional School District, we envision an environment of open professional interaction and dialogue -- similar to those which exist in such professions as medicine, law, higher education, etc. -- wherein teachers and administrators freely and enthusiastically engage in mutually supportive peer interactions, including but not limited to:

II.        Objectives

A.         To develop a culture of reflection for the purpose of elevating the work of all Southern Berkshire Regional School District teaching staff to the highest levels of competency, proficiency, and professionalism, which will result in increased student learning.

B.         To address unsatisfactory teaching performance directly, humanely, and decisively for the purpose of improving that performance, or, in cases of continuing incompetence, to dismiss the individual(s) from the Southern Berkshire Regional School District staff.

III.      Process

A.       Non-Professional Status Teachers, At-Risk Teachers, and Up to 1/4 of

Professional Status Teachers

1.         Each staff member in this category will be supervised, observed and evaluated by his/her principal/supervisor, and may also be supervised, observed and evaluated by teacher leaders and/or a peer.   Every teacher in Category A will be notified in writing of his/her status and will be assigned a mentor before or during the first week of the school year who will act as a guide in school.

2.         Within the first 30 days of the school year, a meeting will be scheduled between each observee and his/her principal/supervisor (and/or other for the purpose of establishing yearly priorities (goals), and for purpose of establishing the classroom lesson objectives for the first observation.   The goals may be derived from individual and/or administrative initiative and will be subject to administrative approval.

3.         A minimum of three (3) scheduled observations will be conducted, and will include both pre-and post-observations.   Prior to the first pre-observation conference, each observee will be given a list of the potential observation criteria areas, sample questions and established standards of performance.   The area(s) to be focused on for the first observation will also be established at this conference.   The first observation by either the principal or the superintendent will be conducted during the first 30 days of the school year, and a third observation will be conducted before April 1 of the school year.

4.         For each of the remaining two observations, the area(s) to be focused on will be established during the pre-observation conference.

5.         A post-observation will be held following each observation.

6.         The final post-observation conference will include a review of that particular observation, and will also include a review of the teacher’s progress on his/her yearly priorities (goals), and a summary review of the teacher as a professional employee.

7.         Priorities for the following year will also be developed initially at the final conference, to be reviewed and confirmed at the first pre-observation conference of the next school year.

8.         The final review will be reduced to writing by the principal/supervisor, signed by observee and observer, and become part of the teacher’s official personnel file.   (In the case of at-risk and nonprofessional teachers, the final report will be submitted to the superintendent for review before becoming part of the teacher’s personnel file.)

B.        Professional Status Teachers

1.         Approximately 1/4 of staff members in this category will work with and be supervised/evaluated by their principal/supervisor following the procedures described above (in a multi-year cycle, following the outlined discussed in appendix B).

2.         Approximately 3/4 of staff members in this category will be expected to form peer teams, select a chairperson (3-4 members in each team), and each member of each team will establish yearly goals, which should be the result of professional discussion during their first meeting of the year.   The goals may be derived from individual and/or administrative initiatives and will be subject to administrative approval.   All members of the team will participate in/facilitate this process.

3.         At the first meeting of the year the mechanics and schedule of the series of peer observations/exchanges will be developed.   This will include the establishment of lesson objectives, and a plan for follow-up discussions.

4.         The observee and/or the observers make a written record of the follow-up discussion, and submit it to the other team member(s) for comment.   This write-up -- along with the written comments -- is submitted to the principal for his/her information and comment.

5.         This document, including all comments, is then returned to the observee and observers, and a copy is kept in a peer team file.

6.         At the final observation and follow-up discussion conference the peer team has the responsibility to:

a.         Determine the status of the yearly goals of the observee, and of each member of the peer team.

b.         Produce a written summary statement of the observations.   The drafting of this statement shall be the responsibility of the observee.   This statement shall be reviewed by the observer(s), who will have the opportunity to suggest expansion/refinement/specificity and will sign the final statement.

c.         Produce a written summary statement, which includes a section which focuses on the teacher as a professional employee.   The drafting of this statement shall be the responsibility of the observer.

7.         The final written summary shall include a comment section as described and signatures.   It shall then become part of the teacher’s permanent record.

8.         Professional status teachers may also be supervised, observed and evaluated by the principal or supervisor in the same manner as a non-professional status teacher when warranted in the judgment of the principal or supervisor.   This would include the principal or supervisor being personally involved in the pre-observation, observation, and post-observation process.

IV.      Preparation

The opportunity of cost free staff development training and preparation for all staff in the processes of professional interaction and dialogue will be provided by the district on an on-going basis.   Initially, it is recognized that approximately 10-14 hours of training and preparation will be appropriate for effective implementation.   In subsequent years, follow-up workshops will be provided to build peer skills as observers.

Attachments:    Southern Berkshire Regional School District Principles of Effective Teaching Pertinent Questions for Dialogue Examples of Performance Descriptors 4-Year Professional Growth Cycle

Issued: 4/10/75

Revised/Voted: 10/7/81; 12/97; 8/28/98

SOUTHERN BERKSHIRE REGIONAL SCHOOL DISTRICT

Principles of Effective Teaching

I.      CURRENCY IN THE CURRICULUM

II.      EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

III.      EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

IV     EFFECTIVE INSTRUCTION

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

V.    PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

VI     PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

VII       FULFILLMENT OF PROFESSIONAL & ROUTINE MANAGEMENT RESPONSIBILITIES

SOUTHERN BERKSHIRE REGIONAL SCHOOL DISTRICT

Teacher Performance Review and Assistance -- Pertinent Questions for Dialogue

1.       In what ways do you keep current in your subject matter?   What do you love about your topic?   If you do not know the topic well, how do you model expert learning behavior with your children?

2.       How do you choose topics and materials that engage the children’s interest and that lead them to learn about important (central and relevant) ideas and information and habits of inquiry?

3.       How do you create an atmosphere in which children are active, rather than passive, learners?

4.       In what ways do you help children become self-motivated in your classroom?

5.       How do you find out how each child is doing?   What kinds of data do you use?

6.       Give an example of how you respond flexibly and creatively to what and how each child is learning.   How do you respond when a child is having problems with the activities or material you have presented?

7.       How do you create an atmosphere in which everyone is respectful of one another?

8.       What do you do to create an atmosphere that embraces individual differences among students?

9.       How do you communicate your expectations and goals?

10.       What do you do to encourage children to set and work toward their own intellectual, personal, and aesthetic goals?

11.       How do you encourage children to go beyond the average?

12.       What do you do to make each child feel good about who he or she is?

13.       In what ways are you supportive and critical with your peers?

14.       Describe some of the ways you collaborate with other teachers?

15.       How do you encourage parent input and respond to family concerns?

16.       Do you help substitute teachers by leaving clear instructions and lesson plans?

17.       Describe some of the ways you make use of the human resources of the school (call on appropriate teams, channels of authority, etc.).

18.       In what ways are you an active learner?   How does it manifest itself within the school?

19.       Give two or three examples of how children show significant change in what and how they know within your classroom.

20.       What do you do when you are having problems (with the group, an individual child, a family, a curricular issue, etc.)?

21.       Explain what you have done to forward the goals of your area/building or District goals.

SOUTHERN BERKSHIRE REGIONAL SCHOOL DISTRICT

Examples of Performance Descriptors

Re: Performance Review and Assistance Questions for Dialogue (Attaining 1 descriptor in each area does not necessarily meet competency standard.)

1.            The teacher:

•     demonstrates a working knowledge of the core curriculum of his/her particular subject matter;

•     reads appropriate journals/literature associated with subject matter;

•     has taken recent college courses or inservice workshops in his/her subject area or related subject area;

•     contributes to the ongoing evaluation of the curriculum, making appropriate changes to his/her area, as needed;

•     makes time during the instructional period to create an educational framework through modeling student/teacher and professional work;

•     exhibits examples of finished products of expected outcomes.

2.            The teacher:

•     makes references to the current curriculum frameworks:

•     refers to student areas of interest;

•     discards old or outdated materials;

•     stays current by reading in the subject area;

•     shares successes and failures with colleagues;

•     utilizes topics that have proven successful in the past.

3.   The teacher:

•     provides a classroom that allows students to become decision makers in their learning;

•     uses questions that are open-ended and encourage investigation;

•     recognizes that students have a variety of learning styles and uses appropriate strategies to address those styles;

•     provides group and cooperative strategies.

4.   The teacher:

•     provides independent activities that suit the needs of the individual;

•     provides choices within the assigned topic;

•     provides constant and encouraging feedback through conferencing, evaluation of work in progress, etc.

5.   The teacher:

•     meets with individual students to discuss progress and process;

•     collects work of the student and reads/evaluates/returns to the student on a timely basis;

•     uses status sheet format to assess the student’s involvement and understanding;

•     gives tests, projects and quizzes.

6.    The teacher:

•     provides a variety of learning opportunities within the context of the topic being taught;

•     treats each student as an individual by the use of dialogue journals, weekly progress reports to the student, and informal feedback/conversation;

7.    The teacher demonstrates recognition of the diversity within the classroom.

8.    The teacher:

•     creates curriculum that is flexible to the wide variety of student needs;

•     highlights ALL student’s strengths;

•     uses curriculum to model diversity and acceptance.

9, 10.           The teacher:

•     begins each day or class with a “road map” of where he/she has been and where he/she is going;

•     gives clear directions, expectations, and goals for projects and assignments;

•     distributes clearly defined course and class objectives at the beginning of each year/semester;

•     informally discusses course and class goals throughout the year/semester;

•     helps each student set personal goals based on individual strengths and weaknesses.

11.            The teacher:

•     provides materials that encourage children to reach beyond their present status;

•     varies assignments and activities to allow for a wide range of expression.

12.    The teacher:

•     recognizes each student’s strengths and efforts and rewards appropriately;

•     offers specific encouraging feedback to each student.

13.            The teacher:

•     visits colleagues’ classrooms during instructional time;

•     makes note of colleague’s impact on a student;

•     provides critical feedback after a class visit/observation.

14.          The teacher:

•     attends and makes good use of common planning time;

•     joins the various school improvement committees;

•     collaborates on curricular projects in/out of his/her area.

15.          The teacher:

•       provides progress reports to parents;

•       makes phone calls to parents, reporting concerns and improvements;

•       encourages parental participation at all levels.

16.        The teacher:

•     provides a substitute folder, as required by the staff handbook;

•     makes sure materials are clearly visible for the substitute teacher.

17.        The teacher:

•     provides pupil personnel with information on student needs and progress;

•     uses child study team;

•     is aware of the medical needs of the students, via the school nurse.

18.        The teacher shares new knowledge with colleagues.

19.        The teacher:

•     provides relevant anecdotes of student achievements with examples;

•     provides portfolios, student projects, which illustrate student growth.

20.        The teacher communicates with administration, pupil personnel, teacher(s), student(s), and parent(s) to solve a problem.

21.        The   teacher   demonstrates   involvement   in   activities,   committees,   etc.,   which   are   in   pursuit   of area/building and/or District goals.

4-YEAR PROFESSIONAL GROWTH CYCLE

FOR PROFESSIONAL STATUS TEACHERS

**** 

* Work/project with at least 2 partners in content or grade level

* Study group

* Curriculum design

* Relevant graduate level course work

* Teaching experiment

* Co-teach

* Mentor

* Other