Blackstone Valley RVSD

Show detailed information about district and contract

DistrictBlackstone Valley RVSD
Shared Contract District
Org Code8050000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersBlackstone Valley RVSD
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityresort/retirement/artistic
Number of Schools1
Enrollment1136
Percent Low Income Students16
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document Blackston Valley

AGREEMENT

Between the

BLACKSTONE VALLEY VOCATIONAL REGIONAL

SCHOOL DISTRICT COMMITTEE

and the

BLACKSTONE VALLEY REGIONAL

VOCATIONAL TECHNICAL HIGH SCHOOL

TEACHERS' ASSOCIATION

2014-2017

This Agreement is made and entered into on this 28th day of August, 2014 by and between the Blackstone Valley Vocational Regional School District Committee (hereinafter sometimes referred to as the "Committee") and the Blackstone Valley Regional Vocational Technical High School Teachers' Association (hereinafter sometimes referred to as the "Association").

PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible quality for the youth of the Blackstone Valley Vocational Regional School District and that good morale within the teaching staff of the Blackstone Valley 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 Massachusetts, the Committee, elected by the citizens of the Blackstone Valley Vocational Regional School District, has final responsibility for establishing the educational policies of the Blackstone Valley Regional Vocational Technical High School;

B.        The Superintendent-Director of the Blackstone Valley Vocational Regional School District (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established;

C.        The teaching staff of the Blackstone Valley Regional Vocational Technical High School has responsibility for providing in the classrooms and shops education of the highest possible quality;

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

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

ARTICLE I - RECOGNITION

For the purpose of collective bargaining with respect to wages, hours and other conditions of employment, the negotiation of collective bargaining agreements and any questions arising there under, the Committee recognizes the Association as the exclusive bargaining agent and representative for all classroom teachers, vocational teachers, guidance counselors, adjustment counselors, school psychologists, technology specialists, library media specialists and school nurses, (as such employees are defined in Chapter 150E of the General Laws of Massachusetts) excepting, however, the Superintendent and every such employee who on the effective date of the Agreement is, or thereafter shall be, designated by the Committee as a representative of it for the purpose of such bargaining.

Unless otherwise indicated, the employees in the above unit will be hereafter referred to as teachers/instructors, and reference to teachers/instructors will include all teachers/instructors, both male and female.

ARTICLE I A - MANAGEMENT RIGHTS CLAUSE

Section 1.        The School District will not be limited in any way in the exercise of the functions of management and retains and reserves the right to exercise, without bargaining with the Association, all the powers, authority and prerogatives of management, including, but not limited to, the following:

a)   to direct and conduct the educational affairs of the District and its schools, programs and departments;

b)   to direct and control all operations and services of the District and its schools;

c)   to determine the organization, location and the number of employees of the District and its schools;

d)   to hire, appoint and promote employees;

e)   to direct, train, supervise and evaluate employees, subject to Appendix A and Article XXXI;

f)    to conduct mandatory professional improvement programs for employees;

g)   to evaluate and determine the educational curriculum; h)      to schedule and cancel classes and courses;

i)    to determine the level of student competency;

j)    to determine, interpret and change job descriptions;

k)   to institute technological changes or to revise processes, systems, or equipment from time to time;

l)    to enforce work hours, including the setting or modification of the daily and yearly school and class schedule, subject to Article VII;

m)   to grant and schedule leaves, subject to Appendix B;

n)    to discipline employees;

o)    to relieve employees due to the incapacity to perform duties;

p)    to make, amend, and enforce rules, regulations, operating, administrative and safety procedures from time to time as the District deems necessary;

q)      to determine the care, maintenance and operation of the equipment and property used for and on behalf of the District;

r)       to alter, add to or eliminate existing methods, equipment facilities or programs;

s)        to assign work sites, including the change of work sites from time to time, provided the work site shall be within the District’s member municipalities except short-term assignments, such as field trips, which may be made outside of the District’s member municipalities;

t)        to determine whether goods should be leased, contracted or purchased; and the School District will have the right to invoke these rights and make such changes in these items as the School District in its sole discretion may deem appropriate without negotiation with the Association, except to the extent expressly abridged by a specific provision of this Agreement.

Section 2.        During an emergency (e.g., natural disasters; direct threat to the security of the District’s staff or students), the School District will have the right to take any action necessary to meet the emergency notwithstanding any contrary provisions of this Agreement.

Section 3.        Except as expressly provided by a specific provision of this Agreement, the exercise of the aforementioned rights, as well as any matter dealing with the administration of the School District, shall be final and binding and subject only to review through Level Three of the grievance process, unless a simple majority of the Association membership votes to process the matter to arbitration. Grievance procedures for all matters which fall outside of management rights remain intact and are defined in Article VI and elsewhere in this Agreement.

ARTICLE II - SAVINGS CLAUSE

The provisions of this Agreement shall be deemed severable, and in the event any provision thereof shall be finally determined to be invalid in whole or in part by a court of competent jurisdiction, then and in any such event, the remaining provisions of this contract, including the portion of any provision not found to be invalid, shall be unaffected by such finding and shall continue in full force and effect for the remainder of the duration of this contract.

This Agreement constitutes the entire contract and shall not be reopened for further negotiations by either party during its term as established under the article entitled "Duration" except by mutual agreement of the parties, it being understood and agreed that negotiations for a new contract becoming effective after termination date of this present Agreement, may be commenced before the expiration date hereof in accordance with prior customs and practice of the parties hereto.

ARTICLE III - PRINCIPLES

It is recognized that teaching is a profession requiring specialized qualifications, and that the success of the educational program in the district depends upon the maximum utilization of the abilities of teachers who are reasonably well satisfied with the conditions under which their services are rendered.

It is further recognized that the teachers have a right to join, or not to join, any organization for their professional or economic improvement but that membership in any organization shall not be required as a condition of employment.

At any place where the male pronoun is used in this agreement it is the intent of the parties to include both male and female personnel. Pursuant to the Education Reform Law of 1993, and any amendments thereto, when the term "Assistant Superintendent-Director" is used in this agreement it shall have the same meaning as "Principal."

The School Committee, the Sub-Committee or designated representatives of the School Committee and/or administrative staff, will meet with the representatives of the Association for the purpose of collective bargaining with respect to wages, hours and other terms and conditions of employment.

ARTICLE IV - NEGOTIATIONS

Negotiations for a successor Agreement to take effect July 1, 2014 will commence on or before April 1, 2017. Meetings shall be called upon the written request of either party involved. A mutually convenient time shall be set within fifteen (15) days of the date of the request.

ARTICLE V - COMPLAINTS

In the event of a complaint against a teacher, the District shall determine in a timely manner whether an investigation is necessary. If the weight of initial evidence is such that the District conducts an investigation, it will notify the accused within twelve school days of the start of the investigation that an investigation is underway and ensure that the accused has an opportunity to respond to the allegation(s) before making a finding of wrongdoing. Before or during any interview of the accused, the District will provide sufficient information such that the accused can respond to the allegations.

After the District’s investigation is complete, and if the District imposes discipline upon the teacher as a result of the investigation, the accused and/or Association may request a copy of materials related to the investigation. The District will provide a copy of the requested materials in a reasonable time frame based on the circumstances involved. It is understood that the District may require the accused and/or Association to execute a Confidentiality Agreement regarding the materials produced. It is also understood that the identity of any student involved in an investigation will only be disclosed to the accused, an MTA staff member/counsel, and Association officers directly involved in evaluating whether to challenge the discipline imposed; and only to the degree necessary for the Association’s defense of the accused. The accused, MTA staff member/counsel, and Association officers will only speak to student witnesses about the matter in the presence of a District representative.

The failure of the subject of an investigation to comply with any directive from Administration with regard to contacting witnesses or potential witnesses or otherwise interfering or attempting to interfere with the investigation shall be considered insubordination and subject to discipline. Breaches of confidentiality by MTA staff or Association officers will void any obligation by the District to provide the identity of students to those individuals in future matters. Investigations by law enforcement are the responsibility of law enforcement and shall not be subject to the provisions of this Article, unless the District conducts its own investigation.

ARTICLE VI - GRIEVANCE PROCEDURE

A.        Definitions

1.         A "grievance" is defined to be a question, problem or disagreement which arises concerning (1) the interpretation or application of any provision of this Agreement with respect to the wages, hours or working conditions of an employee or employees covered by it or (2) an alleged violation of any provision of this Agreement. A matter which is not specifically covered by any provision of the Agreement or which is reserved to the discretion of the District under the laws of Massachusetts, the regulations of the Massachusetts Department of Elementary and Secondary Education, or the regulations of the U.S. Office of Education, may not be the subject of a grievance.

2.         A "grievant" is the party or parties making the claim.

3.         A "party in interest" may be any member of the Teachers' Association or any member of the School Committee or Administration making the claim or who might be required to take action or against whom action might be taken in order to resolve the claim.

B.        Purpose

1.         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 welfare or working conditions of teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

2.         Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with an appropriate member of the administration, and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment and to state its views.

C.         Procedure

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.

Level One

A grievance must be filed with the Assistant Superintendent-Director within ten (10) school days of knowledge of the occurrence. The Assistant Superintendent-Director shall meet with the grievant and make a response within five (5) school days of the receipt of the grievance.

Level Two

If the grievance is not resolved to the satisfaction of the grievant at Level One, the grievant may appeal the grievance to the Superintendent within five (5) school days of the receipt of the denial. The Superintendent shall meet with the grievant and answer the grievance within ten (10) school days of his receipt of the grievance.

Level Three

If the grievance is not resolved satisfactorily at Level Two, the Association may present the grievance to the School Committee within ten (10) school days of the Superintendent's answer. The School Committee shall meet with the Association at the next regularly scheduled School Committee meeting provided the grievance is received five (5) school days prior to the meeting. The School Committee shall issue its decision at the next regularly scheduled School Committee meeting following the grievance hearing. The parties acknowledge that with respect to matters of appointment or disciplinary matters, the School Committee has no authority to reverse the decision of the Principal or Superintendent. Accordingly, the School Committee’s grievance answer with respect to such matters will be for advisory purposes only.

Level Four

If the Association does not accept the decision of the School Committee, it may within ten (10) school days of the receipt of the School Committee's decision notify the School Committee that the grievance is to be submitted to arbitration. If the parties cannot agree upon an arbitrator the selection shall be made by the American Arbitration Association in accordance with its rules and regulations. The costs for the services of the arbitrator, including per-diem expenses, if any, and actual and necessary travel and subsistence expenses will be borne equally by the School District and the Association. The award of the arbitrator shall be final and binding upon all parties. The arbitration proceeding shall be subject to the following conditions:

•     The arbitrator shall have no power to add to, subtract from, or modify this Agreement, and may only interpret such items and determine such issues as may be submitted to him or her by agreement of the parties.

•     The arbitrator shall not render a decision contrary to state or federal law.

Either party shall have the right to have a transcript made of the proceedings, in which case the transcript shall be designated by the parties as the official record of the proceedings. The party or parties that request a copy of the transcript shall bear the expense, in equal proportions, of providing a copy of the transcript to the arbitrator.

D.        Miscellaneous

No reprisals of any kind will be taken by the School Committee or by any member of the Administration against any participant in the grievance procedure by reason of such participation. Any party in interest may be represented at all stages of the grievance procedure by a person of his or her own choosing, except that he or she may not be represented by a representative or an officer of any teacher organization other than the Association. When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure. The Association may file a grievance that affects a group or class of teachers at the first level at which the grievance may be filed. The Association may process such a grievance through all levels of the grievance procedure even though the grievant does not wish to do so. Any grievance not processed within the time limits shall be considered waived. Any grievance not answered within the time limits shall be considered denied. The Association may participate at all levels of the grievance procedure. Time limits may be mutually waived. Grievances may be settled without precedent at any stage of the grievance procedure.

Grievance Materials: All grievance materials shall be filed separately from personnel files to the extent permitted by law.

ARTICLE VII - TEACHING HOURS AND TEACHING LOAD

Recognizing that under the Laws of Massachusetts the School Committee has incontrovertible right to make all reasonable rules and regulations for the conduct and management of the schools, the following policies will be in effect:

Section 1:

Teachers shall be in their classrooms or shops at 7:40 A.M. and may not leave school until 2:15 P.M., with the understanding that the work day may be altered (but not increased) by ten (10) minutes, earlier or later, to accommodate student bus transportation. In no event shall teachers be released from school until departure of the last bus.

Section 2:

All teachers are required to remain after school for extra-help sessions, detentions, or staff meetings. Wednesday will be reserved for other staff meetings (limit 2 per month) and these meetings will end no later than 3:15 P.M. Teachers will remain after school and in their classroom or shop for extra help session or detention, or performing required school functions, until at least 3:00 P.M. on Tuesdays and Thursdays.

Section 3:

The length of the work year for bargaining unit members will be one hundred and ninety-three (193) instructional days plus two (2) days for opening and/or closing of school as deemed necessary by the Superintendent and approved by the School Committee.

Section 4:

In the interest of fulfilling desirable educational objectives and of maintaining professional standards, the following guidelines are established and will be implemented.

a.   Teachers may be required to attend, after the end of the regular workday, emergency meetings called by the Superintendent.

b.   Teachers may be required to attend four evening meetings each year. The required evening meetings shall be as follows: 1) Weeknight Open House; 2) New Student Application Night; 3) Parents Night; and 4) the Annual Advisory Committee dinner meeting. Attendance at all other evening meetings will be voluntary.

c.   Teachers will be provided with a duty-free lunch period.

d.   All classroom teachers shall be provided one duty-free preparation period per day for the purpose of planning lessons and correcting student work. A teacher’s instructional time will not exceed 255 minutes per day.

Definitions:

Instructional Periods - scheduled assignments when students are taught in a classroom in accordance to a teacher's prepared instructional plan.

Vocational Instructors - personnel approved by the Board of Education who are assigned to train students in a vocational specialty imparting related or shop instruction as scheduled.

e.   Academic teachers will not be assigned to more than one discipline area unless it is necessary to fill out the class schedule.

f.    Teachers will be notified of their tentative programs for the following year before the end of the current school year. The Association recognizes, however, that some changes may have to be made in order to ensure the best possible instruction for students of the district. Teachers affected by such changes shall be notified of any necessary changes as soon as practicable.

g.   A copy of the school calendar for the following year will be distributed to the teachers as soon as possible after formulation, but in any case on or before June 1.

h. It is the intention of the School District to limit the number of consecutive instructional minutes to 170, to the extent that the schedule will permit.

i.    With  the exception of an emergency or other unforeseen circumstances within vocational programming, the District will provide vocational laboratory substitute coverage or modified student vocational laboratory schedules to allow for one (1) half-hour duty-free period each week in each program for the designated purpose that each vocational instructor will address crucial school duties which include interdepartmental meetings, pre-engineering meetings, student assessments, portfolio development, integration efforts (shop to shop, shop to academics, shop to clubs, etc.), Guidance Office business, parental contacts, teaching preparation work (ordering materials, making copies, vendor/customer contact, etc.), reviewing IEP and 504 Plans, or other value added activities authorized by the Principal or his/her designee.

ARTICLE VIII - CLASS SIZE

A.        Both parties to this Agreement recognize that numbers of students assigned to any specific section is one factor which affects individual learning. It is also recognized that effective teaching is dependent on the professional qualifications, resourcefulness, creativity, adaptability, dedication and the skillfulness of individual faculty members.

B.        As such, the School District will endeavor to organize academic sections so that student learning is enhanced in ways which adhere to the guiding principles below:

1.         Students considered as "moderate and/or fast learners" - Ratio of 28 to 1.

2.         Provide necessary staff (professional and/or paraprofessional) to meet the educational plans of students with Special Needs.

C.        The above ratios represent maximums used for initial placement subject to revision from time to time. Every effort will be made to arrange students with similar achievement levels in the same academic sections, to the extent it is feasible. The desired objective of arranging academic classes is to establish a maximum ratio of 25 to 1.

D.        Vocational training classes, because of safety precautions, shall be organized by various departments. When instruction is provided within a specific shop, the assigned student base will not exceed the student/teacher ratio per cycle, per shop as stated below:

Auto Body, Auto Technology, Mill and House Carpentry, Industrial Manufacturing/Welding Tech. -Twenty (20) students under the direct supervision of one (1) instructor.

Air Conditioning/Refrigeration, Drafting, Electrical, Electronics, Painting and Decorating, Graphic Arts Plumbing, Culinary Arts - twenty-two (22) students under the direct supervision of (1) instructor.

Culinary Arts, Health Services and Office Technology - twenty-five (25) students under the supervision of (1) instructor.

With reference to shop classes in parts #D.1 and #D.2 above, ratios shall not exceed twenty-two (22) to one (1) nor twenty-four (24) to one (1) respectively, during the period when school opens in August through the end of the exploratory program, after which ratios established in parts #D.1 and #D.2 shall take effect.

Nothing herein contained shall preclude shifting or reassigning students from department to department, as the need arises, provided the conditions above are satisfied.

Students engaged in the Cooperative Education Program shall not be counted in determining students/teacher ratios.

E.        The ratio of students to a counselor shall be a maximum of 250-1. This ratio may be attained by employment of full time counselors and/or equivalent part-time counselors.

ARTICLE IX - SUBSTITUTE TEACHERS

It shall not be the policy of the District to require teachers to use their preparation time to substitute for other teachers, provided such instructors are teaching a full schedule. The District will make every reasonable effort to provide substitutes.   In situations where substitutes are necessary, but not available, the Assistant Superintendent-Director or his/her designee may assign a teacher to use his/her preparation period for substituting. Teachers who are requested to substitute for another teacher will be assigned to this duty in rotation so as to distribute this duty as equitably as possible.

In the event that a teacher is assigned to use his/her preparation period to substitute for an absent teacher, he/she shall be compensated at the rate equivalent to the Intermittent Salary Schedule (Article X) to the nearest half hour.

When seniors are released, teachers who taught seniors may be assigned additional teaching duties not to exceed their normal schedule.    The existing practice of equitability shall continue.

ARTICLE X - TRAINING LEADERS

A.        Team Leaders are qualified teachers who are appointed by the appointing authority to perform extra duties and assume additional responsibilities essential for the efficient operation of a designated vocational or academic department. Inherent in the position are the exercise of professional leadership and management as described in the job description, duties and responsibilities adopted by the School District with respect to the Table of Organization.

The positions of Team Leaders shall be established in English, Mathematics, Science, Social Studies, Reading, World Language, Health, Special Education, Lead Guidance Counselor and all Vocational-Technical program areas. Any academic or vocational discipline that evolves during the duration of this contract containing two or more professional staff, will be recognized under this provision and the eligible Team Leader(s) will be compensated commencing the next fiscal year. The District has the legal right to determine whether and when team leader positions shall be filled.

B.        Compensation for Team Leader services shall be calculated in the following manner:

1.         Team Leaders responsible for departments with one (1) instructor in addition to the team leader - Effective July 1, 2014 $3,220; effective July 1, 2015 $3,220; effective July 1, 2016 $3,220.

2.         Team Leaders responsible for departments with two (2) instructors in addition to the team leader - Effective July 1, 2014 $3,514; effective July 1, 2015 $3,514; effective July 1, 2016 $3,514.

3.         Team Leaders responsible for departments with three (3) instructors in addition to the team leader - Effective July 1, 2014 $3,730; effective July 1, 2015 $3,730; effective July 1, 2016 $3,730.

4.         The Team Leader's salary will be increased by $100 for each professional staff member over and above three instructional members which they are responsible for (but not including) the Team Leader.

(a)        On-going customer billing as follows:             Culinary Arts -            $500.00

Auto Body -                $500.00

Auto Tech -                $500.00

Graphic Arts -            $500.00

*Paid at the end of the school year based upon the department enrollment range as of May 15th (or nearest preceding work day) of any school year.

(b)        * Day-school enrollment:

(1) 55-64 trainees     $100.00

(2) 65-74 trainees     $125.00

(3) 75-84 trainees     $150.00

(4) 85-100 trainees   $200.00

C.        Training Leader Prep Time:

The District will provide team leaders with 2 prep periods per week.

ARTICLE XI - INTERMITTENT SALARY SCHEDULE

Intermittent services performed by appointed personnel shall be paid in accordance with the following rate schedule:

$32.00 per hour effective July 1, 2014

$32.00 per hour effective July 1, 2015

$32.00 per hour effective July 1, 2016

In the event that classes are canceled after the established starting time (day classes are scheduled), instructors will be compensated for the full period of scheduled instruction.

Instructors and students will be allowed a fifteen (15) minute break during a consecutive three (3) hour instructional period. Instructors shall remain in the vicinity of the instructional station in order to monitor the trainees.

Nothing contained in this Article shall limit the right of the School District to hire outside of the recognition clause unit and to determine an appropriate rate schedule for any instructor so hired. The right of first refusal for evening school instruction shall go to a qualified instructor within the recognition clause.

ARTICLE XII - SCHOOL NURSES

School nurses shall be appointed by the School Committee in accordance with the General Laws of the Commonwealth of Massachusetts.

School nurses shall perform duties and assume responsibilities normally associated with the position. From time to time, school nurses shall undertake appropriate assignments as directed by the Superintendent-Director or the Assistant-Superintendent Director.

The work schedule for school nurses shall be between the hours of 7:40 a.m. until 2:10 p.m., with the understanding that the work day may be altered (but not increased) by ten (10) minutes, earlier or later, to accommodate student bus transportation. The salary of the nurse shall be pro-rated according to hours actually worked. Nursing services shall be provided on days when school is in session and in accordance with the approved school calendar. If nurses are required to work when school is not in session, they shall be compensated at the established per diem rate, pro-rated based on the annual salary.

Effective July 1, 2008, nurses who have an Initial or Professional License will be placed on Step 1 of Level I of the Teachers Salary Schedule set forth in Article XIV. Nurses, however, may progress up to Step 7 of Level I, and will not be eligible for progression to Levels II through VI. Nurses will be eligible for a longevity payment of $200 for twelve (12) years of service or more. Course reimbursement for college or university credits shall be the same as for teachers. When a nurse does not have full credentials as noted above, compensation shall be within a range of 85% to 95% of the first Step of Level I of the Teachers Salary Schedule; provided the District shall determine, in its sole discretion, where to place a nurse in this range based on its determination of the nurse’s qualifications.

ARTICLE XIII - LIBRARY MEDIA SPECIALIST

The Library Media Specialist shall be appointed by the appointing authority and shall serve in the position in accordance with the General Laws of the Commonwealth of Massachusetts.

Said appointment shall be for a school year as defined for the professional faculty.

Duties and responsibilities of the Library Media Specialist shall include those normally associated with the position and that of a media-specialist. Nothing herein shall exclude the Library Media Specialist from taking on assignments directed by the Superintendent or his designee, namely the Assistant Superintendent-Director and the Academic Coordinator.

The daily work schedule for the Library Media Specialist shall commence at 7:30 a.m. and conclude at 2:30 p.m. on Monday; 3:00 p.m. on Tuesday through Thursday and 2:15 p.m. on Friday provided, that the Library Media Specialist shall not leave prior to the departure of the last bus and with the understanding that the work day may be altered (but not increased) by ten (10) minutes, earlier or later, to accommodate student bus transportation.

The Library Media Specialist who is requested by the Superintendent to provide student related services after 3:00 p.m. on school days or any time on a non-school day will be compensated at the same hourly rate as instructors in the Intermittent Services Salary Schedule.

Annual compensation for services shall be paid in accordance with the Professional Teacher Salary Schedule.

ARTICLE XIV - COUNSELOR COMPENSATION

Counselors who are requested by the Superintendent to provide student related services after 3:00 p.m. on school days or any time on a non-school day will be compensated at the same hourly rate as instructors in the Intermittent Services Salary Schedule.

The daily work schedule for school counselors shall commence at 7:30 a.m. and conclude at 2:30 p.m. on Monday; 3:00 p.m. on Tuesday through Thursday and 2:15 p.m. on Friday provided, that school counselors shall not leave prior to the departure of the last bus and with the understanding that the work day may be altered (but not increased) by ten (10) minutes, earlier or later, to accommodate student bus transportation.

ARTICLE XV - TEACHERS SALARY SCHEDULE

EFFECTIVE July 1, 2014

(FY15) 1.25%

Year 1

 

 

 

 

 

 

Step

I

II

III

IV

V

VI

1

49,033

50,850

52,826

54,998

57,366

59,261

2

51,314

53,131

55,110

57,280

59,646

61,617

3

53,592

55,410

57,393

59,561

61,931

63,974

4

55,872

57,694

59,675

61,840

64,212

66,330

5

58,155

59,970

61,953

64,125

66,494

68,689

6

60,437

62,251

64,237

66,406

68,773

71,042

7

62,718

64,538

66,518

68,689

71,053

73,397

8

64,998

66,820

68,799

70,970

73,337

75,757

9

67,287

69,100

71,081

73,247

75,615

78,108

10

69,563

71,380

73,360

75,533

77,898

80,467

11

-

73,661

75,643

77,813

80,179

82,824

12

-

78,506

80,541

82,733

85,145

87,954

ARTICLE XV - TEACHERS SALARY SCHEDULE

EFFECTIVE July 1, 2015

(FY16) 2.50%

Year 2

 

 

 

 

 

 

Step

I

II

III

IV

V

VI

1

50,259

52,121

54,147

56,373

58,800

60,743

2

52,597

54,459

56,488

58,712

61,137

63,157

3

54,932

56,795

58,828

61,050

63,479

65,573

4

57,269

59,136

61,167

63,386

65,817

67,988

5

59,609

61,469

63,502

65,728

68,156

70,406

6

61,948

63,807

65,843

68,066

70,492

72,818

7

64,286

66,151

68,181

70,406

72,829

75,232

8

66,623

68,491

70,519

72,744

75,170

77,651

9

68,969

70,828

72,858

75,078

77,505

80,061

10

71,302

73,165

75,194

77,421

79,845

82,479

11

-

75,503

77,534

79,758

82,183

84,895

12

-

80,469

82,555

84,801

87,274

90,153

ARTICLE XV - TEACHERS SALARY SCHEDULE

EFFECTIVE July 1, 2016

(FY17) 2.75%

Year 3

 

 

 

 

 

 

Step

I

II

III

IV

V

VI

1

51,641

53,554

55,636

57,923

60,417

62,413

2

54,043

55,957

58,041

60,327

62,818

64,894

3

56,443

58,357

60,446

62,729

65,225

67,376

4

58,844

60,762

62,849

65,129

67,627

69,858

5

61,248

63,159

65,248

67,536

70,030

72,342

6

63,652

65,562

67,654

69,938

72,431

74,820

7

66,054

67,970

70,056

72,342

74,832

77,301

8

68,455

70,375

72,458

74,744

77,237

79,786

9

70,866

72,776

74,862

77,143

79,636

82,263

10

73,263

75,177

77,262

79,550

82,041

84,747

11

-

77,579

79,666

81,951

84,443

87,230

12

-

82,682

84,825

87,133

89,674

92,632

Longevity Stipend

•     Longevity Stipend after 15 - 19 Years - $500

•     Longevity Stipend after 20 - 24 Years - $750

•     Longevity Stipend after 25 - 29 Years - $1,000

•     Longevity Stipend after 30+ Years - $1,250

Payment of the enhanced Longevity Stipend will be contingent upon each individual’s good standing under the professional standards evaluation instrument(s) provided in Article XXXI, as evidenced by a performance rating of “Proficient” or “Exemplary” on 90% of the professional performance standards evaluated, and/or as may be revised to include relevant standards subsequently approved and implemented by the Massachusetts Department of Elementary & Secondary Education (DESE).

Longevity payment will be made as an addition to teacher compensation in the school year following the attainment of the longevity milestone. For example, a teacher who completes 15 years of service in the 2014-2015 school year will have the longevity payment added to compensation during the 2015-2016 school year. In calculating years of service, a teacher must have worked at least ninety (90) contact days in any school year for that year to be counted as a year of service.

Level I:            Academic   teachers   with   a   Bachelor's   Degree   and   a   teaching   certificate,   and   vocational teachers with preliminary certification by the Board of Education, Massachusetts Department of Elementary and Secondary Education.

Level II:           Academic teachers  who have earned 18 semester hours toward a Master's Degree or 24 semester hours in approved courses* which lead to certification and vocational teachers with professional certification who have earned 36 semester hours toward a Bachelor's Degree.

Level III:          Academic   teachers   who   have   earned   a   Master's   Degree   and   vocational   teachers   with professional certification who have earned 60 semester hours toward a Bachelor's Degree.

Level IV:          Academic  teachers  who  have  earned  15 semester hours in approved courses* beyond a Master's Degree and vocational teachers with professional certification who have earned 90 semester hours toward a Bachelor's Degree.

Level V:           Academic  teachers  who  have  earned  30 semester hours in approved courses* beyond a Master's Degree and vocational teachers with professional certification who have earned a Bachelor's Degree.

Level VI:          Academic teachers who have earned a Master’s Degree plus the completion of 45 graduate credit hours, which incorporates a Certificate of Advanced Graduate Studies (CAGS), an Advanced Graduate Studies Certificate (AGCS), a second Master’s Degree or 45 graduate credit hours in a Doctoral program; and vocational teachers with professional certification who hold a Bachelor’s Degree and have earned 15 graduate credit hours within a Master’s Degree program. An academic teacher’s second Master’s Degree shall qualify for placement at Level VI provided the Superintendent, in his sole discretion, determines the second Master’s Degree serves the best interests of the District (e.g., the Superintendent determines that the second Master’s Degree is sufficiently related to the teacher’s area of instruction or the Master’s Degree is attained in an area of need by the District.

*          Approved courses in accordance with Article XXIII.

Teachers who anticipate accumulating sufficient semester hours to qualify for a change in salary level for the next school year will notify the Superintendent, in writing, before November 15th so that provision may be in the budget for the following year.

Teachers currently employed in Level I will be permitted to apply In-Service courses taken for credit, bona fide industrial courses, improvement grants, curriculum revision, etc., for advancement to Level II. The teacher will submit these courses to the Superintendent for approval for advancement prior to commencing the course.

The denial of a request to be raised to a new Level VI shall not be subject to the grievance process. A teacher who has been denied Level VI status, however, may ask the School Committee to review the Superintendent’s denial.

Teachers agree to be bound by the Arbitrator's Award in Arbitration Case Number 1139-2419-91.

Performance Award Program

This performance award program is based on the performance of students who have been enrolled at Valley Tech and will be completing their education at Valley Tech throughout the three years of this contract period. Meeting the performance conditions established under this program will require the efforts and adherence to professional standards of all Valley Tech staff over the entire contract period. Consequently, eligibility for the performance bonus includes a consideration of the number of years a person is a unit member at Valley Tech during the contract period as well as the individual’s good standing under the Massachusetts Model System for Educator Evaluation, as evidenced by a performance rating of “Proficient” or “Exemplary” on 90% of the professional performance standards evaluated, and/or as may be revised to include relevant standards subsequently approved and implemented by the DESE. The following schedule is proposed:

(a)        Unit members employed at Valley Tech for the three years of the contract period will be eligible to receive:

•     the full 0.75% performance bonus award if they have earned a performance rating of “Proficient” or “Exemplary” on 90% of the professional performance standards evaluated in each of the three years;

•     two-thirds of the 0.75% performance bonus award (0.50%) if they have earned a performance rating of “Proficient” or “Exemplary” on 90% of the professional performance standards evaluated in two of the three years; and

•     one-third of the 0.75% performance bonus award (0.25%) if they have earned a performance rating of “Proficient” or “Exemplary” on 90% of the professional performance standards evaluated in one of the three years.

(b)        Unit members employed at Valley Tech for two of the three years of the contract period will be eligible to receive:

•     two-thirds of the 0.75% performance bonus award (0.50%) if they have earned a performance rating of “Proficient” or “Exemplary” on 90% of the professional performance standards evaluated in each of the two years; and

•     one-third of the 0.75% performance bonus award (0.25%) if they have earned a performance rating of “Proficient” or “Exemplary” on 90% of the professional performance standards evaluated in one of the two years.

(c)        Unit members employed at Valley Tech for one of the three years during the contract period will receive one-third of the 0.75% performance bonus award (0.25%) under this contract if they have earned a performance rating of “Proficient” or “Exemplary” on 90% of the professional performance standards evaluated in that year.

(d)        For the purpose of this performance award program, a unit member who is employed for at least two-thirds of a contract year (130 of the 195 days, to be adjusted if the contract year is modified) will be considered to be employed at Valley Tech for that year.

The School Committee will certify eligibility for this Performance Award Program bonus at its first scheduled meeting following the public release of the test (or retest) results concerning DESE governed (MCAS/PARCC and COPS) competency standards and Valley Tech’s AYP report. Performance Award bonuses are expected to be paid in a lump sum on or before June 30, 2017. If the District learns the information necessary to determine whether the conditions precedent to the payment of the performance bonus will not be available prior to the expiration of this Agreement, the District will notify the Association of same on or after July 1, 2016 and the parties will reopen the Agreement (“the first reopener”) only for the purpose of negotiating the date upon which the performance bonus will be paid and a corresponding change in Article XXXIII, Duration. In the event the first reopener occurs, either party may also request to reopen the Agreement (“the second reopener”), effective July 1, 2017, only if the parties agree to extend the Agreement until June 30, 2018 as a part of the first reopener and provided the party seeking to exercise the second reopener notifies the other of same not later than January 1, 2018.

Eligible professional staff (defined as active unit members at the time the salary bonus is paid and those unit members who have retired from Valley Tech on or after June 30, 2017) will receive a salary bonus equal to three-quarters of one percent (0.75%) of their 2016-2017 base salary if the following conditions are met:

(1)        The four-year graduation rate of students in the class of 2017 meets the DESE state target for accountability or has improved over the comparable four-year graduation rate for the class of 2014; and

(2)        On the 2017 End-of-Cycle AYP Report, Valley Tech will meet the participation and performance AYP targets in English Language Arts, Mathematics, and Science for the school as a whole, (i.e. the aggregate student subgroup); and will meet the participation and performance AYP target in Social Studies to the extent that this subject area is incorporated into state and federal accountability programs. The AYP performance target may be reached either by exceeding the state’s proficiency index targets in ELA, Mathematics, Science, and Social Studies or through overall improvement as measured by the Composite Performance Index (CPI); and

(3)        At least 95% of the students in the class of 2017 earn a certificate of occupational proficiency (COP) for Valley Tech vocational/technical program offerings for which DESE has established such business and industry proficiency standards validated and aligned with state and national standards.

ARTICLE XVI - EXTRA-CURRICULAR SALARY SCHEDULE

ATHLETICS SCHEDULE

All positions will be posted in the spring of every year.

ATHLETICS SCHEDULE

Effective July 1, 2014

Effective July 1, 2015

Effective July 1, 2016

 

Athletic Advisor*

$6,493

$6,493

$6,493

 

Group 1

 

 

 

 

Varsity Football Head Coach

$5,880

$5,880

$5,880

 

Group 2

 

 

 

 

Basketball Coach (Boys)

$4,437

$4,437

$4,437

 

Basketball Coach (Girls)

$4,437

$4,437

$4,437

 

Varsity Lacrosse Coach

$4,437

$4,437

$4,437

 

Group 3

 

 

 

Varsity Baseball Coach

$3,856

$3,856

$3,856

Varsity Softball Coach

$3,856

$3,856

$3,856

Varsity Soccer Coach (Girls)

$3,856

$3,856

$3,856

Varsity Soccer Coach (Boys)

$3,856

$3,856

$3,856

Varsity Volleyball Coach (Girls)

$3,856

$3,856

$3,856

Varsity Volleyball Coach (Boys)

$3,856

$3,856

$3,856

Varsity Golf Coach

$3,856

$3,856

$3,856

Varsity Cross Country Coach

$3,856

$3,856

$3,856

Varsity Track & Field Coach

$3,856

$3,856

$3,856

Varsity Field Hockey Coach

$3,856

$3,856

$3,856

Group 4

 

 

 

JV Basketball Coach (Boys)

$3,362

$3,362

$3,362

JV Basketball Coach (Girls)

$3,362

$3,362

$3,362

JV Lacrosse Coach

$3,362

$3,362

$3,362

Track & Field Assistant Coach

$3,362

$3,362

$3,362

Track & Field Assistant Coach

$3,362

$3,362

$3,362

JV Soccer Coach (Boys)

$3,362

$3,362

$3,362

JV Soccer Coach (Girls)

$3,362

$3,362

$3,362

JV Volleyball Coach (Girls)

$3,362

$3,362

$3,362

JV Volleyball Coach (Boys)

$3,362

$3,362

$3,362

JV Baseball Coach

$3,362

$3,362

$3,362

Asst Var / JV Football Coach

$3,362

$3,362

$3,362

Asst Var / JV Football Coach

$3,362

$3,362

$3,362

Asst Var / JV Football Coach

$3,362

$3,362

$3,362

Asst Var / JV Football Coach

$3,362

$3,362

$3,362

JV Softball Coach

$3,362

$3,362

$3,362

Group 5

 

 

 

Freshmen Basketball Coach Freshmen

$2,757

$2,757

$2,757

Football Coach

$2,757

$2,757

$2,757

Freshmen Volleyball Coach

$2,757

$2,757

$2,757

Asst Lacrosse Coach

$2,757

$2,757

$2,757

Asst Baseball /Asst Soccer (Boys)

$2,757

$2,757

$2,757

Fitness Room Coord. (Summer)

$2,757

$2,757

$2,757

Fitness Room Coord. (Winter)

$2,757

$2,757

$2,757

Cheerleading Coach (Fall)

$2,757

$2,757

$2,757

Cheerleading Coach (Winter)

$2,757

$2,757

$2,757

Group 6

 

 

 

Asst Cross Country Coach

$1,735

$1,735

$1,735

JV Golf Coach

$1,735

$1,735

$1,735

Asst Cheerleading Coach (Fall)

$1,735

$1,735

$1,735

Asst Cheerleading Coach (Winter)

$1,735

$1,735

$1,735

Ice Hockey Liaison

$1,735

$1,735

$1,735

*The Athletic Advisor will not be eligible for this stipend for any cycle unless s/he is also assigned one or more courses; provided, however, the Athletic Advisor will not be assigned to more than two (2) courses per cycle at the discretion of the Principal. The Athletic Advisor may not receive the stipend for more than one extra-curricular assignment (i.e., coach or advisor) other than the Athletic Advisor stipend.

ADVISORS SCHEDULE

ADVISORS SCHEDULE

Effective July 1, 2014

Effective July 1, 2015

Effective July 1, 2016

Category A

 

 

 

Student Council Advisor

 

 

 

Student Council Advisor

$2,757

$2,757

$2,757

SkillsUSA Advisor

$2,757

$2,757

$2,757

SkillsUSA Advisor

$2,757

$2,757

$2,757

Robotics Adv/Engineering-Mfg

$2,757

$2,757

$2,757

Robotics Adv/Engineering-Mfg

$2,757

$2,757

$2,757

Category B

 

 

 

Aviation Advisor

$2,060

$2,060

$2,060

Yearbook/Photography Advisor

$2,060

$2,060

$2,060

Yearbook/Photography Advisor

$2,060

$2,060

$2,060

Senior Class Advisor

$2,060

$2,060

$2,060

Senior Class Advisor

$2,060

$2,060

$2,060

Varsity Math Team Advisor

$2,060

$2,060

$2,060

National Honor Society Advisor

$2,060

$2,060

$2,060

National Voc Honor Society Adv

$2,060

$2,060

 

Robotics Advisor/ Project Mgr

$2,060

$2,060

$2,060

Category C

 

 

 

Junior Class Advisor

$1,580

$1,580

$1,580

Junior Class Advisor

$1,580

$1,580

$1,580

Sophomore Class Advisor

$1,580

$1,580

$1,580

New Teacher Mentor Coordinator

$1,580

$1,580

$1,580

New Teacher Mentor Coordinator

$1,580

$1,580

$1,580

Chorus Musical Advisor

$1,580

$1,580

$1,580

Martial Arts Club Advisor

$1,580

$1,580

$1,580

Category D

 

 

 

Drama Club Advisor

$1,031

$1,031

$1,031

Drama Club Advisor

$1,031

$1,031

$1,031

Freshmen Class Advisor

$1,031

$1,031

$1,031

Team Harmony Advisor

$1,031

$1,031

$1,031

DECA Advisor

$1,031

$1,031

$1,031

SEA Club Advisor

$1,031

$1,031

$1,031

Humanities Scholars Advisor

$1,031

$1,031

$1,031

Humanities Scholars Advisor

$1,031

$1,031

$1,031

Robotics Adv/Student Activities

$1,031

$1,031

$1,031

Robotics Adv/Student Activities

$1,031

$1,031

$1,031

Category E

 

 

 

Ski Club Advisor

$686

$686

$686

Fashion Club Advisor

$686

$686

$686

Fashion Club Advisor

$686

$686

$686

Leo Club Advisor

$686

$686

$686

Model United Nations Advisor

$686

$686

$686

Model United Nations Advisor

$686

$686

$686

SADD Advisor

$686

$686

$686

Please note: Given the likelihood that certain stipend roles may alter their scope and responsibility the Association and or Assistant Superintendent-Director may request a re-classification in advance of its posting.

Above stipends for Extra-Curricular Activities are the full amount to be paid for the fiscal year.

The Committee agrees to give the Association notice and an opportunity to bargain over the stipend for any assignment associated with the Committee’s recognition of a new student club; provided the Committee shall retain its discretion to determine which assignments to fill.

ARTICLE XVII - SICK LEAVE

A.        Fifteen   (15)  days  personal  sick  leave,   cumulative  to  one  hundred  fifty (150)  days  will  be granted to all teachers/instructors. For overall consistency in recordkeeping of attendance each single event fractional day use of sick time shall be rounded up and recorded and charged at no less than one-half sick day. The sick leave benefits will be available after thirty (30) contact days have been spent in the service of the District. Such time will be prorated for part time employees. Bargaining unit employees hired on or before the first day of the academic year shall receive 15 days of sick leave. Bargaining unit employees hired after the first day of the academic year and before the first day of the second semester shall receive 7.5 days of sick leave.

B.        In addition to personal illness or injuries, sick leave may be used for the following purposes:

1.   One (1) day when emergency illness or injury in the family requires a teacher to make arrangements for necessary medical or nursing care.

2.   A maximum of three (3) days per school year for a critical illness in the immediate family. Immediate family is defined as the employee’s father, mother, brother, sister, wife, husband, child, grandparent, grandchild, father-in-law, mother-in-law or other person residing in the employee’s household.

Employees may request the above referenced leave on a form to be provided by the Superintendent-Director.

If an employee is absent 3 or more consecutive days or if an absentee pattern exists, the employee may be required by the Superintendent, and/or his designee, to submit medical evidence indicating his/her ability to verify the employee’s illness and/or return to work.

C.        Sick Leave Bank

1.   Funding

a.   A sick leave bank shall be established with mandatory contribution of one such day from each employee's (teachers) own accumulation.

b.   Each subsequent August (or see 1.c. and 1.d.) another sick day from each employee's own accumulation will be placed into the Sick Bank.

c.   In the event that the Sick Leave Bank runs out of days, then section 1.b. above will be reapplied.

d.   In the event that the Sick Leave Bank exceeds a balance of over 400 days in a given August, then section 1.b. will not be applied.

2.   Sick Leave Bank Committee

a.   A Sick Leave Bank Committee shall be established consisting of four (4) members. Two members shall be appointed by the Association and two members shall be appointed by the School Committee.

b.   All requests for days from the Bank shall be accompanied by medical evidence indicating the requesting employee's (teacher) inability to perform his/her normal duties.

c.   Upon majority vote of approval, the Sick Leave Bank Committee may grant five (5) to a maximum of thirty (30) sick leave bank days to each individual request.

d.   If more than thirty (30) days are needed, then the employee must reapply under 2.c. above.

e.   The decision of the Sick Leave Bank Committee is final and binding and not subject to the Grievance Procedure.    An unfavorable response for sick leave bank days may be resubmitted to the Sick Leave Bank Committee upon availability and receipt of additional medical evidence.

3.   Eligibility

a.   The employee (teacher) must have or will have exhausted all of his or her own accumulated sick leave.

b.   The employee (teacher) must submit medical evidence indicating his or her inability to perform normal duties for a minimum of five (5) work days.

D.        A written account of the number of accumulated sick days shall be provided annually to each teacher.

E.        Attendance Merit Program: This attendance merit program is designed to reward employees for perfect and/or near perfect attendance during each preceding school year. Consistent and dependable attendance promotes instructional continuity and teaming, saves substitute costs, and serves as a model to students.

In providing each teacher with a written account of the number of accumulated sick days available at the beginning of the school year, the District will identify those who used four or fewer sick days in the prior year and issue an incentive stipend on the basis of the following:

Tier 1:  Perfect attendance: No sick days used during the year:    $500.00

Tier 2:  Near perfect attendance:

•    Only one sick day used:          $400.00

•    Only two sick days used:        $300.00

•    Only three sick days used:      $200.00

•    Only four sick days used:       $100.00

For overall consistency in recordkeeping of attendance and the implementation of this merit program, each single event fractional day use of sick time shall be rounded up and recorded and charged at no less than one-half sick day.

Teachers who have had additional absences due to other special leaves will only be eligible for the incentive stipend if they have actually worked at least 180 days during the contract year.

Payment shall be made to each eligible teacher (defined as an active unit member at the time the attendance merit reward is paid) in a lump sum stipend added to the first paycheck in September of the subsequent school year. Newly retired teachers who worked the full school year for the period under review shall be eligible to have this merit award included within their final paycheck, if earned.

ARTICLE XVIII - FAMILY AND MEDICAL LEAVE

The District shall provide Family and Medical leave in accordance with the Family and Medical Leave Act of 1993 (FMLA) and the District’s FMLA Policy for eligible employees.

ARTICLE XIX - SPECIAL LEAVES

A.        Bereavement Leave:

Contract employees will be entitled to the specified number of days of leave without the loss of pay due to the death and attendance at funeral services for persons in the employee's immediate family. Such immediate family shall include:

1.   Five (5) days of leave for mother, father, spouse, and child only.

2.   Three (3) days of leave for mother in-law, father in-law, or employee's and/or spouse's brother, sister, grandfather, grandmother, or a familial relationship which is uniquely personal to an individual employee, such as a person or persons who stood in place of a parent(s) during formative years.

B.        Personal Leaves:

Teachers will be entitled to a maximum of three (3) days leave, taken consecutively or staggered, for the following reasons:

1. Observance of a religious holiday(s), attending to pressing personal, legal or business matters which cannot be conducted at any other time, household or family emergencies, mandatory attendance at a Trial or Hearing.

2.   Attendance at a graduation, ordination, wedding, confirmation, bar/bat mitzvah, et al., in which the spouse or child of the teacher requesting said leave is a participant.

3.   Attendance at a funeral of an employee's and/or spouse's aunt, uncle or individual representing a close personal relationship to the teacher.

Such time will be prorated for part time employees. Bargaining unit employees hired on or before the first day of the academic year shall receive 3 days of personal leave. Bargaining unit employees hired after the first day of the academic year and before the first day of the second semester shall receive 1.5 days of personal leave. Bargaining unit employees hired after the first day of the second semester and before April 15th shall be eligible for 1 personal day. For overall consistency in recordkeeping of attendance each single event fractional day use of personal time shall be rounded up and recorded and charged at no less than one-half personal day.

C.        Military Leave:

1.   Any employee who is a member of a reserve military force who is ordered to attend military training or to perform other military duties shall be granted a leave of absence for a period not to exceed seventeen (17) days in any fiscal year.

2.   Employees called to active military service will be granted leave in accordance with the Uniformed Services Employment and Reemployment Rights Act (“USERRA”).

Subject   to   the   laws   of   the   Commonwealth   of   Massachusetts,   a   teacher   on  military leave  of absence may elect to continue group insurance coverage.

D.        Maternity Leave:

Leave for child bearing purposes will be allowed for full time teachers who are the biological or legally adoptive parents and are under contract to the District upon satisfaction of the following conditions:

1.      Childbearing Leave:

a.   A teacher/instructor shall notify the Superintendent-Director in writing of an impending birth/adoption not less than thirty (30) days, except in cases of emergency, prior to the anticipated date of departure. For staffing alignment purposes, a teacher/instructor is asked to indicate the anticipated commencement and conclusion dates of such leave.

b.   A pregnant teacher may continue in her assigned position as long as her physical condition and ability to perform her assigned duties allow. The Superintendent-Director may require medical evidence of the teacher's ability to continue employment.

c.   A teacher who desires to return as soon as possible after conclusion of pregnancy/adoption will be allowed up to eight (8) weeks leave pursuant to M.G.L., c.149, ' 105D and, upon returning to work, will be guaranteed the same or equivalent position held at the time the leave commenced. In the event the birth/adoption takes place during a vacation period, the eight weeks will commence with the date of birth/adoption.

d.   In compliance with Massachusetts laws and regulations a teacher may use accumulated sick leave for disability resulting from pregnancy and childbirth. The Superintendent-Director may require medical evidence of such disability.

2.      Child Rearing Leave:

a.   Following the completion of any leave taken pursuant to (a.) above, the teacher/instructor, upon written notification to the Superintendent-Director, shall be granted an unpaid leave for the remainder of the school year.

b.   A one-year extension of unpaid child rearing leave shall be granted provided that written notification is made to the Superintendent-Director not later than April 1st.

c.   While on leave, an employee may continue coverage under the District's Group Health Insurance Program, provided that the individual pays the entire cost thereof per appropriate state statute.    Personal days and other fringe benefits will not apply when on such leave.

d.   Upon returning to work, an employee will be assigned the same or equivalent position held at the time the leave commenced.

e.   A teacher/instructor returning to the system following approved leave shall advance to the next step of the salary schedule in the subsequent school year provided that the teacher had been employed by the District for at least ninety (90) contact days in the year in which leave was taken.

E.        Jury Duty Leave:

Bargaining unit members who serve jury duty shall be paid in accordance with Massachusetts law. If school is in session while a bargaining unit member serves jury duty, a bargaining unit member who serves as a juror shall be paid the difference between his/her regular salary and all payments received for jury service, exclusive of any travel allowance.

F.         Notices:

1.   In all cases of Special Leave, except household or family emergencies, notices shall be given to the Superintendent or his designee at least forty-eight (48) hours prior to taking the leave. In cases of household or family emergency, notice shall be tendered as early as possible following the emergency.

2.   In all cases regarding Personal Leave, the Superintendent may extend the number of days allowed, when in his judgment additional leave is warranted and provided a written request for additional leave was filed with the Superintendent or his designee at least forty-eight (48) hours prior to taking the leave. In the event additional leave is taken without complying with the foregoing notice, such unauthorized leave may subject the individual to such disciplinary action as the appointing authority may determine. The teacher shall be granted a hearing to show cause why such disciplinary action should not be invoked. Nothing herein contained, however, shall preclude the Superintendent from waiving such violation when in his best judgment disciplinary action would not be warranted or justified.

3.   In cases of absence caused by household or family emergency, the requirement for prior notification is delayed, provided a full explanation is made to and accepted by the Superintendent immediately upon return to work.

ARTICLE XX - NON-PAID AND UNAUTHORIZED LEAVE

In case of absence for reasons other than those covered by Article XVII and Article XIX of this Agreement, approval must be secured in advance from the Superintendent-Director. In such cases of excused absences, 1/195 of the annual salary will be deducted for each day.

In the event unexcused or unauthorized leave is taken without notification, such unauthorized leave may subject the individual to such disciplinary action as the Superintendent-Director may determine.

ARTICLE XXI - PROFESSIONAL LEAVE

Teachers who have been employed by the Blackstone Valley Vocational Regional School District for seven (7) years or more, may be granted by the Superintendent a leave of absence not to exceed one (1) year for study and/or research in an area which will be conclusively demonstrated to be of benefit to this school system.

Formal application, specifying the reason(s) and all pertinent details associated with the request for leave, must be received six (6) months prior to January 1st of the year in which leave would take effect. In no case will such leave be granted during the school year which is underway. No more than two percent (2%) of the teaching staff will be granted such leave in any school year.

A teacher on professional leave shall receive full pay for a leave of one (1) semester (one half year) or half pay for an entire year of leave, provided that such pay when added to any grant or stipend will not exceed the contracted annual salary and/or an amount annually pro-rated, for a leave of one (1) semester only. A teacher returning from leave shall be placed on the step of the salary schedule he or she was on, but shall be placed in the advanced level attained as a result of the satisfactory completed program associated with the professional leave.

While on professional leave the teacher concerned shall submit quarterly progress reports (i.e., 4 reports for a full year; 2 reports for a half year) to the Superintendent. A teacher receiving professional leave shall sign an agreement to return to the school system for twice the amount of time for which the leave was granted in accordance with Chapter 71, Section 41A, of the General Laws of Massachusetts. Failure to do so will cause the party to refund to the School District an amount equal to such proportion of salary received by him or her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered (twice the amount of time for which the leave was granted). The total refund shall be paid within the year that agreed service was not rendered.

ARTICLE XXII - ASSOCIATION PRESIDENT LEAVE

The Superintendent shall allow the President and/or designee of the Teachers' Association three (3) days per school year of release time for the expressed purpose of conducting MTA business and/or MVA business which can only be accomplished during times when school is in session.

The President of the Association shall inform the Superintendent of his or her need for release time as soon as the need is known and in all cases, notice of at least twenty-four (24) hours prior to conducting the business shall be provided.

A reciprocal understanding shall apply in the event the School Committee, through the Superintendent, should request the President's services with regard to MTA and/or MVA business.

ARTICLE XXIII - PROFESSIONAL IMPROVEMENT AND REIMBURSEMENT OF TUITION FOR APPROVED COURSES

Any teacher under contract with the School District shall fulfill professional improvement as prescribed by the Board of Education.

Each vocational instructor within a two (2) year period must fulfill the requirements as prescribed by the Board of Education until said teacher reaches the highest step for his or her level of preparation.

Each Academic teacher within a two (2) year period must either complete a three (3) credit course or attend the Summer Conference until said teacher reaches the highest step for his or her level of preparation.

A.        Courses taken for credit and reimbursement must be submitted in writing to and approved by the Superintendent on the provided form entitled "Course Approval" before starting the course.

1.   Courses shall be approved which are part of a prescribed program leading to an advanced degree, specialized certificate or for the maintenance of approval status.

2.   Approval may be given for elective courses or courses which are not part of a prescribed program not related to subject(s) taught at this school but are taken in preparation for supervisory or administrative positions.

B.        Reimbursement for approved courses is contingent on the following:

1.   Proof that the approved course(s) was satisfactorily completed with a minimum of grade letter C or equivalent.

2.   Submission of a canceled check(s) or receipt(s) from the institution or agency which provided the course.

3.   The District will reimburse a bargaining unit member for courses and resource materials and/or lab fees directly associated with the taking of course(s) to a maximum of $1,500.00 per fiscal year.

4.   Reimbursement shall be made within thirty (30) days following submission of proof of satisfactory completion of the course(s) and monetary expenditures related thereto.

Curriculum revision, sanctioned by the Superintendent, which is accomplished during the summer vacation may be substituted for course credit. Likewise, attendance at the annual Professional Improvement Conference will be honored. Reimbursement for either of the above shall be calculated at a rate with aforementioned credit rate schedule.

Consistent with the total quality management and constant improvement approach adopted system wide, all employees covered by this agreement shall strive to complete a minimum of sixty (60) hours of professional development, outside the school day, each school year.

ARTICLE XXIV - VACANCIES AND NEW POSITIONS

Whenever a new position(s) or vacancy(ies) occurs during the school year, each teacher under contract will be notified that an opening(s) exists. The new position(s) or vacancy(ies) will be advertised by means of a job posting placed in the Job Posting Binder in the main office and via staff email. During summer vacations, all personnel will be notified by e-mail.

A notice will consist of: Job Title, description, duties and responsibilities, qualifications, compensation, duration. It will contain: the date of posting, application deadline (date), person to whom application is made and signature of authorized person.

New positions will be advertised a minimum of ten (10) days.

Personnel concerned, who have made formal and written application, upon request, shall be given the opportunity for interview or clarification with either or both the Superintendent or Assistant Superintendent-Director during the period of time the position(s) is advertised.

The appointing authority agrees to give due weight to each applicant's professional background, qualifications, length of time employed by the District and other relevant factors prior to appointment.

When in the opinion of the appointing authority, all factors are substantially equal, preference will be given to the applicant already employed by the appointing authority. In the event that there are no applicants from the ranks of this school's faculty, the appointing authority will exercise his/her judgment to appoint a suitable person recommended by the Superintendent.

ARTICLE XXV - TRAVEL

A.        Teachers will not be required to use their own vehicles to drive pupils to activities which take place away from the school building.

B.        If a teacher agrees to use his/her own vehicle on school business, he/she shall be compensated at the current rate established by the School Committee provided such vehicle use has the approval of the Superintendent or his/her designee.

C.        Instructors who at different times have to travel to the regional towns or elsewhere for the purpose of figuring job costs shall not be compelled to do so on their own time. The District will make available such time during school hours for teachers and/or students to figure costs and materials of such jobs.

ARTICLE XXVI - MEDICAL COVERAGE

The parties acknowledge that as of the execution of this Agreement, the District does not offer a health indemnity plan. Should the District provide a health indemnity plan, the District will contribute 70% toward the premium of the health indemnity plan in accordance with Chapter 32B of the Massachusetts General Laws.

Health and dental insurance benefits, including the amount and structure of co-payments, are mandatory subjects of bargaining pursuant to Chapter 150E of the Massachusetts General Laws and, accordingly, any changes in these benefits implicate bargaining rights and duties pursuant to Chapter 150E.

The District agrees to provide HMO coverage as provided by the Fallon Community Health Plan or the Harvard Pilgrim Health Care, as selected by each eligible employee in accordance with Chapter 32B, provided the District may change HMO providers and plans subject to bargaining with the Association to the extent required by law.

The District also agrees to make available a dental plan(s) for which employees shall be responsible for 100% of the cost including, but not limited to, all premiums and co-payments for such plan(s) provided the District may change dental care providers and plans subject to bargaining with the Association to the extent required by law.

The District agrees to implement teacher health insurance contributions on a pre-tax basis to the extent permitted by state and federal law.

The District also agrees to make a Medical Care Assistance Plan (i.e., medical flexible spending account) and a Dependent Care Assistance Plan (i.e., a dependent care flexible spending account) available.

Through the District’s participation in the Massachusetts Education and Government Association Workers’ Compensation Group, Inc., the District will make available an Employee Assistance Plan as long as there is no cost to the District.

The District also agrees to make available a long term disability insurance plan with 30-day and 90-day options for which employees shall be responsible for 100% of the cost. The District’s obligation to provide such a plan shall be contingent upon achieving a seventy percent (70%) participation rate, as required by the insurance provider.

ARTICLE XXVII - DUES DEDUCTION

The District agrees to deduct from the salaries of association members’ dues for the Blackstone Valley Vocational Regional Teachers' Association, Massachusetts Teachers' Association, and/or the National Education Association, or any one of such Associations as said teachers individually and voluntarily authorize the District to deduct, and to transmit the monies promptly to such Association or Associations. Teacher authorization will be in writing to the form set forth below:

"DUES AUTHORIZATION CARD"

Name ________________________________________________________________

Address _______________________________________________________________

I hereby request and authorize the Blackstone Valley Vocational Regional School District to deduct from my earnings and transmit to the Associations checked below an amount sufficient to provide for regular payment of the membership dues as certified by such Associations in equal installments to be determined each year. I understand that the District will discontinue such deductions only if I give the District sixty (60) days written notice to do so. I hereby waive all rights and claim for said monies so deducted and transmitted in accordance with this authorization, and relieve the District and all officers from any liability therefore.

Teacher Organization:

[  ]          Blackstone Valley Regional Vocational Teachers' Association

[  ]          Massachusetts Teachers' Association

[  ]          National Education Association

[  ]          Massachusetts Vocational Association

Dated: ___________________Teacher's Signature _____________________________

ARTICLE XXVIII - AGENCY SERVICE FEE

Section 1. Effective the ninetieth day following the beginning of employment, each member of the bargaining unit, who is not a member of the Association in good standing, shall be required as a condition of employment to pay an agency service fee to the Association in an amount equal to the cost of contract administration and negotiations.

Section 2. The Association agrees to indemnify and save the District harmless against all claims, suits or other forms of liability arising out of the deductions of such agency service fee from an employees’ pay or out of application of this Article. The Association agrees to assume full responsibility for the disposition of the monies so deducted once they have been turned over to the Treasurer of the Association, who shall provide such information to the District as it may be required.

Section 3. In the event that an employee has not earned enough in a pay period to satisfy his or her agency fee obligation, the Association shall collect those fees directly, and the District shall not be held responsible for collection of those fees.

Section 4.    Any authorization for deduction shall be on the form attached hereto as Attachment A.

Section 5. This Article shall not apply to any employee who has authorized the District to deduct Dues under Article XXVII of this Agreement.

Section 6. No action by the District shall be considered against any member of the bargaining unit for failure to meet his agency service fee obligation unless and until the Association certifies in writing to the District said member of the bargaining unit has not met the obligation imposed by this Article.

Section 7. The District shall only deduct the Agency Service Fee during the existence of an executed agreement between the District and the Association.

ARTICLE XXIX - REDUCTION IN STAFF

The School Committee, in carrying out its responsibilities and duties in accordance to the General Laws of the Commonwealth of Massachusetts, shall discharge such responsibilities and duties as they deem in the best interest of the School District.

During a planned reduction in staff, the following procedures will be used:

1.   When possible, staff reductions will be accomplished through attrition of staff.

2.   Teachers     without     professional     teacher     status     will     be     terminated    prior    to    teachers     with professional teacher status provided the latter are qualified to fill the eliminated position(s).

3.   Teachers  with  professional  teacher  status  with  the  least  amount  of  years  of  service shall  be released.

4.   Among factors to be considered in the termination of teachers with professional teacher status with equal years of service will be ability and competency.

Any teacher affected by a reduction in staff shall be notified no later than June 15th of the school year preceding the year in which the reduction will take place. Said notification shall include a statement that the reason for dismissal is the reduction of teaching positions.

When personnel are hired into areas previously reduced, preference will be given to personnel previously terminated under this section.

Nothing in this Article shall limit the right of the Appointing Authority to terminate the employment of any teacher under Massachusetts State Law including, but not limited to, terminations for cause and layoffs.

ARTICLE XXX - HEALTH AND SAFETY

All teachers, students and employees have a right to a healthy and safe school environment. To that end, the District agrees that standards regarding public vocational schools set forth by the Commonwealth of Massachusetts will be adhered to. Furthermore, the District agrees to provide the Association with results of air and water quality testing, along with ventilation system testing, after their regularly scheduled maintenance.

ARTICLE XXXI - PROFESSIONAL STANDARDS EVALUATION AND APPENDIX A.

The evaluation process will be conducted in accordance with APPENDIX A

ARTICLE XXXII - NON-DISCRIMINATION

The parties to this Agreement agree that they will not discriminate against members of the bargaining unit because of sex, sexual orientation (as defined by law), age (as defined by law), race, color, religion, handicap, national origin, genetic information, military status as defined by c. 151B, or other legally protected class.

ARTICLE XXXIII - DURATION

This Contract shall remain in force for a three year period commencing July 1, 2014 and ending June 30, 2017.

In the event that negotiations on a successor agreement are not completed by June 30, 2017 then the terms and conditions of the Agreement will continue in full force and effect until a successor agreement is executed.

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

SIGNATURES ON NEXT PAGE

THIS MEMORANDUM OF AGREEMENT is subject to ratification by the Blackstone Valley Vocational Regional School District Committee and the Blackstone Valley Regional Vocational Technical High School Teachers" Association.

THIS AGREEMENT has been duly executed by the authorized representatives of the Blackstone Valley Vocational Regional School District Committee and the Blackstone Valley Regional Vocational Technical High School Teachers' Association.

Blackstone Valley Vocational Regional                     Blackstone Valley Regional Vocational

School District Committee                                          Technical High School Teachers'

Negotiations Subcommittee                                        Association Executive Board

By:                                                                              By:

____________________________                          _____________________________

Gerald M. Finn. Chair                                               Brian Lehtinen, President

____________________________                          _____________________________

Joseph M Hall                                                           Michael Norton

____________________________                          _____________________________

Jeff T. Koopman                                                      Michael Swaniek

____________________________                          _____________________________

John C. Lavin, III                                                      Eithne J. Smith

____________________________                          _____________________________

Anthony M. Yitts                                                      Jennifer Garrison             

____________________________                          _____________________________

Dino DeBartolomeis                                                 Shaun Wersted                   

Municipal Agent

                                                                                   _____________________________

James Woodward

Date:____________________________                   Date: ____________________________

RATIFIED:

Blackstone Valley Vocational Regional                    Blackstone Valley Regional Vocational

School District Committee                                        Technical High School Teachers'

                                                                                   Association

____________________________                          _____________________________

Joseph M. Half, Chair                                                Brian Lehtinen, President

____________________________                          _____________________________

William J. Pontes                                                       Michael Norton

____________________________                          _____________________________

John C. Lavin, III                                                       Michael Swanick

____________________________                          _____________________________

Anthony M. Yitts                                                       Eithne J. Smith

____________________________                          _____________________________

Paul M. Yanovitch                                                              Jennifer Garrison

____________________________                          _____________________________

Dennis P. Braun                                                         Shaum Wersted

____________________________                          _____________________________

Arthur E. Morin. Jr.                                                   James Woodward

____________________________

Chester P. Hanratty, Jr.

____________________________

Gerald M. Finn       

____________________________

Jeff T. Kooprnan

____________________________

Mitchell A. Intinarelli

____________________________

Kenneth M. Pedersen Jr.

____________________________

James H. Ebbeling

Date: ____________________________           Date: ____________________________

Appendix A

FORM A                     BVT Model Evaluation Contract Language

Appendix B

Form B-1    Leave Request Form

This form is utilized for leave requests which include sick (when known in advance), professional development, school business, vacation, unpaid absences and jury/military situations.

Form B-2    Personal Leave Request

This form represents a modified B-1 "personal leave" request approval process.

Form B-3    Course Approval Form

This form is utilized for advance college course approval.

Form B-4    Professional Development Form

This non-mandated form is utilized by teachers to indicate their annual professional development plan. It is particularly helpful in reserving budgetary allocations, deploying substitutes, improving instruction and shaping recertification strategies.

Attachment A            Agency Service Fee Deduction Authorization

BVT

Blackstone Valley Tech

Massachusetts Model System for

Educator Evaluation

Blackstone Valley Regional Vocational Technical High School

Teachers’ Association Educator Contract Language

Table of Contents

(1)

PURPOSE OF EDUCATOR EVALUATION

1

(2)

DEFINITIONS (* INDICATES DEFINITION IS GENERALLY BASED ON 603 CMR 35.02)

1

(3)

EVIDENCE USED IN EVALUATION THE FOLLOWING CATEGORIES OF EVIDENCE SHALL BE USED IN EVALUATING EACH EDUCATOR

6

(4)

RUBRIC

7

(5)

EVALUATION CYCLE:   TRAINING

7

(6)

EVALUATION CYCLE:   ANNUAL ORIENTATION

8

(7)

EVALUATION CYCLE:   SELF-ASSESSMENT

8

(8)

EVALUATION CYCLE: GOAL SETTING AND DEVELOPMENT OF THE EDUCATOR PLAN

9

(9)

EVALUATION CYCLE:   OBSERVATION OF PRACTICE AND EXAMINATION OF ARTIFACTS – EDUCATORS WITHOUT PTS

10

(10)

EVALUATION CYCLE:   OBSERVATION OF PRACTICE AND EXAMINATION OF ARTIFACTS – EDUCATORS WITH PTS

10

(11)

OBSERVATIONS

10

(12)

EVALUATION CYCLE:   FORMATIVE ASSESSMENT

12

(13)

EVALUATION CYCLE:   FORMATIVE EVALUATION FOR TWO YEAR SELF-DIRECTED PLANS ONLY

13

(14)

EVALUATION CYCLE:   SUMMATIVE EVALUATION

14

(15)

EDUCATOR PLANS – GENERAL

15

(16)

EDUCATOR PLANS:   DEVELOPING EDUCATOR PLAN

16

(17)

EDUCATOR PLANS:   SELF-DIRECTED GROWTH PLAN

16

(18)

EDUCATOR PLANS:   DIRECTED GROWTH PLAN

16

(19)

EDUCATOR PLANS:   IMPROVEMENT PLAN

16

(20)

TIMELINES    (DATES IN ITALICS ARE PROVIDED AS GUIDANCE)

19

(21)

CAREER ADVANCEMENT

20

(22)

RATING IMPACT ON STUDENT LEARNING GROWTH

20

(23)

USING STUDENT FEEDBACK IN EDUCATOR EVALUATION

21

(24)

USING STAFF FEEDBACK IN EDUCATOR EVALUATION

21

(25)

TRANSITION FROM EXISTING EVALUATION SYSTEM

21

(26)

GENERAL PROVISIONS

21

(1)      Purpose of Educator Evaluation

A)         This contract language is locally negotiated and based on M.G.L., c.71, § 38; M.G.L. c.150E; the Educator Evaluation regulations, 603 CMR 35.00 et seq.; and the Model System for Educator Evaluation developed and which may be updated from time to time by the Department of Elementary and Secondary Education. See 603 CMR 35.02 (definition of model system).   In the event of a conflict between this collective bargaining agreement and the governing laws and regulations, the laws and regulations will prevail.

B)         The regulatory purposes of evaluation are:

i)           To promote student learning, growth, and achievement by providing Educators with feedback for improvement, enhanced opportunities for professional growth, and clear structures for accountability, 603 CMR 35.01(2)(a);

ii)          To provide a record of facts and assessments for personnel decisions, 35.01(2)(b);

iii)         To ensure that every school committee has a system to enhance the professionalism and accountability of teachers and administrators that will enable them to assist all students to perform at high levels, 35.01(3); and

iv)         To assure effective teaching and administrative leadership, 35.01(3).

(2)      Definitions (* indicates definition is generally based on 603 CMR 35.02)

A)         *Artifacts of Professional Practice: Products of an Educator’s work and student work samples that demonstrate the Educator’s knowledge and skills with respect to specific performance standards.

B)         Caseload Educator:   Educators who teach or counsel individual or small groups of students through consultation with the regular classroom teacher, for example, school nurses, guidance counselors, speech and language pathologists, and some reading specialists and special education teachers.

C)         Classroom teacher:   Educators who teach preK-12 whole classes, and teachers of special subjects as such as art, music, library, and physical education. May also include special education teachers and reading specialists who teach whole classes.

D)         Categories of Evidence: Multiple measures of student learning, growth, and achievement, judgments based on observations and artifacts of professional practice, including unannounced observations of practice of any duration, but not less than    5 minutes; and additional evidence relevant to one or more Standards of Effective Teaching Practice (603 CMR 35.03).

E)         *District-determined Measures: Measures of student learning, growth and achievement related to the Massachusetts Curriculum Frameworks, Massachusetts Vocational Technical Education Frameworks, PARCC, teacher generated assessments, or other relevant frameworks comparable across grade or subject level district-wide. These measures may include, but shall not be limited to: portfolios approved commercial assessments and district-developed pre and post unit and course assessments, and capstone projects.

F)         *Educator(s): Inclusive term that applies to all classroom teachers and caseload educators, unless otherwise noted.

G)         *Educator Plan: The growth or improvement actions identified as part of each Educator’s evaluation. The type of plan is determined by the Educator’s career stage, overall performance rating, and the rating of impact on student learning, growth and achievement. There shall be four types of Educator Plans:

i)           Developing Educator Plan shall mean a plan developed by the Educator and the Evaluator for one school year or less for an Educator without Professional Teacher Status (PTS); or, at the discretion of an Evaluator, for an Educator with PTS in a new assignment. BVT staff holding and/or utilizing multiple licenses shall only be required to develop one Educator plan per school year.

ii)          Self-Directed Growth Plan shall mean a plan developed by the Educator for one or two school years for Educators with PTS who are rated proficient or exemplary.

iii)         Directed Growth Plan shall mean a plan developed by the Educator and the Evaluator of one school year or less for Educators with PTS who are rated needs improvement.

iv)         Improvement Plan shall mean a plan developed by the Evaluator of at least 30 school days and no more than one school year for Educators with PTS who are rated unsatisfactory with goals specific to improving the Educator’s unsatisfactory performance. In those cases where an Educator is rated unsatisfactory near the close of a school year, the plan may include activities during the summer preceding the next school year.

H)         *ESE:   The Massachusetts Department of Elementary and Secondary Education.

I)           *Evaluation:   The ongoing process of defining goals and identifying, gathering, and using information as part of a process to improve professional performance (the “formative evaluation” and “formative assessment”) and to assess total job effectiveness and make personnel decisions (the “summative evaluation”).

J)          *Evaluator: Any person designated by a superintendent who has primary or supervisory responsibility for observation and evaluation. Team Leaders are encouraged to extend contributory but not primary input in the evaluation process. The superintendent is responsible for ensuring that all Evaluators have training in the principles of supervision and evaluation. Each Educator will have one primary Evaluator at any one time responsible for determining performance ratings.

i)           Primary Evaluator shall be the person who determines the Educator’s performance ratings and evaluation.

ii)          Supervising Evaluator shall be the person responsible for developing the Educator Plan, supervising the Educator’s progress through formative assessments, evaluating the Educator’s progress toward attaining the Educator Plan goals, and making recommendations about the evaluation ratings to the primary Evaluator at the end of the Educator Plan. The Supervising Evaluator may be the primary Evaluator or his/her designee.

iii)         Teaching Staff Assigned to More Than One Building: Each Educator who is assigned to more than one building will be evaluated by the appropriate administrator where the individual is assigned most of the time. The principal of each building in which the Educator serves must review and sign the evaluation, and may add written comments.   In cases where there is no predominate assignment, the superintendent will determine who the primary evaluator will be.

iv)         Notification:   The Educator shall be notified in writing of his/her primary Evaluator and supervising Evaluator, if any, at the outset of each new evaluation cycle.   The Evaluator(s) may be changed upon notification in writing to the Educator.

K)         Evaluation Cycle: A five-component process that all Educators follow consisting of 1) Self-Assessment; 2) Goal-setting and Educator Plan development; 3) Implementation of the Plan; 4) Formative Assessment/Evaluation; and 5) Summative Evaluation.

L)          *Experienced Educator:   An educator with Professional Teacher Status (PTS).

M)         *Family: Includes students’ parents, legal guardians, foster parents, or primary caregivers.

N)         *Formative Assessment: The process used to assess progress towards attaining goals set forth in Educator plans, performance on standards, or both. This process may take place at any time(s) during the cycle of evaluation, but typically takes place at mid-cycle.

O)         *Formative Evaluation: An evaluation conducted at the end of Year 1 for an Educator on a 2-year Self-Directed Growth plan which is used to arrive at a rating on progress towards attaining the goals set forth in the Educator Plan, performance on Standards and Indicators of Effective Teaching Practice, or both.

P)         *Goal: A specific, actionable, and measurable area of improvement as set forth in an Educator’s plan. A goal may pertain to any or all of the following: Educator practice in relation to Performance Standards, Educator practice in relation to indicators, or specified improvement in student learning, growth and achievement. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the same role.

Q)         *Measurable: That which can be classified or estimated in relation to a scale, rubric, or standards.

R)         Multiple Measures of Student Learning: Measures must include a combination of classroom, school and district assessments, student growth percentiles on state assessments, if state assessments are available, and student MEPA gain scores.    This definition may be revised as required by regulations or agreement of the parties upon issuance of ESE guidance.

S)         *Observation: A data gathering process that includes notes and judgments made during one or more classroom or worksite visits(s) of any duration but not less than 5 minutes by the Evaluator and may include examination of artifacts of practice including student work. An observation may occur in person or through video. Video observations will be done openly and with knowledge of the Educator. The parties agree to bargain the protocols of video observations should either party wish to adopt such practice. Classroom or worksite observations conducted pursuant to this article must result in feedback to the Educator.   Normal supervisory responsibilities of department, building and district administrators will also cause administrators to drop in on classes and other activities in the worksite at various times as deemed necessary by the administrator. Carrying out these supervisory responsibilities, when they do not result in targeted and constructive feedback to the Educator, are not observations as defined in this Article.

•    An Educator shall have the right to refuse video or audio taping. The video will be maintained by the District as a part of the evaluation process and will be added to other evidence from the evaluation process in the Educator’s personnel file.

T)         An Educator shall have the right to refuse video or audio taping. Parties: The Valley Tech Teachers’ Association and the Blackstone Valley Vocational Regional School Committee are parties to this agreement.

U)         *Performance Rating: Describes the Educator’s performance on each performance standard and overall. There shall be four performance ratings:

•     Exemplary: the Educator’s performance consistently and significantly exceeds the requirements of a standard or overall. The rating of exemplary on a standard indicates that practice significantly exceeds proficient and could serve as a model of practice on that standard district-wide.

•     Proficient: the Educator’s performance fully and consistently meets the requirements of a standard or overall. Proficient practice is understood to be fully satisfactory.

•     Needs Improvement: the Educator’s performance on a standard or overall is below the requirements of a standard or overall, but is not considered to be unsatisfactory at this time. Improvement is necessary and expected.

•     Unsatisfactory: the Educator’s performance on a standard or overall has not significantly improved following a rating of needs improvement, or the Educator’s performance is consistently below the requirements of a standard or overall and is considered inadequate, or both.

V)         *Performance Standards: Locally developed standards and indicators pursuant to M.G.L. c. 71, § 38 and consistent with, and supplemental to 603 CMR 35.00. The parties may agree to limit standards and indicators to those set forth in 603 CMR 35.03.

W)        *Professional Teacher Status: PTS is the status granted to an Educator pursuant to M.G.L. c. 71, § 41.

X)          Rating of Educator Impact on Student Learning: A rating of high, moderate or low based on trends and patterns on state assessments and district-determined measures. The parties will negotiate the process for using state and district-determined measures to arrive at an Educator’s rating of impact on student learning, growth and achievement, using guidance and model contract language from ESE.

Y)         Rating of Overall Educator Performance:   The Educator’s overall performance rating is based on the Evaluator’s professional judgment and examination of evidence of the Educator’s performance against the four Performance Standards and the Educator’s attainment of goals set forth in the Educator Plan, as follows:

i)           Standard 1:    Curriculum, Planning and Assessment

ii)          Standard 2:   Teaching All Students

iii)         Standard 3:   Family and Community Engagement

iv)         Standard 4:   Professional Culture

v)          Attainment of Professional Practice Goal(s)

vi)         Attainment of Student Learning Goal(s)

Z)         *Rubric:   A scoring tool that describes characteristics of practice or artifacts at different levels of performance.   The rubrics for Standards and Indicators of Effective Teaching Practice are used to rate Educators on Performance Standards, these rubrics consists of:

i)           Standards:    Describes broad categories of professional practice, including those required in 603 CMR 35.03

ii)          Indicators:   Describes aspects of each standard, including those required in 603 CMR 35.03

iii)         Elements:   Defines the individual components under each indicator

iv)         Descriptors:    Describes practice at four levels of performance for each element

AA)       *Summative Evaluation: An evaluation used to arrive at a rating on each standard, an overall rating, and as a basis to make personnel decisions.    The summative evaluation includes the Evaluator’s judgments of the Educator’s performance against Performance Standards and the Educator’s attainment of goals set forth in the Educator’s Plan.

BB)       *Superintendent: The person employed by the school committee pursuant to M.G.L. c. 71 §59 and §59A. The superintendent is responsible for the implementation of 603 CMR 35.00.

CC)       *Teacher: An Educator employed in a position requiring a certificate or license as described in 603 CMR 7.04(3)(a, b, and d) and in the area of vocational education as provided in 603 CMR 4.00. Teachers may include, for example, classroom teachers, librarians, guidance counselors, or school nurses.

DD)       *Trends in student learning: At least two years of data from the district-determined measures and state assessments used in determining the Educator’s rating on impact on student learning as high, moderate or low.

(3)     Evidence Used In Evaluation

The following categories of evidence shall be used in evaluating each Educator:

A)         Multiple measures of student learning, growth, and achievement, which shall include:

i)           Measures of student progress on classroom assessments that are aligned with the Massachusetts Curriculum Frameworks or other relevant frameworks and are comparable within grades or subjects in a school.

ii)          At least two district-determined measures of student learning related to the Massachusetts Curriculum Frameworks or the Massachusetts Vocational Technical Education Frameworks, PARCC, teacher generated assessments, or other relevant frameworks that are comparable across grades and/or subjects district-wide.   These measures may include:    portfolios, approved commercial assessments and district-developed pre and post unit and course assessments, and capstone projects.    One such measure shall be the MCAS Student Growth Percentile (SGP) or Massachusetts English Proficiency Assessment gain scores, if applicable, in which case at least two years of data is required.

iii)         Measures of student progress and/or achievement toward student learning goals set between the Educator and Evaluator for the school year or some other period of time established in the Educator Plan.

iv)         For Educators whose primary role is not as a classroom teacher, the appropriate measures of the Educator’s contribution to student learning, growth, and achievement set by the district. The measures set by the district should be based on the Educator’s role and responsibility (also see Part III: Appendix E – Role Specific Indicators).

B)         Judgments based on observations and artifacts of practice including:

i)           Unannounced observations of practice of any duration, but not less than 5 minutes.

ii)          Announced observation(s) for non-PTS Educators in their first year of practice in a school, Educators on Improvement Plans, and as determined by the Evaluator.

iii)         Examination of Educator work products.

iv)         Examination of student work samples.

C)         Evidence relevant to one or more Performance Standards, including but not limited to:

i)           Evidence compiled and presented by the Educator, including:

(a)         Evidence of fulfillment of professional responsibilities and growth such as self-assessments, peer collaboration, professional development linked to goals in the Educator plans, contributions to the school community and professional culture;

(b)         Evidence of active outreach to and engagement with families;

ii)          Evidence of progress towards professional practice goal(s);

iii)         Evidence of progress toward student learning outcomes goal(s);

iv)         Student and Staff Feedback – see # 23-24, below; and

v)          Any other relevant evidence from any source that the Evaluator shares with the Educator.     Other relevant evidence could include information provided by other administrators such as the superintendent.

(4)      Rubric

The parties agree that the rubrics embedded within this agreement shall be used (inclusive of Appendices).

(5)      Evaluation Cycle:   Training

A)         Prior to the implementation of the new evaluation process contained in this article, districts shall arrange training for all Educators, principals, and other evaluators that outlines the components of the new evaluation process and provides an explanation of the evaluation cycle. The district through the superintendent shall determine the type and quality of training based on guidance provided by ESE.

B)         By November 1st, all Educators shall complete a professional learning activity about self-assessment and goal-setting satisfactory to the superintendent or principal.   Any Educator hired after the November 1st date, and who has not previously completed such an activity, shall complete such a professional learning activity about self-assessment and goal-setting within three months of the date of hire. The district through the superintendent shall determine the type and quality of the learning activity based on guidance provided by ESE.

(6)      Evaluation Cycle:   Annual Orientation

A)         At the start of each school year, the superintendent, principal or designee shall conduct a meeting for Educators and Evaluators focused substantially on educator evaluation. The superintendent, principal or designee shall:

i)           Provide an overview of the evaluation process, including goal setting and the educator plans.

ii)          Provide all Educators with directions for obtaining a copy of the forms used by the district. These may be electronically provided.

iii)         The faculty meeting may be digitally recorded to facilitate orientation of Educators hired after the beginning of the school year.

(7)      Evaluation Cycle:   Self-Assessment

A)         Completing the Self-Assessment

i)           The evaluation cycle begins with the Educator completing and submitting to the Primary or Supervising Evaluator a self-assessment by October 1st or within four weeks of the start of their employment at the school.

ii)          The self-assessment includes:

(a)         An analysis of evidence of student learning, growth and achievement for students under the Educator’s responsibility.

(b)         An assessment of practice against each of the four Performance Standards of effective practice using the district’s rubric.

(c)         Proposed goals to pursue:

(1st)      At least one goal directly related to improving the Educator’s own professional practice.

(2nd)     At least one goal directed related to improving student learning.

B)         Proposing the goals

i)           Educators must consider goals for grade-level, subject-area, department teams, or other groups of Educators who share responsibility for student learning and results, except as provided in (ii) below. Educators may meet with teams to consider establishing team goals.   Evaluators may participate in such meetings. Within this process, assessment data analysis will be viewed as a shared responsibility.

ii)          For Educators in their first year of practice, the Evaluator or his/her designee will meet with each Educator by October 1st or within four weeks of the Educator’s first day of employment if the Educator begins employment after September 15th to assist the Educator in completing the self-assessment and drafting the professional practice and student learning goals which must include induction and mentoring activities.

iii)         Unless the Evaluator indicates that an Educator in his/her second or third years of practice should continue to address induction and mentoring goals pursuant to 603 CMR 7.12, the Educator may address shared grade level or subject area team goals.

iv)         For Educators with PTS and ratings of proficient or exemplary, the goals may be team goals. In addition, these Educators may include individual professional practice goals that address enhancing skills that enable the Educator to share proficient practices with colleagues or develop leadership skills.

v)          For Educators with PTS and ratings of needs improvement or unsatisfactory, the professional practice goal(s) must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject area team goals.

(8)      Evaluation Cycle: Goal Setting and Development of the Educator Plan

A)         Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning.   The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress.    Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities.    See Sections 15-19 for more on Educator Plans.

B)         To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator’s self-assessment and other sources that Evaluator shares with the Educator. The Evaluator shall extend consideration of the Educator’s learning impact contributions based upon the identified local determinants.

C)         Educator Plan Development Meetings shall be conducted as follows:

i)           Educators in the same school may meet with the Evaluator in teams and/or individually at the end of the previous evaluation cycle or by October 15th of the next academic year to develop their Educator Plan.   Educators shall not be expected to meet during the summer hiatus.

ii)          For those Educators new to the school, the meeting with the Evaluator to establish the Educator Plan must occur by October 15th or within six weeks of the start of their assignment in that school.

iii)         The Evaluator shall meet individually with Educators with PTS and ratings of needs improvement or unsatisfactory to develop professional practice goal(s) that must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject matter goals.

D)         The Evaluator completes the Educator Plan by November 1st. The Educator shall sign the Educator Plan within 7 school days of its receipt and may include a written response. The Educator’s signature indicates that the Educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator’s Plan.

(9)      Evaluation Cycle:   Observation of Practice and Examination of Artifacts – Educators without PTS

A)         In the first year of practice or first year assigned to a school:

i)           The Educator shall have at least one observation during the school year using the protocol described in section 11B, below.

ii)          The Educator shall have at least four unannounced observations during the school year.

B)         In their second and third years of practice or second and third years as a non-PTS Educator in the school:

i)           The Educator shall have at least three unannounced observations during the school year.

(10)    Evaluation Cycle:   Observation of Practice and Examination of Artifacts – Educators with PTS

A)         The Educator whose overall rating is proficient or exemplary must have at least one unannounced observation during the evaluation cycle.

B)         The Educator whose overall rating is needs improvement must be observed according to the Directed Growth Plan during the period of Plan which must include at least two unannounced observations.

C)         The Educator whose overall rating is unsatisfactory must be observed according to the Improvement Plan which must include both unannounced and announced observation. The number and frequency of the observations shall be determined by the Evaluator, but in no case, for improvement plans of one year, shall there be fewer than one announced and four unannounced observations. For Improvement Plans of six months or fewer, there must be no fewer than one announced and two unannounced observations.

(11)    Observations

The Evaluator’s first observation of the Educator should take place by November 15th. Observations required by the Educator Plan should be completed by May 15th.    The Evaluator may conduct additional observations after this date.

The Evaluator is not required nor expected to review all the indicators in a rubric during an observation.

A)         Unannounced Observations

i)           Unannounced observations may be in the form of partial or full-period classroom visitations, but not less than 5 minutes. Instructional Rounds, Walkthroughs, Learning Walks, or any other means deemed useful by the Evaluator, principal, superintendent or other administrator may contribute to the overall evaluation.

ii)          The Educator will be provided with at least brief written feedback from the Evaluator within 3-5 school days of the observation.   The written feedback shall be delivered to the Educator in person, by email, placed in the Educator’s mailbox or mailed to the Educator’s home.

iii)         Any observation or series of observations resulting in one or more standards judged to be unsatisfactory or needs improvement for the first time must be followed by at least one observation of at least 30 minutes in duration within 35 school days.

B)         Announced Observations

i)           All non-PTS Educators in their first year in the school, PTS Educators on Improvement Plans and other educators at the discretion of the evaluator shall have at least one Announced Observation.

(a)         The Evaluator shall select the date and time of the lesson or activity to be observed and discuss with the Educator any specific goal(s) for the observation.

(b)         Within 5 school days of the scheduled observation, upon request of either the Evaluator or Educator, the Evaluator and Educator shall meet for a pre-observation conference. In lieu of a meeting, the Educator may inform the Evaluator in writing of the nature of the lesson, the student population served, and any other information that will assist the Evaluator to assess performance.

(1st)      The Educator shall provide the Evaluator a draft of the lesson, student conference, IEP plan or activity. If the actual plan is different, the Educator will provide the Evaluator with a copy prior to the observation.

(2nd)     The Educator will be notified as soon as possible if the Evaluator will not be able to attend the scheduled observation. The observation will be rescheduled with the Educator as soon as reasonably practical.

(c)         Within 5 school days of the observation, the Evaluator and Educator shall meet for a post-observation conference.   This timeframe may be extended due to unavailability on the part of either the Evaluator or the Educator, but shall be rescheduled within 24 hours if possible.

(d)         The Evaluator shall provide the Educator with written feedback within 5 school days of the post-observation conference.   For any standard where the Educator’s practice was found to be unsatisfactory or needs improvement, the feedback must:

(1st)      Describe the basis for the Evaluator’s judgment.

(2nd)     Describe actions the Educator should take to improve his/her performance.

(3rd)     Identify support and/or resources the Educator may use in his/her improvement.

(4th)      State that the Educator is responsible for addressing the need for improvement.

(12)       Evaluation Cycle:   Formative Assessment

A)         A specific purpose for evaluation is to promote student learning, growth and achievement by providing Educators with feedback for improvement.    Evaluators are expected to make frequent unannounced visits to classrooms.    Evaluators are expected to give targeted constructive feedback to Educators based on their observations of practice, examination of artifacts, and analysis of multiple measures of student learning, growth and achievement in relation to the Standards and Indicators of Effective Teaching Practice.

B)         Formative Assessment may be ongoing throughout the evaluation cycle but typically takes places mid-cycle when a Formative Assessment report is completed.   For an Educator on a two-year Self-Directed Growth Plan, the mid-cycle Formative Assessment report is replaced by the Formative Evaluation report at the end of year one.    See section 13, below.

C)         The Formative Assessment report provides written feedback and ratings to the Educator about his/her progress towards attaining the goals set forth in the Educator Plan, performance on Performance Standards and overall, or both.    No less than two weeks before the due date for the Formative Assessment report, which due date shall be established by the Evaluator with written notice to the Educator, the Educator shall provide to the Evaluator evidence of   family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may provide to the evaluator additional evidence of the educator’s performances against the four Performance Standards.

D)         Upon the request of either the Evaluator or the Educator, the Evaluator and the Educator will meet either before or after completion of the Formative Assessment Report.

E)         The Evaluator shall complete the Formative Assessment report and provide a copy to the Educator. All Formative Assessment reports must be signed by the Evaluator and delivered face-to-face, by email or to the Educator’s school mailbox or home.

F)         The Educator may reply in writing to the Formative Assessment report within 7 school days of receiving the report.

G)         The Educator shall sign the Formative Assessment report by within 7 school days of receiving the report. The signature indicates that the Educator received the Formative Assessment report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

H)         As a result of the Formative Assessment Report, the Evaluator may change the activities in the Educator Plan.

I)           If the rating in the Formative Assessment report differs from the last summative rating the Educator received, the Evaluator may place the Educator on a different Educator Plan, appropriate to the new rating.

(13)       Evaluation Cycle:   Formative Evaluation for Two Year Self-Directed Plans Only

A)         Educators on two year Self-Directed Growth Educator Plans receive a Formative Evaluation report near the end of the first year of the two year cycle.   The Educator’s performance rating for that year shall be assumed to be the same as the previous summative rating unless evidence demonstrates a significant change in performance in which case the rating on the performance standards may change, and the Evaluator may place the Educator on a different Educator plan, appropriate to the new rating.

B)         The Formative Evaluation report provides written feedback and ratings to the Educator about his/her progress towards attaining the goals set forth in the Educator Plan, performance on each performance standard and overall, or both.

C)         No less than two weeks before the due date for the Formative Evaluation report, which due date shall be established by the Evaluator with written notice provided to the Educator, the Educator shall provide to the Evaluator evidence of   family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may also provide to the evaluator additional evidence of the educator’s performance against the four Performance Standards.

D)         The Evaluator shall complete the Formative Evaluation report and provide a copy to the Educator. All Formative Evaluation reports must be signed by the Evaluator and delivered face-to-face, by email or to the Educator’s school mailbox or home.

E)         Upon the request of either the Evaluator or the Educator, the Evaluator and the Educator will meet either before or after completion of the Formative Evaluation Report.

F)         The Educator may reply in writing to the Formative Evaluation report within 7 school days of receiving the report.

G)         The Educator shall sign the Formative Evaluation report by within 7 school days of receiving the report. The signature indicates that the Educator received the Formative Evaluation report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

H)         As a result of the Formative Evaluation report, the Evaluator may change the activities in the Educator Plan.

I)           If the rating in the Formative Evaluation report differs from the last summative rating the Educator received, the Evaluator may place the Educator on a different Educator Plan, appropriate to the new rating.

(14)       Evaluation Cycle:   Summative Evaluation

A)         The evaluation cycle concludes with a summative evaluation report.    For Educators on a one or two year Educator Plan, the summative report must be written and provided to the educator by May 15th.

B)         The Evaluator determines a rating on each standard and an overall rating based on the Evaluator’s professional judgment, an examination of evidence against the Performance Standards and evidence of the attainment of the Educator Plan goals.

C)         The professional judgment of the primary evaluator shall determine the overall summative rating that the Educator receives.

D)         For an educator whose overall performance rating is exemplary or proficient and whose impact on student learning is low, the evaluator’s supervisor shall discuss and review the rating with the evaluator and the supervisor shall confirm or revise the educator’s rating. In cases where the superintendent serves as the primary evaluator, the superintendent’s decision on the rating shall not be subject to review.

E)         The summative evaluation rating must be based on evidence from multiple categories of evidence.   MCAS Growth scores shall not be the sole basis for a summative evaluation rating.

F)         To be rated proficient overall, the Educator shall, at a minimum, have been rated proficient on the Curriculum, Planning and Assessment and the Teaching All Students Standards of Effective Teaching Practice.

G)         No less than four weeks before the due date for the Summative Evaluation report, which due date shall be established by the Evaluator with written notice provided to the Educator, the Educator will provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may also provide to the evaluator additional evidence of the educator’s performance against the four Performance Standards.

H)         The Summative Evaluation report should recognize areas of strength as well as identify recommendations for professional growth.

I)           The Evaluator shall deliver a signed copy of the Summative Evaluation report to the Educator face-to-face, by email or to the Educator’s school mailbox or home no later than May 15th.

J)          The Evaluator shall meet with the Educator rated needs improvement or unsatisfactory to discuss the summative evaluation. The meeting shall occur by June 1st.

K)         The Evaluator may meet with the Educator rated proficient or exemplary to discuss the summative evaluation, if either the Educator or the Evaluator requests such a meeting. The meeting shall occur by June 10th.

L)          Upon mutual agreement, the Educator and the Evaluator may develop the Self-Directed Growth Plan for the following two years during the meeting on the Summative Evaluation report.

M)         The Educator shall sign the final Summative Evaluation report by June 15th. The signature indicates that the Educator received the Summative Evaluation report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

N)         The Educator shall have the right to respond in writing to the summative evaluation which shall become part of the final Summative Evaluation report.

O)         A copy of the signed final Summative Evaluation report shall be filed in the Educator’s personnel file.

(15)       Educator Plans – General

A)         Educator Plans shall be designed to provide Educators with feedback for improvement, professional growth, and leadership; and to ensure Educator effectiveness and overall system accountability. The Plan must be aligned to the standards and indicators and be consistent with district and school goals.

B)         The Educator Plan shall include, but is not limited to:

i)           At least one goal related to improvement of practice tied to one or more Performance Standards;

ii)          At least one goal for the improvement the learning, growth and achievement of the students under the Educator’s responsibility;

iii)         An outline of actions the Educator must take to attain the goals and benchmarks to assess progress. Actions must include specified professional development and learning activities that the Educator will participate in as a means of obtaining the goals, as well as other support that may be suggested by the Evaluator or provided by the school or district.   Examples may include but are not limited to coursework, self-study, action research, curriculum development, study groups with peers, and implementing new programs.

C)         It is the Educator’s responsibility to attain the goals in the Plan and to participate in any trainings and professional development provided through the state, district, or other providers in accordance with the Educator Plan.

(16)    Educator Plans:   Developing Educator Plan

A)         The Developing Educator Plan is for all Educators without PTS, and, at the discretion of the Evaluator, Educators with PTS in new assignments.

B)         The Educator shall be evaluated at least annually.

(17)    Educator Plans:   Self-Directed Growth Plan

A)         A Two-year Self-Directed Growth Plan is for those Educators with PTS who have an overall rating of proficient or exemplary, and after 2013-2014 whose impact on student learning is moderate or high.   A formative evaluation report is completed at the end of year 1 and a summative evaluation report at the end of year 2.

B)         A One-year Self-Directed Growth Plan is for those Educators with PTS who have an overall rating of proficient or exemplary, and after 2014-2015 whose impact on student learning is low.   In this case, the Evaluator and Educator shall analyze the discrepancy between the summative evaluation rating and the rating for impact on student learning to seek to determine the cause(s) of the discrepancy.

(18)    Educator Plans:   Directed Growth Plan

A)         A Directed Growth Plan is for those Educators with PTS whose overall rating is needs improvement.

B)         The goals in the Plan must address areas identified as needing improvement as determined by the Evaluator.

C)         The Evaluator shall complete a summative evaluation for the Educator at the end of the period determined by the Plan, but at least annually, and in no case later than May 15th.

D)         For an Educator on a Directed Growth Plan whose overall performance rating is at least proficient, the Evaluator will place the Educator on a Self-Directed Growth Plan for the next Evaluation Cycle.

E)         For an Educator on a Directed Growth Plan whose overall performance rating is not at least proficient, the Evaluator will rate the Educator as unsatisfactory and will place the Educator on an Improvement Plan for the next Evaluation Cycle.

(19)    Educator Plans:   Improvement Plan

A)         An Improvement Plan is for those Educators with PTS whose overall rating is unsatisfactory.

B)         The parties agree that in order to provide students with the best instruction, it may be necessary from time to time to place an Educator whose practice has been rated as unsatisfactory on an Improvement Plan for a realistic time period sufficient to achieve the goals outlined in the Improvement Plan but no fewer than 30 school days and no more than one school year.   In the case of an Educator receiving a rating of unsatisfactory near the close of one school year, the Improvement Plan may include activities that occur during the summer before the next school year begins.

C)         The Evaluator must complete a summative evaluation for the Educator at the end of the period determined by the Evaluator for the Plan.

D)         An Educator on an Improvement Plan shall be assigned a Supervising Evaluator (see definitions). The Supervising Evaluator is responsible for providing the Educator with guidance and assistance in accessing the resources and professional development outlined in the Improvement Plan.   The primary evaluator may be the Supervising Evaluator.

E)         The Improvement Plan shall define the problem(s) of practice identified through the observations and evaluation and detail the improvement goals to be met, the activities the Educator must take to improve and the assistance to be provided to the Educator by the district.

F)         The Improvement Plan process shall include:

i)           Within ten school days of notification to the Educator that the Educator is being placed on an Improvement Plan, the Evaluator shall schedule a meeting with the Educator to discuss the Improvement Plan.   The Evaluator will develop the Improvement Plan, which will include the provision of specific assistance to the Educator.

ii)          The Educator may request that a representative of the Employee Organization/Association attend the meeting(s).

iii)         The District agrees that forms associated within an improvement plan will note that the Educator may wish to contact the Valley Tech Teachers’ Association.

G)         The Improvement Plan shall:

i)           Define the improvement goals directly related to the performance standard(s) and/or student learning outcomes that must be improved;

ii)          Describe the activities and work products the Educator must complete as a means of improving performance;

iii)         Describe the assistance that the district will make available to the Educator;

iv)         Articulate the measurable outcomes that will be accepted as evidence of improvement;

v)          Detail the timeline for completion of each component of the Plan, including at a minimum a mid-cycle formative assessment report of the relevant standard(s) and indicator(s);

vi)         Identify the individuals assigned to assist the Educator which must include minimally the Supervising Evaluator; and,

vii)        Include the signatures of the Educator and Supervising Evaluator.

viii)        Every effort will be made to prioritize improvement goals put forth within the plan and to give consideration to such evidence of improvement.

H)         A copy of the signed Plan shall be provided to the Educator. The Educator’s signature indicates that the Educator received the Improvement Plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

I)           Decision on the Educator’s status at the conclusion of the Improvement Plan.

i)           All determinations below must be made no later than June 1st.   One of three decisions must be made at the conclusion of the Improvement Plan:

(a)         If the Evaluator determines that the Educator has improved his/her practice to the level of proficiency, the Educator will be placed on a Self-Directed Growth Plan.

(b)         In those cases where the Educator was placed on an Improvement Plan as a result of his/her summative rating at the end of his/her Directed Growth Plan, if the Evaluator determines that the Educator is making substantial progress toward proficiency, the Evaluator shall place the Educator on a Directed Growth Plan.

(c)         In those cases where the Educator was placed on an Improvement Plan as a result of his/her Summative rating at the end of his/her Directed Growth Plan, if the Evaluator determines that the Educator is not making substantial progress toward proficiency, the Evaluator shall recommend to the superintendent that the Educator be dismissed.

(d)         If the Evaluator determines that the Educator’s practice remains at the level of unsatisfactory, the Evaluator shall recommend to the superintendent that the Educator be dismissed.

(20)       Timelines     (Dates in italics are provided as guidance)

Activity:

Completed By:

Superintendent, principal or designee meets with evaluators and educators to explain evaluation process

September 15

Evaluator meets with first-year educators to assist in self-assessment and goal setting process Educator submits self-assessment and proposed goals

October 1

Evaluator meets with Educators in teams or individually to establish Educator Plans (Educator Plan may be established at Summative Evaluation Report meeting in prior school year)

October 15

Evaluator completes Educator Plans

November 1

Evaluator should complete first observation of each Educator

November 15

Educator submits evidence on parent outreach, professional growth, progress on goals (and other standards, if desired)

January 5*

* or four weeks before Formative Assessment Report date established by Evaluator

 

Evaluator should complete mid-cycle Formative Assessment Reports for Educators on one-year Educator Plans

February 1

Evaluator holds Formative Assessment Meetings if requested by either Evaluator or Educator

February 15

Educator submits evidence on parent outreach, professional growth, progress on goals (and other standards, if desired)

April 20*

*or 4 weeks prior to Summative Evaluation Report date established by evaluator

 

Evaluator completes Summative Evaluation Report

May 15

Evaluator meets with Educators whose overall Summative Evaluation ratings are Needs Improvement or Unsatisfactory

June 1

Evaluator meets with Educators whose ratings are proficient or exemplary at request of Evaluator or Educator

June 10

Educator signs Summative Evaluation Report and adds response, if any within 5 school days of receipt

June 15

A)         Educators with PTS on Two Year Plans

Activity:

Completed By:

Evaluator completes unannounced observation(s)

Any time during the 2-year evaluation cycle

Evaluator completes Formative Evaluation Report

June 1 of Year 1

Evaluator conducts Formative Evaluation Meeting, if any

June 1 of Year 1

Evaluator completes Summative Evaluation Report

May 15 of Year 2

Evaluator conducts Summative Evaluation Meeting, if any

June 10 of Year 2

Evaluator and Educator sign Summative Evaluation Report

June 15 of Year 2

B)         Educators on Plans of Less than One Year

i)           The timeline for educators on Plans of less than one year will be established in the Educator Plan.

(21)    Career Advancement

A)         In order to attain Professional Teacher Status, the Educator should achieve ratings of proficient or exemplary on each Performance Standard and overall. A principal considering making an employment decision that would lead to PTS for any Educator who has not been rated proficient or exemplary on each performance standard and overall on the most recent evaluation shall confer with the superintendent by May 1st. The principal’s decision is subject to review and approval by the superintendent.

B)         In order to qualify to apply for a teacher leader position, the Educator must have had a Summative Evaluation performance rating of proficient or exemplary for at least the previous two years.

C)         Educators with PTS whose summative performance rating is exemplary and, after 2014-15 whose impact on student learning is rated moderate or high, shall be recognized and rewarded with leadership roles, promotions, additional compensation, public commendation or other acknowledgement as determined by the district through collective bargaining where applicable.

(22)    Rating Impact on Student Learning Growth

ESE will provide model contract language and guidance on rating educator impact on student learning growth based on state and district-determined measures of student learning. Upon receiving this model contract language and guidance, the parties agree to bargain with respect to this matter.

(23)    Using Student feedback in Educator Evaluation

ESE will provide model contract language, direction and guidance on using student feedback in Educator Evaluation by June 30, 2013. Upon receiving this model contract language, direction and guidance, the parties agree to bargain with respect to this matter.

(24)    Using Staff feedback in Educator Evaluation

ESE will provide model contract language, direction and guidance on using staff feedback in Educator Evaluation by June 30, 2013. Upon receiving this model contract language, direction and guidance, the parties agree to bargain with respect to this matter.

(25)    Transition from Existing Evaluation System

A)         The parties may agree that 50% of more of Educators in the district will be evaluated under the new procedures at the outset of this Agreement, and 50% or fewer will be evaluated under the former evaluation procedures for the first year of implementation of the new procedures in this Agreement.

B)         The parties shall agree on a process for identifying the Educator Plan that each Educator will be placed on during the Educator’s first year being evaluated under the new procedures, providing that Educators who have received ratings of unsatisfactory or its equivalent in the prior year will be placed on Directed Growth or Improvement Plans at the sole discretion of the Superintendent.

C)         The parties agree that to address the workload issue of Evaluators, during the first evaluation cycle under this Agreement in every school or department, the names of the Educators who are being placed on Self-directed Growth Plans shall be literally or figuratively “put into a hat.” The first fifty (50) percent drawn shall be on a 1-year Self-directed Growth Plan and the second fifty (50) percent shall be on a 2-year Plan.

D)         The existing evaluation system will remain in effect until the provisions set forth in this Article are implemented. The relevant timeframe for adopting and implementing new systems is set forth in 603 CMR 35.11(1).

(26)    General Provisions

A)         Only Educators who are licensed may serve as primary evaluators of Educators.

B)         Evaluators shall not make negative comments about the Educator’s performance, or comments of a negative evaluative nature, in the presence of students, parents or other staff, except in the unusual circumstance where the Evaluator concludes that s/he must immediately and directly intervene.    Nothing in this paragraph is intended to limit an administrator’s ability to investigate a complaint, or secure assistance to support an Educator.

C)         The superintendent shall insure that Evaluators have training in supervision and evaluation, including the regulations and standards and indicators of effective teaching practice promulgated by ESE (35.03), and the evaluation Standards and Procedures established in this Agreement.

D)         Should there be a serious disagreement between the Educator and the Evaluator regarding an overall summative performance rating of unsatisfactory, the Educator may meet with the Evaluator’s supervisor to discuss the disagreement. Should the Educator request such a meeting, the Evaluator’s supervisor must meet with the Educator.   The Evaluator may attend any such meeting at the discretion of the superintendent.

E)         The parties agree to establish a joint labor-management evaluation team which shall review the evaluation processes and procedures annually through the first three years of implementation and recommend adjustments to the parties.

F)         Violations of this article are subject to the grievance and arbitration procedures.    The arbitrator shall determine whether there was substantial compliance with the totality of the evaluation process.   When the evaluation process results in the termination of an Educator, then no financial remedy or reinstatement shall issue if there was substantial compliance.

B-1

BLACKSTONE VALLEY VOCATIONAL

REGIONAL SCHOOL DISTRICT

65 Pleasant Street, Upton, MA 01568-1499

Leave Request Form

Name: __________________________                           Date: ________________________________

I am requesting    _______        _____________________* day(s) on___________________________

                           (no. days)         (type of leave requesting)

* For Fractional Day Use:         TIME IN:                                              TIME OUT:

______________________________________________________________________________________

Note: For professional leave requests please provide a brief rationale of the new skills which will be acquired via this experience:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

[   ]   Notified                           Date____________                    _________________________________

Team Leader

[   ]   Approved                            Date____________                _________________________________

 [   ]   Disapproved                                                              Responsible Administrative Team Member

Account that this expense will be charged against:            ______________________________

(To be assigned by administrative team member)

[   ]   Approved                                       Date____________    ________________________________

[   ]   Disapproved                                                                                    Assistant Director/Principal

[   ]   Approved                                       Date____________       _____________________________

[   ]   Disapproved                                                                                          Superintendent-Director

SUBSTITUTE REQUIRED: [   ] YES [   ] NO           Homeroom #____                  Lunch_____

Duty

(please circle lunch duty)      1st     2nd     3rd     4th

If a substitute is required circle period(s) needed:       1        2        3        4        5        6        7       8

*    Documentation which would strengthen the supervisor’s ability to approve your leave request is encouraged.

With the exception of emergency situations, this request should be received by your supervisor well in advance of the event.

Revised 8/20/12

B-2

BLACKSTONE VALLEY VOCATIONAL

REGIONAL SCHOOL DISTRICT

65 Pleasant Street, Upton, Massachusetts   01568-1499

Personal/Special Leave Notification

Name:_________________________________                    Date: ___________________________

Under the provisions of the School Policy and/or negotiated contract, I hereby assure the District that I shall take personal leave (as specified below) for reasonable activity which is beyond my scheduling control.

Dates or Times of Such Leave

______________________________________________________________________________________

______________________________________________________________________________________

*For Fractional Day Use:      TIME IN:                                  TIME OUT:

Please check relevant category:

[   ]  Observation of a religious holiday(s), attending to pressing personal, legal or business matters which cannot be conducted at any other time, household or family emergencies, mandatory attendance at a Trial or Hearing.

[   ]  Attendance at a graduation, ordination, wedding, bar/bat mitzvah, confirmation, et al., in which the spouse or child of the teacher requesting said leave is a participant.

[   ]  Received        Date______________             ______________________________________

Responsible Administrative Team Member

[   ]  Received        Date______________             ______________________________________

Assistant Superintendent-Director

[   ]  Received        Date______________             ______________________________________

Superintendent-Director

IS A SUBSTITUTE REQUIRED:                       [   ]   YES                   [   ]   NO

If a substitute is required indicate period(s) needed:

With the exception of emergency situations, this request should be received by your supervisor well in advance of the event.

Revised 8/20/12

B-3

BLACKSTONE VALLEY VOCATIONAL

REGIONALSCHOOL DISTRICT

Important Reminder: Per the Teachers’ Agreement, courses taken for credit and reimbursement must be submitted on this form and approved   by   the   Superintendent-Director   prior   to   starting   the course or they will not be eligible for reimbursement.

Course Approval

Request Form

Today’s Date    __________________

School Year       _________________

Request No.       _________________

To:       Dr. Michael F. Fitzpatrick, Superintendent-Director

I hereby request approval to take the following course(s) for my professional improvement. Has this course or its equivalent been completed previously?       __Yes       __No

COURSE __________________________________No.__________________ Credit Hours __________

Title

HELD AT: __________________________________________ TERM: ______________

COURSE COMPLETED:    Satisfactorily ______________ Unsatisfactorily _________

Please attach course description

COURSE __________________________________No.__________________ Credit Hours __________

Title

HELD AT: __________________________________________ TERM: ______________

COURSE COMPLETED:    Satisfactorily ______________ Unsatisfactorily _________

Please attach course description

_________________________________________________________________

Name                                                                         Department

_________________________________________________________________

Signature                                                                   Date

APPROVALS:

_________________________________________________________________

Coordinator/Supervisor                                              Date

_________________________________________________________________

Assistant-Superintendent Director/Principal             Date

______________________________________      ___________________________

Superintendent-Director                                            Date

B-4

BLACKSTONE VALLEY VOCATIONAL

REGIONAL SCHOOL DISTRICT

Upton, Massachusetts

Professional Development Agreement

Each professional employee shall strive to complete sixty (60) hours of professional development each school year. The purpose of high quality professional development is to enhance student learning by promoting increased knowledge and skills via the acquisition of additional competencies by educators and other members of the educational community. High quality professional development provides a wide variety of opportunities for ongoing growth. Professional improvement training strengthens an individual’s ability to perform as an educator and promotes coherent, systemic approaches to improving teaching and learning continuously.

__________________________________________________________

NAME

Part I

Rationale: Please share a brief overview of the new skills which will be acquired as a result of the proposed plan identified below.

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

Part II

Please specify plan(s) for professional growth by checking all categories which apply:

OPTION A

[   ]    Formal non certification/approval coursed work at accredited college/university (attach description of course(s)

_________________________________________________________________________

College                                                     Course                                                  Credit hours

_________________________________________________________________________

College (if not same as above)                 Course                                                  Credit hours

_________________________________________________________________________

College (if not same as above)                 Course                                                  Credit hours

OPTION B

[   ]    Mentoring, practicum, internship or practice teacher or other field based supervision

(Please attach descriptive information)

OPTION C

[   ]    Non school time workshops, seminars, conferences (attach descriptions)

____________________________________________________________________

Title                                         Contact hours                            Sponsoring Agency

____________________________________________________________________

Title                                         Contact hours                            Sponsoring Agency

____________________________________________________________________

Title                                         Contact hours                            Sponsoring Agency

OPTION D

[   ]    Computer literacy/Technical Technological (Computer training which upgrades skills)

____________________________________________________________________

Theme                                                                         Contact hours

____________________________________________________________________

Theme                                                                         Contact hours

OPTION E

[   ]    Research project (attach descriptors and anticipated products)

____________________________________________________________________

Theme                                                                         Contact hours

____________________________________________________________________

Theme                                                                         Contact hours

____________________________________________________________________

Theme                                                                         Contact hours

OPTION F

[   ]    Outside work in approval or certification specialization area (Specify new skills to be mastered. This option cannot be used to simply enhance wage earning).

_____________________________________________________________________________________

_____________________________________________________________________________________

OPTION G

[   ]    Writing/Publishing (papers, articles, books, etc.)

_____________________________________________________________________________________

_____________________________________________________________________________________

OPTION H

[   ]    Other (School related project beyond regular school time)                       Anticipated

Hrs/Week

_____________________________________________________________________________________

_____________________________________________________________________________________

Part III

YEAR

[   ]    Submitted by candidate on_______________

[   ]    Discussed and approved by ___________________on

Supervisor

[   ]    Reviewed and approved by Ass’t Superintendent/Principal on

Submitted to Superintendent/Director for personnel file entry with copy to candidate on

If additional space is required include attachments

****