Southern Worcester County RVTSD

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DistrictSouthern Worcester County RVTSD
Shared Contract District
Org Code8760000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouthern Worcester County RVTSD
CountyWorcester
ESE RegionCentral
Urban
Kind of Communitysmall rural communities
Number of Schools1
Enrollment1115
Percent Low Income Students35
Grade Start9
Grade End12
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The

 

Bay Path Teachers Association

 

and the

 

Southern Worcester County Regional

 

 

Vocational School District Committee

 

Collective Bargaining Agreement

 

 

2011-2014

 

 

PARTIES TO THE AGREEMENT

 

WHEREAS, the Southern Worcester County Regional Vocational School District Committee, hereinafter, the "Committee" is the duly incorporated and recognized representative of the Southern Worcester County Regional Vocational School District, and

 

WHEREAS, the Bay Path Teachers Association, Inc., hereinafter, the “Association” is the sole representative of the professional employees defined herein, 

 

NOW, THEREFORE, pursuant to Chapter 150E of the General Laws of Massachusetts, the parties do hereby agree as follows: 

 

                                                                   PREAMBLE

 

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of our District and that good morale within the teaching staff of the Bay Path Regional Vocational Technical High School is essential to achievement of that purpose, we, the undersigned parties to this Agreement, declare that:

 

A.        Under the laws of the Commonwealth of Massachusetts, the Southern Worcester County Regional Vocational School Committee, as elected by the citizens of the District has final responsibility for establishing the educational policies of Bay Path Regional Vocational Technical High School;

 

B.        The Superintendent-Director of Bay Path Regional Vocational Technical High School (hereinafter referred to as the "Superintendent") has responsibility for carrying out the policies so established;

 

C.        The Bay Path teachers have the responsibility for providing a full instructional program of the highest possible quality;

 

D.        Except as specifically excluded, those articles and sections which pertain to working conditions as negotiated under this Agreement and currently in force shall apply equally to all members of the unit as defined in Article III;

 

E.         The term "teacher" and "Association" shall be interchangeable; where appropriate and applicable;

 

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

 

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


ARTICLE I

EMPLOYEE UNIT

 

The Committee agrees and does hereby recognize the Association as the exclusive representative of all professional Teachers, Department Heads, Guidance Counselors, Librarian, Speech Pathologist, School Psychologist, Attendance Officer, Athletic Director and Nurse to whom this Agreement applies for the purpose of bargaining with respect to rates of pay, wages, hours of employment and other conditions of employment. 

 

 

                                                                   ARTICLE II

                                                              CONSTRUCTION

 

Wherever the singular is used and the context clearly so requires, it shall include the plural.  Wherever the masculine is used and the context clearly so requires, it shall include the feminine.  

 

Wherever any provisions of this Agreement shall require that any act be done or not be done by the Southern Worcester County Regional Vocational School District Committee, by the Superintendent or by any member of the Administration of the School, such act may be done or may not be done, as the case may require, by the designee of the Committee or the Superintendent. 

 

 

ARTICLE III

COMMITTEE AND SUPERINTENDENT DIRECTOR PREROGATIVES

 

The parties recognize that pursuant to the relevant provisions of G.L. c.71, the Committee and/or the Superintendent-Director has and will continue to retain, whether exercised or not, the sole and unquestionable right, responsibility and prerogative to set policy and to direct the operation of the Bay Path Regional Vocational Technical High School in all aspects, including but not limited to the following:  to maintain a vocational school and such other educational activities as in the judgment of the Committee/Superintendent-Director will best serve the interests of the District; to give the students of the District as nearly equal advantages as may be practicable; to provide the District with school facilities; to determine the care, maintenance and operation of buildings, lands, apparatus and other property used for school purposes; to determine the number, age and qualifications of the pupils to be admitted into the school; to employ, assign and transfer unit members; to suspend or dismiss the unit members of the school in the manner as provided by statute or applicable rule; to make such provisions as will enable each child of the District to attend school for the period required by law and provided for the transportation of children wherever it is reasonable and desirable; to prescribe policies and rules for the management, studies, classification and discipline for the school; to decide the textbooks to be used, to make rules for the arrangement, use and safe‑keeping of the school library and to approve the books selected therefore and to approve plans for


school buildings; to prepare budgets, and in the Committee’s and/or Superintendent-Director’s sole discretion, to expend monies appropriated for the maintenance of the school, and to make such transfers of funds, within the appropriated budget as it shall deem desirable.

 

Wherever any provisions of this Agreement shall require that any act be done or not be done by the Southern Worcester County Regional Vocational School District Committee, by the Superintendent or by any member of the Administration of the School, such act may be done or may not be done, as the case may require, by the designee of the Committee or the Superintendent.

 

                                                                  ARTICLE IV

                        STATUTORY RESPONSIBILITIES OF THE COMMITTEE

 

All management rights and functions, except those which are clearly and expressly abridged by this Agreement, shall remain vested exclusively in the Committee.  Nothing contained in this Agreement shall be deemed or construed to impair or limit the powers and duties of the Committee under the Laws of the Commonwealth, which powers include the power to adopt and establish policies to the extent that such policies do not contravene any express provision of this Agreement. 

 

 

                                                                   ARTICLE V

                                                       MANAGEMENT RIGHTS

 

The right to determine the direction and control of the staff including the right to plan, direct and control school operations; to determine the number and location of operations; to determine the means, methods, and schedules of operations; to alter, rearrange, change, extend, curtail, some of its operations; to determine the methods of educational delivery to be used and services to be rendered; to determine the size, scheduling and assignment of the staff; to establish standards and maintain quality of performance; to establish and require employees to observe the publicized rules and regulations and reasonable standards of conduct; to maintain order and discipline or discharge employees in accordance with applicable statutes shall be the right, solely and exclusively, of the Superintendent-Director.  The foregoing enumeration of management's rights are not intended to be all‑inclusive, but indicate the type of matters or rights which belong to and are inherent to management, and shall not be deemed to exclude other rights of management not specifically set forth.  The Southern Worcester County Regional Vocational School District Committee, therefore, reserves all rights vested by statute in School Committee, unless they are limited by the language of a provision of this Agreement. 

 

Any of the rights, powers, authority and functions the Southern Worcester County Regional Vocational School District Committee and/or the Superintendent-Director had prior to the negotiation of this Agreement are retained by the School Committee and/or Superintendent-Director, except as expressly abridged by a specific provision of this Agreement.  The Committee and/or Superintendent-Director not exercising rights, power, authority, and functions reserved to it or its exercising them in a particular way, shall not be deemed a waiver of said rights, powers, authority and functions or of its right to exercise them in some other way not in conflict with a specific provision of this Agreement. 

 

In the event that the aftermath of an emergency (e.g. an extended closing of school during the normal school year) will significantly impact the parties rights under the agreement, the agreement may be reopened to discuss any affected provision(s).

 

ARTICLE VI

                                                            TEACHER RIGHTS

 

The rights and benefits provided to persons covered by this Agreement are in addition to those guaranteed by City, State or Federal Law. 

 

                                                                 ARTICLE VII

                                  RELATIONSHIP BETWEEN THE COMMITTEE

                                                      AND THE ASSOCIATION

 

1.         The District and the Association agree to continue their respective policies of non-discrimination against any person on the basis of age, race, color, creed, national origin, sex, marital status, veteran status,  physical handicap, or participation in or association with the activities of any employee organization.  In view of the individual nature of these rights, violations of this paragraph will not be subject to the grievance and arbitration procedure.  However, persons who believe that they have been subject to discrimination in violation of this paragraph are strongly encouraged to submit a written complaint to the Superintendent-Director, in the case of alleged discrimination by the District, or to the Association President in the case of alleged discrimination by the Association.

 

2 .        Information

 

The Committee shall make available to the Association, upon the written request of the Board of Directors thereof and within a reasonable time thereafter, such statistics and information related to the collective bargaining unit in its possession as are necessary for the implementation of this Agreement.  It is understood that this shall not require the School Committee to compile information and statistics in the form requested unless already compiled in that form, or to supply any information deemed by the School Committee to be confidential. 

 

3.         Annual List

           

            The District shall provide to the Association an annual list of bargaining unit members including name, address, telephone number and department assignment.  The list shall be provided by October 15.  Thereafter, the District shall notify the Association by memorandum of any changes in unit membership within 30 days of the change.

 

 

                                                                 ARTICLE VIII

                                                       AGENCY SERVICE FEE

 

As a condition of employment during the term of this Agreement every member of the bargaining unit who is not also a member of the Association shall pay or, by payroll deduction, shall have paid to the said Association an agency service fee.  Said fee will be in an amount determined in accordance with all state and federal laws and regulations, and shall reflect the costs of collective bargaining, contract administration and other permissible charges except that in no case shall the fee be greater than the annual combined dues of the Bay Path Teachers Association, the Massachusetts Teachers Association and the National Education Association.  Such fee may be paid by payroll deduction if so authorized pursuant to an “Agency Service Fee Deduction authorization” as set forth in the Appendix of this Agreement; provided, however that such authorization shall be deemed to have effect only with respect to such sum is herein provided.

 

The collection of the fee shall be solely the responsibility of the Association, and the School Committee shall not be responsible for the implementation, collection or enforcement of the fee, except that it will supply, on demand, any required documentation to establish that an individual refusing to pay is a member of the bargaining unit.

 

The sole remedy available to the Association to enforce payment of the fee shall be to proceed to court for collection of the fee.  The Committee will not be required to take any action regarding the employment status of an individual who refuses to pay the agency service fee.

 

The Association shall save harmless and indemnify the Committee from any judgments, damages and legal fees arising out of compliance with the provision, provided that the Committee will agree to an attorney selected by the Association to represent the Committee against any and all claims made and against any lawsuit initiated against the Committee on account of this provision.  However, the Committee may provide co-counsel in such actions at its expense.  Failure of the Committee or its agents to cooperate with the Association or its attorney shall relieve the Association of any obligation under this section.

 

                                                                  ARTICLE IX

                                                      PAYROLL DEDUCTIONS

 

1.         The Committee agrees that in accordance with the provision of Chapter 180, Section 17(c) of the General Laws of Massachusetts, it will request the District Treasurer to deduct membership dues from the salaries of its unit members, who by October 1 of that year have voluntarily submitted a written authorization in the form attached as an Appendix hereto. 

 

2.         The amount so deducted will be remitted in accordance with such authorization to the Association for disbursement to the respective organizations, provided that the Committee shall be under no obligation to make any such deductions after the receipt of a revocation, in accordance with the terms thereof. 

 

3.         The Committee also agrees to authorize payroll deductions to approved Credit Unions. 

 

4.         Annuities may be deducted for a limited number of companies, such companies to be approved by the School Committee. 

 

5.         The Committee also agrees to deduct membership dues to the Massachusetts Association of Vocational Administrators (MAVA), Massachusetts Vocational Association (MVA), and the American Vocational Association (AVA). 

 

6.         Effective July 1, 2003, or as soon thereafter as is practicable, the District shall put into place Dependent and Medical Care Account Plans, whereby bargaining unit members may, if they pay their share of the applicable administrative fee, have certain pay withheld to cover eligible child care and uninsured medical expenses.  Such plans shall be governed by the applicable law, the plan descriptions, and the procedures employed by the third party administrator that will be used to implement these plans.

 

ARTICLE X

                                                     ASSOCIATION MEETINGS

 

1.         An authorized representative of the Association may schedule Association meetings in the building before or after regular class hours. 

 

2.         The Association has the right to place materials in mailboxes and on bulletin boards in the teachers' room. 

 

3.         A committee of Association representatives, of no more than three (3) unit members, shall meet once a month with the Superintendent or his designee to discuss matters of educational policy, curriculum and improvement of the educational climate.  Both parties may submit items for the Agenda. 

 

4.         A copy of the agenda and official minutes of the Committee meetings will be made available to the Association President when they become available to the Committee. 

 

                                                                  ARTICLE XI

                                                    INSURANCE PROTECTION

 

Section 1.  HEALTH AND LIFE INSURANCE

 

1.                  The District will pay 85% of the cost of an HMO product selected by the employee from among such products made available to employees of the District except that the district shall pay 70% of the cost for those employees whose first contract with the district begins after July 1, 2011.  The District shall have the authority to take certain actions for the purpose of securing favorable premiums, including: elimination of under subscribed plans; consolidation of participants into a smaller number of plans or a single plan; entrance into a multi-employer trust or group or similar entity for the purchase of insurance and offering the products available through the trust or group.  Should the District make any of these changes, it will make its best efforts to ensure that the quality and scope of benefits are not materially diminished.  Any unilateral changes made by insurers to products in the area of benefits or co-payments shall not be subject to a bargaining obligation. This includes changes effected by insurers by discontinuing products and offering products with different names or designations in their place.  In the event of any changes to health insurance, the District’s obligation shall be met by giving the Association notice of the change within a reasonable time after the change is made known to the District.

 

2.         The Committee agrees to pay the full premium for $10,000 group life insurance plan covering all unit members based upon the plan in force during the school year 1996‑97.  Individual unit members may subscribe for additional coverage for themselves and/or other family members;  the cost of any coverage in excess of $10,000 to be borne by the insured. 

 

3.         The District has implemented a pre‑tax plan for health insurance premium deduction from gross wages (e.g. flexible spending account). 

 

Section 2.  WORKMEN'S COMPENSATION

 

The Committee, having accepted the provisions of Section 69 of Chapter 152 of the Massachusetts General Laws on August 30, 1973, will pay to employees governed by this contract who receive injuries arising out of and in the course of their employment, or, in the case of death resulting from such injuries, to the persons entitled thereto, the compensation provided for under Chapter 152. 

 

Section 3.  PENSION

 

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

 

                                                                 ARTICLE XII

                                                                   TEACHING

 

Section 1.  DEFINITIONS

 

1.         Academic Teacher:  Academic teachers, for the purposes of this Agreement, are all professional personnel who provide classroom instruction which is traditionally academic.  The subjects taught by such professionals include, but are not limited to, mathematics, English, grammar and literature, social studies, natural and physical sciences, etc.  Academic teachers need not be employed full‑time, but may be engaged in part‑time tutoring or remedial education. 

 

2.         Vocational Teacher:  Vocational teachers, for the purposes of this Agreement, are all professional personnel who provide instruction in the areas of vocational education.  Such areas of instruction might include data processing, agriculture, carpentry, automotive mechanics, etc.  Included in this definition are related instructors who would provide classroom training in the theoretical correlates to the areas of vocational education.  Vocational teachers need not be employed full‑time, but may be engaged in part‑time tutoring or remedial education. 

 

3.         Teaching Periods:  Teaching periods are those periods, when a teacher, academic or vocational, is actively engaged in regularly scheduled instruction or supervision (not to include substitute teaching) or pupil activities in accordance with a teacher's daily instruction plan. 

 

4.         Preparation Periods:  Preparation periods are those periods during which the Academic and Vocational teacher is provided time for the purpose of planning instruction, grading papers, etc. 

 

5.         Administrative Periods:  An administrative period is anytime before, after or during the school day that a teacher is assigned by his or her supervisors, a responsibility which is other than instructive as defined in Section 1(3), above.  An assignment to an administrative period might include supervision of pupil activities, participation in meetings and seminars, core evaluations, etc. 

 

6.         The District will, at the beginning of each school year, create a list of teachers interested in monitoring the detention of students after regular school hours. The interested teachers will be scheduled on a rotating basis, to monitor detentions throughout the school year. If insufficient interested monitors are unavailable then the remaining unit members on a rotating basis will be assigned to monitor the detention students after regular hours.  Such assigned duty shall not exceed 2 days during the course of one academic year.    The size of the detention class will not exceed twenty-five (25).  An Administrator will stay through attendance; monitor from time-to-time; be present at dismissal; and pass through periodically to offer assistance. Unit members will be compensated at the rate of $30.00 per hour. 

 

Section 2.  TEACHING PROGRAMS

 

1.         The Administration will make every reasonable effort to see that academic teachers will not be required to teach a program consisting of more than a total of three (3) preparations. 

 

2.         a.         In order to assure that pupils are taught by teachers working within their area of competence, teachers will not be assigned, except temporarily and/or for good cause, outside of the scope of their teaching certificate, or their major and/or minor fields of study. 

 

b.         When, during periods of financial exigency and/or declining student enrollment, a unit member is assigned teaching duties outside his/her traditional department, such teacher will, for purposes of this Agreement, be considered to be a full‑time member of his/her major or traditional department. 

 

3.         Every reasonable effort will be made to notify teachers of their programs for the coming year prior to August 1st. 

 

4.         The program for all teachers shall be as follows: 

 

(a)        No academic teacher will be required to instruct more than sixty‑five (65) regularly scheduled teaching periods as defined in Section 1(3) above, over the two‑week A‑B schedule. 

 

(b)        No shop and/or related instructor will be expected to instruct more than seventy (70) periods over the two‑week cycle of the A‑B schedule. 

 

(c)        Each academic teacher will be assured one (1) preparation period per day during the week when their total teaching assignment is thirty (30) periods for the week, and two (2) preparation periods per day when their total teaching assignment is thirty‑five (35) periods for the week. 

 

(d)       One (1) preparation period each day (A and B) shall be considered guaranteed unless a contingency develops.  All administrative periods shall have been exhausted for that time period before the administration may use a teacher with a guaranteed preparation to cover the contingency. 

 

(e)        Each academic teacher shall be assigned a minimum of ten (10) administrative periods over the two‑week cycle of the A‑B schedule. 

 

(f)        Teachers may be required to attend administrative meetings or core evaluation meetings during their administrative time, or, if necessary, their scheduled preparation. 

 

5.         The schedule may rotate.  This rotation may include a double 1st period and the elimination of the last period except as otherwise scheduled under extraordinary circumstances by the Administration. 

 

6.         A shop instructor shall receive a fifteen (15) minute break on the day his preparation period has been eliminated due to the rotation.  This break may only occur when the related person is available and present in the shop. 

 

Section 3.  ATTENDANCE

 

1.         Teachers shall be required to take daily student attendance as prescribed by the Superintendent.  Daily attendance shall be recorded electronically using the software program provided by the district.

 

 

2.         Minimally, instructors shall be required to record two (2) marks weekly which substantially and accurately reflect student performance.  These marks shall be derived from evaluating written examinations, papers, prepared oral presentations, or other methods which demonstrate the student's knowledge of a substantive area of the subject matter. Shop instructors will record a grade daily for each of their students. Shop and related instructors will electronically record competencies once per quarter, totaling four times per year.

 

All instructors will be required to record eight grades per year electronically on software provided by the district. The eight grades required to be posted electronically are as follows: four (4) mid-term grades and four (4) quarter grades all of which require Effort and Conduct marks. Any student receiving a grade of 70 or below must also receive a minimum of one comment to be placed on the report card.

 

In order to increase teacher proficiency with the electronic grading and competency software, the district will provide two optional in-service training sessions during scheduled release time.

 

 

Section 4.        CLASS SIZE

 

Academic classes shall have between 8 and 32 students.  If an academic class has in excess of 25 students, then the teacher may request an aide.  The District will determine whether an aide is necessary, taking into account whether other aides or teachers will be in the classroom for Title I or special educations reasons, and the nature of the responsibilities of such aides or teachers.

 

The number of students in shop classes shall not exceed 20.

 

The District shall endeavor to ensure that inclusion classes are balanced appropriately with students of all ability levels.  However, nothing in this agreement shall be interpreted in such a way as to interfere with the District’s ability to take such actions as it judges are necessary to comply with special education laws.

 

Section 5.  PROVIDING SUBSTITUTES

 

The District may take such steps as it determines are necessary to ensure adequate and appropriate coverage of classes when teachers are absent.  The District may reassign teachers to cover classes as needed.  However, in certain circumstances the District will pay teachers a coverage stipend of $9 per coverage of classes or shops, subject to the following regulations:

 

1.            Academic teachers will receive a coverage stipend when reassigned to teaching duties during an administrative or preparation period.

 

2.            Vocational/Related teachers will receive a coverage stipend when reassigned to teaching duties during a preparation period.  The District may reassign the preparation period of a related teacher assigned to cover in the shop.

 

3.            The District may reassign a teacher to non-teaching duties (including monitoring and supervising students or areas of the building) during administrative periods without additional compensation.  However, locker room coverage will continue to be considered coverage, resulting in payment of a coverage stipend.

 

4.            Vocational teachers who are working on an outside project and are unable to take a preparation and/or lunch period will be paid the coverage stipend for each missed lunch and/or preparation period.  This may result in a maximum of 2 coverage stipends in a single day.

 

Section 6.  ADDITIONAL DUTIES

 

Academic and Vocational teachers shall be required to attend one (1) Open House; one (1) Parents’ Night; and two (2) Craft Committee Meetings.  Teachers will be required to be at their workstations at 5:50 p.m. on Parents’ Night and remain until 9:00 p.m.  Other sessions will require the teachers to be at their workstations at 6:55 p.m.

 

Section 7.  DISCIPLINE CODE

 

The Committee will provide the unit members with a "Student Discipline Code."  This code will include regulations governing student conduct, scholastic standards, and other rules guiding student activity. 

 

Section 8.  EXTRA‑CURRICULAR ACTIVITIES

 

1.         Assignment to extra‑curricular activities shall be voluntary. 

 

2.         A list of extra‑curricular activities and compensation for these activities shall be posted no later than seven (7) working days before appointments are to be made.  In case of an emergency, the Board of Directors of the Association may grant a waiver for the seven day requirement. 

 

Section 9.  SCHOLARSHIP STANDARDS

 

1.         The Parties agree that continuing attention will be given to the development of curriculum and teaching/learning conditions.  This goal will be accomplished through the efforts of a standing Curriculum Committee comprised of teachers and administrators. 

 

2.         Upon the request of a unit member, leaves shall be granted for the purpose of visiting other schools or attending meetings or conferences of an educational nature.  Such leaves will be granted at the discretion of the Superintendent, or his designee. 

 

 

 

Section 10.  SCHOOL FACILITIES

 

In designing new buildings and presently in the existing building, the Committee will maintain and provide: 

 

1.         Assigned parking areas for teachers and personnel covered by this Agreement;

 

2.         Adequate storage space in each classroom;

 

3.         Well‑lighted and clean teachers' rest rooms (male and female);

 

4.         A mailbox for each unit member;

 

5.         Bulletin boards for general building use;

 

6.         The Committee will maintain a partitioned area of the cafeteria as a staff dining area.  

 

Section 11.  ADMINISTRATIVE/PREPARATION ROOMS

 

1.         Two rooms will be designated administrative or preparation rooms.  Unit members will have access to all available materials and equipment necessary for the preparation of instructional materials for their classes. 

 

2.         A private telephone will be available for unit member use in an easily accessible area. 

 

Section 12.  DUTY‑FREE LUNCH

 

Unit members will have a duty‑free lunch period of thirty (30) minutes. 

 

Shop teachers who do not receive a duty-free lunch or preparation period because they are working off-site and culinary arts teachers who do not have a duty-free lunch will receive compensation of $9.00 per day for each such occurrence.  However, shop teachers may return to school for a duty-free lunch when weather conditions dictate.

 

Section 13.  NOTICES AND ANNOUNCEMENTS

 

1.         All official circulars shall be made available to all unit members. 

 

2.         The Association President shall have a copy of the "Rules and Regulations of the School Committee" when such document is published. 

 

3.         Information on the accumulated sick leave for each unit member shall be available to each unit member on the first day of each school year and/or on reasonable request. 

 

4.         A "Directory of Personnel" in the school will be provided to all personnel upon request.  A printed form will be included in the unit member's packet at the start of each school year, asking how they would like their listing to appear in the directory. 

 

5.         A copy of school programs shall be accessible to the entire faculty. 

 

Section 14.  LENGTH OF SCHOOL DAY AND YEAR

 

1.         The work year for members shall be 184 days (including three professional development days), except in the case of teachers new to the district who may be assigned additional orientation days.  Notwithstanding any provision of this agreement to the contrary, the School Committee shall have the right to determine the school calendar, except that the school year shall not begin prior to the Monday before Labor Day.

 

2.         The School Committee may schedule no less than six (6) and no more than ten (10) “half days” for the purpose of professional development, not to include the last day of school or the day before Thanksgiving.  A joint committee will meet to establish the number of days and the content of each of the days.  The committee’s decision will be submitted to the School Committee by the first Monday in April so that the days can be incorporated into the following year’s school calendar.

 

3.         The Board of Directors of the Bay Path Teachers Association, Inc. shall be consulted in the preparation of the annual school calendar.  Said consultations shall be completed by May 15th of each school year.  Every effort will be made to distribute the calendar before the end of the school year. 

 

4.         Guidance Counselors may be required, at the request of the Superintendent, to work one week before and/or one week after the regular school year.  Said teachers will be paid on their per diem rate of pay. 

 

5.         The work day shall begin at 7:35 A.M., by which time all unit members shall have signed in, at the place and in the manner designated by the Superintendent.  Unit members shall remain in their work areas until all the students have left by bus, unless otherwise dismissed by the Superintendent.  One day per week, however, each unit member shall remain until 3:30 P.M. to provide students with extra help and to attend one (1) faculty meeting per month and one (1) departmental meeting.  Guidance Counselors shall remain in their office until 3:30 PM one day per week to provide Guidance Department services as assigned by the Guidance Director and Team Chairpersons shall remain in their office until 3:30 PM one day per week to provide Special Education services as assigned by the Special Education Director. Departmental meetings shall be scheduled after school once per month. In the event that the unit members’ Department meeting or a faculty meeting falls on the day the unit members was to stay until 3:30 PM, the unit members shall reschedule the 3:30 PM day to a different day that week. If none of the aforementioned activities is scheduled or in progress, the unit member may leave as stated above. 

 

 

Section 15.  HEALTH SERVICES

 

1.         All applicable provisions of this Agreement shall be in effect for Health Services Personnel. 

 

2.         Any extra hours or days worked in excess of the defined limits when so required by the administration shall be compensated for at the prescribed rate of pay. 

 

3.         An aide to the school nurse will be provided. 

 

Section 16.  LEAD TEACHRS

 

1.         Establishment of Lead Teachers

 

There shall be established Vocational and Academic Lead Teacher positions.  The Departments shall be as follows: 

 

VOCATIONAL DEPARTMENTS

 

HVAC-R                                                  Electronics

Auto Collision Repair & Refinishing        Graphic Communications

Automotive Technology                           Marketing

Cabinetmaking                                          Health Assisting

Carpentry                                                  Machine Tool Technology

Cosmetology                                             Mason & Tile Setting

Metal Fabrication & Joining Tech.            Culinary Arts

Office Technology                                    Programming & Web Development

Power Equipment Technology                  Facilities Management

Drafting                                                    Plumbing

Electrical                                                  

 

            ACADEMIC DEPARTMENTS

 

English

Keyboarding

Mathematics

Physical Education/Health

Science

Social Studies

 

At least thirty (30) days prior to the beginning of any school year the Superintendent may, after notification to the Association, eliminate, consolidate, or alter the composition of Departments. 

 

2.         Selection and Responsibilities of Lead Teachers

 

Prior to the beginning of each school year, the Superintendent shall select from among eligible unit members a Lead Teacher for each of the departments that has been established pursuant to the terms of this Article.  An eligible unit member shall mean any full‑time tenured unit member who has signified to the Superintendent his/her interest in serving as a Lead Teacher. 

 

The responsibilities of each Lead Teacher shall be as set forth in the appropriate job description established by the Superintendent.  Each Lead Teacher shall also be responsible for planning and conducting at least one department meeting during each month of the school year, such meeting shall be of no more than one hour's duration.  All unit members within the department shall be required to attend all such meetings. 

 

Except as provided in Section 4 below, each Lead Teacher shall serve for a term of twelve (12) months from September 1st to August 31st; provided, however, that the work year for Lead Teachers shall be the same as for all other unit members.  Any Lead Teacher appointed after September 1st shall serve until August 31st.  Lead Teachers may be reappointed by the Superintendent. 

 

3.         Lead Teacher Stipends

 

Each Lead Teacher shall receive a base stipend of $1100 per year, with an additional amount of $125 for each department member beyond the Lead Teacher.  An individual who is assigned the responsibilities of Lead Teacher in a Department listed in Paragraph 1 of this section shall receive a Lead Teacher stipend regardless of the number of staff in the vocational/academic area.

 

4.         Replacement of Lead Teachers

 

The Superintendent may remove any Lead Teacher when in the judgment of the Superintendent, such Lead Teacher shall have failed to carry out his/her responsibilities in an acceptable manner. 

 

Whenever any Lead Teacher shall have resigned, been removed, or become disabled and cannot carry out his/her responsibilities, the Superintendent shall, within thirty (30) days, select a replacement from among eligible unit members to serve out the balance of the terms. 

 

Section 17.  MENTOR TEACHERS

 

A.  The Superintendent shall select mentors from among all qualified applicants.  A mentor screening committee selected by the Superintendent may be employed to make recommendations.

 

B.     Mentor teachers shall be required to meet with the teachers they are mentoring for one (1) day prior to the beginning of the school year (during new teacher orientation day).

 

C.     No mentor shall be responsible for more than one (1) first year teacher and one (1) current teacher.

 

D.    Mentor teachers shall not evaluate the teachers assigned to them.  They shall provide periodic reports four (4) times each year to the appropriate supervisor(s) at approximately nine (9) week intervals. 

 

E.     Mentors shall meet outside the school day or during released time set aside explicitly for mentoring meetings with each protégée as follows:

 

1.      First year teacher new to the profession: at least six (6) times per year at approximately six-week intervals.

2.      Teacher new to the District but with experience elsewhere: at least four (4) times per year at approximate nine-week intervals.

3.      Second year teacher in the District: three (3) times per year at approximate twelve-week intervals.

4.      Third year teacher in the District: two (2) times per year at approximate eighteen-week intervals.

5.      Meetings shall be at least forty-five (45) minutes in length and shall include such topics as lesson planning, classroom management, assessment and test preparation, and the like.

6.      Mentors shall be provided with sufficient time during the school day to observe their protégées at least once per marking period.

 

F.      A mentor shall receive a stipend of $1,000.  Mentors shall have access to one-half (½) release day per mentee per year for the purpose of observation and other mentoring activities.  With the agreement of the superintendent and the mentor, this day may be taken in half-day increments.

 

G.    All first year teachers must participate in the mentoring program.  Second and third year teachers will continue in the mentoring program as recommended in their annual evaluation.  The Superintendent shall determine whether a new teacher with previous experience will be considered a first year teacher.

 

H.    All mentors will participate in an appropriate mentor-training program approved by the Superintendent.  The District will pay for such training.  Mentors who participate in training will be paid per diem for training, which occurs on non school days.

 

Section 18.  PROFESSIONAL ATTIRE

 

Teachers are role models for students who are preparing to enter the world of work, and are expected to dress professionally.  Jeans are not considered professional dress except in certain vocational shops:  Automotive, Auto Body, Cabinetmaking, Carpentry, Electrical, Facilities Management, HVAC, Machine Shop, Masonry, Metal Fabrication, Plumbing, and Power Equipment.

 

All teachers are expected to dress professionally and appropriately for special events.  Exceptions may be granted by the principal.

 

                                                                 ARTICLE XIII

                                             ADVANCEMENTS ‑ PROMOTIONS

 

Section 1.  APPLICATION FOR PROMOTION

 

1.         When vacancies occur or are about to occur within the District on higher or more desirable positions or when new positions of a comparable status are to be established, notice of such circumstance shall be posted for a period of seven (7) days on the appropriate bulletin board by the appointing authority and shall be sent to all qualified unit members if school is not in session. 

 

2.         Qualifications of the applicant, general requirements of the position, salary, and other pertinent information shall be set forth. 

 

3.         Applications shall be accepted from the personnel who believe themselves qualified by reason of experience, training, capacity, and general ability to execute proficiently all the demands of the position. 

 

4.         Advancements or promotions shall be based upon the Superintendent's judgment as to what will best serve the interests of the students.  The Superintendent will give due consideration to the professional background (attainment), knowledge, ability, skill, efficiency, and attendance, of the applicants, and other relevant factors.  Whenever the above factors are equal in the judgment of the Superintendent, preference will be given to professionals already employed by the Superintendent. 

 

5.         Such applications shall be in writing and set forth on the basis on which the applicant requests considerations.  Reasonable time shall be allowed for such submission of applications. 

 

Section 2.  SUMMER AND EVENING SCHOOL POSITIONS

 

The District shall annually post a notice requesting that teachers interested in teaching in the Summer and Evening Schools submit an application.  The District will make its best efforts to employ all interested teachers in the Summer and Evening Schools in positions for which they are qualified.  Teachers will be compensated at rates determined individually between the teacher and the District.  Otherwise, the operations and activities of the evening school are within the complete control of the District, and shall not be subject to this agreement or any bargaining or notice obligation other than the posting obligation set forth above.

 

 

 

 

                                                                 ARTICLE XIV

                                                                      LEAVES

 

Section 1.  SICK LEAVE

 

1.         Accrual.  Employees will earn sick leave at a rate of one and one half (1½) days per month for each month of continuous service except that unit members who begin employment with the District after July 1, 2011 will earn sick leave at the rate of one (1) day per month for each month of continuous service for ten (10) months each school year beginning in September and ending in June. Employees may carry sick days from year to year.  Notwithstanding any other provision of this agreement, Employees will not accrue sick leave while on any type of leave in excess of thirty (30) calendar days, or at any time while in a no-pay status.

 

2.         Procedure.  Where an employee has an illness requiring the use of a sick day, the employee will make every reasonable effort to speak with the building administrator in charge or designee at least two hours prior to the start of the employee’s work day in order to allow the District to obtain coverage.

 

3.         Medical Certification.  The District may require an employee to provide medical certification (at no cost to the District) of the need for sick leave under the following conditions:

 

A.    Where the employee has been absent for more than three (3) consecutive days or for more than five (5) days in any two-week period;

 

B.     After an employee has used sick leave on five or more occasions in a given school year.  “Occasion” refers to an instance of being absent, and one “occasion” may refer to several consecutive days of absence for the same condition.

 

Upon the request of the Superintendent, medical documentation shall state the specific restrictions, a prognosis and date of expected return to work.

 

4.         Independent Medical Examination.  The District may require an employee to be examined at the District’s expense by a doctor of the District’s choosing.

 

5.         Uses for Sick Leave.  Sick leave may be used only in cases where the employee is genuinely ill and where the employee is not being compensated under another leave program, insurance program or in accordance with statute (e.g. workers’ compensation).  An employee may use up to five of the employee’s sick days to tend to the illness of the employee’s immediate family.  An employee on Workers’ Compensation may use sick leave to bring his/her pay up to 100% of base pay.

 

6.         Return from Extended Sick Leave.  If the District’s physician determines that the employee is not disabled from working, then the District may direct the employee to return to work.  An employee who fails to return to work after being so directed shall not be entitled to collect any further sick pay from any source, and shall be considered to have abandoned his/her employment.  If the employee’s physician disagrees with the District’s physician, then the employee’s physician will have a reasonable opportunity to consult with the District’s physician.

 

7.      Sick Leave Bank.

 

a.  Purpose

A voluntary Sick Leave Bank will be maintained for use by qualified members whose sick leave accumulation is exhausted through illness or accident, and who require additional leave to permit recovery from extended illness.

 

b. Membership

            Employees who wish to join the Bank, and who meet the eligibility requirements, will, during October of their second year, or any subsequent month of October, contribute one (1) day of their accumulated sick leave to the Bank.  Employees may join the bank only in October.

 

c.       Administration of the Bank

 

1.      The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of two (2) members designated by the District to serve and two (2) members designated by the Association.  Records pertaining to the Bank shall be maintained by the Superintendent or his/her designee.

2.      The decisions of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be by a majority of members voting and shall be final and binding and not subject to the grievance and arbitration provisions of this Agreement.  Any appeal will be limited to an appeal to the Sick Leave Bank Committee itself. A favorable decision requires three votes.

3.      Decisions relating to the grant of days from the bank shall not affect the District’s right to make determinations regarding any employee relations matter, including determinations regarding the appropriateness of any employee’s use of sick leave.

 

d.  Eligibility Requirements for Joining the Bank

            Qualified members of the Sick Leave Bank shall be limited to Employees covered by this Agreement who have accumulated at least ten (10) days to gain initial entry into the Bank.

 

e.  Application for Benefits

            Application to the Sick Leave Bank Committee for benefits must be in writing and must be accompanied by medical evidence of illness, submitted by certification, by a state-certified Medical Doctor.  A second opinion by a specialist in the area of the illness may be requested by the Sick Leave Bank Committee.

 

f.       Granting of Days

 

1.      The initial grant of sick leave by the Sick Leave Bank Committee shall not exceed twenty (20) days.

2.      Upon completion of the twenty (20) day period, additional days may be granted by the Sick Leave Bank Committee upon demonstration of need by the applicant.  It should be understood that it is not automatic that an employee will be covered for the entire illness.

3.      Days will not be granted to permit an individual to stay home to care for other members of the family.

4.      Days granted but not used by the applicant will be returned to the Bank.

5.      The number of sick days that a member may receive from the sick leave bank shall be limited to the amount of accrued unused sick leave the member had available at the onset of the medical condition requiring extended leave, not to exceed the maximum sick leave bank withdrawal of 90 days.  If a valid medical leave is broken by the summer vacation, and continues thereafter, the total amount of available sick leave from the member’s own accrual, combined with available sick bank leave, will not be recalculated, but will continue to run until the end of the medical leave or the exhaustion of the leave, whichever first occurs. 

6.      Members must have used a minimum of 15 days of personal sick leave, and have been off the payroll for five days, before they are eligible to access the bank.

 

g.  General Criteria

In administering the Bank and in determining the amount of leave, the following general criteria shall be applied by the Sick Leave Bank Committee:

 

1.      medical evidence of serious illness;

2.      prior utilization of eligible sick leave; and

3.      other lawful factors as a majority of the Sick Leave Bank Committee may deem appropriate.

 

h.   Return to Employment

Upon return from extended sick leave during which benefits were received through the Sick Leave Bank, the recipient shall be entitled to commence a new accumulation of individual sick leave on the same basis as other employees.

 

 

i.        Funding

 

1.      The unused days in the Sick Leave Bank shall be carried from year to year.

2.      In the event the Sick Leave Bank goes below twenty (20) days, all qualified members, who wish to continue to be members, shall have their sick leave accumulation reduced by another day for deposit into the Bank.

3.      When an employee returns after using the Bank, he/she shall be required to deposit two (2) days into the Bank at the start of the next school year.

 

8.         Sick Leave Abuse.  In an effort to control improper or excessive use of sick leave, the Superintendent may designate certain individuals as “Suspected Sick Leave Abusers” (SSLA).  This designation shall be made in the Superintendent’s discretion exercised in accordance with the guidelines set forth in this section, and shall entitle the Superintendent to invoke certain remedies with respect to these individuals.  This provision is not exclusive means for the District to combat sick leave abuse, and the District’s failure to designate an individual as an SSLA shall not prevent the District from taking direct disciplinary action in cases of sick leave abuse.

 

a.       Criteria.  The District may designate an employee a suspected sick leave abuser (SSLA) when, in the opinion of the Superintendent,  the employee has met any of the following criteria:

 

                                                  i.            Employee has 6 or more occasions (as defined above) of sick leave usage in a given year;

                                                ii.            Employee has used more than 75% of sick leave accrued over the past two or more years;

                                              iii.            Employee has a historically high usage of sick leave not explained by long term absences;

                                              iv.            Employee has been disciplined for sick leave abuse within the last five years;

                                                v.            Employee exhibits a pattern of sick leave usage (e.g., short absences patterned on certain days, or around days off); or

                                              vi.            Employee is observed while on sick leave engaging in activities inconsistent with being sick.

 

b.      Designation.  The Superintendent shall make the designation of SSLA in writing with a copy to the Association.  The making or refusal to make such a designation shall not be subject to the grievance and arbitration procedure.  However, disciplinary action (suspension or discharge) taken based upon the SSLA status is still grievable.  Such a designation is discretionary.  For example, if the Superintendent determines that that the circumstances meeting the criteria above are due to a bona fide disability, then the designation would not be made. 

 

c.       Consequences.  The District may impose any of the following consequences upon a duly designated SSLA:

 

                                                  i.            Requiring the employee to obtain medical certification for each absence;

                                                ii.            Exempting the employee from pay for coverage under Article XII, Section 5 of this agreement;

 

d.      Duration.  An employee shall remain in SSLA status for one year from the date the District notifies him/her in writing of that status.  If the employee has not made sufficient progress, the Superintendent may renew the SSLA designation for one additional year, at his discretion.  The District may also redesignate the employee as a SSLA if the employee still meets one of the criteria set forth above.

 

e.       Discipline.  If the District imposes discipline upon an employee for sick leave abuse, the District may impose any of the consequences listed above in addition to any discipline that may be imposed, irrespective of whether the employee had previously been designated as SSLA.  Discipline will be imposed after an opportunity for a hearing and may include:

 

                                                  i.            Charging the employee 2 sick days for each subsequent sick day used;

                                                ii.            Reducing the rate at which the employee accrues sick leave;

                                              iii.            Requiring that the employee remain at home during any subsequent sick day, unless he/she has called in to let the Administration know of his/her whereabouts; or

                                              iv.            Imposing other discipline (e.g., suspension or discharge).

 

9.         Notwithstanding the above provisions of this Article, no bargaining unit members shall draw sick days from the sick leave bank in excess of ninety (90) days within any three-year period. 

 

10.       The provisions of this Article shall not be subject to the grievance or arbitration procedures of this Agreement. 

 

11.       After the faculty member resigns his/her position and provides the District with only a 30-day notice, the faculty member will no longer be compensated for sick time after 3 days of sick leave used during this period unless the faculty member presents a letter from a physician verifying illness of the employee or of an immediate family member. 

 

12.       Unit members shall be entitled to receive partial payment for accrued unused sick days upon death or retirement only, subject to the other provisions of this paragraph.

 

a.       A maximum of 240 days shall be available for buyback.  An eligible employee shall receive $45 per day for the first 195 days, and $65 per day for days 196 to 240.

 

b.      In order to receive this payment, the employee must have no less than 13 years of service, and must notify the Superintendent in writing prior to October 1 of the employee’s last year of service prior to retirement.

 

c.       In the event the employee dies or fails to give sufficient notice of retirement to permit the buyback amount to be budgeted, the District shall have the option of deferring payment to the following fiscal year.

 

d.      Unit members shall receive reimbursement under this provision no later than July 31 of the year of retirement.

 

e.   At the option of the employee, and subject to the other provisions of this Article and applicable laws and regulations, the District will contribute to a 403(b) custodial account approved by the District, the amount of money payable under Part 12 above subject to the limit for total 403(b) contributions for the employer and employee for that year under the applicable limitations of the Internal Revenue Service Code.  Any amount in excess of the IRS Code limitations, shall be paid in a separate lump sum check and shall be subject to all applicable taxes.  The making of such a contribution and the direct payment of any additional amount shall constitute full performance and shall discharge the District’s obligation under the terms of this Article.

 

Section 2.  PERSONAL LEAVE

 

Unit members will be allowed three (3) days personal leave annually.  In exceptional cases, the Committee may extend the above limit.  Application for personal leave must be made at least forty‑eight (48) hours before taking such leave (except in cases of emergencies) and must be approved by the Superintendent.  The applicant for such leave will not be required to state the reason for taking such leave other than he/she is taking it under this section.  Personal days will not be granted the day before or after a vacation or holiday, or on a Monday or Friday.  Upon written request, the Superintendent can over‑ride the above.  The Superintendent’s decision will not be subject to the Grievance Procedure.  Under normal circumstances and unless authorized by the Superintendent, no more than three (3) unit members shall be granted personal leave for the same day.  All unused personal leave days shall be converted to sick leave. 

 

Section 3.  EMERGENCY LEAVE

 

Unit members may be granted emergency leave at the discretion of the Superintendent.  Emergency leave will be granted only if all available personal days have been exhausted.  Emergency leave is defined as being absent due to unforeseen circumstances which requires immediate action renderable only by the employee.  With rare exception, this leave is granted only for family or personal emergencies. 

 

Section 4.  RESERVE FORCES LEAVE AND OTHER MILITARY LEAVE

 

1.         Unit members shall be granted military leave in accordance with state and federal law.

 

Section 5.  MATERNITY LEAVE

 

1.         A unit member who is pregnant shall be entitled, upon request, to leave of absence without pay to begin at any time between the commencement of her pregnancy and the birth of the child. 

 

2.         Said unit member shall notify the Superintendent in writing of her desire to take such a leave and, except in case of emergency, shall give such notice at least thirty (30) days prior to the date on which her leave is to begin. 

 

3.         A unit member whose pregnancy‑related leave does not exceed twelve (12) weeks will be guaranteed the same position held at the time the leave commenced. 

 

4.         The unit member who is physically unable to work because of disability connected to pregnancy may use accumulated personal sick leave to cover those days when she is disabled and unable to work.  The Committee may require a unit member to submit adequate medical evidence verifying the disability.  Disability connected to pregnancy shall be defined as a disability caused by pregnancy, miscarriage, childbirth, etc. or recovery therefrom. 

 

5.         Maternity leave shall terminate one (1) year from the September following the beginning of the leave, unless terminated earlier by mutual agreement of the unit member and the Committee.  In no event shall a maternity leave exceed more than two (2) school years. 

 

6.         A unit member not opting for a second school year of maternity leave shall notify the Superintendent in writing of her plans to return by March 1st of the school year preceding such return to service. 

 

7.         Upon returning from maternity leave, the unit member will be returned to the same position, or to a similar position which she held at the time the leave commenced.  Unit members who wish to return prior to the date described above will be assigned the next available position for which they are qualified. 

 

8.         A leave of absence will be granted to unit members adopting children.  Such leave will begin with the adoption of the child.  All other provisions of this Article shall apply except where modified herein. 

 

9.         Such maternity leave shall not affect the employee's right to receive length of service credit, benefits, plans or programs for which she was eligible at the date of her leave, and any other advantages or rights of her employment incident to her employment positions. 

 

10.       The Parties agree that these procedures will be interpreted in order to assure compliance with Federal and State laws governing maternity leave. 

 

Section 6.  FUNERAL LEAVE

 

1.         Whenever a unit member shall be absent from duty because of a death in his/her immediate family, there shall be no deduction in salary for an absence not in excess of three working days.  Members of the immediate family shall be defined as father, mother, brother, sister, son, daughter, husband, wife, parent‑in‑law, daughter-in-law, son-in-law, grandparent, grandchild or near relative who resides in the same household or any person with whom the employee has made his or her home. 

 

2.         Whenever a unit member is absent due to the death of a near relative, there shall be no deduction in the salary of said employee for absence of one day.  A near relative shall be defined as first cousin, grandfather, grandmother, aunt, uncle, niece, nephew, son‑in‑law, or daughter‑in‑law, brother‑in‑law, or sister‑in‑law. 

 

Section 7.  LEAVE FOR STUDY OR PROFESSIONAL DEVELOPMENT

 

1.         The Superintendent-Director may grant a leave of absence to any unit member for the purpose of participating in study or research which substantially increases his or her professional ability.  Such leave is granted solely at the discretion of the Superintendent-Director in accordance with Committee policy.  The format for requesting such leave will be specified by the Superintendent. 

 

2.         Any unit member granted such leave shall receive compensation at the rate of full salary for one‑half year or half salary for one full year. 

 

3.         Prior to granting final approval for leave, the unit member and the Committee shall enter into a written agreement.  This agreement will include, but will not be limited to the following items:  (i) the length and purpose of the leave, (ii) an assurance that following termination of the leave the employee will return to the service of the Bay Path Regional Vocational Technical High School for a period three times the length of the leave, and (iii) an assurance that the employee will provide the Superintendent with a detailed report regarding the activity of the leave on request. 

 

4.         In the event of the failure to complete the amount of service required by the Agreement outlined immediately above, the unit member will return to the school district an amount of the salary received while on leave apportioned to the amount of service not rendered. 

 

Section 8.  OTHER LEAVES

 

1.         Leaves of absence without pay, for up to two (2) years, may be granted at the discretion of the Committee for the purpose of: 

 

A.        Family Illness (Immediate Family)

B.        Professional Improvement

 

2.         Any unit member may be granted an unpaid leave of absence up to two years by the Committee to accept an appointment or position with the Massachusetts Teachers Association (MTA) or National Education Association (NEA). 

 

3.         Any unit member required to perform jury duty shall receive leave with pay for the period of such duty.  Compensation shall be the difference between jury duty pay and the unit member's regular salary. 

 

Section 9.  FAMILY AND MEDICAL LEAVE / SMALL NECESSITIES LEAVE

 

Notwithstanding anything in this agreement to the contrary, any unit member may exercise his or her rights to take Family and Medical Leave pursuant to the Family and Medical Leave Act of 1993 (“FMLA”), or to take Small Necessities Leave pursuant to the Massachusetts Small Necessities Leave Act (“SNLA”).  The FMLA is a federal law that provides for up to 12 weeks of unpaid leave each year for the birth, adoption or placement of a child, or the serious health condition of the employee or an immediate family member.  The SNLA is a state law that provides up to 24 hours per year of unpaid leave to attend to certain responsibilities regarding the educational advancement of the employees child, accompanying an employee’s child to routine medical or dental appointments, or accompanying an elderly relative of the employee to routine medical or dental appointments, or appointments for other professional services related to the elder’s care, such as interviewing at nursing or group homes.  Paid leave may be substituted for unpaid leave under certain circumstances.  In the event that an employee qualifies for Family and Medical Leave, the District has the right to designate sick or other leave as Family or Medical leave in accordance with the Family and Medical Leave Act.  The District shall have the right to establish rules and regulations concerning the use of Family and Medical Leave and Small Necessities Leave that are consistent with those laws and do not conflict with specific provisions of this agreement.

 

                                                                 ARTICLE XV

                                                      TEACHER EVALUATION

 

A.        The Association and the Committee agree that the evaluation of professional personnel is essential to the continuing improvement of professional performance.  These procedures must include continuous self‑monitoring, as well as formal evaluation by appropriate supervisory personnel.  Toward these ends, the Association and the Committee agree that the evaluation procedure for teachers should consist of the following: 

 

1.         The evaluation(s) shall be conducted using the appropriate "Teacher Evaluation Scale" and/or  "Report of Classroom Visitation’  attached in the Appendix.

 

2.         Unit members of professional status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44, will be formally evaluated at least once (1 time) every two (2)  years.  Such evaluations, using the appropriate “Teacher Evaluation Scale,” shall be conducted no later than June 1st. The evaluations of unit members of professional status shall be cumulative, encompassing all materials compiled since the last formal evaluation. (e.g., personnel file, classroom observations, etc.)   Formal classroom visitations using the “Report of Classroom Visitation” form shall be conducted, once each school year, unless more frequent formal visitations are requested either by the teacher and/or the Superintendent or Direct Supervisor.  These shall be conducted no later than May 15th. In no event shall a formal classroom visitation occur before or immediately after a vacation period, or after a teacher has been out ill. Every effort will be made to ensure that teachers will be evaluated by appropriate supervisory personnel with expertise in the teacher's area(s) of instruction.  A teacher may request a change of evaluator, if he/she feels that he/she could not receive a fair evaluation from the supervisor assigned.  A new evaluator may be assigned at the sole discretion of the Superintendent.

 

 

3.         Unit members that have not obtained Professional Status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44,  will be formally evaluated once  during the school year. Such evaluations using the appropriate "Teacher Evaluation Scale", shall be conducted no later than May 15th  The evaluations of a unit member that has not obtained Professional Status shall be cumulative,  encompassing all materials compiled during the school year. Formal classroom visitations, using the “Report of Classroom Visitation” form, shall be conducted at least two times during the school year or as often as determined appropriate by the Superintendent.  The first visitation will occur no later than January 15th and the second visitation no later than May 15th. In no event shall a formal classroom visitation occur before or immediately after a vacation period, or after a teacher has been out ill.

 

4.         Information gathered from student evaluations/surveys shall not be used in any manner to reflect upon the performance evaluation of teachers.   

 

B.        The regular administrative channel shall constitute an orderly review and/or appeal procedure.  A representative(s) of the Association chosen by the person requesting the review may appear and speak at the review.  The denial of an appeal by the Committee concerning the content of the evaluation is specifically exempted from the Grievance and Arbitration Procedure. 

 

C.        1.         All monitoring or observation of work performance of a teacher will be conducted by the dates specified and will be conducted openly and with full knowledge of the teacher. 

 

2.         Within ten (10) school days after the teacher's evaluation, teachers will be given a copy of any evaluation report prepared by their appropriate supervisor.  At this time, the teacher will have the right to discuss such report and shall sign the evaluation upon receipt.  The teacher's signature does not imply that the teacher is in agreement with the content of the evaluation. 

 

3.         The teacher will have up to ten (10) school days to add comments to the evaluation and to return the signed evaluation form to the appropriate evaluator. 

 

D.        Unit members will have the right upon request to review the contents of their personnel file.  A unit member will be entitled to have a representative of the Association accompany him/her during such a review.  The unit member will have the right to submit a written answer to any material in his/her personnel file and his/her answer shall be reviewed by the Superintendent and/or his/her designee and attached to the file copy. 

 

E.         Any formal or written complaint regarding a unit member made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the unit member.  In unusual circumstances involving serious misconduct, the Superintendent may delay notification to a teacher, where such delay is determined by the Superintendent to be necessary to avoid harm to the District, its employees or students.  If the formal or written complaint is demonstrated to be unfounded, it may be removed from the personnel file of the unit member immediately.  However, in no case shall the unfounded formal or written complaint remain in the personnel folder for a period in excess of thirty (30) calendar days. 

 

F.         At the discretion of the appropriate supervisor, an informal complaint may be brought to the attention of the teacher. 

 

G.        The Association recognizes the authority and responsibility of the immediate supervisor for disciplining a unit member for delinquency of professional performance.  If a unit member is to be disciplined by a member of the administration above the level of immediate supervisor, however, he/she will be entitled to have a representative of the Association present.  Furthermore, no unit member shall be openly reprimanded in front of students, faculty or staff members. 

 

H.        No unit member of professional status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44, will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause. 

 

I.          The Committee specifically retains the right to discharge unit members that have not obtained Professional Status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44, without just cause in accordance with applicable statutes. 

 

J.          The Association and the Committee agree that the evaluation of unit members will, in addition to the standards and criteria already established, encompass all of the areas set forth in Principles of Effective Teaching adopted by the Massachusetts Board of Education on July 20, 1995.

 

K.        An “Evaluation Process Committee” comprised of three members designated by the Superintendent  and three members designated by the BPTA will be formed to revise the teacher evaluation process. The results of the committee’s work will be implemented as required by the Massachusetts Board of Education beginning in Fiscal Year 2013.

 

 

                                                                 ARTICLE XVI

                                              PROFESSIONAL IMPROVEMENT

 

A.        The District shall reimburse a unit member for courses.  Courses are subject to the advance approval of the Superintendent, and such reimbursement is contingent upon successful completion of undergraduate courses with a grade of C or better and graduate courses with a B or better, or a Pass, in the case of a Pass/Fail course.  The reimbursement for said course(s) shall not exceed the annual maximum set forth below in total tuition and fee levels for regular or graduate level course.  These funds may be used to fund P.D. workshops and one-day seminars as well as college course work, if approved in advance by the Superintendent.

 

            The annual maximum referenced above shall be:

 

September 1, 2011 – August 31, 2012

$1,200 per year maximum

September 1, 2012 – August 31, 2013

$1,200 per year maximum

September 1, 2013 – August 31, 2014

$1,200 per year maximum

 

            If a teacher is required, by the Superintendent, to take a specific course or program, the amounts for those required courses or programs will not come from the individual teacher’s account.

 

 

B.        Teachers who take the Massachusetts Test for Educational Licensure (MTEL) in the appropriate content area(s) in order to be “highly qualified” under the terms of applicable laws and regulations, shall be reimbursed for the cost of the MTEL content tests.

 

C.        Effective with the 2008-2009 school year, courses taken in certain accredited certification programs identified below shall count towards movement on the salary schedule.  Thirty (30) hours of professional development shall equal one undergraduate credit and sixty (60) hours of professional development shall equal one graduate credit.

 

The above language applies only to the following programs to the extent that the certification is required for the delivery of specific content areas or programs.  The identified programs are the following shops: Auto Collision & Refinishing, Auto Technology, and Emergency Medical Technology.

 

 

 

ARTICLE XVII

                                                    GRIEVANCE PROCEDURE

 

A.        INTRODUCTION

 

1.         It shall be the firm policy of the Committee to assure every person an opportunity to have the unobstructive use of the grievance procedure without fear of reprisal or without prejudice in any manner to his employment status. 

 

2.         The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time-to-time arise affecting the salary or working conditions of persons provided for in this Agreement. 

 

3.         Nothing herein contained will be construed as limiting the right of any person having a grievance to discuss the matter informally with any appropriate member of the Administration. 

 

B.        DEFINITIONS

 

1.         “Grievance” means a dispute between the parties over a claimed violation of a specific provision of this agreement.

 

2.         An "aggrieved person" is the person or persons making the claim. 

 

3.         A "grieved person" is an individual or group of individuals who are alleged to be the cause of, or who have committed, a grievance. 

 

4.         A "party in interest" is the person or persons making the claim and any person who might be taken in order to resolve the claim. 

 

C.        GENERAL PRINCIPLES

 

1.         Providing neither a time nor a monetary restriction is imposed on the party in interest, the resolution of a grievance shall be sought through Administrative channels through Level II. 

 

2.         No grievance shall be lost under terms of this section providing that an attempt to resolve the matter through the Administrative channel has been initiated prior to the expiration of the time period specified in Section E. 

 

3.         Any party in interest may be represented at all stages of the administrative review or the grievance procedure by the Association, or its representatives.  When a person is not represented by the Association, the Association shall have the right to be present and to state its views on or after Level II. 

 

4.         Both parties agree that these procedures will be kept as informal and confidential as may be appropriate.  All proceedings will be accomplished with the least possible publicity by maintaining professional confidence so as to curtail any adverse effect on the school system. 

 

D.        PROCEDURE

 

1.         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.  The time limits specified may, however, be extended by mutual agreement. 

 

2.         During the regular vacation periods, one (1) day per each five (5) school days shall be added to the time sequences for the Grievance Procedure steps. 

 

3.         In the event a grievance is filed on or after June 1st 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. 

 

4.         If the act or condition on which the grievance is based occurs between the first calendar day of July and the last calendar day of August the effective date shall begin as of the first school day of September. 

 

5.         In those grievances involving a group or class of persons, the Association will submit the grievance to the Superintendent or his/her designee, thus commencing the grievance procedure at Level I. 

 

6.         If, in the judgment of the Association, a grievance affects a group or class of persons, the Association may submit such a grievance in writing to the Superintendent directly and the processing of such grievance shall be commenced at Level II. 

 

(a)        If a person does not file a grievance in writing and the written grievance is not forwarded to the Superintendent within fifteen (15) school days after the person knew or should have known of the act or condition on which the grievance is based, then the grievance will be considered as waived. 

 

(b)        A dispute as to whether a grievance has been waived under this paragraph will not be subject to arbitration. 

 

7.         The failure of an aggrieved person or persons to initiate or to proceed to the next step of the grievance procedure within the time limits set forth shall be deemed to be an acceptance of the decision previously rendered and shall constitute a waiver of any future appeal concerning the particular grievance.  The failure of an  Administrator or one who is grieved against at any step to communicate his decision to the aggrieved within the specified time limits shall permit the aggrieved to proceed to the next step. 

 

E.        PROCEDURAL STEPS

 

Decisions rendered at Levels I, II and III of the grievance procedure will be in accordance with the procedures set forth below:

 

1.         Informal Level:  A person with a grievance will first discuss it with his immediate supervisor, with the objective of resolving the matter.

 

2.         Level I:  The aggrieved person will present a written statement of his grievance to the Superintendent within ten (10) school days of the grievance.  The Superintendent will give a written decision to the aggrieved within fifteen (15) school days of receipt of aggrieved person's statement.

 

3.         Level II:

 

(a)        If the aggrieved person is not satisfied with the disposition of the grievance at Level I, or if no decision has been rendered within fifteen (15) school days after presentation of the grievance, the person may file the grievance in writing with the Association within five (5) school days after the decision at Level I or fifteen (15) school days after the grievance was presented, whichever is sooner.  Within five (5) school days after receiving the written grievance, the aggrieved person or his Association representative will refer it in writing to the Superintendent.

 

(b)        The Superintendent will represent the Committee at this level of the grievance procedure.  Within fifteen (15) school days after receipt of the written grievance by the Superintendent, the Superintendent will meet with the aggrieved person in an effort to resolve it.  The Superintendent shall render his decision in writing to the employee and the Association within fifteen (15) school days after the meeting.

 

4.         Level III:

 

(a)    If the aggrieved person is not satisfied with the disposition of his grievance at Level II, or if no decision has been rendered within fifteen (15) school days after he has first met with the Superintendent, the person may file the grievance in writing with the Association within five (5) school days after a decision by the Superintendent, or fifteen (15) school days after he has first met with the Superintendent, whichever is sooner.  Within five (5) school days after receiving the written grievance, the Association will refer it to the School Committee.

 

 (b)       The School Committee shall determine whether to have a hearing on the grievance.  If a hearing is to be held, the Committee shall designate a time and place for the hearing, which may be heard by a subcommittee.  The Committee will issue a written response to the grievance within 30 days of a hearing on the grievance, or if no hearing is held, within 30 days of the meeting at which the decision was made to decide the grievance without a hearing.  In the event that the Committee determines that the matter grieved is outside of its statutory purview, the Committee will direct the Superintendent to so inform the Association.  In such a case, the Superintendent’s response shall be the final response of the District. 

 

 

 

 

5.         Level IV:

 

(a)        If the Association is dissatisfied with the disposition of the grievance at the previous level, the Association may file a demand for arbitration with the American Arbitration (“AAA”) within 30 days of the School Committee’s decision, or of the notice from the Superintendent that there will be no School Committee decision.  The AAA will administer to arbitration in accordance with its Labor Arbitration Rules and this agreement.  The hearing locale shall be Bay Path Regional Vocational High School unless otherwise agreed.

 

(b)        The award of the arbitrator shall be final and binding upon all parties, subject to the following conditions:

 

i.          The arbitrator shall make no award for grievances initiated prior to the effective date of this Article.

 

ii.         The arbitrator shall have no power to add to, subtract from, or modify this contract.

 

iii.        The arbitrator shall only interpret such items and determine such issues as may be submitted to him by the written agreement of the parties.

 

iv.        Grievances may be settled without precedent at any stage of the procedure until the issuance of a final award by the arbitrator, upon mutual agreement.

 

(c)        Appeal from the arbitrator's award may be made to the Superior Court on any of the following bases, and said award will be vacated by the Court and another arbitrator shall be appointed to determine the merits if:

 

i.          The arbitrator exceeded his powers by deciding the case upon issues other than those specified in Section 5 (b) and (c), or exceeded his jurisdiction by deciding a case involving non-grievable matters, or rendered an award requiring the School Committee, its agents, or representatives, or the grievant to commit an act or to engage in conduct prohibited by law as interpreted by the Courts of this Commonwealth.

 

ii.         There was no arbitration agreement on the issues that the arbitrator determined, the parties having agreed only to submit those items to arbitration as the parties had agreed to in writing prior to the hearing, provided that the appellant party did not waive his/her objection during participation in the arbitration hearing.

 

F.         WAIVER, ADMISSION, AND TERMINATION

 

1.         Waiver ‑ Failure of a grievant to comply with any of the provisions of this Article shall be deemed to be a waiver of the right to seek resolution of the grievance under the terms of the Agreement.  In determining whether there has been any such failure to comply with any of the provisions of this Article, time shall be deemed to be of the essence, and any failure to comply with the provisions of this Article; provided, however, that the time limits prescribed herein may be extended in any specific instance by mutual written agreement of the parties.

 

2.         Admission ‑ The resolution of a grievance by the School Committee, or any of its designees, shall not be deemed to be an admission by the School Committee that the grievance has, for any other purpose or proceeding, standing as a grievance, or be an admission by the School Committee of any violation or breach of the terms of this Agreement, or be an admission by the School Committee that such grievance is cognizable or justifiable according to any applicable provisions of the laws of the Commonwealth.

 

3.         Termination ‑ If any member and/or members of the bargaining unit shall initiate in any administrative forum other than the Labor Relations Commission or in any judicial forum any proceeding that relates to any matter that is the subject of a grievance is pending, the proceeding; shall terminate as of the date of the initiation of such other administrative or judicial proceeding, and the grievance procedures aforesaid shall be inapplicable to such a grievance.

 

G.        RELEASE TIME

 

It is understood that grievances will ordinarily be processed during working days; the parties therefore agree that, whenever the work schedules of the grievant, of any Association representative and of any material witnesses who are members of the bargaining unit so require, such participants shall be given so much release time from their scheduled work assignments as the Superintendent shall determine necessary for attendance at any hearing, meeting or other procedure that shall be required for the processing of any grievance.

 

H.        EXTENT

 

Any grievance and/or other legal action initiated prior to the effective date of this Agreement shall follow the procedures under which it originated.

 

                                                               ARTICLE XVIII

                                                           PERSONNEL FILES

 

Unit members' files shall be kept and controlled by the Superintendent or his/her designee, and maintained under the following circumstances:

 

A.        No material regarding a unit member’s conduct, service, character, or personality shall be placed in the unit member’s file unless the unit member has had an opportunity to view the material.  In the case of disciplinary notices involving reprimands and suspensions, the member will sign the material.  Said signature will not indicate agreement with the material but will indicate that the member has seen it.  Should the members refuse to sign the material, it will be included in the file with a note indicating that the individual refused to sign.

 

B.        A copy of the "Teacher Evaluation Scale" form shall be sent to the unit member before it is filed.

 

C.        The unit member shall have the right to submit a written response to the statement within five (5) working days.  The unit member's reply shall also be included in the file.

 

D.        On request, a unit member shall be given access to his/her file without unreasonable delay.

 

E.         On receipt of a written request, the unit member or his/her Association representative, if he/she so designates in writing, shall be furnished a reproduction of the material in his/her file.

 

                                                                 ARTICLE XIX

                                                       REDUCTION IN FORCE

 

A.        DEFINITIONS

 

1.         “Advanced Study” shall mean any professional study completed which exceeds the minimum certification/approval requirements for teaching.  Such study may or may not be for credit in a degree granting program.

 

2.         “Certification/Approvals” shall mean that the employee has on file in the Office of the Superintendent, evidence that he/she possesses certification from the State Department of Education and/or the division of Occupational Education.  Such evidence must be on file by April 1 of each school year.

 

3.         "Seniority" shall mean the greater length of continuous service, as a teacher, at the Bay Path Regional Vocational Technical High School.

 

Sabbatical, military and maternity leave shall not be considered an interruption of years of service.

 

The length of continuous service will begin with the effective date of employment.  In the event of identical dates of employment, the day of the Southern Worcester County Regional Vocational Technical School District

Committee's approval of employment will then be used to determine seniority.  If those dates are also identical, the date of the letter of intent to employ will be used.  If these are also identical, lots will be drawn to determine seniority.

 

B.        ORDER OF REDUCTION

 

1.         If for any reason, including but not limited to legislative action, it becomes necessary to reduce the number of teachers in a given subject area, field or program, or eliminate or consolidate position(s), the Committee will follow the procedure listed below:

 

a.         The Committee shall make every effort to accomplish said reductions by attrition and voluntary resignations.

 

b.         Teachers, within departments, not holding a regular Massachusetts Department of Education certificate and/or Division of Occupational Education approval will be laid off first.

 

c.         If reduction is still necessary, then unit members that have not obtained  Professional Status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44, , within departments, with the least number of years of teaching at the Bay Path Regional Vocational Technical High School will be laid off next.

 

d.         If further reduction is still necessary, unit members of Professional Status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44, within departments will be laid off.

 

2.         In determining which unit members of Professional Status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44, will be laid off, and in what order, the following criteria will be followed by the Committee in the order listed:

 

a.         Seniority at the Bay Path Regional Vocational Technical High School.

 

b.         The teacher's performance as evidenced by material contained in the Personnel Folder, including all written material completed within the past five years.

c.         Qualifications as determined by:

 

i.          Areas of certification and/or approval.

 

ii.         Major or Minor:  Field of Study.

 

iii.        Advanced study or degrees.

 

3.         An updated list specifying the seniority of each member of the unit shall be prepared by the Superintendent and forwarded to the President of the Association by October 15 each year.

 

Failure of the Association to forward specific and detailed objections to the seniority list to the Superintendent within fifteen (15) days will be viewed as acceptance of the list.

 

C.        REASSIGNMENT AND REPLACEMENT

 

1.         Teachers may be reassigned by the Superintendent to other departments or areas of certification approval.

 

2.         Teachers with greater seniority may replace a less senior teacher, provided:

 

a.         The more senior teacher has a current certificate or approval in the area where replacement is to occur, and the teacher has taught the subject matter within the past five (5) years.

 

b.         Approval of the Superintendent.

 

3.         Teachers who are reassigned or replace another shall be required to satisfactorily complete a minimum of six (6) credit hours of course work within three (3) full semesters after the reassignment occurs.  The number of credit hours and the nature of the course work will be determined by the Superintendent.

 

D.        NOTIFICATION

 

Prior to the reduction of unit members of Professional Status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44, the Committee shall notify the Association that a substantial decrease in revenue and/or students enrolled in affected departments, warrants such staff reduction.

 

Employees to be laid off shall be notified in writing of the lay‑off by June 15.  Said notice shall include the reason for the lay‑off.

 

E.        RECALLS

 

1.         Employees who have been laid off shall be entitled to recall rights for a period of two (2) years after the effective date of their respective lay‑offs.  During the recall period, employees shall be given preference for any vacancy or new position for which they are qualified in the inverse order of their lay‑off.

 

2.                  Employees laid off under this Article shall be given priority on the substitute list during said recall period, if they so indicate, in writing, to the Superintendent.

 

3.         Employees laid off under this Article may continue group health and life insurance coverage during said recall period at their own expense.  Failure to forward full payments to the Business Manager shall terminate this option.

 

4.         Employees on recall shall be notified by the Superintendent of any open positions within their area of certifications.  Failure to apply for an open full-time permanent position within his/her area of certification within fifteen (15) workdays following such notification by the Superintendent shall terminate all rights under this Article.

 

F.         SPECIAL SERVICES STAFF

 

Special services staff shall be considered school‑wide departments within their field of specialization.

 

G.        ARBITRATION

 

Only the Reduction‑in‑Force procedure outlined in this Article, and not the final determination of the School Committee under this Article, shall be subject to the Arbitration Procedure.

 

                                                                 ARTICLE XX

                                                    NO STRIKE ‑ NO LOCKOUT

 

A.        Neither the Association nor any of its agents nor any of its members will individually, collectively, concertedly, or in any manner whatsoever engage in, incite, participate in, aid or condone, whether directly or indirectly, any strike, sit down, stay‑in, slowdown, work stoppage, withholding of services or other interference with delivery of services, or resort for relief to any forms of self help or other direct or indirect action which would have the effect of depriving the Bay Path Regional Vocational Technical High School of contractual services during the term of this Agreement, and the Southern Worcester County Regional Vocational School District Committee agrees that during the term of the Agreement it will not lockout any of the employees covered by this Agreement.

 

B.        If any controversy or dispute of any nature arises between the Southern Worcester County Regional Vocational School District Committee, its employees and unions representing these employees or attempting to represent such employees, and further that if any controversy or dispute of any nature arises between the management of any company performing work for the Committee and/or on school premises, or for the Committee under other conditions their employees covered by this Agreement and the unions representing those employees or attempting to represent such employees, or any company which supplies materials to the school, their employees or attempting to represent such employees, such controversy or dispute shall not affect in any way the rights and obligations of the parties herein established by this Agreement; and if any such controversy or dispute results in or threatens to result in any strike, stoppage of work, or other interference with delivery of services, the parties hereto agree to abide by all provisions of this Article of this Agreement and to fulfill their obligations in accordance with the terms of this Agreement.

 

C.        Neither the violations of any provision of this Agreement nor the commission of any act constituting an unfair labor practice or otherwise made unlawful by any federal, state or local law shall excuse employees, the Association or the Committee from their obligations under the provisions of this Article.

 

 

                                                                             

ARTICLE XXI

                                                  STABILITY OF AGREEMENT

 

The failure of the Committee or the Association to insist in any one or more incidents, upon performance of any of the terms or conditions of this Agreement, shall not be considered as a waiver by the Committee or the Association of any such term or condition, and the obligation of the Committee and the Association to such future performance shall continue in full force and effect.

 

                                                                ARTICLE XXII

                                                             SAVING CLAUSE

 

If any provision of this Agreement or any application of the Agreement to any employee or group of employees shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.  The parties shall at that time enter into collective bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement for such article or sections.

 

                                                               ARTICLE XXIII

                                                                      EXTENT

 

The Committee and the Association acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subjects or matter not removed by law from the applicable area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement, and shall constitute the sole Agreement between the parties for the duration thereof.

 

Therefore, the Committee and Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and agrees that the other shall not be obliged to bargain collectively with respect to any subject or matter not specifically referred to or covered in this Agreement, even though such subject or matter may not have been within the knowledge or contemplation of either or both parties at the time they negotiated or signed this Agreement, provided, however that nothing in this provision shall be deemed to prohibit the parties to this Agreement from conducting negotiations during the term thereof by mutual consent.

 

ARTICLE XXIV

                                                                      SALARY

 

Section 1.  SALARY

 

1.         Unit member salaries shall be in accordance with the attached salary schedules.  Unit members shall be placed according to step and level, reflecting full credit for previous teaching and industrial experience in excess of that required for certification. Payment of all salaries and wages shall be made solely via direct deposit to the bank(s) designated by the employee.

 

2.         Lateral movement on the pay schedules are made only on September 1 of each school year.  In order to qualify for a lateral movement on the pay schedule, a unit member must notify the Superintendent's office prior to January 1 of the preceding school year of his/her intention to request this move.

 

Eligibility evidence must be provided prior to the start of school in order to receive the salary increase.  No lateral increases are made retroactively or during the school year.

 

The Committee will provide direct deposit for teachers.  However, each teacher can only select one bank.

 

3.         Notwithstanding the foregoing, the placement of new hires on the Salary Schedule is a matter within the Superintendent’s sole discretion.

 

 

Section 2.  METHOD AND TIME OF SALARY PAYMENT

 

1.         The Superintendent shall distribute a form to each unit member prior to the close of school in June requesting each unit member to select an option for the following school year.  Unit members who do not indicate a selection by the close of the school year shall continue to be paid in the same manner in which they have been paid.  New unit members shall be asked to make their selection from items b and c as part of the hiring procedure.

 

a.         Twenty‑two (22) equal payments with the last payment due no later than June 30th. 

 

b.         Twenty‑six (26) equal payments with the last payment made no later than August 31.

c.         Equal payments during the school year, the amount of which is based on twenty‑six pay periods, and the unpaid balance due and payable no later than June 30th. 

2.         If a unit member leaves or dies during the school year, the unit member’s estate shall be entitled to a prorated share based on his period of service in relation to the number of weeks school is in session minus the compensation already paid.  This prorated share shall be included in the payroll following the unit member’s last work day.

 

Section 3.  ANNIVERSARY DATES

For the purpose of salary payment, unit members serving more than one‑half a school year will advance a step on the salary schedule in September.

 

Section 4.  HOURLY RATES OF PAY

After school detention and home tutoring shall be paid at $30 per hour and the per hour rate for Culinary Arts teachers performing catering services shall be $35 per hour.

 

Section 5.  MILEAGE ALLOWANCE

Mileage allowance where a teacher uses his/her personal vehicle for school business, shall be reimbursed at the allowable rate under IRS code.

 

Section 6.  TRAVEL INSURANCE

Any unit member transporting students to and from outside work projects or any school‑related activities shall be covered by liability insurance in case of any accidents.

 

Section 7.  LONGEVITY STIPEND

 

Years

Amount

10

$1100

15

$1350

20

$1600

25

$1850

30

$2100

Unit members shall be paid longevity, in equal installments throughout the year in addition to regular salary, in the following amounts based upon completed years of continuous service to the District.

 

 

 

 

 

Unit members having completed a year with perfect attendance at Bay Path Regional Vocational Technical High School will be granted a stipend of $300.00 if no sick days and no personal days are taken.  Bereavement leave may be taken only for an immediate family member as defined in the contract. 

                                                                ARTICLE XXV

                                                                  PROVISIONS

Subject to the provisions of this Agreement, the wage, hours and other conditions of employment applicable on the effective date of this Agreement to the unit members covered by this Agreement shall continue to be so applicable for the duration of this contract.  The Committee will also take any steps to change current administrative regulations and/or policy which have an effect upon the provisions of this Agreement.

                                                                             

ARTICLE XXVI

                                                                   DURATION

Section 1.

This Agreement shall become effective as of September 1, 2011, or as otherwise indicated, and shall remain in full force and effect until August 31, 2014.

Section 2. 

 

This Agreement shall continue in full force and effect until August 31, 2014 from year to year thereafter, unless either party notifies the other by written notice prior to October 1, 2013 (or any subsequent October 1 thereafter), of its intention to modify or terminate the Agreement.  If such notice is given, the parties will enter into negotiations by November 1 for a successor Agreement to take effect the following September 1.

 

THE SOUTHERN WORCESTER                            THE BAY PATH TEACHERS

COUNTY REGIONAL VOCATIONAL                 ASSOCIATION, INC.

SCHOOL DISTRICT COMMITTEE

 

 

For The Committee:                                                    For The Association:

 

________________________________                    _________________________

Chairman of School Committee                                 President of the Association

 

 

Wherefore, the parties hereto hereunder set their signs and seals, this contract was ratified by the School Committee on June 6, 2011, by the Association on  June 2, 2011, and signed on

                                         .

 


Bay Path Athletic Coaching Salaries Point System

 

The changes in the coaching pay schedule will incorporate 5 variables which the BPTA believes will promote equity and fairness.  These variables are as follows:

 

A.    STUDENT PARTICIPATION:  The number of student participants is to be determined one month after the official beginning of the sport.

 

1 point

=

10 or less

2 points

=

11 to 20

3 points

=

21 to 30

4 points

=

31 to 40

5 points

=

41 to 50

6 points

=

51 and over

 

B.     RESPONSIBILITY:

 

1 point

-

Only coach, assistant coach and JV coach

2 points

-

2 coaches > 1 head

3 points

-

3 coaches > 1 head

4 points

-

4 coaches > 1 head

5 points

-

5 coaches > 1 head

6 points

-

Administrative responsibility for all coaches (Athletic Director)

 

 

 

C.       LENGTH OF SEASON:

 

1 point

-

31 days or less

2 points

-

31 to 40 days

3 points

-

41 to 50 days

4 points

-

51 to 60 days

5 points

-

61 days and over

6 points

-

Over 61 days for all sports (Athletic Director)

 

D.    SPORT INTENSITY LEVEL:

 

0 points

-

Intramural

 

1 point

-

All freshman sports

 

2 points

-

All Junior Varsity sports

 

4 points

-

All Varsity Sports (except football & basketball)

5 points

-

Varsity Football, Varsity Basketball

 

 


 

E.     YEARS OF EXPERIENCE:

 

1-3 years

=

0% increase

4-6 years

=

5% increase

7-9 years

=

10% increase

10-12 years

=

15% increase

13-15 years

=

20% increase

15+ years

=

25% increase

 

Experience must be at the same level of position applying for in order to be given full value.  Experience of a lower level position within the same sport can count to a lesser degree.  The amount of weight given toward experience of a lower level position will depend on the quality and duration of the experience.  The amount of experience awarded to the coaching candidate will be left up to the discretion of the Superintendent-Director.

 

 

Minimum Salary Calculation

 

(A+B+C+D) x 0.75% x Base Teacher Salary

                                                                                                (Level 1 Step 1)

 

 

See Table # 1 and #2

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

SCHEDULE A

COACHING SALARY POINT SCHEDULE

***Plus Experience – See Table #4

 

Coaching Position

Assigned Points

Athletic Director

12

Football (Varsity Head)

21

Football (Asst. – 3)

14

Football (Fresh. – Head)

12

Football (Fresh. – Asst. )

11

Soccer (Varsity)

13

Soccer (JV)

10

Basketball (Varsity)

15

Basketball (JV)

10

Basketball (Fresh.)

8

Baseball/Softball (Varsity)

13

Baseball/Softball (JV)

10

Golf  (JV)

6

Golf  (Varsity)

                      11

Cheerleading (Varsity) (Fall)

12

Cheerleading (Varsity) (Winter)

12

Volleyball (Intramural)

5

Track (Head)

14

Track (Asst. – 2)

12

Cross Country

11

Field Hockey

12

 

SCHEDULE B

EXTRA-CURRICULAR SALARY POINT SCHEDULE

***Plus Experience – See Table #4

Activity Position

     Assigned Points

Alumni Advisor

     10

Class Advisor (Sr.)

     12

Class Advisor (Jr.)

     8

Class Advisor (So.)

     6

Class Advisor (Fr.)

     6

Math Team Advisor

     5

Newspaper Advisor

     6

Yearbook Advisor

     11

Student Council Advisor

     8

Renaissance Advisor

     8

Nat. Honor Society Advisor

     6

Ski Club Advisor

     7

DECA Advisor

     6

SADDAD Advisor

     6

SKILLSUSA Advisor

                           15

Jr. Chapter of ACF Advisor

     6

GSA Advisor

     6

Chorus Advisor

    10

Battlebots IQ Advisor

    10


 

TABLE #4-EXTRA-CURRICULAR COMPENSATION

(Coaches and Advisors)

Teachers 2011-2012 Bases Salary:

Point Factor:

 $ 42,455.00

318.4125

 

1-3 Years

4-6 Years

7-9 Years

10-12 Years

13-15 Years

15+  Years

Points

0%

5%

10%

15%

20%

25%

3

955.24

1003.00

1050.76

1098.52

1146.29

1194.05

4

1273.65

1337.33

1401.02

1464.70

1528.38

1592.06

5

1592.06

1671.67

1751.27

1830.87

1910.48

1990.08

6

1910.48

2006.00

2101.52

2197.05

2292.57

2388.09

7

2228.89

2340.33

2451.78

2563.22

2674.67

2786.11

8

2547.30

2674.67

2802.03

2929.40

3056.76

3184.13

9

2865.71

3009.00

3152.28

3295.57

3438.86

3582.14

10

3184.13

3343.33

3502.54

3661.74

3820.95

3980.16

11

3502.54

3677.66

3852.79

4027.92

4203.05

4378.17

12

3820.95

4012.00

4203.05

4394.09

4585.14

4776.19

13

4139.36

4346.33

4553.30

4760.27

4967.24

5174.20

14

4457.78

4680.66

4903.55

5126.44

5349.33

5572.22

15

4776.19

5015.00

5253.81

5492.62

5731.43

5970.23

16

5094.60

5349.33

5604.06

5858.79

6113.52

6368.25

17

5413.01

5683.66

5954.31

6224.96

6495.62

6766.27

18

5731.43

6018.00

6304.57

6591.14

6877.71

7164.28

19

6049.84

6352.33

6654.82

6957.31

7259.81

7562.30

20

6368.25

6686.66

7005.08

7323.49

7641.90

7960.31

21

6686.66

7021.00

7355.33

7689.66

8024.00

8358.33

 

 

 

 

 

 

 

 

 

 

 

 

 

 

TABLE #4-EXTRA-CURRICULAR COMPENSATION

(Coaches and Advisors)

Teachers 2012-2013 Bases Salary:

Point Factor:

 $ 43,304.00

324.7800

 

1-3 Years

4-6 Years

7-9 Years

10-12 Years

13-15 Years

15+  Years

Points

0%

5%

10%

15%

20%

25%

3

974.34

1023.06

1071.77

1120.49

1169.21

1217.93

4

1299.12

1364.08

1429.03

1493.99

1558.94

1623.90

5

1623.90

1705.10

1786.29

1867.49

1948.68

2029.88

6

1948.68

2046.11

2143.55

2240.98

2338.42

2435.85

7

2273.46

2387.13

2500.81

2614.48

2728.15

2841.83

8

2598.24

2728.15

2858.06

2987.98

3117.89

3247.80

9

2923.02

3069.17

3215.32

3361.47

3507.62

3653.78

10

3247.80

3410.19

3572.58

3734.97

3897.36

4059.75

11

3572.58

3751.21

3929.84

4108.47

4287.10

4465.73

12

3897.36

4092.23

4287.10

4481.96

4676.83

4871.70

13

4222.14

4433.25

4644.35

4855.46

5066.57

5277.68

14

4546.92

4774.27

5001.61

5228.96

5456.30

5683.65

15

4871.70

5115.29

5358.87

5602.46

5846.04

6089.63

16

5196.48

5456.30

5716.13

5975.95

6235.78

6495.60

17

5521.26

5797.32

6073.39

6349.45

6625.51

6901.58

18

5846.04

6138.34

6430.64

6722.95

7015.25

7307.55

19

6170.82

6479.36

6787.90

7096.44

7404.98

7713.53

20

6495.60

6820.38

7145.16

7469.94

7794.72

8119.50

21

6820.38

7161.40

7502.42

7843.44

8184.46

8525.48

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

TABLE #4-EXTRA-CURRICULAR COMPENSATION

(Coaches and Advisors)

Teachers 2013-2014 Bases Salary:

Point Factor:

 $ 44,171.00

331.2825

 

1-3 Years

4-6 Years

7-9 Years

10-12 Years

13-15 Years

15+  Years

Points

0%

5%

10%

15%

20%

25%

3

993.85

1043.54

1093.23

1142.92

1192.62

1242.31

4

1325.13

1391.39

1457.64

1523.90

1590.16

1656.41

5

1656.41

1739.23

1822.05

1904.87

1987.70

2070.52

6

1987.70

2087.08

2186.46

2285.85

2385.23

2484.62

7

2318.98

2434.93

2550.88

2666.82

2782.77

2898.72

8

2650.26

2782.77

2915.29

3047.80

3180.31

3312.83

9

2981.54

3130.62

3279.70

3428.77

3577.85

3726.93

10

3312.83

3478.47

3644.11

3809.75

3975.39

4141.03

11

3644.11

3826.31

4008.52

4190.72

4372.93

4555.13

12

3975.39

4174.16

4372.93

4571.70

4770.47

4969.24

13

4306.67

4522.01

4737.34

4952.67

5168.01

5383.34

14

4637.96

4869.85

5101.75

5333.65

5565.55

5797.44

15

4969.24

5217.70

5466.16

5714.62

5963.09

6211.55

16

5300.52

5565.55

5830.57

6095.60

6360.62

6625.65

17

5631.80

5913.39

6194.98

6476.57

6758.16

7039.75

18

5963.09

6261.24

6559.39

6857.55

7155.70

7453.86

19

6294.37

6609.09

6923.80

7238.52

7553.24

7867.96

20

6625.65

6956.93

7288.22

7619.50

7950.78

8282.06

21

6956.93

7304.78

7652.63

8000.47

8348.32

8696.17


SALARY SCHEDULES

 

 

 

Level

Level I

Level II

Level III

Level IV

Level V

Academic

Bachelors

Masters

2 Masters

CAGS

Doctorate

B+36

B+66

B+96

CAGS+30

 

 

 

B+126

Vocational

Approved

A+36

A+66

A+96

A+126

 

 

 

 

 

 

9/1/2011

1.00%

 

 

 

 

Step

Level I

Level II

Level III

Level IV

Level V

1

42,455

44,680

46,889

49,106

51,332

2

44,918

47,216

49,501

51,795

54,096

3

47,378

49,754

52,113

54,482

56,859

4

49,841

52,290

54,728

57,171

59,625

5

52,303

54,826

57,340

59,858

62,389

6

54,764

57,364

59,951

62,548

65,154

7

57,227

59,900

62,563

65,236

67,916

8

59,690

62,436

65,176

67,924

70,681

9

62,150

64,973

67,788

70,612

73,445

10

64,613

67,510

70,402

73,302

76,210

 

 

 

 

 

 

9/1/2012

2.00%

 

 

 

 

Step

Level I

Level II

Level III

Level IV

Level V

1

43,304

45,574

47,827

50,088

52,359

2

45,816

48,161

50,491

52,831

55,178

3

48,326

50,749

53,155

55,572

57,996

4

50,838

53,336

55,822

58,314

60,818

5

53,349

55,922

58,487

61,055

63,636

6

55,860

58,511

61,150

63,799

66,457

7

58,371

61,098

63,815

66,541

69,275

8

60,884

63,685

66,480

69,282

72,094

9

63,393

66,273

69,144

72,024

74,914

10

65,905

68,861

71,810

74,768

77,734

 

 

 

 

 

 

9/1/2013

2.00%

 

 

 

 

Step

Level I

Level II

Level III

Level IV

Level V

1

44,171

46,485

48,784

51,090

53,406

2

46,732

49,124

51,501

53,887

56,281

3

49,292

51,764

54,218

56,684

59,156

4

51,855

54,402

56,939

59,481

62,034

5

54,416

57,041

59,656

62,276

64,909

6

56,977

59,681

62,373

65,075

67,786

7

59,539

62,320

65,091

67,871

70,660

8

62,101

64,959

67,809

70,668

73,536

9

64,661

67,598

70,527

73,465

76,412

10

67,223

70,238

73,246

76,263

79,288


APPENDIX A

 

                                               DUES AUTHORIZATION NOTICE

 

 

 

NAME____________________________________________

 

ADDRESS_________________________________________________________

 

 

 

I hereby request and authorize the Committee to request and direct the District Treasurer to deduct from my earnings and transmit to the Association below the amounts set forth for payment of the membership dues of such Association in equal monthly payments during the current school year and for succeeding school years thereafter.  I understand that the Treasurer will discontinue such deductions if I give the Committee sixty (60) days' advance written notice to do so.  I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization, and relieve the Treasurer, the School Committee, and all of its officers, from any liabilities thereto.

 

ORGANIZATION                                                                 PER ANNUM

 

Massachusetts Teachers Association                                      $

 

National Education Association                                             $

 

Bay Path Teachers Association, Inc.                                      $

 

 

 

 

 

__________________________________________________________________

DATE                     TEACHER'S SIGNATURE

 


APPENDIX B

 


                                                AGENCY FEE AUTHORIZATION

 

 

 

NAME ________________________________________________________

 

ADDRESS _____________________________________________________

 

 

 

I hereby request and authorize the Committee to request and direct the District Treasurer to deduct from my earnings and transmit to the Associations below an Agency Fee, the amounts set forth for payment in equal monthly payments during the current school year and for succeeding school years thereafter.

 

I understand that the specific amount of the current dues of the Association shall be certified to the Committee by my Local Association Treasurer each school year.

 

I understand that the Treasurer will discontinue such deductions if I give the Committee sixty (60) days advance written notice to do so.  I hereby waive all rights and claims for said monies so deducted and transmitted in accordance with this authorization, and relieve the Treasurer, the School Committee, and all of its officers, from any liability therefore.

 

ORGANIZATION                                     PER ANNUM

 

Massachusetts Teachers Association                                      $

 

National Education Association                                             $

 

Bay Path Teachers Association, Inc.                                      $

 

 

_____________________________________________________________

DATE                     TEACHER'S SIGNATURE

 

 

 

 

 

 

 

 

 

 

 

   APPENDIX C

TEACHER EVALUATION GUIDELINES AND STANDARDS

PREFACE

The purpose of the Evaluation Procedure is to acknowledge teacher performance and the quality of instruction based upon clearly established written criteria.   A clearly defined and consensually agreed to evaluation procedure should acknowledge excellence, provide useful feedback, give assistance where applicable and serve as a guide for the staff development and school improvement.

The Administration and Teacher representatives have jointly developed a listing of performance areas, which form the framework of the teacher evaluation format. The listing after each of the performance areas are representative of those characteristics found in any effective teaching model. These indicators are characteristics that teachers should cultivate and the evaluator should be able to observe.

The following performance areas form the basis for the annual Teacher Evaluation Scale:

A. Instruction

B. Subject and Curriculum Competency

C. Planning and Preparation

D. Student/Classroom Management

E.  Communications Skills

F. Professional Involvement

For each of the six performance areas, there are defining attributes or indicators, which are observable, and therefore, can be rated by the evaluator, Not only does the rating of each defining attribute provide evidence supporting the performance area, but it also provides the teacher with relevant and supportive feedback by the evaluator, identifying areas of excellence, as well as, those in need of some improvement.

Teachers will be evaluated based on observable, objective criteria, and the evaluation will be made or every applicable defining attribute in each of the six performance areas, using the rating standards provided. Ratings will be based on the evaluator's observations and professional knowledge of the teacher’s performance of his/her job description, reflecting appropriate duties and responsibilities.

TEACHER EVALUATION DEFINED

3

Exceeds School Standards

This rating indicates that the teacher's performance exceeds the school standards as evidenced by the teacher demonstrating an extra expenditure of effort and expertise that has resulted in increased student mastery in terms of content, skills, comprehension, and or characteristics essential for learning.

2

Meets School Standards

This rating indicates that the teacher's performance demonstrates mastery of the attribute. This fating is given when there has been a preponderance of evidence for the defining attribute.

 

 

1

Fails To Meet School Standards

This rating indicates that the teacher lacks competency of the defining attribute, and will require assistance, training, and increase support prior t(1 and within the next evaluation cycle. The evaluator will notify the Association through its President and will meet with the teacher to assist the teacher in developing a corrective action plan. If requested, the teacher may have an Association representative present for the development of the corrective action plan designed to assist the teacher in remediating this performance weakness. Teacher progress on the corrective action plan will be part of the subsequent evaluation process.

X

Does Not Apply

This rating is to be checked by the evaluator only if the defining attribute does not have any application to the teacher's duties and responsibilities.                                                                                                                                             

 

 


APPENDIX   D

 

TEACHER EVALUATION SCALE

Bay Path Regional Vocational Technical High School

 

This EVALUATION will be completed in accordance with the Commonwealth of Massachusetts Board of Education, Principles of Effective Teaching and Examples of Descriptors.

 

                                                                                                                             Date ____________________

 

Teachers Name ______________________________                                         Classroom________________

 

 


 

COMMENTS

 

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

 

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENTS

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

COMMENTS

 

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENDATIONS

 

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

 

COMMENTS

 

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENDATIONS

 

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

 

 

COMMENTS

 

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

 

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

 

 

 

 

 

COMMENTS

 

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

 

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

EVALUATORS COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

TEACHERS COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

DATE_______________                               EVALUATOR'S SIGNATURE ___________________

 

*This signature merely indicates that I have read and discussed this Evaluation with my evaluator.

*Note See ART 15 SECT. C. 2 and 3.

 

 

DATE_______________                               TEACHER'S SIGNATURE ______________________

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX E

 

REPORT OF CLASSROOM VISITATION

BAY PATH REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

 

This EVALUATION will be completed in accordance with the Commonwealth of Massachusetts

Board of Education, Principles of Effective Teaching and Examples of Descriptors.

 

Teacher                                                                                             Date                                                       

 


Classroom                                                                               Period                

 


Number of Students                Dept.                                  Grade

 

I.          CLASSROOM LEARNING ENVIRONMENT   (positive student/teacher rapport and engagement)

 

            OBSERVATIONS:        

 

Teacher promotes a positive learning environment as evidenced by:

 

-fair treatment of students, demonstrates courtesy and respect for each student

-demonstrates a sense of humor, use of warmth in voice tone

-praises students in general tone or specifically naming that which is to be praised

-acknowledges ideas, compliment, and encourage active participation

-calls students by first name

-demonstrates a willingness to be a learner by being involved in seeking answers, solutions and creating

 new products with students when appropriate

-admits to not knowing the answers and show a willingness to find them when occasions arise

-shows excitement and enthusiasm for subject matter or student products

-displaying a sincere belief in the value of the lesson

-shares personal anecdotes related to learning

-remarks about student's out of class activities or favorably note their personal appearance

-is near students without tables, podiums, and desks as barriers

-uses body language such as approaching students level

-maintains eye contact; nodding in approval; smiling

-listens to students without interruption

-the tone, style, and patterns of communication

-the expectations of student success

-the signs of empathy and positive regard

-the amount of time students are actively engaged in the lesson

-the amount of time for class management vs. instruction

 

Lack of teacher/student rapport is evidenced by:

 

-lack of interest in student comments

-sarcastic and/or disparaging responses to student behavior or remarks

-belittling students in front of peers

-lack of enthusiasm for content as demonstrated in a lack luster presentation

-flat neutral tone of voice

-remaining distant from the students; sitting behind the desk throughout the lesson

-general lack of student response to teacher's questioning and prompting

-there was a general lack of student’s eye contact with teacher during lesson

-majority of time spent in the management of student behaviors

 

-Most students appear actively engaged in the lesson as evidenced by:

 

-reading aloud or silently

-listening, discussing, taking notes

-using manipulative materials, drawing, painting, constructing

-analyzing in a group setting, e.g. peer teaching, writing process, cooperative learning

-the level of student engagement is consistent with teacher's plans for the lesson

-the amount of time students are on task

 

-Most/Few students do not appear actively engaged in the lesson as evidenced by:

 

-some involved in prolonged daydreaming or socializing

-some playing with materials in a manner not assigned

-some individuals spending an exaggerated time on non-academic activities, when they

are supposed to be focused on learning

 

-Teacher attempted to re-engage inattentive students by:

 

-directing questions to students

-calling students by name

-moving toward the student

-using verbal reminders

-resorting to changing seats

-using non-verbal gestures, e.g. signals

-changing activity

 

-Teacher responded appropriately to students as evidenced by:

 

-verbal/ non verbal acknowledgment

-dignifying student responses

-using student responses to draw out other questions

-transferring understanding to another point or level

-connecting one student response with another

-using student responses as a springboard to other phases of the lesson

-prompting through rephrasing, repeating, giving clues, encouraging

-probing for clarification of student responses

 

-Teacher provides equitable opportunities for student involvement as evidenced by:

 

-providing more wait time especially for higher order questions

-providing more wait time for students who process answers slowly

-asking a question before naming a student

-redirecting questions to encourage brainstorming

-using varied types of student responses, e.g. individual, choral, written, signaling

-calling on individual students throughout the room

-asking all students to complete tasks

 

            RECOMMENDATIONS:

 

            COMMENDATIONS:

 

II.  COMMUNICATION OF EXPECTATIONS AND ATTAINMENT OF LESSON OBJECTIVES

 

            OBSERVATIONS:

 

-Teacher displayed precision in communications as evidenced by:

 

-avoiding redundancies and vague terminology

-being explicit about directions, cues, foci of question/activities, etc

-avoiding a pattern of interruptions in sentence flow

-using specific vocabulary of the topic

-speaking at a rate easily followed by the students

-avoiding mumbling or speaking while facing the board or away from students so that the

sound is muffled

-enunciating the words clearly

-avoiding the use of slang and vulgarity, street language, or incorrect syntax

-Teacher has communicated expectations of achievement as evidenced by:

 

-gives assignments adjusted to an appropriate challenging level of students

-states expected outcomes and level of proficiency

-establishes standards for personal work habits and model expected behavior

-prompts for success

-gives feedback that indicates recognition of accomplishment

-acknowledges effort

-provides detailed responses that give clear directions and suggestions for future work

-rejects excuses for poor, missing or incomplete work and help students stick to it

-encourages a sense of potential

 

-Students demonstrate a level of understanding consistent with the objectives as evidenced by:

 

            -how the teacher assesses that the students have learned

            -the teacher recognizes that the student(s) has not met expectations

            -how does the teacher respond to low achieving/ non-achieving students

 

            RECOMMENDATIONS:

 

            COMMENDATIONS:

 

III.  PHYSICAL ENVIRONMENT

 

            OBSERVATIONS:

 

Teacher has created an environment conducive to learning as evidenced by:

 

-putting up displays which reflect student interests and accomplishments

-displaying mural, bulletin boards, posters, charts, etc related to subject matter

-displaying student work and accomplishments

-furniture and equipment do not impede the movement of teacher and students

-routines and transitions are effectively/ efficiently managed

-needed materials are on hand and easily accessible

            -safety rules are posted

            -area is free from dangerous materials and equipment

            -hazardous materials are properly stored

            -area is set up for proper supervision of equipment under student use

 

            RECOMMENDATIONS:

 

            COMMENDATIONS:

 

IV.  STUDENT CLASSROOM MANAGEMENT

 

            OBSERVATIONS:

 

Rules and standards of behavior are maintained as evidenced by:

 

-rules and consequences are posted

-behavior charts are posted

-teacher statements, reminders, eye contact, touch or gesture

-teacher moves rapidly to proximity of misbehaving student

-teacher uses planned ignoring to extinguish inappropriate behavior

-removal of source of distractions

-teacher rewards appropriate behavior

-teacher models appropriate use of materials and equipment

-teacher imposes a standard disciplinary system; contracts, checks on board, loss or privileges

-teacher processes "behavior" of cooperative learning groups

-teacher avoids the use of group punishment

-how does the teacher handle student infractions

-in what way does the teacher establish and maintain order

-does the teacher anticipate problems

-how are transitions and routines handled

 

Rules and standards of behavior are not maintained as evidenced by:

 

-students acting in a manner dangerous to other

-students verbally abusing others by yelling, swearing, belittling, making fun of them

-calling out indiscriminately in a disruptive manner

-holding distracting side conversations

-moving about in a manner deliberately intended to disrupt

-distracting neighbor

-not conforming to teacher's directions

-misusing materials

 

            RECOMMENDATIONS:

 

            COMMENDATIONS:

 

V.  CLASS PLANNING AND PREPARATION

 

            OBSERVATIONS:

 

-lesson plans are prepared in advance and evidence:

 

-objective of the lesson

-materials needed

-methods employed

 

-a review of the plan book indicates:

 

-a formal and predictable sequence in the lesson for the group of students

-a variety of appropriate instructional techniques, strategies, methods, and materials

-a variety of materials and techniques based on the apparent differences in students,

 groups, and learning styles

-the provision of activities that foster critical thinking skills

-the provision of alternative assessment strategies and techniques to appraise

 student progress and measure achievement

            -the planning and provision of meaningful homework

            -the planning and provision of activities to promote the integration of academic

             and vocational education

            -the incorporation of district wide goals, objectives, and in-service training opportunities

 

-lesson/ activities are consistent with stated objective and lesson plans

-materials/ activities focus on the lesson objectives

-avoidance of extended discussion of topics unrelated to objectives

-little "down time" evidenced

-content level of difficulty appears inappropriate as evidenced by:

 

-students move rapidly and/or carelessly through activity

-students appear puzzled and confused

-materials appear too complex/ too simple for the students cognitive abilities

-vocabulary and complexity of sentence structure appear too complex/ too

 simple for the level of the students

 

-teacher's oral and written explanations are accurate

-instructional displays are accurate and understandable

-student's confusion results from directions that are too complex

 

-continuity of lesson and underlying order demonstrates advanced planning as evidenced by:

 

-underlying chronological order

-order goes from simple to complex task and understanding

-parts and relationship to the whole, e.g. systems of the body, building or constructing

 and object, process writing

-logical/ common sense

-discovery/ inquiry

-question/ answer

 

-lesson continuity and development is designed to lead students to learn as evidenced by:

 

-starting from simple and moving to complex by sharing appropriate amounts

 of new content

-posing questions and arranging activities leading to discovery learning

-sharing objective and having students assume roles and complete tasks in

 cooperative groups

-teaching a concept and then asking students to apply it

 

            RECOMMENDATIONS:

 

            COMMENDATIONS:

 

VI. INSTRUCTIONAL METHODS

 

            OBSERVATIONS:

 

-Teacher effectively monitors the learning and level of student understanding as evidenced by:

 

-asking questions to probe student understanding

-asking for examples or definitions

-having students check each other

-asking students to demonstrate or apply their learning

-asking students to summarize content learned

-posing problems for students to solve

-moving about the room observing students working and looking at their work

-listening in on group or partner discussions

-using signaling

-observing facial expressions and body language

-testing and quizzing

 

-Based on monitoring the teaching is adjusted when necessary as evidenced by:

 

-re-teaching

-re-explaining in a different manner

-changing the pace-either faster or slower

-regrouping students for peer assisted learning

-asking student to explain an idea in his/her own words

-giving illustrations to clarify

-using concrete materials and hand-on experiences to demonstrate ideas

-giving guided practice

-skipping a portion of a planned lesson

-moving to a new activity/ changing assignment

-asking the student(s) to remain for extra explanations

-state that there is confusion and inform class that more work is needed

 

 

 

 

 

-Teacher motivates students by initiating the lesson, activity, or change in activity as evidenced by:

 

-states objective of lesson that help student anticipate content to be learned, accomplished

-uses a motivational device such as a story, demonstration, dramatization

-lists objectives or topics of study on the board

-has students state the objective of previous lesson

-indicates relevance or future applications verbally, visually, or through discussion

-provides connecting points with previous learning or activity

-reviews homework and relate it to new learning

 

-Teacher provides closure which is related to the lesson as evidenced by:

 

-presents visual material on board

-uses charts, overhead transparencies, etc of key ideas

-discusses the written work of students relating it to the lesson objectives

-asks students orally or in writing to summarize the learning

-asks students what they did and why they did it

-gives examples of application of key ideas to new situations or content

-examines how the content relates to student's every day lives

-states how the information learned might be used

-reviews content through student responses to significant questions

-identification of key questions still to be answered

-posing provocative questions still to be answered

-relates current content to past or future learning

 

-Teacher failed to provide an acceptable initiation or closure to the lesson

 

 

    ADDITIONAL COMMENTS:

 

 

 

 

 

 

___________________________________________________                   ____________________________________

Observer’s signature                                                                            Date

 

This signature merely indicates that I have read and discussed this evaluation with my evaluator.*     * Note See Art. 15 SECT. C2 and 3

 

 

 

___________________________________________________                   ____________________________________

Teacher's signature                                                                              Date

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX F

BAY PATH REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

GENERIC SPECIALIST/SPEECH PATHOLOGIST EVALUATION SCALE

 

 

This EVALUATION will be completed in accordance with the Commonwealth of Massachusetts Board of Education Principles of Effective Teaching and Examples of Descriptors.

 

 

Name –                                                                          Date –

                                                                                       Classroom –

 

DIRECTIONS:  Please select the appropriate rating for each attribute:

                                                                                       3 – Exceeds School Standards

                                                                                       2 – Meets School Standards

                                                                                       1 – Fail to Meet School Standards

                                                                                       X – Does Not Apply

 

A

AREA OF KNOWLEDGE AND COMPETENCY

RATE

 

 

 

 

The Specialist will demonstrate working knowledge of:

 

 

 

 

1

Diagnosis and treatment of learning and/or language or behavioral disorders.

 

2

The administration, scoring and interpretation of individual and group measures cognitive, academic, learning styles, or language functioning.

 

3

The administrative, ethical, legal, and technical issues that relate to a Specialist’s effectiveness in the school.

 

4

The major theories and techniques of consultation.

 

5

Recent developments in the field of disabilities.

 

6

Federal and state laws and regulations pertaining to Special Education.

 

7

Current academic and vocational curricular expectations.

 

8

Appropriate formal and informal assessments and observations designed to identify students eligible for Special Education services.

 

 

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

 

B

COMMUNICATIONS SKILLS

RATE

 

 

 

 

The Specialist will demonstrate clear, appropriate, and understandable communications as evidenced by:

 

 

 

 

1

The interpretation of assessments, specialized terms, and recommendations to students, parents, teachers and administrators so that they are clearly understood.

 

2

The creation of an emotionally and physically secure environment in which students can learn, interact, and feel free to express their views while encouraging respect for the rights, opinions, property, and contributions of others.

 

3

The promotion of student's understanding and acceptance of each other through open communication.

 

4

The encouragement of students to take pride in their accomplishments and to grow toward greater independence.

 

5

The promotion of student's self-esteem, self-respect, and self-confidence.

 

6

The establishment and maintenance of the confidence and respect of the students through personal example.

 

7

The demonstration of a positive attitude toward the profession in contact with the students, parents, administrators, staff, and community.

 

8

Work that is congenial and effective with colleagues.

 

9

The initiation of timely communications with students and parents about student achievements, needs, and behaviors.

 

10

The promotion of student's ability to communicate effectively with others about ideas and questions of concern to them.

 

11

The preparation of records and required reports in a timely fashion.

 

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

 

 

 

 

 

 

C

INTERVENTIONS/STRATEGIES

RATE

 

 

 

 

The Specialist will demonstrate intervention as evidenced by:

 

 

 

 

1

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

 

2

Evaluating the reliability, validity, and fairness of assessment, techniques, instruments, and procedures.

 

3

Respecting and responding appropriately to racial, sexual, social, and ethnic differences.

 

4

Identifying strengths and weaknesses and appropriate remedial strategies.

 

5

Preparing educational plans and recommendations based on diagnostic studies.

 

6

Implementing those aspects of individual educational plans, which are the responsibility of the school specialist.

 

7

Assisting individual students, groups of students, and their families.

 

8

Servicing to teachers, parents, and administrators.

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

D

INSTRUCTION

RATE

 

 

 

 

The Specialist will demonstrate instruction as evidenced by:

 

 

 

 

1

Teaching at an appropriate level of instruction for the individual or group of students.

 

2

Monitoring a student progress as dictated in individual education plans.

 

3

Using a variety of appropriate techniques and strategies to facilitate student performance and success across the academic and vocational areas.

 

4

Establishing appropriate standards for personal work habits and model those standards.

 

5

Using and interpret test for diagnostic purposes, measuring achievement and/or placement.

 

6

Recognizing when students are deficient in basic skills and provide and recommend appropriate corrective action.

 

7

Identifying and selecting appropriate materials and resources to implement educational plans.

 

 

 

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

E

PROFESSIONAL INVOLVEMENT

RATE

 

 

 

 

The Specialist will demonstrate involvement as evidenced by:

 

 

 

 

1

Cooperating with co-workers by sharing ideas and methods of instruction in the solution to pupil problems.

 

2

Exhibiting professional attitudes and behavior.

 

3

Making use of constructive ideas and suggestions.

 

4

Taking advantage of in-service educational opportunities and apply learning skills appropriately.

 

5

Contributing to the enhancement of curricular activities.

 

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

 

 

 

 

EVALUATOR’S COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COUNSELOR’S COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

DATE ___________________________            EVALUATOR’S SIGNATURE  __________________________________

 

This signature merely indicates that I have read and discussed this Evaluation with my evaluator.*

 

*Note see Article XV, Section C. 2 & 3.

 

 

DATE  ___________________________           SPECIALIST’S SIGNATURE_______________________________

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX G

BAY PATH REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

GUIDANCE COUNSELOR EVALUATION SCALE

 

 

This EVALUATION will be completed in accordance with the Commonwealth of Massachusetts Board of Education Principles of Effective Teaching and Examples of Descriptors.

 

 

Name –                                                                          Date –

                                                                                       Classroom –

 

DIRECTIONS:  Please select the appropriate rating for each attribute:

                                                                                       3 – Exceeds School Standards

                                                                                       2 – Meets School Standards

                                                                                       1 – Fail to Meet School Standards

                                                                                       X – Does Not Apply

 

A

AREA OF KNOWLEDGE AND COMPETENCY

RATE

 

 

 

 

The Counselor will demonstrate working knowledge of:

 

 

 

 

1

Counseling and Remediation Techniques.

 

2

Assessment procedures prior to a referral for a diagnostic evaluation, including the gathering of historical information and recommendations for remediation.

 

3

Administration, ethical, legal, and technical issues that relate to a school guidance counselor's effectiveness in the school.

 

4

Accountability, documentation and departmental procedures, in seeing a project to its desired completion.

 

5

Testing, administration and interpretation of results.

 

 

 

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

 

 

B

COMMUNICATIONS SKILLS

RATE

 

 

 

 

The Counselor will demonstrate clear, appropriate, and understandable communications as evidenced by:

 

 

 

 

1

Interpretation of assessments, specialized terms, and recommendations to students, parents, teachers and administrators so that they are clearly understood.

 

2

Reporting and interpreting results of case and group studies clearly and effectively.

 

3

Listening and responding appropriately to client's verbal and nonverbal communications.

 

4

Preparation of records and required reports in a timely fashion.

 

5

Creation of an emotionally and physically secure environment in which students can learn, interact, and feel free to express their views while encouraging respect for the rights, opinions, property, and contributions of others.

 

6

Promotion of student's understanding and acceptance of each other through open communication.

 

7

Encouragement of students to take pride in their accomplishments and to grow toward greater independence.

 

8

Promotion of student's self-esteem, self-respect, and self-confidence.

 

9

Establishment and maintenance of the confidence and respect of the students through personal example.

 

10

Demonstration of a positive attitude toward the profession in contact with the students, parents, administrators, staff, and community.

 

11

Work that is congenial and effective with colleagues.

 

12

Initiation of timely communications with students and parents about student achievements, needs, and behaviors.

 

13

Promotion of student's ability to communicate effectively with others about ideas and questions of concern to them.

 

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

 

 

 

 

C

INTERVENTIONS/STRATEGIES

RATE

 

 

 

 

The Counselor will demonstrate intervention as evidenced by:

 

 

 

 

1

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

 

2

Evaluating the reliability, validity, and fairness of assessment, techniques, instruments, and procedures.

 

3

Respecting and responding appropriately to racial, sexual, social, and ethnic differences.

 

4

Designing and implementation of diagnostic studies of individual clients by analyzing developmental and social history, observation and evaluation of the client, and consultation with others.

 

5

Identifying strengths and weaknesses and appropriate remedial strategies.

 

6

Counseling individual students and groups of students.

 

7

Providing education, behavioral management, and mental health consultation services to teachers, parents, and administrators.

 

8

Working with the classroom teacher to explore strategies and techniques which would be most appropriate for the individual student.

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

D

PROFESSIONAL INVOLVEMENT

RATE

 

 

 

 

The Counselor will demonstrate involvement as evidenced by:

 

1

Cooperating with co-workers by sharing ideas and methods of instruction in the solution to pupil problems.

 

2

Exhibiting professional attitudes and behavior, especially as it relates to confidentiality pertaining to guidance information of counselee and their parents.

 

3

Making use of constructive ideas and suggestions.

 

4

Taking advantage of in-service educational opportunities and apply learning skills appropriately.

 

5

Contributing to the enhancement of curricular activities.

 

 

 

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

EVALUATOR’S COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COUNSELOR’S COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

DATE ___________________________            EVALUATOR’S SIGNATURE  __________________________________

 

This signature merely indicates that I have read and discussed this Evaluation with my evaluator.*

 

*Note see Article XV, Section C. 2 & 3.

 

 

DATE  ___________________________           COUNSELOR’S SIGNATURE __________________________________

 

 

 

 

 

 

 

 

 

 

APPENDIX   H

 

LIBRARIAN/MEDIA SPECIALIST EVALUATION SCALE

Bay Path Regional Vocational Technical High School

 

This EVALUATION will be completed in accordance with the Commonwealth of Massachusetts Board of Education, Principles of Effective Teaching and Examples of Descriptors.

 

                                                                                                                             Date:

 

Teachers Name -                                                                                          Classroom – Media Center

 

 

A

INSTRUCTION

RATE

 

The Media Specialist should:

 

 

 

 

1

Help students and teachers locate needed information.

 

2

Instruct students in the use of the media center.

 

3

Offer students reading, listening, and viewing guidance.

 

4

Provide in-service training to teachers in the utilization of materials and equipment

 

5

Assist instructors in defining objectives, selecting media, and designing evaluation procedures.

 

6

Maintain contact with all aspects of the school’s instruction program.

 

7

Assist in curriculum development.

 

 

 

 

 

 

COMMENTS

 

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENDATIONS

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

B

SUBJECT AND CURRICULUM COMPETENCY

RATE

 

The Media Specialist should:

 

 

 

 

1

Demonstrate knowledge, understanding, and application of relevant library/media subject matter according to the Massachusetts Common Core of Learning and the Massachusetts Curriculum Frameworks.

 

2

Identify media-related problems.

 

3

Seek out solutions to media problems.

 

 

COMMENTS

 

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

C

PLANNING & PREPARATION

RATE

 

The Media Specialist should:

 

 

 

 

1

Supervise media center staff.

 

2

Administer the media budget.

 

3

Evaluate the media program.

 

4

Select materials and equipment.

 

5

Purchase materials and equipment.

 

 

 

COMMENTS

 

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

 

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

D

STUDENT/MEDIA MANAGEMENT

RATE

 

The Media Specialist should:

 

 

 

 

1

Make all of the media easily accessible by setting up and carrying out cataloging, processing, and shelving procedures.

 

2

Get materials and equipment to the patrons by setting up and carrying out circulation, scheduling, and maintenance procedures.

 

3

Keep up to date records of circulation, equipment, and usage.

 

4

Maintain and complete repairs on audio-visual equipment.

 

5

Design teaching materials not available elsewhere.

 

6

Prepare or oversee preparation of designed materials.

 

7

Prepare various displays and bulletin board materials.

 

8

Maintain an attractive environment in the media center.

 

 

 

COMMENTS

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

 

 

 

 

 

 

E

COMMUNICATIONS SKILLS

RATE

 

The Media Specialist should:

 

 

 

 

1

Involve the teachers and students in the use of the media center.

 

2

Educate the community on the use of instruction.

 

3

Maintain discipline of the student using the media center.

 

4

Respect students and command respect from students in return.

 

5

Cooperate with other teachers.

 

6

Cooperate with administrators.

 

7

Have a healthy attitude toward constructive criticism.

 

8

Be punctual and dependable.

 

9

Use good voice control.

 

10

Use tact in his/her dealing with persons within and without the profession.

 

11

Have pose and self-control.

 

12

Display a willingness and enthusiasm to work for the overall good of the school.

 

13

Be prompt and accurate in handling records and reports.

 

 

 

COMMENTS

 

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

F

PROFESSIONAL INVOVEMENT

RATE

 

The Media Specialist should:

 

 

 

 

1

Keep up to date on development in the media field.

 

2

Work to improve his/her knowledge of and involvement in the media profession.

 

3

Belong to and takes active part in professional organizations.

 

 

COMMENTS

 

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENDATIONS

 

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

EVALUATORS COMMENTS

 

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

LIBRARIAN/MEDIA SPECIALIST COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________

________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

DATE_______________                               EVALUATOR'S SIGNATURE ___________________

 

*This signature merely indicates that I have read and discussed this Evaluation with my evaluator.

*Note See ART 15 SECT. C. 2 and 3.

 

 

DATE_______________                               LIBRARIAN’S SIGNATURE ______________________

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX I

BAY PATH REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

SCHOOL PSYCHOLOGIST EVALUATION SCALE

 

 

This EVALUATION will be completed in accordance with the Commonwealth of Massachusetts Board of Education Principles of Effective Teaching and Examples of Descriptors.

 

 

Name –                                                                          Date –

                                                                                       Classroom –

 

DIRECTIONS:  Please select the appropriate rating for each attribute:

                                                                                       3 – Exceeds School Standards

                                                                                       2 – Meets School Standards

                                                                                       1 – Fail to Meet School Standards

                                                                                       X – Does Not Apply

 

A

AREA OF KNOWLEDGE AND COMPETENCY

RATE

 

 

 

 

The Psychologist will demonstrate working knowledge of:

 

 

 

 

1

Diagnosis and treatment of learning and behavioral disorders.

 

2

The administration, scoring and interpretation of individual and group measures cognitive, academic, effective, and behavioral aspects of human functioning.

 

3

The administration, ethical, legal, and technical issues that relate to a school psychologist’s effectiveness in the school.

 

4

The major theories and techniques of consultation.

 

5

Recent development in the field of educational psychology.

 

6

Federal and state laws and regulations pertaining to special education.

 

 

 

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

 

 

B

COMMUNICATIONS SKILLS

RATE

 

 

 

 

The Psychologist will demonstrate clear, appropriate, and understandable communications as evidenced by:

 

 

 

 

1

Interpretation of assessments, specialized terms, and recommendations to students, parents, teachers and administrators so that they are clearly understood.

 

2

Reporting and interpreting results of case and group studies clearly and effectively.

 

3

Listening and responding appropriately to client's verbal and nonverbal communications.

 

4

Preparation of records and required reports in a timely fashion.

 

5

Creation of an emotionally and physically secure environment in which students can learn, interact, and feel free to express their views while encouraging respect for the rights, opinions, property, and contributions of others.

 

6

Promotion of student's understanding and acceptance of each other through open communication.

 

7

Encouragement of students to take pride in their accomplishments and to grow toward greater independence.

 

8

Promotion of student's self-esteem, self-respect, and self-confidence.

 

9

Establishment and maintenance of the confidence and respect of the students through personal example.

 

10

Demonstration of a positive attitude toward the profession in contact with the students, parents, administrators, staff, and community.

 

11

Work that is congenial and effective with colleagues.

 

12

Initiation of timely communications with students and parents about student achievements, needs, and behaviors.

 

13

Promotion of student's ability to communicate effectively with others about ideas and questions of concern to them.

 

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

 

 

 

 

C

INTERVENTIONS/STRATEGIES

RATE

 

 

 

 

The Psychologist will demonstrate intervention as evidenced by:

 

 

 

 

1

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

 

2

Evaluating the reliability, validity, and fairness of assessment, techniques, instruments, and procedures.

 

3

Respecting and responding appropriately to racial, sexual, social, and ethnic differences.

 

4

Designing and implementation of diagnostic studies of individual clients by analyzing developmental and social history, observation and evaluation of the client, and consultation with others.

 

5

Identifying strengths and weaknesses and appropriate remedial strategies.

 

6

Preparing educational plans and recommendations based on diagnostic studies.

 

7

Implementing those aspects of individual educational plans, which are the responsibility of the school psychologist.

 

8

Counseling individual students, groups of students, and their families.

 

9

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

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

D

PROFESSIONAL INVOLVEMENT

RATE

 

 

 

 

The Psychologist will demonstrate involvement as evidenced by:

 

1

Cooperating with co-workers by sharing ideas and methods of instruction in the solution to pupil problems.

 

2

Exhibiting professional attitudes and behavior.

 

3

Making use of constructive ideas and suggestions.

 

4

Taking advantage of in-service educational opportunities and apply learning skills appropriately.

 

5

Contributing to the enhancement of curricular activities.

 

 

 

 

 

COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENDATIONS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

EVALUATOR’S COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COUNSELOR’S COMMENTS

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

DATE ___________________________            EVALUATOR’S SIGNATURE  __________________________________

 

This signature merely indicates that I have read and discussed this Evaluation with my evaluator.*

 

*Note see Article XV, Section C. 2 & 3.

 

 

DATE  ___________________________           PSYCHOLOGIST’S SIGNATURE_______________________________

 

 

 

 

 

 

 

 

 

 

Memorandum of Agreement

 

This Agreement is made and entered into by and between the Southern Worcester County Regional Vocational School District School Committee (hereinafter “Committee”), the Bay Path Teachers’ Association (hereinafter “Association”) and Bay Path Regional Vocational Technical High School’s, Superintendent of Schools (hereinafter “Superintendent”).

 

WITNESSETH

 

Whereas, the parties hereto have entered into discussions concerning the Massachusetts Memorandum of Understanding (MOU) attendant to the Federal Race to the Top Grant (RTTT); and,

 

Whereas, the parties hereto have concluded such discussions and wish to memorialize their mutually agreed upon results;

 

Now Therefore, the parties agree as follows:

 

1.         The Committee, the Association and the Superintendent shall execute the MOU and shall thereafter, in a timely manner, submit it to the Commonwealth;

 

2.         The Committee, the Association and the Superintendent agree that they shall work together in full collaboration and equal partnership on the RTTT Grant Application (Application) and Work Plan which the School District (District) will submit to the Commonwealth in the spring of 2010.

 

3.         The Committee, the Association and the Superintendent agree that any party to this Agreement may, at any time during the RTTT process, raise objection to said Application or Work Plan in whole or in part.  At such time the parties shall cease work on the Application or Work Plan and discuss the objection with the aim of finding a mutually agreeable resolution.  If after such discussions the objection remains, the Application and/or Work Plan shall not be submitted to the Commonwealth.

 

4.         The execution of the MOU and the submission of the Application or Work Plan by the Committee, the Association and the Superintendent are not binding upon the parties and any party at any time may withdraw from the RTTT process.

 

5.         This Agreement is entered into without prejudice or precedent to any party and is applicable only to the RTTT MOU and/or Application and/or the Work Plan.  It does not establish any practice by which any party may be bound at any time in the future and shall be admissible in litigatory form only as to its enforcement.

 

In Witness Whereof, we set our hands on this the 11th day of January, 2010.

 

PREVIOUSLY SIGNED

 

 

 

 

 

 

 

 

SIDE LETTER AGREEMENT

 

SOUTHERN WORCESTER COUNTY REGIONAL

VOCATIONAL SCHOOL DISTRICT COMMITTEE

 

and

 

BAY PATH TEACHERS ASSOCIATION

 

 

 

            The Southern Worcester County Regional Vocational School District Committee (the “District”) and the Bay Path Teachers Association (the “Association”) make the following agreement to be in effect from September 1, 2008 through August 31, 2011, whereupon the agreement shall terminate unless extended in writing by the parties. 

 

            The parties agree that there shall be a “Tech Prep Coordinator” appointed by the Superintendent, who shall receive an annual stipend of $1,800.00.  To be paid at the end of the school year in conjunction with school policy.  The incumbent in this position shall continue to perform the duties customarily associated with the Tech Prep Site Coordinator position previously funded pursuant to the Worcester Tech Prep Consortium Perkins grant, except to the extent that such duties may be amended or modified by direction of the Superintendent.  The parties agree that this stipend is not intended to fall under the provisions of the main agreement pertaining to extra-curricular compensation, except as determined by the Superintendent.

 

 

BAY PATH TEACHERS ASSOCIATION

 

 

 

 

 

SOUTHERN WORCESTER COUNTY

REGIONAL VOCATIONAL SCHOOL

DISTRICT COMMITTEE

 

 

         

PREVIOUSLY SIGNED

 

 

 

 

           

 

 

 

 

 

 

 

 

 

 

 

 

SIDE LETTER AGREEMENT

Between

Bay Path High School and Bay Path Teacher's Association

 

Notwithstanding the language contained in the Collective Bargaining Agreement between the parties, dated September 1, 2002 through August 31, 2005.  The following shall be effective for the term of the contract:

 

1.                  Effective September 1, 2001

 

Shop classes shall have a maximum of twenty (20) students, except under the following circumstances.  If the Superintendent determines that Office Occupations, General Marketing, Drafting and Data Processing shop classes to have between 21 and 25 students per shop teacher, that teacher may request an aide who will be exclusive of aides or additional teachers provided pursuant to special education requirements and Title 1 services.  If the Superintendent determines that any other shop class will have between 21 and 25 students per shop teacher, that shop teacher will be provided with an aide with six years experience in the same field as the shop class, and who will be exclusive of aides or additional teachers provided pursuant to special education requirements and Title 1 services.  Notwithstanding the above, if a student is placed a shop class by the Superintendent and is above the general maximum of twenty (20) students per shop class, that student must have listed that shop class as his/her first choice to be eligible for such placement.

 

3.         The total number of vocational programs that would utilize such aides, as described above, shall be no more than four (4) for each effective year.

 

4.         During the school year beginning September 1, 1999, an Implementation Committee shall be established.  This Committee shall be responsible for developing solutions for various problems which may occur with the implementation of aids in the vocational classes.  The Committee will consist of two people appointed by the Superintendent and two people appointed by the Association.

 

  5.          The actual placement of the additional students, beyond the maximum class size of 20, would only occur after the vocational aide has been hired.  The School Administration will provide the necessary supplies and materials necessary for these additional students.

 

            6.          This program will expire on August 31, 2005 unless specifically agreed to by the parties.

 

            7.         Any amendment to this program must be in writing and agreed to by the parties.

 

 

 

 

 

Southern Worcester Regional Vocational                           Bay Path Teacher’s Association

Technical School District Committee                     

 

 

                                                       PREVIOUSLY SIGNED


SIDE LETTER AGREEMENTS

 


BETWEEN

 

SOUTHERN WORCESTER REGIONAL VOCATIONAL TECHNICAL SCHOOL DISTRICT COMMITTEE

AND

BAY PATH TEACHER'S ASSOCIATION

 

 

The Parties agree as follows regarding the schedule change:

The parties agree that the District may take such steps as are necessary to add an extra period to the school day schedule, which may be implemented at the District’s option during or after the September 2003.  The parties recognize that implementation of the schedule change may require modification of contract language.  In view of this, the parties agree to bargain the impacts of this change for up to 60 days after the District presents a detailed proposal to the Association bargaining team. 

 

 

The parties agree as follows regarding Health Insurance:

The District agrees to meet its obligations under M.G.L. c. 32B as they pertain to organization of an Insurance Advisory Committee.

 

 

For the School Committee                              For the Union

 

 PREVIOUSLY SIGNED