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 Year2014
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

2011-2014

This Agreement is made and entered into on this sixteenth day of June, 2011 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 the 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 and supervise and evaluate employees, subject to Appendix A and Article XXX;

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 VI;

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 V 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, 2014. 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 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.             he 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 1 which, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.

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 VI

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 three evening meetings each year. The required evening meetings shall be as follows: 1.) New Student Application Night; 2.) Parents Night; and 3.) 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 a one duty-free preparation period per day for the purpose of planning lessons and correcting student work. A teacher’s instruction 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 VII

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 VIII

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 IX 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, 2011 $3,165; effective July 1, 2012 $3,165; effective July 1, 2013 $3,220.

2.                   Team Leaders responsible for departments with two (2) instructors in addition to the team leader - Effective July 1, 2011 $3,454; effective July 1, 2012 $3,454; effective July 1, 2013 $3,514.

3.                   Team Leaders responsible for departments with three (3) instructors in addition to the team leader - Effective July 1, 2011 $3,666; effective July 1, 2012 $3,666; effective July 1, 2013 $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

(b)           * Day-school enrollment:                                     *Paid at the end of the school

(1)    55-64 trainees          $100.00             year based upon the department

(2)    65-74 trainees          $125.00             enrollment range as of May 15th

(3)    75-84 trainees          $150.00             (or nearest preceding work day)

(4)    85-100 trainees        $200.00             of any school year.

C.            Training Leader Prep Time

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

ARTICLE X

INTERMITTENT SALARY SCHEDULE

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

$30.00 per hour effective July 1, 2011

$30.00 per hour effective July 1, 2012

$32.00 per hour effective July 1, 2013

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 XI

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 XII

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 XIII

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 XIV TEACHERS SALARY SCHEDULE

EFFECTIVE July 1, 2011 (1.50%)

Steps

I

II

III

IV

V

VI

1

$46,662

$48,390

$50,272

$52,338

$54,592

$56,394

2

48,831

$50,561

$52,445

$54,510

$56,762

$58,636

3

$51,000

$52,730

$54,617

$56,680

$58,935

$60,879

4

$53,170

$54,904

$56,788

$58,850

$61,106

$63,122

5

$55,342

$57,070

$58,957

$61,024

$63,277

$65,367

6

$57,514

$59,240

$61,130

$63,194

$65,447

$67,606

7

$59,685

$61,417

$63,301

$65,367

$67,617

$69,847

8

$61,855

$63,588

$65,472

$67,537

$69,790

$72,093

9

$64,032

$65,758

$67,643

$69,705

$71,958

$74,330

10

$66,198

$67,927

$69,812

$71,879

$74,130

$76,575

11

 

$70,099

$71,984

$74,049

$76,301

$78,818

12

 

$74,709

$76,646

$78,732

$81,027

$83,700

Effective July 1, 2012, all employees shall remain on the same step they were on as of June 30, 2012. At the close of the day on June 30, 2013, progression on the step schedule shall resume. Employees who would have received a step increase for the 2012-2013 school year will receive a single step increase effective July 1, 2013. For example, an employee who would have moved from Step 5 to Step 6 on July 1, 2012, will move from Step 5 to Step 6 on July 1, 2013. This lock on the step progression in the second year of this contract will not affect a teacher’s ability to move up a level upon earning additional credentials, subject to the provisions of Article XIV.

TEACHERS SALARY SCHEDULE

EFFECTIVE July 1, 2012

(2.0%)

Steps

I

II

III

IV

V

VI

1

$47,595

$49,358

$51,277

$53,385

$55,684

$57,522

2

$49,808

$51,572

$53,494

$55,600

$57,897

$59,809

3

$52,020

$53,785

$55,709

$57,814

$60,114

$62,097

4

$54,233

$56,002

$57,924

$60,027

$62,328

$64,384

5

$56,449

$58,211

$60,136

$62,244

$64,543

$66,674

6

$58,664

$60,425

$62,353

$64,458

$66,756

$68,958

7

$60,879

$62,645

$64,567

$66,674

$68,969

$71,244

8

$63,092

$64,860

$66,781

$68,888

$71,186

$73,535

9

$65,313

$67,073

$68,996

$71,099

$73,397

$75,817

10

$67,522

$69,286

$71,208

$73,317

$75,613

$78,107

11

 

$71,501

$73,424

$75,530

$77,827

$80,394

12

 

$76,203

$78,179

$80,307

$82,648

$85,374

TEACHERS SALARY SCHEDULE

EFFECTIVE July 1, 2013

(1.75%)

Steps

I

II

III

IV

V

VI

1

$48,428

$50,222

$52,174

$54,319

$56,658

$58,529

2

$50,680

$52,475

$54,430

$56,573

$58,910

$60,856

3

$52,930

$54,726

$56,684

$58,826

$61,166

$63,184

4

$55,182

$56,982

$58,938

$61,077

$63,419

$65,511

5

$57,437

$59,230

$61,188

$63,333

$65,673

$67,841

6

$59,691

$61,482

$63,444

$65,586

$67,924

$70,165

7

$61,944

$63,741

$65,697

$67,841

$70,176

$72,491

8

$64,196

$65,995

$67,950

$70,094

$72,432

$74,822

9

$66,456

$68,247

$70,203

$72,343

$74,681

$77,144

10

$68,704

$70,499

$72,454

$74,600

$76,936

$79,474

11

 

$72,752

$74,709

$76,852

$79,189

$81,801

12

 

$77,537

$79,547

$81,712

$84,094

$86,868

Longevity Stipend after Eighteen (18) Years - $500

Effective July 1, 2012, the above longevity stipend shall be eliminated and the following enhanced longevity stipend shall be implemented.

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 XXX, as evidenced by a score of 2 (‘basic’) or better 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 2011-2012 school year will have the longevity payment added to compensation during the 2012-2013 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 XXII.

Teachers who anticipate accumulating sufficient semester hours to qualify for a change in salary level for the next school 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 professional standards evaluation instrument(s) provided in Article XXX, as evidenced by a score of 2 (‘basic’) or better 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 score of 2 (‘basic’) or better 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 score of 2 (‘basic’) or better 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 score of 2 (‘basic’) or better 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 score of 2 (‘basic’) or better 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 score of 2 (‘basic’) or better 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 score of 2 (‘basic’) or better 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 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, 2014. 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, 2013 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 XXXII, Duration. In the event the first reopener occurs, either party may also request to reopen the Agreement (“the second reopener”), effective July 1, 2014, only if the parties agreed to extend the Agreement until June 30, 2015 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, 2015.

Eligible professional staff will receive a salary bonus equal to three-quarters of one percent (0.75%) of their 2013-2014 base salary if the following conditions are met:

(1)                 The four-year graduation rate of students in the class of 2014 meets the DESE state target for accountability or has improved over the comparable four-year graduation rate for the class of 2011; and

(2)                 On the 2014 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 2014 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 XV

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

EXTRA-CURRICULAR SALARY SCHEDULE

ATHLETICS SCHEDULE

Effective July 1, 2011

Effective July 1, 2012

Effective July 1, 2013 (1.75%)

Athletic Advisor*

$6,381

$6,381

$6,493

Group 1

 

 

 

Varsity Football Head Coach

$5,779

$5,779

$5,880

Group 2

 

 

 

Basketball Coach (Boys)

$4,361

$4,361

$4,437

Basketball Coach (Girls)

$4,361

$4,361

$4,437

Varsity Lacrosse Coach

$4,361

$4,361

$4,437

Group 3

 

 

 

Varsity Baseball Coach

$3,790

$3,790

$3,856

Varsity Softball Coach

$3,790

$3,790

$3,856

Varsity Soccer Coach (Girls)

$3,790

$3,790

$3,856

Varsity Soccer Coach (Boys)

$3,790

$3,790

$3,856

 

Varsity Volleyball Coach (Girls)

$3,790

$3,790

$3,856

Varsity Volleyball Coach (Boys)

$3,790

$3,790

$3,856

Varsity Golf Coach

$3,790

$3,790

$3,856

Varsity Cross Country Coach

$3,790

$3,790

$3,856

Varsity Track & Field Coach

$3,790

$3,790

$3,856

Varsity Field Hockey Coach

$3,790

$3,790

$3,856

Group 4

 

 

 

JV Basketball Coach (Boys)

$3,304

$3,304

$3,362

JV Basketball Coach (Girls)

$3,304

$3,304

$3,362

JV Lacrosse Coach

$3,304

$3,304

$3,362

Track & Field Assistant Coach

$3,304

$3,304

$3,362

Track & Field Assistant Coach

$3,304

$3,304

$3,362

JV Soccer Coach (Boys)

$3,304

$3,304

$3,362

JV Soccer Coach (Girls)

$3,304

$3,304

$3,362

JV Volleyball Coach (Girls)

$3,304

$3,304

$3,362

JV Volleyball Coach (Boys)

$3,304

$3,304

$3,362

JV Baseball Coach

$3,304

$3,304

$3,362

Asst Var / JV Football Coach

$3,304

$3,304

$3,362

Asst Var / JV Football Coach

$3,304

$3,304

$3,362

Asst Var / JV Football Coach

$3,304

$3,304

$3,362

Asst Var / JV Football Coach

$3,304

$3,304

$3,362

JV Softball Coach

$3,304

$3,304

$3,362

Group 5

 

 

 

Freshmen Basketball Coach Freshmen

$2,710

$2,710

$2,757

Football Coach

$2,710

$2,710

$2,757

Freshmen Volleyball Coach

$2,710

$2,710

$2,757

Asst Lacrosse Coach

$2,710

$2,710

$2,757

Asst Baseball /Asst Soccer (Boys)

$2,710

$2,710

$2,757

Fitness Room Coord. (Summer)

$2,710

$2,710

$2,757

Fitness Room Coord. (Winter)

$2,710

$2,710

$2,757

Cheerleading Coach (Fall)

$2,710

$2,710

$2,757

Cheerleading Coach (Winter)

$2,710

$2,710

$2,757

Group 6

 

 

 

Asst Cross Country Coach

$1,705

$1,705

$1,735

JV Golf Coach

$1,705

$1,705

$1,735

Asst Cheerleading Coach (Fall)

$1,705

$1,705

$1,735

Asst Cheerleading Coach (Winter)

$1,705

$1,705

$1,735

Ice Hockey Liaison

$1,705

$1,705

$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, 2011

Effective July 1, 2012

Effective July 1, 2013 (1.75%)

Category A

 

 

 

Student Council Advisor

$2,710

$2,710

$2,757

Student Council Advisor

$2,710

$2,710

$2,757

SkillsUSA Advisor

$2,710

$2,710

$2,757

SkillsUSA Advisor

$2,710

$2,710

$2,757

Robotics Adv/Engineering-Mfg

$2,710

$2,710

$2,757

Robotics Adv/Engineering-Mfg

$2,710

$2,710

$2,757

Category B

 

 

 

Aviation Advisor

$2,025

$2,025

$2,060

Yearbook/Photography Advisor

$2,025

$2,025

$2,060

Yearbook/Photography Advisor

$2,025

$2,025

$2,060

Senior Class Advisor

$2,025

$2,025

$2,060

Senior Class Advisor

$2,025

$2,025

$2,060

Varsity Math Team Advisor

$2,025

$2,025

$2,060

National Honor Society Advisor

$2,025

$2,205

$2,060

National Voke Honor Society Adv

$2,025

$2,025

$2,060

Robotics Advisor/ Project Mgr

$2,025

$2,025

$2,060

Category C

 

 

 

Junior Class Advisor

$1,553

$1,553

$1,580

Junior Class Advisor

$1,553

$1,553

$1,580

Sophomore Class Advisor

$1,553

$1,553

$1,580

New Teacher Mentor Coordinator

$1,553

$1,553

$1,580

New Teacher Mentor Coordinator

$1,553

$1,553

$1,580

Chorus Musical Advisor

$1,553

$1,553

$1,580

Martial Arts Club Advisor

$1,553

$1,553

$1,580

Category D

Drama Club Advisor

$1,013

$1,013

$1,031

Drama Club Advisor

$1,013

$1,013

$1,031

Freshmen Class Advisor

$1,013

$1,013

$1,031

Team Harmony Advisor

$1,013

$1,013

$1,031

DECA Advisor

$1,013

$1,013

$1,031

SEA Club Advisor

$1,013

$1,013

$1,031

Humanities Scholars Advisor

$1,013

$1,013

$1,031

Humanities Scholars Advisor

$1,013

$1,013

$1,031

Robotics Adv/Student Activities

$1,013

$1,013

$1,031

Robotics Adv/Student Activities

$1,013

$1,013

$1,031

Category E

 

 

 

Ski Club Advisor

$674

$674

$686

Fashion Club Advisor

$674

$674

$686

Fashion Club Advisor

$674

$674

$686

ADVISORS SCHEDULE

Effective

Effective

Effective

 

July 1, 2011

July 1, 2012

July 1, 2013 1.75%

Category E continued:

 

 

 

Leo Club Advisor

$674

$674

$686

Model United Nations Advisor

$674

$674

$686

Model United Nations Advisor

$674

$674

$686

SADD Advisor

$674

$674

$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 XVI SICK LEAVE

A.            Fifteen (15) days personal sick leave, cumulative to one hundred fifty (150) days will be granted to all teachers/instructors. 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. With the 2011-2012 school year serving as the initial review year, compensation for earned attendance will be distributed in the second and third year of this contract consistent with the timetable outlined below. 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 or personal days in the prior year and issue an incentive stipend on the basis of the following:

Tier 1: Perfect attendance: No sick or personal days used during the year: $750.00

Tier 2: Near perfect attendance:

Only one sick or personal day used: $500.00

Only two sick or personal days used (in any combination): $400.00

Only three sick or personal days used (in any combination):$300.00

Only four sick or personal days used (in any combination): $150.00

For overall consistency in recordkeeping of attendance and the implementation of this merit program, each single event fractional day use of sick or personal time shall be rounded up and recorded and charged at no less than one-half sick or personal 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 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 XVII 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 XVIII 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 15 shall be eligible for 1 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 1.

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 XIX

NON-PAID AND UNAUTHORIZED LEAVE

In case of absence for reasons other than those covered by Article XVI and Article XVIII 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 XX

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 1 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 XXI

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 XXII

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.       Amounts to be reimbursed shall be calculated at a rate of $150.00 per credit for a maximum of nine (9) credits. Reimbursement for resource materials and/or lab fees directly associated with the taking of course(s) shall not exceed $150.00 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 XXIII

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 notice placed in the glass enclosed bulletin board in the main office, and a bulletin board designated by the Association. During summer vacations, all personnel will be notified by mail. The costs of such mailing shall be paid by the Association.

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 XXIV 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 XXV

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 XXVI

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 XXVII

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 XXVI 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 XXVIII 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 XXIX

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 XXX

PROFESSIONAL STANDARDS EVALUATION AND APPENDIX A.

Consistent with the state’s now approved Race to the Top blueprint, the Multi-Phase Evaluation Instrument and process for evaluating instructional staff in Appendix A will be modified to reflect performance based evaluation criteria which include measures of student achievement and other evidence pertinent to the conduct of the employee’s professional responsibilities and his/her exercise of professional judgment. Modifications to the Evaluation Instrument will be developed by a team of teachers and administrators [three (3) teachers to be identified by the Teachers’ Association and three (3) administrators to be identified by the District School Committee] and based on teacher supervision and evaluation guidelines required by the emerging MASS Frameworks for Teacher [and Principal] Evaluation, adjusted to reflect the integration

of career technical, academic, and 21st century skills, and may be amended to adhere to state guidelines when established.

ARTICLE XXXI

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 XXXII

DURATION

This Contract shall remain in force for a three year period commencing July 1, 2011 and ending June 30, 2014.

In the event that negotiations on a successor agreement are not completed by June 30, 2014 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 Teacher’s Association.

THIS AGREEMENT has been duly executed by the authorized representatives of the Blackstone Vallley Vocational Regional School District Committee and the Blackstone Valley Regional Vocational Technical High School Teacher’s Association.

Blackstone Valley Vocational Regional School District Committee Negotiations Subcommittee.

Blackstone Valley Regional Vocational Technical High School Teacher’s Association Executive Board.

By:                                                                                                        By

_____________________                                                              ___________________________

Gerakl M. Finh, Chair                                                                        David Lewis, President

_____________________                                                              ___________________________

Joseph M. Hall                                                                                    Glenn Arnold

_____________________                                                              ___________________________

****

Page no 34

Blackstone Valley Vocational Regional School District Committee

Blackstone Valley Regional Vocational Technical High School Teacher’s Association

Joseph M. Hall                                                                     David Lewis, President

_______________________                                          __________________________

William J. Pontes                                                                 Glenn Arnold

_______________________                                          __________________________

Joln C, Lavin, III                                                                 Debra Barielleni Kedski

****

Appendix A

FORM A-1                           Multi-Phase Evaluation Instrument

FORM A-2                           Nurse's Evaluation Instrument

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

Blackstone Valley

Vocational Regional

School District

Multi-Phase Evaluation Instrument

September 2008

Blackstone Valley Vocational Regional School District

Evaluation Philosophy

Quality education is characterized by excellence in teaching and learning and is the joint responsibility of teachers and administrators. This document contains an evaluation system which is predicated on the belief that the major purpose of the tool is the improvement of teaching and learning through the advancement of personal and professional growth. Improvement in educational delivery services through cooperative efforts in the evaluation process will help to maintain continued educational advancement at Blackstone Valley Tech. This evaluation program contains supervisory and individual components that staff and administrators can collectively utilize to achieve improvements in instruction and other professional services.

Evaluation Objectives

1.                   To implement a program focusing on continued improvement of instruction.

2.                   To establish a procedure by which District goals may be incorporated into personal goals for instructional growth.

3.                   To motivate self-improvement.

4.                   To identify objectives for improvement of instruction and professional services.

5.                   To provide feedback on instructional performances and professional performance, growth, and development.

6.                   To encourage communication, cooperation, and understanding among professional staff, administration, and paraprofessionals.

7.                   To provide a formal evaluation for instructional personnel.

Blackstone Valley Vocational Regional School District Multi-Phase Evaluation Instrument

Phases

This term refers to the four segments of this evaluation system. Employees with professional status will move through these phases in sequence unless mutually agreed upon.

All professional status staff will be on a (4) four year rotational cycle. All non-professional status staff will be on Phase I.

The Professional Development Plan is due September 15 and the Professional Development Summary is due June 1 for all professional status and non-professional status staff.

Phase I: The Self Reflection and Formal Evaluation

The initial phase in the four year cycle includes a self reflection instrument to provide instructional staff with a tool to reflect on teaching and learning. The instructors will rate themselves in the areas of management, instruction, assessment, and professional development. The self-assessment tool should be used to plan for the remainder of the cycle. This phase also includes an observation leading to a summative evaluation.

Staff without professional status will remain in this phase until professional status is achieved. The formal evaluation will be conducted by an employee’s supervisor and/or administrative team member with advance notice being given to the date of the evaluation.

Scores of less than 10 in any domain area will require the individual to remain in this phase for an additional year.

Phase II: Examination & Professional Growth

This phase is for instructors with professional status and provides the opportunity for quality professional growth through a variety of vehicles and is documented in a Professional Development Plan.

Phase III: Performance/Observation

This phase is for instructors with professional status and provides the professionals an opportunity to demonstrate their skills through an observation and receive feedback on their growth. Evaluators may utilize general walkthroughs, unscheduled observations, and anecdotal evidence to complete the performance/observation phase.

Phase IV: Collaboration

This phase is an opportunity for instructors to provide documentation of collaboration which improves the school community through non-stipend positions.

Blackstone Valley Vocational Regional School District Multi-Phase Evaluation Instrument

Phase I: Self Reflection and Formal Evaluation Self Evaluation:

Utilization of Self Assessment Rubric                                                    Due: No later than January 31

Formal Observation/Evaluation:

Pre-observation meeting to review self assessment Observation with written feedback Post observation meeting

Formal Summative Evaluation:                                                                     Due: June 1

Phase II: Examination and Professional Growth

Professional Development Plan:                                                                    Due: September 15

Participation:

College or University Courses

Workshops/training/conferences

Presentations or Publications

Action Research

Observations in or outside of BVT District

Board/committee or team participant

Review of Individual Professional Development Plan:

Review in conjunction with direct supervisor to ensure meeting requirements in compliance with the Commonwealth of Massachusetts licensure.

Phase III: Performance/Observation Observation/Evaluation:

Completed by direct supervisor or mutually agreed upon professional staff member

May be focused on a specific area determined by evaluator’s or instructor’s choice and agreement to reflect recommendations and commendations

Classroom Walkthrough:

May occur with written checklist on occasion

Copies of walkthrough observation are available with Principal, evaluator, and observer.

Phase IV: Collaboration

Collaboration Plan (through non-stipend positions):                                Due: May 1

May include: Peer Mentoring

Cross Curricular Planning

Supervision of Student Teacher

Advisory Committee

Research

Student Extra Curricular

Co-Teaching

Skills USA

Study Groups

Departmental Project

School Council

PAC Meetings

Committee Work

Other

 

 

The Self Reflection and Formal Evaluation

               Rubric: Professional Standards for Teacher

               Self Assessment Inventory

               Summation Evaluation Form

               Evaluation Summary

Blackstone Valley Vocational Regional School District

Rubric: Professional Standards for Teachers Domain 1 - Management

STANDARD

DISTINGUISHED

PROFICIENT

BASIC

UNACCEPTABLE

1. Environment

Teacher maintains an environment of mutual responsibility that encourages multiple opportunities for student engagement and creativity.

Teacher provides a sense of order that promotes a physically and emotionally safe and trusting environment that promotes mutual respect, physical safety, and opportunity for student learning.

Teacher provides a safe environment with a limited sense of order that sometimes encourages mutual respect and opportunities for learning.

Teacher fails to provide an orderly environment that promotes mutual respect, resulting in a setting which inhibits opportunities for learning.

2. Rapport

Teacher offers students a variety of support systems in order to allow a high level of achievement for all students.

Teacher maintains a supportive climate in order to promote a high level of achievement for all students.

Teacher inconsistently maintains a climate that supports and promotes student learning.

Teacher fails to establish a supportive climate for students.

3. Standards of Behavior

Teacher encourages students to exhibit standards of behavior which provide a foundation for high level of learning.

Teacher clearly indicates expectations for student behavior while consistently taking into account the individual needs of the students.

Teacher’s expectations for appropriate student behavior are not always consistent and/or clearly communicated.

Teacher fails to monitor and/or correct student behavior.

4. Routines and Transitions

Teacher’s management of transitions is consistent. Teacher use of instructional time consistently encourages students to assume responsibility for maintaining classroom routines.

Teacher use of instructional time encourages students to assume some responsibility for maintaining classroom routines.

Teacher’s use of transitions is sporadic, resulting in some loss of instructional time.

Teacher loses instructional time due to inefficient transitions and/or a lack of routine procedures.

5. Non-instructional Duties

Teacher maintains efficient systems and/or procedures for performing non-instructional duties that result in virtually no loss of instructional time.

Teacher maintains efficient systems and/or procedures for performing non-instructional duties to minimize loss of instructional time.

Teacher establishes systems and/or procedures for performing non-instructional duties that result in the loss of some instructional time.

Teacher loses significant instructional time due to inefficient performance of non-instructional duties.

Blackstone Valley Vocational Regional School District

Rubric: Professional Standards for Teachers

Domain 2 - Instruction

STANDARD

DISTINGUISHED

PROFICIENT

BASIC

UNACCEPTABLE

1. Knowledge of Content and Performance Standards

Teacher demonstrates extensive knowledge of content and performance standards, evidences a continuing pursuit of such knowledge, and supports student contributions to the presentation of content.

Teacher demonstrates knowledge of content and performance standards which reflect district curriculum and which are linked to students’ prior knowledge and experience.

Teacher demonstrates basic content knowledge which is sometimes linked to appropriate content and performance standards, but may be inconsistent with students’ prior knowledge and/or district curriculum.

Teacher demonstrates minimal knowledge of content and performance standards as related to the district curriculum.

2. Scope and Sequence

The unit structure is highly coherent, allowing for accommodations according to student needs.

The unit has a clearly defined structure which matches the district curriculum scope and sequence. Tasks are sequentially organized and pacing is appropriate for students.

The unit has structure but may not match the district curriculum scope and sequence and/or tasks may lack sequential organization.

The unit lacks organization.

3. Communication

Teacher’s spoken and written language is correct and expressive, with well chosen vocabulary that enriches the lesson. There is clear communication regarding standards being addressed in the classroom.

Teacher’s spoken and written language is clear and correct. Teacher communicates ideas and information effectively, including the standards being addressed in a lesson.

Teacher’s spoken and written language is not always clear, leading to some confusion in the communication of ideas and information. Students may be unclear regarding standards being addressed.

Teacher does not effectively communicate and/or students are unaware of the standards being addressed.

4. Accommodations of Learning Styles

Students are engaged in activities and assignments appropriate for them. An extensive repertoire of strategies and resources is readily apparent leading to enhanced student achievement.

Teacher selects various strategies to meet the developmental characteristics of students. Teacher collaborates with other professionals to meet special and exceptional needs.

Teacher understands developmental characteristics of children, but only sometimes organizes classroom activities to meet those needs. Few accommodations are made for various learning styles.

Little evidence that the teacher understands the developmental characteristics of students. There is little or no attempt to select strategies to meet students’ needs.

5. Open Ended Questioning Techniques

Teacher engages students in relevant discussion. Teacher’s questions are of high quality and lead to students formulating their own questions.

Teacher consistently employs a wide variety of questions at different levels of thinking, engaging students in discussion. Adequate time is available for students to initiate relevant contributions.

Teacher’s questions lack variety and/or adequate time for student response. There is inconsistent evidence of varied levels of cognitive thinking.

Teacher’s questions lack variety and are virtually all at lower levels of cognitive thinking.

Blackstone Valley Vocational Regional School

District Rubric: Professional Standards for Teachers

Domain 3 - Assessment

STANDARD

DISTINGUISHED

PROFICIENT

BASIC

UNACCEPTABLE

1.Understanding of Performance Based Assessment

Teacher offers multiple opportunities for students to produce work that meets applied learning standards and enhances problem solving skills.

Teacher regularly provides opportunities for students to produce work that is clearly linked to standards.

Teacher provides some opportunities for students to produce work that is linked to standards.

Teacher provides little or no opportunity for students to produce work that is linked to standards.

2. Clear Assessment Criteria

Teacher and students develop assessment criteria that evaluate application and problem solving.

Teacher develops assessment criteria that are standards based and are clearly communicated to students.

Teacher develops assessment criteria that are sometimes linked to standards.

Teacher does not link assessment to standards.

3. Evaluation of Students

Teacher evaluates students using an assessment tool which also allows for self and peer evaluations.

Teacher evaluates work using an assessment tool with opportunities for students to receive frequent feedback and opportunity for revision when appropriate.

Teacher evaluates work using an assessment tool, but provides limited opportunities for feedback or revision.

Teacher evaluates student work without an established assessment tool.

4. Variety of Assessment Strategies

Teacher uses a variety of assessment strategies with student input that enable the work to meet or exceed standard.

Teacher uses a variety of assessment strategies which provide opportunities for students to meet standard.

Teacher uses limited assessment strategies to provide opportunities for students to meet standard.

Teacher does not use a variety of assessment strategies.

5. Self Evaluation by Students

Teacher frequently allows students to reflect, self assess, and when appropriate, to revise their work through collaboration with peers and other professionals.

Teacher provides students with the opportunity to reflect, self assess, and when appropriate, to revise their work in order to meet standard.

Teacher provides limited opportunity for students to reflect, self assess, and when appropriate, to revise their work in order to meet standard.

Teacher does not allow students the opportunity to revise or self evaluate their work.

Blackstone Valley Vocational Regional School

District Rubric: Professional Standards for Teachers

Domain 4 - Professionalism

STANDARD

1. Professional Behavior and Relationships

DISTINGUISHED

Support and cooperation characterize relationships with colleagues. Teacher takes initiative in assuming a leadership role in the school.

PROFICIENT

Support and cooperation characterize relationships with colleagues.

BASIC

Teacher exhibits little evidence of collaboration and cooperation with colleagues.

UNACCEPTABLE

Teacher relationships with colleagues are uncooperative.

2. Policies and Procedures

Teacher effectively demonstrates and frequently communicates school/district policies and procedures to appropriate members of the school community.

Teacher demonstrates and adequately communicates school/district policies and procedures to appropriate members of the school community.

Teacher has basic knowledge of school/district policies and procedures, but does not always demonstrate or communicate that knowledge well.

Teacher demonstrates inconsistent knowledge of school and district policies and procedures.

3. Reporting

Teacher is able to interpret assessment results and uses that analysis to effectively plan for student instruction both in the classroom and on the district level. Students participate in reporting their own progress. Reporting is frequent and handled professionally.

Teacher demonstrates the ability to interpret assessments in an effective manner, communicates with students and parents about student progress on a regular basis, and follows school procedures for reporting

Teacher is able to interpret assessment results, but does not share that effectively or often enough with students and parents. Basic school requirements for reporting and record keeping insufficient.

Teacher record keeping and reporting are unsatisfactory. Knowledge and understanding of assessment is minimal and ineffective.

4. Self Reflection

Teacher makes a thoughtful and accurate assessment of a lesson’s effectiveness, and self identifies needed areas of improvement. Teacher seeks and implements the evaluator’s opinion and suggestions, where appropriate.

Teacher makes accurate assessments of a lesson’s effectiveness, is able to recognize and plan for needed adjustments, and accepts and implements suggestions or improvements, where appropriate.

Teacher is unable to evaluate fully a lesson’s effectiveness, and makes attempts to adjust with mixed results. Suggestions for improvements are inconsistently implemented.

Teacher misjudges the effectiveness of a lesson or approach and may be resistant to suggested changes.

5. Participation in Professional Development

Teacher participates in school or district activities, and assumes a leadership role in that project. Teacher initiates sharing his/her own knowledge with colleagues. Continuous self improvement is noted in advanced course work or workshop/conference or I-Plan development/implementation.

Teacher participates in school or district projects, making a positive contribution to that work. Teacher continues his/her own professional growth through graduate course work or workshop/conference or I-Plan development/implementation.

Teacher participates in school or district projects only when asked to. There is little or minimal evidence of continuing professional growth.

Teacher does not participate in school or district activities. There is no evidence of continuing professional growth.

Blackstone Valley Vocational Regional School District Self Assessment Inventory

Name: __________________ School Year: __________________

Domain 1 - Management

Standard

Descriptor/Indicator

Example of Evidence

1. Environment

Teacher maintains an environment of mutual responsibility that encourages multiple opportunities for student engagement and creativity.

 

2. Rapport

Teacher offers students a variety of support systems in order to allow a high level of achievement for all students.

 

3. Standards of Behavior

Teacher encourages students to exhibit standards of behavior, which provide a foundation for high level of learning.

 

4. Routines and Transitions

Teacher’s management of transitions is consistent. Teacher use of instructional time consistently encourages students to assume responsibility for maintaining classroom routines.

 

5. Non-instructional Duties

Teacher maintains efficient systems and/or procedures for performing non-instructional duties that result in virtually no loss of instructional time.

 

Blackstone Valley Vocational Regional School District

Self Assessment Inventory

Name: _________________ School Year: _________________

Domain 2 - Instruction

Standard

Descriptor/Indicator

Example of Evidence

1. Knowledge of Content and Performance Standards

Teacher demonstrates extensive knowledge of content and performance standards, evidences a continuing pursuit of such knowledge, and supports student contributions to the presentation of content.

 

2. Scope and Sequence

The unit structure is highly coherent, allowing for accommodations according to student needs.

 

3. Communication

Teacher’s spoken and written language is correct and expressive, with well chosen vocabulary that enriches the lesson. There is clear communication regarding standards being addressed in the classroom.

 

4. Accommodations of Learning Styles

Students are engaged in activities and assignments appropriate for them. An extensive repertoire of strategies and resources is readily apparent leading to enhanced student achievement.

 

5. Open Ended Questioning Techniques

Teacher engages students in relevant discussion. Teacher’s questions are of high quality and lead to students formulating their own questions.

 

Blackstone Valley Vocational Regional School District

Self Assessment Inventory

Name: _____________________ School Year: _____________________

Domain 3 - Assessment

Standard

Descriptor/Indicator

Example of Evidence

1.Understanding of Performance Based Assessment

Teacher offers multiple opportunities for students to produce work that meets applied learning standards and enhances problem solving skills.

 

2. Clear Assessment Criteria

Teacher and students develop assessment criteria that evaluate application and problem solving.

 

3. Evaluation of Students

Teacher evaluates students using an assessment tool which also allows for self and peer evaluations.

 

4. Variety of Assessment Strategies

Teacher uses a variety of assessment strategies with student input that enable the work to meet or exceed standard.

 

5. Self Evaluation by Students

Teacher frequently allows students to reflect, self assess, and when appropriate, to revise their work through collaboration with peers and other professionals.

 

Blackstone Valley Vocational Regional School District

Self Assessment Inventory

Name: ______________________ School Year: ______________________

Domain 4 - Professionalism

Standard

Descriptor/Indicator

Example of Evidence

1. Professional Behavior and Relationships

Support and cooperation characterize relationships with colleagues. Teacher takes initiative in assuming a leadership role in the school.

 

2. Policies and Procedures

Teacher effectively demonstrates and frequently communicates school/district policies and procedures to appropriate members of the school community.

 

3. Reporting

Teacher is able to interpret assessment results and uses that analysis to effectively plan for student instruction both in the classroom and on the district level. Students participate in reporting their own progress. Reporting is frequent and handled professionally.

 

4. Self Reflection

Teacher makes a thoughtful and accurate assessment of a lesson’s effectiveness, and self identifies needed areas of improvement. Teacher seeks and implements the evaluator’s opinion and suggestions, where appropriate.

 

5. Participation in Professional Development

Teacher participates in school or district activities, and assumes a leadership role in that project. Teacher initiates sharing his/her own knowledge with colleagues. Continuous self improvement is noted in advanced course work or workshop/conference or I-Plan development/implementation.

 

Blackstone Valley Vocational Regional School District

Summation Evaluation Form

Teacher: _________________                                      Evaluator: _________________

School Year: _________________                              Date: _________________

4 - Distinguished                        3 - Proficient                               2 - Basic                          1 - Unacceptable

Domain 1 - Management

1.           Maintains an environment conducive to student learning.                           4         3         2      1

2.           Demonstrates rapport with students while exhibiting high expectations for all students.

                                                                                                                                            4           3    2              1

3.           Maintains appropriate standards of behavior.                                                4           3    2              1

4.           Effectively manages routines and transitions.                                                4           3    2              1

5.           Effectively and efficiently organizes the non-instructional aspects of the position.

                                                                                                                                            4           3    2              1

Total: _____________

Average: ___________

Comments: ________________________________________________________________________

_________________________________________________________________________________

_________________________________________________________________________________

_________________________________________________________________________________

_________________________________________________________________________________

_________________________________________________________________________________

Recommendations:

_________________________________________________________________________________

_________________________________________________________________________________

_________________________________________________________________________________

_________________________________________________________________________________

_________________________________________________________________________________

_________________________________________________________________________________

__________________________________                       _____________________________________

Signature of Evaluator                   Date                                 Signature of Teacher                                Date

Blackstone Valley Vocational Regional School District

Summation Evaluation Form

Teacher: ______________                                             Evaluator: ______________

School Year: ______________                                     Date: ______________

4 - Distinguished                        3 - Proficient                               2 - Basic                          1 - Unacceptable

Domain 2 – Instruction

1.           Demonstrates knowledge of content and performance standards.                      

4               3             2                  1

2.           Develops appropriate units/lessons based on scope and sequence of the course curriculum.

4               3             2                  1

3.           Communicates ideas and information clearly.

4               3             2                  1

4.           Incorporates a variety of methods/activities (pedagogy) to accommodate different learning styles.

4               3             2                  1

5.           Employs effective open-ended techniques and encourages student-generated questions and responses.

Total: _____________

Average: ___________

Comments: _________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

Recommendations:

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________                         ____________________________________

Signature of Evaluator                   Date                                 Signature of Teacher                                Date

Blackstone Valley Vocational Regional School District

Summation Evaluation Form

Teacher: ____________                                                 Evaluator: ____________

School Year: ____________                                          Date: ____________

4 - Distinguished                        3 - Proficient                               2 - Basic                          1 - Unacceptable

Domain 3 – Assessment

1.           Demonstrates understanding of performance-based assessment.

4               3             2                  1

2.           Creates clear assessment criteria.

4               3             2                  1

3.           Evaluates students’ work according to established district assessment criteria (e.g., portfolio and common tasks).

4               3             2                  1

4.           Uses a variety of assessment strategies and instruments (e.g., observation, portfolio, teacher-made tests) that are aligned with instructional content.

4               3             2                  1

5.       Encourages students to evaluate their own work and use the results of this self assessment to establish individual goals for learning.

Total: ____________

Average: ____________

Comments: _________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

Recommendations:

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________                         ____________________________________

Signature of Evaluator                   Date                                 Signature of Teacher                                Date

Blackstone Valley Vocational Regional School District

Summation Evaluation Form

Teacher:                                                                              Evaluator:

School Year:                                                                       Date:

4 - Distinguished                        3 - Proficient                               2 - Basic                          1 - Unacceptable

Domain 4 – Professionalism

1.           Cooperates with colleagues and maintains a professional manner.

4               3             2                  1

2.           Effectively demonstrates school policies and procedures to the school community.

4               3             2                  1

3.           Interprets and records assessment results and effectively communicates student progress with students and parents.

4               3             2                  1

4.           Successfully implements self improvement through yearly self reflection and suggestions.

4               3             2                  1

5.           Participates in Professional Development through graduate courses, workshops or school initiated programs.

4               3             2                  1

Total: ____________

Average: __________

Comments: _________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

Recommendations:

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________________________________

_________________________________                         ____________________________________

Signature of Evaluator                   Date                                 Signature of Teacher                                Date

Blackstone Valley Vocational Regional School District

Evaluation Summary

Teacher: ______________                                                        Observer: ______________

Certification Number: ______________ Professional Status:                                           Yes                       No

Years of Experience: 1st Year: ______________ 2nd Year: ______________3rd Year:

Phase I: Self Assessment:                     Date Submitted: ______________ Reviewed by: ______________

Summative Evaluation Form:

Domain 1-Management:                     Total Points:                                             Average:

Domain 2 – Instruction:                        Total Points:                                             Average:

Domain 3 – Assessment:                       Total Points:                                             Average:

Domain 4 – Professionalism:               Total Points:                                             Average:

Total Points:                                             Average:

Phase II: Professional Development Documentation Included:

Yes                                                             No                                                         N/A

Phase III: Performance/Observation Documentation Included:

Yes                                                             No                                                         N/A

Phase IV: Collaboration Documentation Included:

Yes                                                             No                                                         N/A

Recommendations/Commendations:

Recommend Reappoint:                                 Yes                                                   No

Recommend Professional Status:                  Yes                                                   No

The teacher is encouraged to add or comment concerning this report.

I have had the opportunity to read this instrument, and I understand that I may attach comments to this evaluation instrument. My signature does not indicate my agreement with this evaluation.

Attachment Included:                        Yes                                                                  No

Signatures:

Teacher: _________________                                                               Date: _________________

Evaluator: _________________                                                            Date: _________________

PHASE II

Examination and Professional Growth

•              Individual Professional Development Plan

Education

Sample Individual Professional Development Plan for Massachusetts Educators

_____________________________________________________________________________________

Name: Last                                           First                                        Middle                                   Renewal Year

_____________________________________________________________________________________

Home Address                                                      City                                        State                       Zip Code

_____________________________________________________________________________________

Primary Area                                                        Certificate Number

_____________________________________________________________________________________

District                                  School                                     Grade Level(s)                      Subject(s)

Professional Development Points Required for Renewal of Primary Area            150 PDPs (no longer 120)

Total number of PDPs required in content

My professional growth goals (please number):

My professional growth goals are consistent with the following district and/or school goals:

Record of Approved Professional Development Activities for Primary Area

Professional Development Activity

Professional Growth Goal (Goal Number)

Content PDPs

Other PDPs (pedagogy or professional skills)

*Date Approved & Supervisor’s Initials OPTIONAL

Date Completed

*The Supervisor’s initials indicate that the professional development activity is consistent with the educational needs of the school and/or district and is designed to enhance the ability of the educator to improve student learning.

Record of Additional Professional Development Activities for Elective PDPs

Professional Development Activity

Professional Growth Goal (Goal Number)

Content PDPs

Other PDPs

Date Completed

Use additional copies of this form if necessary.

This document and other Department of Education documents and publications are available on our website at www.doe.mass.edu/recert.

Educator’s Name                                                                Certificate Number

Initial Review and Approval                                           Date

The signature below indicates that 80% of this educator’s Individual Professional Development Plan is consistent with the educational needs of the school and/or district and is designed to enhance the ability of the educator to improve student learning.

Supervisor’s Name (print)                                                  Title                                        Signature

First Two Year Review                                                     Date

The signature below indicates that this educator’s Individual Professional Development Plan was reviewed. Please check one.

The Plan remains consistent with the educational needs of the school and/or district.

The Plan was reviewed and amended.

Supervisor’s Name (print)                                                  Title                                        Signature

Second Two Year Review                                                Date

The signature below indicates that this educator’s Individual Professional Development Plan was reviewed. Please check one.

The Plan remains consistent with the educational needs of the school and/or district.

The Plan was reviewed and amended.

Supervisor’s Name (print)                                                  Title                                        Signature

Final Endorsement                                                            Date

The signature below indicates the supervisor has reviewed this educator’s Record of Professional Development Activities and the reported activities are consistent with the approved professional development plan.

Supervisor’s Name (print)                                                  Title                                                        Signature

PHASE III

Performance/Observation

               Classroom Observation Report

               Classroom Walk-Through Checklist

Blackstone Valley Vocational Regional School District

Classroom Observation Report

Teacher: _________________                                      Observer: _________________

School Year: ______________                                     Date/Time: _________________

Class: _________________                                           # of Students: _________________

Description of Class/Lesson: Observations:

Recommendations/Commendations:

_________________                           _________               __________                                               _______

Signature of Observer                            Date                           Signature of Teacher                                Date

Blackstone Valley Vocational Regional School District

Classroom Walk-Through Checklist

Teacher:                                                          Course Name:                                                              Date:

Observer:                                                         Period:                                   Beginning                    Middle                  End

Time In:                                                            Time Out:

1.       Students:

a.       Students are on task and behaving appropriately/satisfactory classroom management

Strongly Agree                 Agree                        Disagree                  Not Observed/indeterminable

b.       Students are engaged in the lesson

Strongly Agree                 Agree                        Disagree                  Not Observed/indeterminable

c.       Students are aware of the lesson/activity objective

Strongly Agree                 Agree                        Disagree                  Not Observed/indeterminable

2.       Instruction: (check all that apply)

a.       Instructional model observed is centered around:

Teacher                            Students(s)                 Video                              Other media/technology

b.       Instructional objective is:

In lesson plan                   Aligned with Curriculum         Posted on board     Posted in handout

Verbal                        In student notes                       Not known/evident          Non-existent

c.       Lesson plans are thorough, up-to-date, and clearly state objectives/activities

Strongly Agree            Agree                Disagree                         Not Observed/indeterminable

d.       Activities match the lesson objective

Strongly Agree            Agree                Disagree                         Not Observed/indeterminable

e.       Teacher is well prepared to deliver instruction, specifically with regard to provisioning, presentation materials, tools and supplies.

Strongly Agree            Agree                Disagree                         Not Observed/indeterminable

3.       Assessment:

a.       Teacher frequently checks for understanding (dip-sticking)

Satisfactory                    Unsatisfactory           Not Observed

b.       All students are called on/enlisted to participate

Satisfactory                    Unsatisfactory           Not Observed

c.       Grade book indicates frequent assessments

Satisfactory                    Unsatisfactory           Not Observed

d.       Homework expectations are evident

Satisfactory                    Unsatisfactory           Not Observed

PHASE IV

Collaboration

•              Collaboration Review

Blackstone Valley Vocational Regional School District

Phase IV

Collaboration Review

Name: _________________

Certificate Number: ________________                                   Date Submitted:

Instructions:

Record all additional non-stipend collaborative efforts which the instructor has been involved with during the last four (4) evaluation cycles that have improved the quality of education within the Blackstone Valley Vocational Regional School District.

Examples:

 

 

 

Peer Mentoring

Cross Curricular Planning

Supervision of Student Teacher

Advisory Committee

Research

Student Extra Curricular

Co-Teaching

Skills USA

Study Groups

Departmental Project

School Council

PAC Meetings

Committee Work

Other

 

 

Year 1:                                 School Year:

Year 2:                                 School Year:

Year 3:                                 School Year:

Year 4:                                 School Year:

_________________                             __________          _________________                              _______

Signature of Supervisor                           Date                         Signature of Teacher                                Date

Nurse’s Evaluation Instrument

A-2

Nurse ____________________ Date ____________________

License Number _____________ Years of Experience ________ Professional Status Yes

_ No

Evaluator's Signature ____________________ Date

Principles of Nurse's Evaluation Instrument

AREA

1.     Professional Demeanor and Ethics

1.1      Demonstrates and utilizes contemporary, professional knowledge.

1.2      Attends meetings and conferences.

1.3      Prepares for meetings and conferences.

1.4      Submits required reports and other documents on time.

1.5      Maintains confidentiality.

COMMENTS:

2.     Assessment/Evaluation

2.1      Collects and utilizes student information and uses it to determine health department goals.

2.2      Interprets evaluation/screening data and uses it to help students determine individual health needs.

2.3      Shares data with other professionals.

2.4      Documents and disseminates assessment information.

COMMENTS:

3.     Program Planning

3.1      Coordinates services with school personnel and community agencies.

3.2      Participates in conferences pertinent to student needs.

COMMENTS:

4.     Knowledge of Subject Matter

The nurse has command of basic knowledge and information necessary to perform duties.

4.1      The nurse is able to respond to student questions by providing additional information.

4.2      The nurse recommends supplemental sources to find answers.

4.3      The nurse allows student discussion in the structure of the subject.

4.4      The nurse shows evidence of knowledge of the subject matter.

4.5      The nurse is able to translate information into language capable of being understood by students.

COMMENTS:

5.     Professional Responsibilities-Growth

The nurse demonstrates responsibility in executing his/her role in the school environment.

5.1      Practices punctuality.

5.2      Is timely and accurate in completing required records and reports.

5.3      Shows respect for all staff members.

5.4      Exercises discretion when dealing with confidential material.

5.5      Works cooperatively to resolve concerns/problems through proper channels.

5.6      Cooperates with staff and works effectively at assigned duties.

5.7      Disciplines all students in appropriate and consistent manner.

5.8      Maintains professional development requirements.

COMMENTS:

6.     Promotion of Equity and Appreciation of Diversity

The nurse demonstrates responsibility in executing his/her role in the school environment.

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

6.2      Strives to ensure equitable opportunities for student learning.

COMMENTS:

NOTE:            Any item evaluated as "Unsatisfactory" will require suggestions for improvement in a written statement from the evaluator.

With only the two evaluation blocks of "Satisfactory" and "Unsatisfactory" on the evaluation instrument, the evaluator should, with written comments, explain when a teacher is performing in an excellent or outstanding manner.

COMMENTS AND SUGGESTIONS:

9First Year                             9Second Year

9Third Year                           9 Fourth Year

Recommend Reappointment

yes                  no

Recommend Professional Status

yes                  no

The evaluee is encouraged to add or comment concerning this report.

I have had the opportunity to read this instrument, and I understand that I may attach comments of my own to this evaluation instrument. My signature does not necessarily indicate my agreement with this evaluation.

ATTACHMENT:                                           YES               NO

EVALUEE:                                                      DATE:

EVALUATOR: _______________________

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)

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: 8/2006

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

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

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.

B-3

BLACKSTONE VALLEY

VOCATIONAL REGIONAL                                                                                                     Course Approval

SCHOOL DISTRICT                                                                                                                    Request Form

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.

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:

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

BLACKSTONE VALLEY VOCATIONAL REGIONAL SCHOOL DISTRICT

Upton, Massachusetts

Professional Development Agreement

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.

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.

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

Submitted by candidate on _______________

_________________

YEAR

Discussed and approved by _______________ on _______________

Supervisor

Reviewed and approved by Asst. Superintendent/Principal on

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

If additional space is required include attachments.

Attachment A

****