Blackstone-Millville

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DistrictBlackstone-Millville
Shared Contract District
Org Code6220000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2011
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityrural economic centers
Number of Schools5
Enrollment2064
Percent Low Income Students18
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Blackstone-Millville

 

 

 

Agreement

 

 

 

 

 

BETWEEN

 

BLACKSTONE-MILLVILLE REGIONAL

SCHOOL DISTRICT

 

 

AND

 

BLACKSTONE-MILLVILLE REGIONAL SCHOOL

DISTRICT EDUCATORS ASSOCIATION

 

 

 

 

 

SEPTEMBER 1, 2010 – AUGUST 31, 2011

 

 

 

 

 

 

 

 

AGREEMENT

 

This Agreement is made and entered into as of the first day of September 2010, by and between the BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT, acting by and through its District School Committee (hereinafter referred to as the “Committee”) and the BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT EDUCATORS ASSOCIATION (hereinafter referred to as the “Association”).

 

 

PREAMBLE

 

Whereas, pursuant to the provisions of the Massachusetts General Laws, Chapter 150E, Section 6, the Committee has met with representatives of the Association, and the parties have fully considered and discussed all proposals made by either party as to wages, hours and other conditions of employment.

 

A.   Now, therefore, the Committee and the Association agree on the following terms and provisions to be effective as set forth in this instrument.

 

 

ARTICLE I

 

SCOPE

 

A.   The Agreement includes all of the agreements reached by the parties respecting matters pertaining to wages, hours and other conditions of employment of employees covered by this contract.

 

B.   If any provision of this Agreement, or any application of this Agreement to any employee or group of employees covered hereby, shall be found contrary to law, such provision or application shall be deemed valid and shall have effect only to the extent permitted by law, but all other provisions or applications of this Agreement will continue in full force and effect.

 

C.   In the event that any provision of this agreement is held invalid, the parties agree to enter promptly into collective bargaining negotiations upon the request of either party for the purpose of arriving at a mutually satisfactory replacement for such provision.

 

D.   The parties further recognize and agree that, except as to matters specifically covered and provided for in this Agreement or any amendment thereto mutually agreed upon, the Committee continues to retain, whether exercised or not, all of the duties, powers, responsibilities and rights provided to it by the laws of the Commonwealth of Massachusetts and the applicable rules and regulations of administrative agencies issued under such laws, and may exercise the same, in its sole discretion, without any such exercise being made the subject of a grievance or arbitration proceeding hereunder.

 

 

 

ARTICLE II

 

RECOGNITION

 

A.   For the purposes of collective bargaining with respect to wages, hours and other conditions of employment, the Committee recognizes the Association as the exclusive bargaining agent and representative of the following unit of professional employees of the Blackstone-Millville Regional School District:

 

All full-time and part-time classroom teachers (including full-time and part-time physical education instructors and also including early childhood teachers) and full-time and part-time guidance personnel, long-term substitutes, school nurses, school adjustment counselors and school psychologist.

 

B.   Unless otherwise indicated, the professional employees in the above unit will be hereinafter collectively referred to as the “teachers” or the “educators” or the “employees covered by this Agreement”.

 

C.   All other employees of the Blackstone-Millville Regional School District, whether professional or non-professional, are excluded from the above unit and are not covered by this Agreement.

 

D.   The following words, as used in Paragraph A, above, shall have the following meanings:

 

1.    “Part-time”, a regularly employed employee covered by this Agreement whose work day is generally shorter than the regular work day or whose work week is generally shorter than the regular work week of a regularly employed full-time employee covered by this Agreement.  A part-time employee’s benefits under this Agreement (e.g. salary, sick leave, etc.) shall be determined by multiplying the numerical amount of a particular benefit (e.g. the dollar amount for salary, the number of days for sick leave, etc) as it applies to full-time employment by a percentage figure representing such employee’s total amount of employment as compared to a full-time employee’s total amount of employment.

 

  1. “Long-term substitute”, a person who is not a regularly employed employee but who, at the time of hiring, is hired to work for more than ninety (90) consecutive school days in a particular school year.

 

 

ARTICLE III

 

GRIEVANCE PROCEDURE

 

A.   The purpose of the procedure set forth hereinafter is to produce prompt and equitable solutions to grievances (as such term is hereinafter defined) which from time to time may arise.  The Committee and Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved.

 

B.   For the purposes of this Contract, a grievance is hereby defined to be:

 

  1. A question, problem or disagreement concerning the interpretation or application of any provision of this Contract with respect to the wages, hours or working conditions of an employee or employees covered by this Contract; or

 

  1. Any treatment of an employee which is claimed to be unfair, unjust or discriminatory.

 

C.   The aggrieved employee shall present the grievance in person to the Principal.  The Principal shall make a determination and disposition of the grievance which shall be final unless the aggrieved employee elects to appeal said decision as hereinafter set forth.

 

  1. Level One:  In the event that the grievance shall not have been disposed of to the satisfaction of the employee or, in the event that no decision shall have been rendered by the Principal within ten (10) calendar days after presentation of the grievance, the aggrieved employee may reduce the grievance to writing and file it with the Principal.  The Principal shall meet with the aggrieved employee and attempt to settle the grievance.  The grievance shall be answered in writing.

 

  1. Level Two:  In the event that the grievance shall not have been disposed of to the satisfaction of the employee or, in the event that no written answer shall have been received by the employee within ten (10) calendar days after filing of the written grievance, the aggrieved employee may, within ten (10) calendar days after receipt of the written answer of the Principal or, if no written answer is received within ten (10) calendar days after the last day for receiving said written answer, forward the written grievance with a copy of the Principal’s answer, if any, to the Superintendent.  Within ten (10) calendar days after receipt of the written grievance, the Superintendent shall meet with the aggrieved employee and attempt to settle the grievance.  The grievance shall be answered in writing.

 

  1. Level Three:  In the event that the grievance shall not have been disposed of to the satisfaction of the employee or in the event that no written answer shall have been received by the employee within twenty (20) calendar days after the meeting with the Superintendent on the grievance, the aggrieved employee may within ten (10) calendar days after receipt of the written answer of the Superintendent, or, if no written answer is received within ten (10) calendar days after the last day for receiving said written answer, forward the written grievance, with a copy of any and all answers thereto, to the Committee.  Within twenty (20) calendar days after receipt of the written grievance, the Committee shall meet with the aggrieved employee and attempt to settle the grievance.  The grievance shall be answered in writing.

 

  1. Level Four:  In the event that the grievance shall not have been disposed of to the satisfaction of the employee or, in the event that no written answer shall have been received by the employee within forty (40) calendar days after the meeting with the Committee on the grievance, and provided that the grievance shall be a question, problem or disagreement concerning the interpretation or application of any provision of this Contract, the aggrieved employee may, by giving written notice to the Committee within ten (10) calendar days after receipt of the written answer of the Committee, or if no written answer is received within ten (10) calendar days after the last day for receiving said written answer, present the grievance for arbitration, in which event, the Committee and the Association agree to submit the grievance to the American Arbitration Association for disposition in accordance with the applicable rules of the said American Arbitration Association, unless the Committee and the Association have agreed to submit the grievance to some other neutral arbitrator.  The arbitrator shall not have authority to alter, modify or amend this Contract.  The decision of the arbitrator within the scope of his jurisdiction shall be final and binding upon the Committee and the aggrieved employee.  The expenses of arbitration, if any, shall be shared equally by the Committee and the aggrieved employee and/or the Association.

 

The number of days indicated in each level of the grievance procedures set forth above shall be considered as maximum time limits and every reasonable effort shall be made to expedite consideration of the grievance through the grievance procedure.

 

D.   If at the end of twenty (20) calendar days next following the occurrence of any grievance, the grievance shall not have been presented at Level One of the procedure set forth in Paragraph C, above, the grievance shall be deemed to have been waived; and any grievance in course under the procedure set forth in Paragraph C, above, shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified therefore by the said Paragraph C.

 

E.   Whenever any grievance in course under the procedure set forth in Paragraph C, above, is settled at Levels One, Two or Three, the settlement shall be reduced to writing and shall be signed by the parties involved at the procedural level involved.

 

F.    If a grievance shall have been instituted or shall be under consideration at any time within sixty (60) calendar days preceding the end of the school year, the parties agree to cooperate to expedite consideration of the grievance through the grievance procedure.

 

G.   An aggrieved employee may, if he or she so desires, be represented at Levels One, Two, Three and Four of the Grievance Procedure set forth in Paragraph C, above, by the Association or by representatives of the Association, but nothing in this Contract shall prevent or preclude any employee covered by this Contract from individually presenting any grievance he or she may have.

 

H.   The Principal may delegate to any Assistant Principal and the Superintendent may delegate to any Deputy or Assistant Superintendent their respective functions and obligations contained in this Article, provided, however, that any such delegation shall be confirmed by giving written notice thereof to the Association, and further provided that any grievance in course at Levels One, Two, Three and Four on the date of receipt by the Association of said written confirmation shall not be affected by said delegation.

 

I.      In the event that an aggrieved employee withdraws his grievance while in course at Levels One, Two, Three or Four of the Grievance Procedure set forth in Paragraph C, above, the decision rendered at the highest level preceding the highest level to which the grievance shall have been presented, shall be final and binding upon the aggrieved employee.

 

ARTICLE IV

 

SALARIES AND SALARY REQUIREMENTS

 

A.   The salaries of all employees covered by this Agreement are set forth in Appendix "A" which is attached hereto and made a part hereof.  Such salaries are for a work year consisting of 184 days.

 

B.   All degrees recognized for salary credit on the salary schedule (Appendix "A") must be earned at a college or university accredited by a regional or national accrediting association.

 

C.   Teachers at the Bachelor's Degree rate on the salary schedule (Appendix "A") may not advance from Level I to Level II, or from Level II to Level III or from Level III to Level IV without first fulfilling in each Level a step-rate requirement.  The step-rate requirement may be fulfilled in one of the following five ways:

 

  1. Earning three semester hours of new credits on the graduate level.  Courses to be applied must be approved in writing in advance by the Superintendent of Schools and must be earned at a college or university accredited by a regional or national accrediting association.

 

  1. Service for at least one year on a School Building, School Needs or other committee related to education.  The teacher must have made a positive contribution to the committee.  The Superintendent of Schools shall evaluate the teacher's service and determine whether or not the teacher has made a positive contribution to the committee.

 

  1. The formulation, completion and evaluation of an experiment in education.  The proposal must first be submitted to the Superintendent of Schools for approval.

 

  1. For participation in In-Service Courses.  Notification of such courses will be given to the Association by June 30 for the fall semester and by December 30 for the spring semester.  Teachers will participate in said in-service courses on a voluntary basis.

 

  1. Correspondence courses approved by the State Board of Education.  Courses to be applied must be approved in writing in advance by the Superintendent of Schools.

 

D.   Except as otherwise provided in this paragraph, a teacher who is otherwise eligible for advancement will be advanced from his step on the salary schedule for a particular school year to the next higher step on the salary schedule at the start of the next following school year.  A teacher may be denied such advancement for incompetency in the classroom in accordance with the following procedure.

 

  1. On or before February 1 of said particular school year, the Superintendent of Schools shall notify the teacher in writing that he is considering recommending to the Committee that said teacher be denied such advancement.  The areas or instances of unsatisfactory performance constituting the basis for said notification shall be based on the evaluation process established in Article XII.
  2. A reasonable number of additional evaluations, as determined by the Superintendent of Schools, shall be conducted during the period from February 1 of said particular school year to March 15 of said particular school year in order to determine whether said areas or instances of unsatisfactory performance have been corrected.  On or before March 15 of said particular school year, the Superintendent of Schools, if he has so decided, shall notify the teacher in writing that he will recommend to the Committee that said teacher be denied such advancement.

 

  1. Said teacher may, within 3 calendar days after receipt of said notification referred to in sub-paragraph 2 above, request in writing a written explanation from the Superintendent of Schools.  If so requested, said written explanation shall set forth the specific areas or instances of unsatisfactory performance constituting the basis for said recommendation and shall be given to said teacher within 3 calendar days after receipt of said written request.

 

  1. Said teacher may, within 3 calendar days after receipt of said written explanation, request in writing a hearing before the Committee.  If so requested, said hearing shall take place at the next regularly scheduled meeting of the Committee or within ten (10) calendar days after receipt of said written request, whichever first occurs.  Said teacher may be present at said hearing with or without representation, and shall be given reasonable opportunity to be heard.  Said teacher shall be entitled to said hearing before the Committee only if he has previously requested the written explanation provided in sub-paragraph 3 above.

 

  1. Written notification of a decision by the Committee to deny said teacher such advancement (which decision must be based on a recommendation of the Superintendent of Schools to that effect) shall be given to said teacher on or before April 15 of said particular school year.

 

A decision by the Committee to deny a teacher such advancement, made in accordance with the foregoing procedure shall not be the subject of a grievance under the terms of this Contract.  All written communications required by this Paragraph shall be mailed, postage prepaid, by certified mail with return receipt requested.

 

E.   The Committee agrees to provide and make available each school year an in-service course or courses equivalent to three semester hours, provided a minimum of 20 teachers agree in writing on a voluntary basis, to enroll in said course or courses.  The Superintendent of Schools shall choose the course or courses to be offered.  The course or courses shall be taught following the end of the work day as set forth in Article VII.

 

F.    A fifteenth (15th), twentieth (20th) and thirtieth (30th) year stipend will be established on the salary schedule. An employee will be entitled to the fifteenth (15th) year stipend at the beginning of his/her fifteenth (15th) year of continuous employment with the Blackstone-Millville Regional School District (service in the Blackstone Public Schools and/or the Millville Public Schools prior to K-12 regionalization will be counted) and receive that amount each year through his/her nineteenth (19th) year.  The amount of the fifteenth (15th) year stipend will be one-half (1/2) of the average of the amounts of the increments in the salary schedule in effect for the school year.  An employee will be entitled to the twentieth (20th) year stipend at the beginning of his/her twentieth (20th) year of continuous employment as aforesaid and receive that amount each year through his/her twenty-ninth (29th) year.  The amount of the twentieth (20th) year stipend will be the average of the amounts of the increments in the salary schedule in effect for the school year.  An employee will be entitled to the thirtieth (30th) year stipend at the beginning of his/her thirtieth (30th) year of continuous employment as aforesaid and receive that amount each year through his/her last year of employment.  Except for the 2005-2006 school year, the amount of the thirtieth (30th) year stipend will be the sum of $1,500.00.  Unpaid leaves of absence will not be counted in calculating continuous years of employment as aforesaid to determine an employee’s eligibility to receive such stipends but will not constitute a break in continuous employment. An employee must be compensated for ninety (90) or more days to be credited with a full year of service. Unpaid leaves of absence will not be counted toward obtaining steps 15, 20 or 30, but will not constitute a break in continuous employment.

 

 

ARTICLE V

 

EXTRACURRICULAR FUNCTIONS AND ACTIVITIES

 

A.   Participation by teachers in the system in one or more extracurricular functions and activities shall be on a voluntary basis.

 

B.   The extracurricular functions and activities for which extra pay will be provided, and the extra pay therefore, are listed on Appendix "B" attached hereto and made a part hereof.  Such listing shall in no way obligate or require the committee to create or continue any of said positions.  The decision to create or continue a position or to eliminate or discontinue an established position shall be the prerogative of the Committee.  The Committee agrees that, if it eliminates or discontinues during a particular school year a position created or continued during said school year after it has made an appointment to said position and the appointee has accepted the appointment and entered upon the discharge of the duties, functions and responsibilities of said position, the appointee shall be entitled to and shall receive the extra pay for said position.

 

C.   The Superintendent shall post on the bulletin board in the Principal's Office a notice listing any positions that are open and which the Committee has decided to fill.  Such notice shall be posted no later than the date on which the Committee makes formal public announcement of openings for said positions.  (In the event that any such notice is posted after the close of a school year and prior to August 16 next following, and provided that after such posting the positions listed thereon have not already been filled by the Committee by July 15 and/or August 15, as applicable, a copy of such notice shall be mailed with the mailing of the salary checks next following said July 15 and/or August 15, as applicable, to those teachers who, prior to the end of a school year, notify the Superintendent's Office, on a form provided by that office, of their desire to receive such mailing.  The foregoing provisions shall in no way affect or be deemed to affect the time for filling positions.)  Applications for said positions shall be made on forms furnished by the Superintendent and shall be filed with the Office of the Superintendent within the time limit specified in such notice.

 

 

 

ARTICLE VI

 

WORK YEAR

 

A.   The work year for teachers shall begin no earlier than September 1 of each year and shall end on June 30 of the following year.  The work year shall consist of one hundred eighty (180) teaching days and four (4) in-service days which may be scheduled at any time throughout the school year by the Superintendent of Schools and need not be uniform throughout the District.  The Superintendent of Schools shall have the right to convert one (1) of said four (4) in-service days to a teaching day if needed in order to meet and comply with any Time and Learning requirements mandated by the Commonwealth of Massachusetts.  Teachers shall receive Professional Development Points (PDP) to the extent allowed by law.  The Friday immediately preceding Labor Day shall not be a workday.  The last day of school in June shall be a half-day for students and teachers.  No final exams shall be scheduled by the school administration on the last day of school.

 

B.   As part of their teaching duties and without additional compensation, teachers shall be available for and participate in two (2) parent-teacher conference nights and one (1) two (2) hour Meet the Teacher Night.  Parent conference and Meet the Teacher Night shall be scheduled on a school night (excluding Friday), the specific dates for which shall be determined by the Superintendent of Schools and need not be uniform throughout the District school system.  The current practice of dismissing students and teachers early on the last school day prior to the Christmas vacation period, so-called, as compensatory time to the teachers for participating in the parent-teacher conferences shall continue during the term of this Agreement.

 

C.   As soon as practicable, teachers will be provided with a calendar of the work year showing the projected scheduling of the teaching, in-service and orientation days and any other days which the Committee is required to include on said calendar.  The calendar shall provide for the following vacation periods: 1) a Christmas vacation, so-called, beginning on December 24 and extending through New Year's Day; 2) a February vacation, so-called, being the Monday through Friday of the week containing Presidents' Day; and 3) an April vacation, so-called, being the Monday through Friday of the week containing Patriots' Day.  Except for said guaranteed vacation periods, the Committee reserves the right to make changes to said calendar at any time.

 

D.   Part-time teachers must be present for, and participate in, scheduled in-service days to the same extent as full-time teachers.  Such teachers shall be compensated at their hourly rate of pay for that portion of such days which exceeds the percentage figure of their part-time employment.

 

E.   There is hereby established a joint study sub-committee consisting of the Assistant Superintendent of Schools who shall serve as its Chair, two (2) members of the Committee and one (1) Principal chosen by the Committee and three (3) members of the Association, one of whom shall come from the elementary school level, one of whom shall come from the middle school level and one of whom shall come from the high school level.  Said sub-committee shall consider and study the feasibility of holding one (1) of the two (2) parent-teacher conferences referenced in Paragraph B above during the afternoon rather than at night.  Said sub-committee shall meet at such times and places as determined by its Chair.  Said sub-committee shall report its findings and recommendations to the Committee and the Association.  Any recommendations of said sub-committee to change the Agreement shall not be effective unless and until approved in writing by the Committee and the Association.

 

F.    There is hereby established a joint study subcommittee consisting of five (5) members:  the Superintendent of Schools who shall serve as its chair, two (2) members of the Committee and two (2) members of the Association.  Said subcommittee shall consider and study the evaluation process and evaluation tool and make recommendations for changes.  Any recommendations of said subcommittee shall not be effective unless and until approved in writing by the Committee and the Association.

 

 

ARTICLE VII

 

WORK DAY

 

A.   Secondary (9-12) Work Day

 

  1. AM Supervision - will be assigned ten minutes prior to the commencement of homeroom duty.  AM supervisory stations shall be established and all secondary school (9-12) unit members not assigned to homeroom duty shall constitute the assignment pool, except the School Nurse is specifically excluded from the AM supervision assignment pool.  AM supervision assignments shall be rotated among the eligible members of the pool on as near an equitable basis as possible.

 

  1. Homeroom Assignments - to the extent possible, shall be on a voluntary basis.  Department Heads, the School Nurse and the School Adjustment Counselor shall be specifically excluded from homeroom duty assignments.  In the event there is an insufficient number of volunteers from the eligible secondary school (9-12) bargaining unit pool to fill the required number of homeroom duty assignments, the Administration shall fill the remaining assignment needs, yearly, on as near an equitable rotating basis as possible, from the remaining members of the said eligible pool for the term of this Agreement.  Homeroom duty assignments shall commence no more than ten (10) minutes following the beginning of AM supervision.

 

Secondary school (9-12) bargaining unit members assigned to AM supervision or homeroom duty shall sign in no later than five (5) minutes prior to the commencement of such duty.  All other secondary school (9-12) bargaining unit members not assigned to AM supervision or homeroom duty for a particular day shall sign in no later than five (5) minutes prior to the start of classes.

 

  1. Student Help - On Monday-Thursday secondary school (9-12) bargaining unit members will be available in their classrooms or designated area for thirteen (13) minutes after dismissal.  If students stay for extra help the bargaining unit member will stay at least thirty (30) minutes.  If no students return at or before thirteen (13) minutes after dismissal, the bargaining unit member may leave thirteen (13) minutes after dismissal. 
  2. Central Detention - Detention shall be held Monday-Friday.  It is understood that individual classroom teachers will arrange to keep students requiring detention on an individual basis.  On the secondary school (9-12) level, central detention will also be provided for serious offenders Monday-Friday.  The position(s) of supervisor(s) of central detention shall be created and a negotiated stipend contained in Appendix B shall be provided. 

 

  1. At the high school level, no homeroom activity shall commence prior to 7:30 AM.

 

  1. The principal or his/her designee has the right, with prior notice, to schedule one general faculty meeting each month.  These meetings will not exceed one hour after the dismissal bell sounds.  Sufficient flexibility will be permitted to allow for fulfilling other school related and professional obligations.  Faculty meetings will take precedence over student help.

 

  1. There is hereby established a joint study subcommittee consisting of five (5) members:  the Superintendent of Schools who shall serve as its chair, two (2) members of the Committee and two (2) members of the Association.  Said subcommittee shall consider and study the advisor-advisee program at the high school and make recommendations for program implementation.  Any recommendations of said subcommittee shall not be effective unless and until approved in writing by the Committee and the Association.

 

B.   Middle (6-8) Work Day

 

  1. AM Supervision - will be assigned fifteen (15) minutes prior to the commencement of homeroom duty.  Three (3) AM supervisory stations shall be established and all middle school (6-8) unit members not assigned to homeroom duty shall constitute the assignment pool, except the School Nurse is specifically excluded from the AM supervision assignment pool.  AM supervision assignments shall be rotated among the eligible members of the pool on as near an equitable basis as possible.

 

  1. Homeroom Assignments - to the extent possible, shall be on a voluntary basis.  Team Leaders and the School Nurse shall be specifically excluded from homeroom duty assignments.  In the event there are an insufficient number of volunteers from the eligible middle school (6-8) bargaining unit pool to fill the required number of homeroom duty assignments, the Administration shall fill the remaining assignment needs, yearly, on as near an equitable rotating basis as possible, from the remaining members of said eligible pool for the term of this Agreement.  Homeroom duty assignments shall commence no more than fifteen (15) minutes following the beginning of AM supervision.

 

Middle school (6-8) bargaining unit members assigned to AM supervision or home-room duty shall sign in no later than five (5) minutes prior to the commencement of such duty.  All other middle school (6-8) bargaining unit members not assigned to AM supervision or homeroom duty for a particular day shall sign in no later than five (5) minutes prior to the start of classes except that Team Leaders shall be available no later than the start of homeroom to perform their duties.

 

  1. Student Help - On Monday-Thursday middle school (6-8) bargaining unit members will be available in their classroom or designated area until fifteen (15) minutes after dismissal.  If students stay for extra help, the bargaining unit member will stay at least thirty (30) minutes. If no students return at or before fifteen (15) minutes after dismissal, the bargaining unit member may leave fifteen (15) minutes after dismissal.  It is understood and agreed that, with prior notice, general faculty meetings may be scheduled during these days and they may not extend beyond one hour after dismissal.  Sufficient flexibility will be permitted to allow for fulfilling other school-related and professional obligations.  Faculty meetings will take place over student help.

 

  1. PM Supervision - It is agreed and understood that at the middle school (6-8) level, there is need for supervision in the PM.  Said assignments shall be the responsibility of the building principal.  The assignments will not exceed one (1) station nor go beyond more than one hour after dismissal.  All middle school (6-8) bargaining unit members will be assigned on a rotating basis.  A list indicating station and assignee will be provided by the building principal.

 

  1. Common Planning Time - The Committee and the Association recognize and acknowledge that, due to the unique nature of the middle school (6-8) program, there is a need for each Team to have adequate time to plan the needs of the Team and the students assigned thereto.  Accordingly, the bargaining unit members assigned to each Team will meet twice a week to do common planning for the Team, each meeting not to exceed forty-five (45) minutes.  Such meetings will be scheduled during the school day.

 

  1. The principal or his/her designee has the right, with prior notice, to schedule one general faculty meeting each month.  These meetings will not exceed one hour after the dismissal bell sounds.  Sufficient flexibility will be permitted to allow for fulfilling other school related and professional obligations.  Faculty meetings will take precedence over student help.

 

C.   Elementary (K-5) Work Day

 

  1. Beginning with the 1997-1998 school year, except where bus duty assignments determine otherwise, elementary bargaining unit members (K-5) shall report and be at their assignment work stations five (5) minutes prior to the official start of the student day which shall be six (6) hours and ten (10) minutes in length.

 

  1. At the close of school, elementary bargaining unit members (K-5) shall remain on duty for fifteen (15) minutes after the dismissal bell. 

 

  1. Student Help - It is agreed and understood that extra help shall be provided to elementary age students as needed.  Provisions shall be made by all elementary bargaining unit members (K-5) to provide the same.  The building principal and parent(s)/guardian(s) may request and have extra help provided to a student(s).  The teacher providing the help will determine the time and duration of the help.  Sufficient flexibility will be permitted to allow for fulfilling other school-related and professional obligations.

 

  1. The principal or his/her designee has the right, with prior notice, to schedule one general faculty meeting each month.  These meetings will not exceed one hour after the dismissal bell sounds.  Sufficient flexibility will be permitted to allow for fulfilling other school related and professional obligations.  Faculty meetings will take precedence over student help.

 

  1. All assignments will be divided fairly and equally among all professional staff.

 

  1. All unit members shall be relieved of cafeteria duty and provided with a minimum of twenty-four (24) minutes duty free lunch daily. 

 

D.   Curriculum Development

 

The Committee and the Association recognize the need for continuing curriculum development and revision.  Both are committed to fostering curricular offerings consistent with and tied to the frameworks and standards established by the Commonwealth of Massachusetts through its Department of Education.  Each member of the Association is considered to be an integral part of and embraces his/her role in the process.  Curriculum related work will be ongoing during, after and beyond the work day/work year.  Staff members who work on curriculum development/revision after and beyond the work day/work year will be compensated at the rate established by the Department of Education for such activity.  In addition, building principals will be able to call one (1) hour-long meeting each month at the end of the school day.

 

Staff members (K-5) shall meet by grade level/specialty area(s) as determined by the building principal, with the frequency and duration being the same as outlined in the preceding paragraph.  Each grade level/specialty area shall appoint or elect a chairperson to coordinate their reports.  A stipend of $200 shall be paid to each chairperson for additional service.

 

Periodic reports shall be submitted to the School Committee for its examination, input and approval, prior to its implementation.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ARTICLE VIII

 

TEACHER LOAD

 

A.   Teachers in grades six (6) through twelve (12) inclusive shall be entitled to one (1) preparation period for each school day which shall be scheduled, as nearly as reasonably possible, on the basis of one (1) per school day.  The preparation period shall be equivalent in length to a classroom teaching period.  Except in cases of emergency or unusual circumstances, teachers shall not be required to perform other duties during preparation periods.  Except as aforesaid, in the event that teachers are required to perform other duties during preparation periods, they shall receive, over and above their basic salary for their services, the sum of $21.50 for each such preparation period.  It is understood that any double block fill-in will be compensated accordingly (2x).

 

B.   It is the intention of the committee to provide a minimum of five (5) preparation periods per week for all elementary classroom teachers.  Prep time for teachers at the John F. Kennedy School, Augustine F. Maloney School and the Millville Elementary School will be forty-five minutes in duration.  Past practice in the assignment of preparation periods shall continue during the term of this agreement.

 

In the event that teachers are required to teach a class period during their regularly scheduled preparation time due to the lack of availability of a regularly scheduled instructor or substitute, said teacher(s) shall receive over and above their regular salary, the sum of twenty-one dollars and 50 cents ($21.50) for each class period taught.  It is understood that any double block fill-in will be compensated accordingly (2x).

 

The Committee will ensure that all non-classroom teachers shall be provided with an equitable number of preparation periods as provided to classroom teachers.

 

C.   The Committee and the Association agree in principle to the following regarding class size:

 

  1. Class size is an important factor in achieving optimum teaching effectiveness.

 

  1. The Committee recognizes the need to maintain class sizes at a level which provides an optimum teaching-learning atmosphere.  The Committee will attempt to keep elementary class/subject size at no more than twenty-five (25) students and class/subject size at the secondary level at no more than thirty (30) students.  If classes in the above areas exceed the accepted limits, the Committee will make every effort to hire certified instructors.

 

  1. The Committee and the Association acknowledge that it is educationally desirable not to have classes of such size that the attainment of educational goals is thereby precluded, and the Committee agrees to give careful consideration to the views and recommendations of the staff on this matter.  The Association recognizes and acknowledges, however, that the determination of class size involves matters which are the prerogative of the Committee and over which the Committee exercises final authority, such as availability and most effective utilization of facilities and instructional personnel assigned thereto, as well as budgetary impact and considerations.

ARTICLE IX

 

TEACHING ASSIGNMENTS AND TRANSFERS

 

A.   Teachers shall be notified in writing of any changes in their assignments for the ensuing school year as soon as practicable.

 

B.   Teachers who desire a change in level, grade and/or subject assignment shall file a written statement of such desire with the Office of the Superintendent not later than February 1.  For the purposes of this Paragraph, the word "level" shall mean the following groupings of grades: kindergarten through five (5) inclusive and six (6) through twelve (12) inclusive.

 

C.   Whenever involuntary transfers must take place, volunteers will first be sought.  In the event that no teachers volunteer for transfers, the least senior teacher in the affected level or discipline deemed qualified, by the appropriate hiring authority, shall be transferred.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ARTICLE X

 

REDUCTION IN FORCE AND RECALL

 

A.   For the purpose of this Article, the following words shall have the following meanings:

 

  1. "Certification" - the certifications provided for by Massachusetts General Laws, Chapter 71, Section 38G including the rules and regulations of the board of education to carry out the provisions of said section.

 

  1. "Discipline" - the following categories within the following grade levels:

 

a.    Grades kindergarten through twelve (12) inclusive:  Health and Physical Education, School Adjustment Counselor, School Nurse, Music Teacher, Speech and Hearing Handicapped and School Psychologist.

 

b.    Grades kindergarten through five (5) inclusive:  Elementary Classroom Teachers, Reading, Art, Computer Education, Special Education (Moderate Special Needs), Special Education (Generic Consulting Teacher), Guidance and Early Childhood.

 

c.    Grades six (6) through twelve (12) inclusive:  English, Social Studies/History, Mathematics, Science, Foreign Languages, Business, Home Economics, Industrial Arts, Reading, Art, Guidance, Special Education (Moderate Special Needs), Special Education (Generic Consulting Teacher), Computer Education and Unified Media Specialist.

 

  1. "Seniority" - the years and days of service as a teacher, as of September 1, 1984, set forth on Appendix "D" (for those teachers listed thereon) plus the length of continuous uninterrupted service, measured in years and days, as a teacher in the District school system commencing with and after September 1, 1984. In computing seniority on and after September 1, 1984, the following shall apply:

a.    Maternity leave not exceeding eight (8) weeks, as provided for in Massachusetts General Laws, Chapter 149, Section 105D, shall not constitute a break in service and shall be counted in determining length of service; and

 

b.    All other leaves of absence, whether paid or unpaid, for whatever periods of time, granted by the Committee under the provisions of this Agreement, shall not constitute a break in service but only paid leaves of absences, for whatever periods of time, granted by the Committee under the provisions of this Agreement, shall be counted in determining length of service.

 

B.   The Committee and the Association agree that the seniority list attached hereto as Appendix "D" sets for the total accumulated seniority, by discipline as of September 1, 2005, for all teachers covered by this Agreement as of said date and for all Administrators listed thereon as of said date.  The Committee and the Association further agree that said seniority list is accurate and complete as of said date and that neither party will challenge its accuracy or completeness.

 

C.   At the start of each school year starting with the 1985-1986 school year, the Committee will update the seniority list attached hereto as Appendix "D" to reflect seniority, by discipline, as of September 1 of each such year.  Such updated list shall be submitted to the Association by no later than September 15 of each such year and shall be deemed to be accurate and complete unless, prior to September 30 of each such year, the Association notifies the Committee in writing to the contrary.  Any such notification shall specify in detail in what respects the Association believes such updated list to be inaccurate or incomplete.  The Committee and the Association will meet, as promptly thereafter as is feasible, to resolve any differences with respect to such updated list.  Except as otherwise provided in Paragraph D below, once a seniority list has been updated as aforesaid, it shall govern any reduction in force which takes place prior to the next updating.

 

D.   If, at any time after September 1, 1984, a teacher teaches for ninety (90) or more consecutive school days in a discipline in which such teacher has no seniority but holds a certification therefore, such teacher shall, upon completing ninety (90) days of teaching as aforesaid, be carried in that discipline as of said date and, for the purposes of seniority within that discipline, shall be credited with the seniority, if any, which such teacher has in any other discipline on the seniority list then in effect and, if such teacher has no such seniority, then with the seniority which such teacher is deemed to have in the District school system.  The seniority list then in effect shall be deemed to be amended accordingly as of said date and, as amended, shall govern any reduction in force in that discipline which takes place prior to the next updating.

 

E.   The Administrators shall continue to accumulate seniority on and after September 1, 1984 as if they were teachers in the disciplines in which they are carried on the seniority list attached hereto as Appendix "D".

 

F.    The Association recognizes and acknowledges the right and prerogative of the Committee to determine and establish the number of composition of professional positions in the District school system.  Decisions of the Committee with respect thereto shall not be the subject of a grievance under the terms of this Agreement.

G.   In the event of a reduction in the number of professional positions, such reduction in force shall be done by discipline and, within each discipline, shall be effected in the following order:

 

  1. First, by normal attrition such as death, retirements, resignation or discharge;

 

  1. Second, by not employing for the following school year teachers without professional teacher status (i.e., those not serving at the discretion of the Committee); and

 

  1. Third, by laying off one or more teachers with professional teacher status (i.e., those serving at the discretion of the Committee), who are not otherwise eligible for retention in another discipline, on the basis of their inverse order of seniority (i.e., the teacher with the least seniority will be laid off first, the teacher with the next least seniority will be laid off second, etc.)

 

In the event that two or more teachers with professional teacher status have equal seniority and one or more must be laid off, the following criteria, applied in the order set forth below, will determine the order of lay-off:

 

  1. The teacher with the least length of service as a department chairman, if the discipline has a department chairman, measured in years and days will be laid off first;

 

  1. If a tie still exists and one or more remain(s) to be laid off, the teacher having taught the least variety of subjects in the discipline will be laid off first;

 

  1. If a tie still exists and one or more remain(s) to be laid off, the teacher with the lowest degree level (not step) on the salary schedule will be laid off first;

 

  1. If a tie still exists and one or more remain(s) to be laid off, the teacher with the least length of actual teaching experience in the discipline, measured in years and days will be laid off first;

 

  1. If a tie still exists and one or more remain(s) to be laid off, the teacher holding the least number of certifications will be laid off first; and

 

  1. If a tie still exists and one or more remain(s) to be laid off, by lot until all who must be laid off are laid off.

 

H.   Nothing contained in this Article shall abridge or be deemed to abridge the right of the Committee not to employ for any given school year teachers without professional teacher status (i.e., those not serving at the discretion of the Committee).

 

I.      Recall:

 

  1. The Committee will establish and maintain a recall list by discipline.  A teacher who is laid off pursuant to the provisions of this Article will be placed on the recall list in each discipline in which, at the time of such lay-of, such teacher had been carried on the seniority list.

 

  1. A laid off teacher shall be carried on the recall list, as aforesaid, until December 1 of second year following such lay-off, on which date such teacher shall be deemed to have resigned if not sooner recalled.

 

  1. A teacher on the recall list who is recalled and who fails to report to work pursuant to such recall shall be deemed to have resigned as of the date such teacher is scheduled to report to work.

 

  1. Recall of laid off teachers on the recall list shall take place by discipline as determined by the Committee and in inverse order of lay-off within each discipline (i.e., the teacher who was laid off last in the discipline shall be recalled first, the teacher who was laid off next to last in the same discipline shall be recalled second, etc.).

 

  1. If a recall takes place in a discipline for which there are no laid off teachers on the recall list, and there is a laid off teacher on the recall list in another discipline who holds a certification in the discipline in which a recall is taking place, the Committee shall recall such teacher before going outside the recall list to fill the vacancy.

 

  1. If a laid off teacher on the recall list is recalled and reports to work pursuant to such recall, the time spent by such teacher on the recall list shall not constitute a break in service but shall not be counted in determining length of service.

 

  1. A laid off teacher on the recall list who is recalled and reports to work pursuant to such recall, shall, upon reporting as aforesaid, be restored to all rights, privileges and benefits which such teacher had at the time of lay-off.
  2. The provisions of this Paragraph shall apply only to those teachers who were teachers with professional teacher status (i.e., serving at the discretion of the Committee) at the time of lay-off.

 

ARTICLE XI

 

VACANCIES

 

A.   All vacancies in professional positions (as such term is hereinafter defined) caused by death, retirement, discharge, resignation, or by the creation of a new professional position shall be filled pursuant to the following procedure:

 

  1. Such vacancies shall be publicized by means of a notice from the Superintendent posted on the bulletin board in the Principal's Office at least fourteen (14) days in advance of the date of filling such vacancies, if possible.  (In the event that any such notice of vacancy is posted after the close of a school year and prior to August 16 next following, a copy of such notice shall be mailed to the Association and, provided that after such posting the vacancies listed therein have not already been filled by the appointing authority by July 15 and/or August 15, as applicable, a copy of such notice of vacancy shall be mailed with the mailing of the salary checks next following said July 15 and/or August 15, as applicable, to those teachers who, prior to the end of a school year, notify the Superintendent's Office, on a form provided by that office, of their desire to receive such mailing.  The foregoing provision shall in no way affect or be deemed to affect the time for filling vacancies).

 

  1. Said notice of vacancy shall set forth the qualifications, requirements, duties and salary for the position.

 

  1. Teachers who desire to apply for such vacancies shall file their application in writing with the Office of the Superintendent within the time limit specified by the notice.

 

  1. Candidates from without the system shall also be eligible to apply for such vacancies.  In filling such vacancies, however, preference will be given to candidates from within the system over those from without the system in those instances, when in the sole and exclusive judgment of the appointing authority, candidates from both within and without the system are considered equally qualified to fill a vacancy.  The judgment of the appointing authority in evaluating the relative qualifications of candidates and the decision of the appointing authority in filling vacancies shall not be the subject of a grievance under the terms of this Contract.

 

B.   Professional positions are defined as those positions in which the work performed is predominantly intellectual and varied in character as opposed to routine mental, manual, mechanical or physical work, involves the consistent exercise of discretion and judgment in its performance, is of such a character that the output produced or the result accomplished cannot be standardized in relation to a given time period, and a required knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction and study in an institution of higher learning, as distinguished from a general academic education or from an apprenticeship or from training in the performance of routine mental, manual or physical process.

 

C.   Nothing herein shall prevent or preclude the appointing authority from filling vacancies without following the foregoing procedure when the need to fill a vacancy is immediate and it would be impracticable to follow said procedure.  Any such appointments shall be temporary in nature and time spent in such appointments shall not be credited as additional qualifications of the appointee when filling the vacancy on a permanent basis.

 

 

ARTICLE XII

 

TEACHER EVALUATION

 

A.   The Committee and the Association agree and recognize that the purpose of the evaluation of teachers is the measurement of teacher performance and the improvement of instruction so as to promote the most efficient and productive use of teaching personnel.  Accordingly, the parties to this Agreement adopt the policies and procedures herein set forth to ensure the maximum possible objectivity, uniformity, equity and meaningfulness of the evaluation process employed in the Blackstone-Millville Regional School District.

 

B.   All evaluations or observations of the work performance of a teacher shall continue to be conducted openly and with the full knowledge of the teacher.

 

C.   The professional standards and teacher evaluation process negotiated and ratified on August 27, 1997, and attached hereto as Appendix "C" and made a part hereof, shall continue in practice during the term of this contract.  Each teacher will be given a copy of the evaluation procedure and other reference to the evaluation procedure will be found in Appendix "C".

 

D.   Administrators performing an evaluation of a teacher shall provide the teacher a copy of the evaluation report as soon as reasonably possible after the evaluation, but in any event not later than four (4) school days after the day on which the evaluation is completed.

 

E.   The administrator performing the evaluation shall afford the evaluated teacher an opportunity to discuss the evaluation.  The conference shall take place at the mutual convenience of the evaluator and the teacher and within four (4) school days after a copy of the evaluation report has been provided to the teacher.

 

F.    Reasonable assistance will be rendered to a teacher by his supervisors to correct deficiencies or to remedy problems noted in evaluation reports on said teacher. Such assistance shall be rendered in an effort to enable the teacher to achieve that level of performance and/or those educational goals expected in the Blackstone-Millville Regional School District.

 

G.   Any complaints regarding a teacher made by any parent, student, teacher or other person, which may legally have a bearing on the professional evaluation of the teacher, shall be promptly brought to the attention of the teacher so as to give the teacher an opportunity to rectify the situation or answer such complaint.

 

H.   The Association recognizes and acknowledges the authority and responsibility of the administration for disciplining or reprimanding a teacher for delinquency of professional performance and the Committee recognizes and acknowledges the rights granted by law to teachers in connection with such proceedings.

I.      No material relative to a teacher's conduct, service, character or personality will be placed in his personnel file unless the teacher has had an opportunity to review such material.  The teacher will acknowledge that he has had the opportunity to review the material by affixing his signature and the date of review to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.  The teacher will also have the right to submit a written answer to such material, and his answer shall be reviewed by the Superintendent and attached to the file copy.  The Superintendent will also note on the file copy giving rise to the teacher's answer that the teacher did file an answer and the Superintendent will date and sign this notation.

 

J.    The Committee recognizes and acknowledges the rights granted to teachers by Section 42C of Chapter 71 of the General Laws of Massachusetts.  The current practice with respect to access to, inspection and reproduction of items covered by said statute shall continue during the term of this Agreement.

 

 

ARTICLE XIII

 

RESIGNATION OF TEACHERS

 

A.   Teachers will honor their contracts for the school year.

 

B.   Notification of decision to resign must be presented at the Superintendent's Office at least thirty (30) days before the date of leaving stipulated by the employee in his notice of resignation.  No such notification may be presented during the months of July and August unless (1) retirement due to illness requires resignation from the school system, (2) the employee's family relocation makes continued employment in the school system impracticable, (3) a transfer or change in assignment initiated by the school department during these months proves unacceptable to the employee or (4) the employee leaves the school system to accept a bona fide promotion in another system and/or the employee leaves teaching altogether.

 

C.   Nothing contained in this Contract shall prevent a teacher and the appointing authority from terminating an individual contract by mutual agreement.

ARTICLE XIV

 

UNAUTHORIZED ABSENCES

 

A.   Unless specifically authorized or provided for by this Agreement, the absence of a teacher on a day when teacher attendance is required will be considered and treated as an unauthorized absence.

 

B.   For each day of unauthorized absence, there shall be deducted from a teacher's salary a sum equal to 1/184th of the teacher's annual salary.

 

 

 

ARTICLE XV

 

SICK LEAVE

 

A.   Employees covered by this Contract shall be granted sick leave for personal illness at the rate of fourteen (14) working days per year (which for employees in their first year of service shall be earned concurrently with and proportionately during the school year), one of which shall be credited as of the first day of the school year (and for employees in their first year of service when so earned as herein set forth) to the sick leave bank set forth in Article XVI.  (In the event that an employee in his first year of service should use more sick leave days than he has then earned and such additional days are deducted from his salary, such additional days shall be charged against any sick leave days which such employee thereafter earns during said school year and does not otherwise use, and such employee shall be reimbursed at the end of such school year for any such additional days which he has been able to restore to his credit as a result of said charge-back.)

 

B.   Any earned sick leave, exclusive of the day credited to the sick leave bank as provided in Paragraph A above, not used may be accumulated to a maximum of two hundred (200) days. 

 

C.   In the event of an illness of an employee's spouse, child, mother, father, mother-in-law, father-in-law, or someone who acted in loco parentis, such employee shall be entitled to be absent without loss of pay for a maximum of four (4) working days.  Said absences shall be on an annual basis, shall be non-cumulative, and shall be charged against such employee's earned and unused sick leave.  An employee is entitled to use two (2) sick days per year divided into four (4) quarters for medical and dental appointments or illness of the employee or a family member/life partner.

 

D.   Employees absent on sick leave (personal or family) for four (4) or more consecutive school days shall present a medical certificate to the Principal before returning to duty.

 

E.   Upon retirement from teaching in the Blackstone-Millville Regional School District and the Commonwealth of Massachusetts, all bargaining unit members will be entitled to be compensated for all accumulated unused sick days (over a minimum of one hundred (100) days to a maximum of one hundred and sixty (160) days) at the rate of Seventy-five Dollars ($75.00) per day up to a maximum total amount of $3,900.00. 

 

Notwithstanding the above, no bargaining unit member shall be able to exceed the total for each year indicated above through a combination of this provision and the terminal compensation provided as a result of K-12 regionalization (refer to historical document, terminal compensation clause).

 

However, if compensation is given for unused personal days, an individual will receive compensation at the rate indicated above for accumulated unused personal days.  This may mean an individual may receive compensation for days beyond the maximum allowed (60 days) and therefore be entitled to monetary compensation that exceeds the maximum limits indicated above.

 

An employee must notify the School Committee by January 1 of the year prior to his/her retirement to be eligible for this provision.

 

In cases of unforeseen circumstances (health, family matters, etc.), the above requirement will be waived and notice shall be given as soon as possible.

 

 

ARTICLE XVI

 

SICK LEAVE BANK

 

A.   A sick leave bank is hereby established for the benefit of employees covered by this Agreement who have exhausted their annual and accumulated sick leave and who require additional sick leave days to recover from illness.

 

B.   The sick leave bank shall be administered by a joint committee consisting of the Superintendent of Schools who shall serve as its chairman, two (2) members of the Committee and two (2) members appointed by the Association.  In addition, the President of the Association shall serve as an ex-officio non-voting member of this committee.  Said committee shall meet at such times and places as the members thereof shall mutually agree upon.   Said committee shall adopt such rules and regulations, not inconsistent with the provisions of this Article, as it deems desirable and appropriate for the governance and administration of the sick leave bank.  The decisions of said committee on any matter pertaining to the sick leave bank may be the subject of a grievance under the terms of this Agreement but only, through and including, and not beyond, Level Three of the Grievance Procedure (Article III) with the decision of the Committee being final and binding upon the aggrieved employee.

 

 

C.   The employees covered by this Agreement shall contribute sick leave days to the sick leave bank as provided in Paragraph A of Article XV.  No sick leave days shall be contributed by the Committee to the sick leave bank.  The sick leave bank committee shall not allocate sick leave days to employees covered by this Agreement beyond the number of sick leave days remaining and available in the sick leave bank at any given time.  Sick leave days placed in the bank and unused at the end of a school year shall remain in the bank and shall accumulate from year to year.

 

When the accumulated days in the sick leave bank reach one thousand four hundred and fifty (1,450) days or above, employees will retain their fifteenth (15th) sick day until such time as the accumulated days fall below one thousand four hundred and fifty (1,450) days.  This number will be determined as of September 1 each year.

 

D.   Employees covered by this Agreement may be allocated sick leave days from the sick leave bank subject to the following rules and regulations and such additional rules and regulations as may be adopted by the sick leave bank committee pursuant to Paragraph B above:

 

  1. No sick leave days shall be allocated to any employee covered by this Agreement unless said employee has served continuously in the Blackstone-Millville Regional School District system for a period of at least one (1) year (which period is hereby defined to mean the period from September 1 of a given year to and including August 31 of the year next following).

 

  1. Applications for sick leave days shall be submitted in writing to the sick leave bank committee through the Superintendent of Schools and shall be accompanied by a doctor's certificate certifying the need for such additional sick leave days and the specific medical reasons therefore.  The sick leave bank committee shall have the right to have the employee seeking such additional sick leave days examined by a doctor of its own choosing and the cost of said examination shall be paid for by the Blackstone-Millville Regional School District.

 

Sick days may be granted by the sick leave bank committee at a rate of one (1) to thirty (30) days at a time.  At the end of a thirty day allocation an individual must reapply for additional days if needed.

 

  1. Applications for sick leave days may be submitted by an employee covered by this Agreement prior to the date on which said employee exhausts all his annual and accumulated sick leave days, but said employee may not use any sick leave days allocated to him until and unless he first exhausts all his annual and accumulated sick leave days.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ARTICLE XVII

 

DEATH IN THE FAMILY

 

A.   When the death of a wife, husband, mother, father, grandmother, grandfather, mother-in-law, father-in-law, brother, sister, child, grandchild, life partner or relative living in the same household, or someone who has acted in loco parentis, occurs in the family of an employee covered by this Contract, such employee shall be entitled to a leave of absence of up to four (4) work days, without loss of salary, excluding the date of death.

 

B.   When the death of an aunt, uncle, niece, nephew, sister-in-law or brother-in-law occurs in the family of an employee covered by this Contract, such employee shall be entitled to a leave of absence of one (1) work day, without loss of salary, excluding the date of death.

 

C.   In cases involving special or unusual circumstances, the Superintendent may grant additional days of absence without loss of pay upon the written request of an employee.  Such requests shall set forth the special or unusual circumstances, and shall, if practicable, be submitted to the Superintendent prior to the start of the additional days requested, but in no event later than three (3) calendar days following the termination of said additional days.  The decision of the Superintendent with respect to such requests may be the subject of a grievance under the terms of this Agreement but only through and including, and not beyond, Level Three of the Grievance Procedure (Article III) with the decision of the Committee being final and binding upon the aggrieved employee.

 

 

ARTICLE XVIII

 

TEMPORARY LEAVES OF ABSENCE

 

A.   Each teacher shall be allowed four (4) personal days with pay each year.  If a teacher does not use all four (4) personal days in a particular year, one (1) unused personal day shall be added to the four (4) personal days which such teacher shall be allowed in the next subsequent year, it being the understanding and agreement of the parties hereto that in any given year such teacher would be allowed a maximum of five (5) personal days with pay. Such personal days may not be taken:

 

  1. prior to or immediately following a vacation or holiday;

 

  1. to enable a teacher to perform other employment;

 

  1. on the days on which parent-teacher conferences are scheduled, as provided in Section B of Article VI provided that the dates established for such parent-teacher conferences are made known to the teachers on the orientation day at the beginning of the school year; and

 

4.   during the first (5) and the last (5) teaching days of the school year except (i) in case of an emergency and upon the approval of the Superintendent of Schools; (ii) for the birth, marriage or graduation of immediate family members or life partners and upon the approval of the Superintendent of Schools; and (iii) for other events deemed appropriate by the Superintendent of Schools. 

 

Unused personal days shall be credited to an individual's accumulated sick days.

 

Individual accumulated sick days credited as a result of unused personal days will be allowed to accumulate beyond the 200 day maximum.

 

Upon retirement from teaching in the Blackstone-Millville Regional School District and the Commonwealth of Massachusetts, all bargaining unit members entitled to be compensated for all unused sick days as directed in Article XV, Section E, will be allowed to receive compensation at the rate agreed to in said Article for all sick days accumulated beyond the agreed to maximum in said Article as a result of unused personal days being credited to an individual's sick day accumulation.

 

B.   Teachers may be granted the following temporary leaves of absence with pay each school year, if such leaves of absence are approved by the School Committee upon recommendation of the Superintendent.

 

  1. Days for visiting other schools or attending meetings or conferences of an educational nature.

 

  1. Time necessary for appearances in any legal proceeding connected with the teacher's employment or with the school system.

 

C.   Teachers will be granted military leave for the purpose of fulfilling a military obligation under the provisions of Section 459 of Title 50 (App.) of the United States Code, provided such obligation cannot be fulfilled on days when school is not in session.  Teachers will be paid the difference between the regular salary they would otherwise have received and the compensation they receive from the Federal Government while fulfilling said military obligation, for a maximum period of seventeen (17) calendar days.

 

 

ARTICLE XIX

 

EXTENDED LEAVES OF ABSENCE

 

A.   Military leave without pay will be granted to any teacher with at least one year's service in the District school system who is inducted or enlists in any branch of the armed forces of the United States.  Upon return from such leave, a teacher will be placed on the salary schedule at the level which he would have achieved had he remained actively employed in the system during the period of his absence, up to a maximum of three (3) years.

 

B.   Other leaves of absence without pay may be granted at the discretion of the Committee.

 

C.   All benefits to which a teacher is entitled at the time of his/her leave of absence, including unused accumulated sick leave, will be restored to him/her upon his/her return.

 

D.   All requests for leaves and for extensions or renewals of leaves will be applied for in writing.

 

E.   The School Committee will make every effort to restore the teacher returning from leave to the same or an equivalent position.

 

 

ARTICLE XX

 

SABBATICAL LEAVE

 

A.   Any teacher who has served continuously in the Blackstone-Millville Regional School District system for a period of at leave seven (7) years, may, at the discretion of the Committee, be granted sabbatical leave of absence not exceeding one (1) year for approved study and/or research considered by the Committee to be in the best interests of the school system.  A teacher whose position in the school system of a member town of the District has been superseded by the establishment and operation of the District shall be given credit for prior continuous years of service in said system in determining such teacher's eligibility for sabbatical leave under this paragraph.

 

B.   Applications for sabbatical leave of absence shall be submitted in writing to the Superintendent of Schools not later than November 1 of the school year previous to the school year for which sabbatical leave of absence is requested.  Such applications shall set forth in detail the program of study and/or research to be followed and the advantages which will accrue to the system upon return to service as a result of said study and/or research.  Applicants shall also submit such additional information as may be required of them by the Superintendent of Schools.

 

C.   A teacher on sabbatical leave shall receive compensation equal to the difference between his salary and the total amount or amounts of any grants or financial assistance received or to be received from outside sources for the purposes of his sabbatical studies and/or research, provided, however, that in no event, shall the amount of salary to be paid to said teacher exceed one-half (1/2) the annual salary to which he would have been entitled had he remained in the school system that year.  In the event that a teacher is granted a sabbatical for one-half (1/2) of the school year, the same provisions regarding grants and financial assistance outlined above will prevail provided however, in no event shall the amount of salary exceed one-half (1/2) of the salary to which he would have been entitled had he remained in the school system for that half year.  The term "grants or financial assistance" shall not include the cost of required tuition or book expense where such can be verified.

 

D.   Before beginning the sabbatical leave, the teacher shall enter into contract to return to active service in the Blackstone-Millville Regional School District system for a period of at leave two (2) years after the expiration of such leave.  A teacher who defaults in completing this service shall repay to the Blackstone-Millville Regional School District an amount equal to such proportion of salary received while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered; provided, however, that the teacher shall be released from such payment if his failure to serve the two (2) years as stipulated be due to his illness, disability, or death, or if he be discharged from his position by the Committee.

 

E.   A teacher returning from sabbatical leave shall be placed on the step of the salary schedule he would have attained had he remained in the school system.

 

F.    Not more than one (1) member of the total professional staff from grades kindergarten through five (5) inclusive and not more than one (1) member of the total professional staff from grades six (6) through twelve (12) inclusive shall be granted leave during any one year.  In the event that the number of applications received exceeds the maximum number of said staff who may be granted leave as aforesaid, the following factors will be taken into account in assigning leave:

 

  1. Educational value of the proposed study and/or research to the school system.

 

  1. Length of service in the Blackstone-Millville Regional School District system.

 

  1. Priority of application (date).

 

 

ARTICLE XXI

 

INSURANCE

 

A.   The Committee agrees that the District shall pay seventy-five percent (75%) of the premium for the following coverages:

 

  1. Individual or family coverage, whichever applies in a particular case, in an indemnified comprehensive medical plan which provides coverages and access to medically necessary services substantially comparable to those provided in the 1990-1993 Collective Bargaining Agreement;

 

  1. Individual or family coverage, whichever applies in a particular case, in a health care organization (health maintenance organization or preferred provider organization);

 

  1. Individual or family coverage, whichever applies in a particular case, in a dental plan which provides coverages and access to necessary dental services substantially comparable to those provided in the 1990-1993 Collective Bargaining Agreement; and

 

  1. Group term life insurance in the face amount of $10,000.

 

B.   The Committee also agrees that the District shall pay one hundred percent (100%) of the premium for workers compensation coverage.

 

C.   Employees’ contributions toward the insurance program premium set forth in this Article and employee contributions, if any, for disability insurance premiums, will be tax exempt under a pre-tax program to be implemented by the employer to the extent permitted by the Internal Revenue Code from time to time in effect.

 

D.   The employer will contribute fifty percent (50%) toward the cost of whatever health insurance plan (i.e., Individual or Family coverage) a retiree had subscribed to as of the December 1st immediately preceding his/her date of retirement.

 

 

ARTICLE XXII

 

TEXTBOOKS AND SCHOOL SUPPLIES

 

A.   The purchase of textbooks and school supplies shall be governed by the provisions of Massachusetts General Laws, Chapter 71, Section 48, as from time to time in effect.

 

B.   Careful consideration will, however, be given to the recommendations of the staff.

 

ARTICLE XXIII

 

USE OF SCHOOL FACILITIES

 

A.   Subject to the approval of the appropriate Principal, the Association may, upon request, use a school building without cost at reasonable times after school hours for business meetings of its members.  Requests for such use shall be submitted in writing to the Principal at least two (2) school days prior to the date of the proposed meeting and shall state the date and time of the proposed meeting and the type of meeting to be held (i.e., whether general membership or committee).  When approving a request for such use, the Principal shall also designate a specific room or location in the school building where the meeting shall take place.

 

B.   Any request by the Association to use the school buildings or any of its facilities for purposes other than business meetings of its members shall be submitted in accordance with and shall be subject to and governed by the policies, procedures and practices then in effect pertaining to the use of the school building and its facilities.

 

C.   In the event that any request by the Association to use the school building or any of its facilities becomes the subject of grievance under the terms of this Agreement, the grievance may be presented and processed through the grievance procedure in the name of the Association.

 

ARTICLE XXIV

 

DEDUCTIONS

 

A.   In accordance with and subject to the provisions of Section 17C and 17E of Chapter 180 of the General Laws of Massachusetts, the Committee agrees to deduct on payroll schedules from the individual salaries of the employees covered by this Agreement such amounts as may be authorized in writing by said employees, for the payment of dues to an association of teachers.  Provided any such authorization is not withdrawn, said amounts shall be deducted in equal monthly installments from the first payroll schedule in the ten (10) successive months commencing in September of a particular year and ending in June of the year next following.

 

B.   In accordance with and subject to the provisions of Section 178B of Chapter 149 of the General Laws of Massachusetts, the Committee agrees to deduct from each payment of salary to an employee covered by this Agreement such amount or amounts as said employee may authorize in writing for purchasing shares of, or making deposits in, a teachers' credit union.  Nothing herein shall require or obligate the Committee to make deductions for repaying loans from a teachers' association credit union.

 

C.   Employees may authorize the School Committee to deduct from their salary a contribution to Voice of Teachers for Education of an amount which the employee shall specify in writing.  The Committee will certify on the payroll the amount to be deducted by the Treasurer.  Such amounts shall be transmitted to the Massachusetts Teachers Association within thirty (30) days.

 

ARTICLE XXV

 

DEPARTMENT HEADS

 

A.   Teachers who serve as Department Heads for the areas of English, math, science, social studies and foreign language, for grades nine through twelve (9-12), shall receive the sums set forth below over and above their base salary for their services for the school year:

 

Base stipend of $1,750 with $100 additional for each department member evaluated by the Department Head.

 

Teachers who serve as Department Heads for the so-called "Clustered Departments":

 

      Business/computer

      Student services (guidance, special education, nurse, adjustment counselor)

      Fine Arts (music/art)

      Health/Physical Education (PE, health, consumer science)

      Industrial Technology (industrial technology, graphics)

     

Base stipend of $1,750 with an additional $100 for each member of the "cluster" that the Department Head is qualified to evaluate and so evaluates.  The building principal shall determine if the Department Head is qualified to evaluate a particular member of the cluster.

 

B.   The decision to create or continue the position of department head in a particular department or area or to change an established position shall be the prerogative of the Committee.  Appropriate job descriptions, so called, for each established position shall be formulated by the Committee.

 

C.   Appointments to the position of department head shall be made in accordance with the procedures set forth in Article XI of this Agreement, except that the provisions of sub-paragraph 4 of Paragraph A of said Article shall not be applicable.

 

D.   Department heads shall be relieved of their teaching duties on four (4) days during each school year, as determined by the building principal, for the purpose of evaluating the teachers in their respective departments.  The building principal shall formulate appropriate procedures to implement the provisions of this paragraph.

 

E.   At the discretion of the building principal, department heads shall be given an opportunity to interview and recommend applicants for positions in their respective departments.  In such instances, department heads shall make their recommendations to the building principal.

 

F.    Careful consideration will be given by the building principal to the recommendations of department heads who are requested to prepare departmental budgets.  Department heads who are so requested will be afforded reasonable opportunity to discuss with the building principal any reductions and/or deletions made by him in said departmental budgets.

 

G.   Department heads who attend professional conferences in their subject field shall be reimbursed for their reasonable expenses incurred for lodging, meals and transportation in attending such professional conferences, provided that such attendance shall have been approved in writing in advance by the Superintendent of Schools.

 

H.   Department heads shall teach one (1) period less per day than the teachers in their respective departments and shall use such time to supervise their departments and to perform other departmental duties.

 

 

ARTICLE XXV-A

 

TEAM LEADER (GRADES 6-8)

 

 

Team Leaders shall receive the sum of $1,300.00 over and above their base salary.

 

 

ARTICLE XXVI

 

PROFESSIONAL DEVELOPMENT

 

A.   The District will reimburse a bargaining unit member for courses taken by a bargaining unit member between September 1st and August 31st to a maximum of one thousand dollars ($1,000) per year.  The amount of any reimbursement, determined as above, shall be reduced by one half (1/2) of the total amount of any veterans' benefits received or to be received by the bargaining unit member from the Veterans Administration for the payment of tuition fees for such courses and by one-half (1/2) of the total amount of any financial aid in the nature of grants (as opposed to loans) received or to be received by the bargaining unit member from any source for the payment of tuition fees for such courses.  The term "tuition fee(s)" shall mean the actual amount charged for tuition only and shall not include any other fees, however characterized, such as registration fees, library fees, college center fees, laboratory fees, late registration fees, change fees or graduation/placement fees.

 

B.   For a course to qualify for reimbursement, the following conditions must be satisfied:

 

  1. The course must be approved in writing in advance by the Superintendent of Schools.

 

  1. The course must be either part of a program of study and/or professional development plan leading to the conferring of a Master's Degree or a Doctorate Degree upon the bargaining unit member or part of a program of study approved in writing in advance by the Superintendent of Schools.

 

  1. The course must be taken at a college or university accredited by a regional or national accrediting association.

 

  1. The dates on and time of day at which the course is given must not conflict with the designated work year and work day of the bargaining unit member.

 

  1. A grade of eighty (80) or an equivalent or higher grade must be obtained in the course provided, however, that a bargaining unit member enrolled in a program of study leading to the conferring of a Master's Degree or a Doctorate Degree upon the bargaining unit member may receive a grade of less than eighty (80), or an equivalent grade.  A course in which grades are not given must be satisfactorily completed as determined by the college or university giving the course.

 

C.   Payment of course reimbursement shall be made to a bargaining unit member only after the bargaining unit member submits to the Superintendent of Schools evidence, satisfactory to the Superintendent of Schools, that the bargaining unit member has completed the course and that the tuition fee for such course has been paid in full.

 

D.   Before receiving payment of course reimbursement, a bargaining unit member shall agree in writing with the District that if the bargaining unit member voluntarily leaves the District school system at any time prior to the end of the school year next following the date of completion of a course or courses for which the District reimbursed the bargaining unit member, the bargaining unit member shall repay to the District the amount of such reimbursement.  In the event that the bargaining unit member fails to make such repayment to the District within sixty (60) days next following the date of submission of the bargaining unit member's notice of resignation or not later than the date on which the bargaining unit member's resignation becomes effective whichever first occurs, the Association shall pay to the District the amount which the bargaining unit member was obligated to repay and the District shall thereupon assign to the Association whatever rights it may have under its agreement with the bargaining unit member.

 

E.   Each member of the Association will participate in a research based in-service program once in every five (5) year cycle.  The Association and the Committee recognize the need for continuing professional development and to that end has an interest in:

 

·         Professional development days may be used to write, rewrite and revise curriculum areas to align with the Massachusetts frameworks;

 

·         Providing staff members with opportunities during the school year and summer months in research based opportunities;

 

·         Professional development days may be used for other in-service opportunities;

 

Association members may choose to avail themselves of other research-based courses of study, upon the approval of the Superintendent of Schools, in lieu of the one provided by the Committee.

 

The District will designate the mandated course for which the Association member will be reimbursed at a rate of twenty-five dollars ($25) per hour up to a maximum of five hundred dollars ($500) for time beyond the regular work day and/or work year.

 

The course details will be provided to the Association on or before April 1 of each calendar year and will consist of a course of between thirty-five (35) and forty (40) hours of formal instruction.

 

ARTICLE XXVII

 

NOTICES

 

A.   Any and all notices required by this Agreement shall be in writing and sent as follows:

 

To the Committee:                     Superintendent of Schools

                                                      Blackstone-Millville Regional School District

                                                      175 Lincoln Street

                                                      Blackstone, MA  01504

 

To the President:                        Esther H. Cote, President

                                                      Blackstone-Millville Regional School District

                                                      Educators Association

                                                      John F. Kennedy School

                                                      200 Lincoln Street

                                                      Blackstone, MA  01504

 

B.   Either party may change its address at any time by giving written notice thereof (such written notice to be sent by registered mail, return receipt requested) to the other party, provided, however, that no change of address may be made effective sooner than five (5) days after receipt of same by the other party.

 

 

 

 

 

 

 

ARTICLE XXVIII

 

GENERAL

 

A.   The Committee agrees to provide to the Association, within thirty (30) days after the date of execution of this Agreement, such number of copies of the Agreement as equal the number of employees covered thereby.  The cost of reproducing the Agreement shall be shared equally by the Committee and the Association.

 

B.   The Committee and the Association recognize and agree that it may not always be necessary or economically feasible to reproduce in full a collective bargaining agreement, so-called, between the District and the Association, in which event an agreement which incorporates by reference a prior agreement between the District and the Association, together with the modifications, changes and amendments thereto which have been agreed upon by the Committee and the Association (such as the Agreement dated as of the first day of September 1976) shall be executed by the Committee and the Association.  In the event that the Committee and the Association cannot agree as to whether a particular collective bargaining agreement, so-called, between the District and the Association should be reproduced in full or in abbreviated form (such as the Agreement dated as of the first day of September 1976) the Superintendent of Schools will make the determination and his decision shall be binding on the Committee and the Association.

 

C.   The cost of reproducing a Collective Bargaining Agreement, so-called, between the District and the Association, whether reproduced in full or in abbreviated form (such as the Agreement dated as of the first day of September 1976) shall be shared equally by the Committee and the Association.

 

D.   With the permission of the Superintendent, the President of the Association, or his/her designee, shall be allowed up to a maximum of three (3) full days, with pay, per school year, non-accumulative, to attend meetings, hearings, and other association business.  Said days must be requested and submitted in writing in advance.

 

E.   Two (2) members chosen by the Association will each be granted one (1) day of leave, with pay, per school year, non-accumulative, to attend the annual convention of the Massachusetts Teachers Association.  Notice of intent to utilize this leave provision shall be submitted to the Superintendent for approval at least seven (7) days in advance of the leave day.

 

 

ARTICLE XXIX

 

IN-SERVICE COURSES

 

1.    All teachers shall take one (1) in-service course every three (3) years.

 

2.    In-service courses shall consist of five (5) sessions, each session to be of two (2) hours duration.

 

3.    A teacher must attend at least four (4) of the sessions to receive credit for the course.

 

4.    Courses will be held following the close of the work day.

 

5.    The Association will establish an In-Service Course Committee which may make recommendations to the Superintendent of Schools regarding course offerings and the scheduling of such courses.  The final decision in the selection of course offerings and the establishment of the schedule for such courses shall be that of the Superintendent of Schools.

 

6.    No additional compensation shall be paid to the teachers for taking in-service courses.

 

7.    Courses taken elsewhere during a given three (3) year period may be substituted for the required in-service courses if approved in writing in advance by the Superintendent of Schools.

 

8.    In-service courses may be used to fulfill the step-rate requirement in each level of the salary schedule (Appendix "A").  Each successfully completed in-service course shall result in the granting of one (1) credit toward the three (3) credits required to fulfill a step-rate requirement.

 

 

ARTICLE XXX

 

CHAPTER 766, KINDERGARTEN SCREENING, ENRICHMENT,

SECTION 504, EXTENDED CLASS SCHEDULE

 

 

Section A - 766 Activities/Kindergarten Screenings

Teachers shall participate in activities and functions pertaining to Chapter 766, so-called, and kindergarten screenings, so-called, as determined by the Superintendent of Schools.  Teachers shall be compensated at the rate of 1/7th of 1/184th of their basic salary for each hour (and proportionately for any fraction thereof of at least fifteen (15) minutes duration) of such participation outside the teacher work day.

 

Section B - Enrichment

The Association and the Committee agree that the position of teacher in the after school Enrichment Program will be a paid position.  Compensation will be based upon the teacher's hourly rate of pay computed as 1/7th of 1/184th of the appropriate salary step for each teacher so employed.

 

Section C - Section 504

Professional staff shall participate in activities and functions pertaining to Section 504, so called, as determined by the Superintendent of Schools.  An association member shall be compensated at the rate of 1/7th of 1/184th of the basic salary for each hour (and proportionately for any fraction thereof of at least fifteen (15) minutes duration) of such participation outside the professional staff work day.

 

Section D - Extended Class Schedule

The Association and the Committee agree to the concept of permissible class scheduling beyond the normal workday.  This agreement is based on the shared interest of offering classes for academic credit which are unable to be offered to students during the regular school day.  It is understood these classes to be higher level offerings and which would meet as those offered during the normal school day.  Recommendation for the establishment of the class would be made by the principal to the Superintendent.  The Superintendent would present the proposed class to the Committee.  The Committee would need to approve the class prior to its inception.

 

In the event a class is scheduled for credit and held beyond the normal school day, the member of the Association teaching the class would be compensated at an hourly rate.  This rate to be determined by first dividing the member’s annual step based salary by one hundred and eighty-four (184) day work days to obtain a daily rate.  The daily rate will then be divided by seven (7) hours to determine an hourly rate of compensation.

 

The position will be posted in concert with the language in the collective bargaining agreement.  The teacher will be selected by application.

 

 

ARTICLE XXXI

 

MATERNITY LEAVE

 

A female employee who has been employed for at least 3 consecutive months as a full-time employee and who gives at least two weeks' notice to the Committee of her anticipated date of departure and intention to return, shall be allowed maternity leave for a period not exceeding eight (8) weeks for the purpose of giving birth or for adopting a child under the age of eighteen (18) or for adopting a child under the age twenty-three (23) if the child is mentally or physically disabled.  Upon return she shall be restored to her previous, or a similar, position with the same status, pay, length of service credit and seniority, wherever applicable, as of the date of commencement of her leave, except that, if she has received salary for fifty percent (50%) or more of her work year in a school year with respect to which she was for a portion thereof on such leave, she shall be given credit for that school year for the purpose of placement on the salary schedule.  Such maternity leave shall be without pay unless the employee elects to use her earned and unused sick leave and so indicates in her notice to the Committee.

 

Notwithstanding the foregoing, the Committee shall not be required to restore an employee on maternity leave to her previous or a similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of such maternity leave, provided, however, that such employee on maternity leave shall retain any preferential consideration for another position to which she may be entitled as of the date of commencement of her leave.

Such maternity leave shall not affect the employee's right to receive vacation time, sick leave, bonuses, advancement, seniority, length of service credit, benefits, plans or programs for which she was eligible at the date of commencement of her leave, and any other advantages or rights of her employment incident to her employment position; provided, however, that such maternity leave shall not be included when applicable in the computation of such benefits, rights and advantages; and provided further, that the Committee need not provide for the cost of any benefits, plans, or programs during the period of maternity leave unless the Committee so provides for all employees on leave of absence.

 

 

ARTICLE XXXII

 

CHILD REARING LEAVE

 

Employees covered by this Agreement shall be allowed child rearing leave following the birth or adoption of a child.  Such leave shall be without pay.  Notice of intention to take such leave, and the desired duration thereof, shall be given to the Committee at least sixty (60) calendar days prior to the desired commencement thereof.

 

Child rearing leave shall not extend beyond the remainder of the school year during which the birth or adoption takes place and the next succeeding school year.  Such leave may not be taken for a period of shorter duration than either the remainder of the school year during which the birth or adoption takes place or the remainder of the school year during which the birth or adoption takes place and the next succeeding school year.

 

An employee on child rearing leave, who so requests, may be permitted to return during the course of a school year only if all of the following conditions are met:  1)  the request is occasioned by unusual and extraordinary circumstances (e.g., death of the child, death of a spouse) which were unforeseen by the employee at the time of giving notice of intention to take such leave; and 2) there is a position available in the District school system which the employee is qualified to fill by virtue of certification.  Convenience of the employee shall, under no circumstances, be deemed unusual and extraordinary circumstances.

 

If both the mother and the father of the child are entitled to child rearing leave under the provisions of this Article, only one (1) may take such leave in a given school year.  The terms and provisions of this Article shall not be changed or enlarged by virtue of both being entitled to such leave.

 

Upon his/her return from child rearing leave, an employee shall be restored to his/her previous, or a similar, position with the same status, pay, length of service credit and seniority, wherever applicable, as of the date of commencement of such leave except that, if such employee has received salary for fifty percent (50%) or more of his/her work year in a school year with respect to which such employee was for a portion thereof on such leave, such employee shall be given credit for that school year for the purpose of placement on the salary schedule.  Notwithstanding the foregoing, the Committee shall not be required to restore an employee on such leave to his/her previous, or a similar, position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of such leave; provided, however, that such employee shall retain any preferential consideration for another position to which he/she may be entitled as of the date of commencement of such leave.

 

Child rearing leave shall not affect an employee's right to receive vacation time, sick leave, bonuses, advancement, seniority, length of service credit, benefits, plans or programs for which such employee was eligible at the date of commencement of such leave, and any other advantages or rights of his/her employment incident to his/her employment position; provided, however, that such leave shall not be included when applicable in the computation of such benefits, rights and advantages; and provide, further, that the Committee need not provide for the cost of any benefits, plans or programs during the period of such leave unless the Committee so provides for all employees on leave of absence.

 

 

ARTICLE XXXIII

 

AGENCY FEE

 

As a condition of employment in accordance with Section 12 of Chapter 150E of the Massachusetts General Laws, each employee of the bargaining unit who chooses not to become a member of the Blackstone-Millville Regional School District Educators Association/Massachusetts Teachers Association and the National Education Association shall be required to pay an agency service fee assessment in the amount which complies with the rules and regulations established by the State Labor Relations Commission.

 

Information and provisions for rebate as outlined in Chapter 150E of the Massachusetts General Laws will be provided by the Association on request.

 

 

ARTICLE XXXIV

 

ADDITIONAL CLASS IN LIEU OF DAILY PREPARATION PERIOD

 

Teachers with two (2) or more years of service in the District school system shall have the right, on a voluntary basis, to waive their daily preparation period for all or any part of a school year and, in lieu thereof, to teach an additional class equal in length to the period of any such waiver.  Teachers who volunteer to teach an additional class will receive additional compensation equal to 1/7th of their daily rate of pay for the period of time such additional class is taught.  A teacher’s daily rate of pay shall be calculated by dividing the teacher’s yearly salary by the number of days in the work year.  Any additional class offerings approved by the Committee shall be in the nature of additional electives at the high school level and additional instruction in particular subjects at the middle school and elementary school levels.  Any additional class offering approved by the Committee shall be filled pursuant to the procedure set forth in Article XI. 

 

 

ARTICLE XXXV

 

EFFECTIVE DATE AND DURATION

 

A.   This Agreement shall take effect as of September 1, 2010 and shall continue in full force and effect to and including August 31, 2011.

 

B.   This Agreement may be amended in any manner by mutual agreement at any time.

 

IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed as a sealed instrument in their name and behalf by duly authorized representatives and agents thereof, as of the day and year first above written.

 


BLACKSTONE-MILLVILLE

REGIONAL SCHOOL DISTRICT

 

 

                                                           

Charles K. Singleton, Chairperson

 

                                                           

Ann M. Lesperance, Vice Chairperson

 

                                                           

Lynn M. Landry, Treasurer

 

                                                           

Catherine A. Robinson, Asst. Treasurer

 

                                                           

Steven J. Tringali, District Secretary

 

                                                           

Michael J. Buckley, Member

 

                                                           

Diane C. Robin, Member

 

                                                           

John J. Eldridge, Member


BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT EDUCATORS ASSOCIATION

 

                                                           

Esther H. Cote, President

 

_____________________________

Jill M. Pilla-Gallerani, Secretary

 

                                                           

Russell P. Arnold

 

                                                           

Eleanor M. Conrad

 

                                                           

Christine M. DiLibero

 

                                                           

Mark P. Juba

 

                                                           

Jo-Ann E. McGahan

 

______________________________

Renee J. Rousselle

 

______________________________

Margaret M. Skehan

 

______________________________

Charles L. Swenson

 

______________________________

Eric F. Tracey


 

APPENDIX A

 

Salary Schedule For Teachers

2010-2011

 

 

 

 

 

 

 

 

 

Step

B

B+15

B+30

M

M+15

M+30

M+45 2M CAGS

D

1

$38,882

$40,116

$40,743

$41,681

$42,909

$44,138

$44,745

$46,648

2

$40,082

$41,316

$41,943

$42,881

$44,109

$45,338

$45,945

$47,848

3

$42,125

$43,362

$43,977

$44,924

$46,155

$47,405

$47,470

$49,938

4

$43,588

$44,927

$45,435

$46,379

$47,616

$48,847

$49,455

$51,301

5

$45,010

$46,244

$46,856

$47,802

$49,032

$50,287

$50,892

$52,819

6

$46,661

$47,893

$48,510

$49,548

$50,707

$51,929

$52,537

$54,453

7

$47,764

$49,327

$49,945

$50,548

$52,146

$53,378

$53,989

$55,904

8

$49,561

$50,788

$51,394

$52,333

$53,581

$54,815

$55,423

$57,333

9

$53,326

$54,683

$55,363

$56,046

$57,360

$58,107

$59,434

$61,549

10

$55,000

$56,183

$57,163

$57,846

$59,235

$60,132

$61,384

$63,249

11

$56,650

$57,883

$58,963

$59,546

$61,035

$62,182

$63,334

$64,849

12

$58,400

$59,583

$60,763

$61,346

$62,835

$64,207

$65,184

$66,449

13

$60,150

$61,583

$62,563

$63,046

$64,635

$66,307

$66,934

$67,999

14

$62,262

$63,698

$64,444

$65,161

$66,579

$68,001

$68,691

$70,850

 

 

 

 

 

 

 

 

 

15

1386

1399

1407

1393

1404

1416

1422

1438

20

2773

2798

2814

2785

2809

2833

2843

2875

 

 

 

 

 

 

 

 

 

30

1500

1500

1500

1500

1500

1500

1500

1500

 

 

 

 

 

 

Credits earned in the B+15 and B+30 lanes which are not recognized by a college or university as fulfilling the requirements of a Master’s Degree subsequently earned from such college or university may not be applied to the M+15, M+30 or M+45 lanes. 

 

 

APPENDIX A

 

BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT

 

Salary Schedule for Nurses

 

                                                                                               

                                                           

Step                                                   2010-2011

 

  1                                                        $36,160

  2                                                        $37,276

  3                                                        $39,176

  4                                                        $40,537

  5                                                        $41,859

  6                                                        $43,395

  7                                                        $44,421

  8                                                        $46,092

  9                                            $49,593

10                                                        $51,150

11                                                        $52,685

12                                                        $54,312

13                                                        $55,940

14                                                        $57,904

 

15                                                        $  1,289

20                                                        $  2,579

 

 

 

 

Anything in the Collective Bargaining Agreement to the contrary notwithstanding, the work day for nurses shall commence with the arrival of the first bus and shall end with the departure of the last bus at their respective schools.


APPENDIX A

 

AUDIO-VISUAL COORDINATORS

SALARY SCHEDULE FOR 2010-2011

 

 

 

Blackstone-Millville Regional High School              *

 

Frederick W. Hartnett Middle School                          *

 

John F. Kennedy Elementary School                 $571.00

 

A. F. Maloney School                                              $457.00

 

Millville Elementary School                                               $457.00

 

 

The foregoing sums shall be paid over and above the basic salary schedule.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


Appendix B

Blackstone-Millville Regional School District

Extracurricular Stipends

 

Step 1

Step 2

Step 3

Athletics

 

2010-2011

 

2010-2011

 

2010-2011

Athletic Director

4,189

4,927

5,207

Varsity Baseball

2,819

3,403

3,671

Varsity Basketball

2,819

3,403

3,671

Varsity Cross Country

2,819

3,403

3,671

Varsity Field Hockey

2,819

3,403

3,671

Varsity Hockey

2,819

3,403

3,671

Varsity Soccer

2,819

3,403

3,671

Varsity Softball

2,819

3,403

3,671

Varsity Tennis

2,819

3,403

3,671

Varsity Track

2,819

3,403

3,671

Varsity Indoor Track

2,819

3,403

3,671

JV Baseball

1,968

2,475

2,753

JV Basketball

1,968

2,475

2,753

JV Field Hockey

1,968

2,475

2,753

JV Hockey

1,968

2,475

2,753

JV Soccer

1,968

2,475

2,753

JV Softball

1,968

2,475

2,753

Assistant Track

1,968

2,475

2,753

Cheerleader Advisor

1,770

2,200

2,425

Middle School Basketball

1,639

2,130

2,425

All athletic programs are based on MIAA scheduling and guidelines.  The stipend for any athletic program not meeting these requirements will be negotiated at a lesser amount.

District-Wide

 

 

 

 

 

 

504 Plan Coordinator - Elementary

 

4,051

 

4,051

4,051

504 Plan Coordinator - MS

2,025

2,025

2,025

504 Plan Coordinator - HS

2,025

2,025

2,025

AED Program Coordinator

1,060

1,060

1,060

High School

 

 

 

 

Central Detention

3,114

3,523

 

3,934

National Honor Society

1,574

2,012

2,463

Student Council

1,574

2,012

2,463

Yearbook

1,968

2,360

2,753

Newspaper – Minimum 7 issues

 

1,574

 

2,012

 

2,463

Class Advisors

 

 

 

Senior Class

1,574

1,968

2,360

Junior Class

1,441

1,836

2,228

Sophomore Class

1,311

1,705

2,098

Freshmen Class

1,048

1,441

1,836

*Clubs  - Grades 9-12

 

 

 

Clubs (not listed below)

1,311

1,741

2,098

Art Club

1,311

1,741

2,098

Chess Club

1,311

1,741

2,098

Future Business Leaders

1,311

1,741

2,098

Literary Magazine - Minimum 3 issues

1,311

1,741

2,098

Math Club

1,311

1,741

2,098

SADD

1,311

1,741

2,098

Science Team/Club

1,311

1,741

2,098

Spanish Club

 

1,311

1,741

2,098

Theater ^^

1,311

1,741

2,098

Asst. Theater ^^^

1,179

1,245

1,311

*Meeting Criteria for Clubs: Meet a minimum of 30 times per school year; each meeting shall be for a minimum of 1 hour; and each Club shall have a minimum of 10 students.

New Clubs:  Any new Clubs will be funded at the Club stipend for grades 9-12.

^^ Stipend applies when a major production is performed. If it is a minor production, the stipend will be half this amount.

^^^This position will only be in effect if there is a major production.

 

 

Other - High School

 

 

 

 

 

 

Fitness Center Director#

 

1,311

 

1,741

 

2,098

Job Shadow

1,060

1,060

1,060

Science Fair

848

848

848

School to Career

1,574

1,968

2,360

Focus Clubs ##

360

360

360

Advisory Program Director

1,546

-

 

-

Curriculum Lead Teacher

1,442

-

-

#Fitness Center will be open from the first week of October through the last week of May for a minimum of 3 days per week and for at least 1 1/2 hours each day that the Fitness Center is open.

##Focus Clubs are ad hoc clubs of limited duration which provide focused instruction in specific areas.  Meeting criteria for Focus Clubs:  Meet a minimum of 6 times per school year; each meeting shall be for a minimum of 1 hour; and each Focus Club shall have a minimum of 10 students.

Middle School  

Student Council

 

1,574

 

1,922

 

2,098

Yearbook

1,574

1,922

2,098

*Clubs - Grades 6-8

 

 

 

Clubs (not listed below)

1,311

 

1,441

1,574

Literary Magazine - Minimum 3 issues

1,311

1,441

1,574

Newspaper -  Minimum 7 issues

1,311

1,441

1,574

National Junior Honor Society

1,311

1,441

1,574

Theater

1,311

1,441

1,574

*Meeting Criteria for Clubs:  Meet a minimum of 30 times per school year; each meeting shall be for a minimum of 1 hour; and each Club shall have a minimum of 10 students.

New Clubs:  Any new Clubs will be funded at the Club stipend for grades 6-8.

 

Other - Middle School

 

 

 

 

 

 

Science Fair

742

742

742

Spelling Bee

424

424

424

Focus Clubs#

360

360

360

Curriculum Lead Teacher

1,442

-

-

#Focus Clubs are ad hoc clubs of limited duration which provide focused instruction in specific areas.  Meeting criteria for Focus Clubs:  Meet a minimum of 6 times per school year; each meeting shall be for a minimum of 1 hour; and each Focus Club shall have a minimum of 10 students.

Elementary - Clubs*

 

 

 

 

 

 

Clubs (not listed below)

 

 

 

 

 

 

Acts of Kindness Club

 

1,179

 

1,245

 

1,311

Chess Club

1,179

1,245

1,311

Computer Club

1,179

1,245

1,311

Literary Magazine - Minimum 3 issues

1,179

1,245

1,311

Math Club

1,179

1,245

1,311

Newspaper - Minimum 3 issues

1,179

1,245

1,311

Science Club

1,179

1,245

1,311

Scrabble Club

1,179

1,245

1,311

Theater Director - Minimum 1 performance

1,179

1,245

1,311

Yearbook

1,179

1,245

1,311

*Meeting Criteria for Clubs:  Meet a minimum of 18 times per school year; each meeting shall be for a minimum of 1 hour; and each Club shall have a minimum of 10 students.

New Clubs:  Any new Clubs will be funded at the Club stipend for grades 1-5.

Other - Elementary

Director - Enrichment Program

 

 

1,060

 

 

 

1,060

 

 

 

1,060

Math Olympiad

 

635

 

635

 

635

Running Club - Minimum 24 hours

1,573

1,661

1,749

Science Fair

635

635

635

Substitute Principal

1,788

2,383

2,980

Focus Clubs#

360

360

360

Curriculum Lead Teacher*

1,442

 

 

 

#Focus Clubs are ad hoc clubs of limited duration which provide focused instruction in specific areas.  Meeting criteria for Focus Clubs:  Meet a minimum of 6 times per school year; each meeting shall be for a minimum of 1 hour; and each Focus Club shall have a minimum of 10 students.

*Two (2) positions allocated as follows: One (1) for the Millville Elementary School and one (1) for the John F. Kennedy Elementary School/Augustine F. Maloney Elementary School Complex.

Music - High School

 

 

 

 

 

 

Director-Instrumental Music

 

4,189

 

4,927

 

5,207

Director - Senior High Wind Ensemble

1,968

2,360

2,753

Director - Sr. High Concert Band

1,574

1,968

2,360

Director - Sr. High Chorus

1,574

1,968

2,360

Director - Sr. High Jazz

2,819

3,245

3,671

Director - Sr. High Marching Band

3,180

3,574

3,968

Assistant - Sr. High Marching Band

2,164

2,557

2,950

Instructor - Sr. High Color Guard

2,295

2,688

3,082

Assistant - Sr. High Color Guard

1,705

2,098

2,491

Director - Sr. High Percussion Ensemble

1,788

1,968

2,146

Instructor - Sr. High Winter Guard

1,788

1,968

2,146

Assistant - Sr. High Winter Guard

1,788

1,968

2,146

Director - Sr. High Flute Choir

1,311

1,741

2,098

Director - Sr. High Clarinet Choir

1,311

1,741

2,098

Director - Sr. High Sax Choir

1,311

1,741

2,098

Director - Sr. High Brass Choir

1,311

1,741

2,098

Music - Middle School

 

 

 

 

Director - MS Wind Ensemble

 

1,441

1,836

2,228

Director - MS Concert Band

1,311

1,705

2,098

Director - MS Jazz

2,117

2,491

2,886

Director - MS Marching Band

1,574

1,968

2,360

Instructor - MS Color Guard

1,179

1,507

1,836

Director - MS Flute Choir

1,311

1,741

2,098

Director - MS Clarinet Choir

1,311

1,741

2,098

Director - MS Sax Choir

1,311

1,741

2,098

Director - MS Brass Choir

1,311

1,741

2,098

 

 

 

 

END NOTES

 

 

HIGH SCHOOL CLASS ADVISORS

 

Once a high school class advisor reaches Step 3 in a particular school year, he/she shall remain at Step 3 for all consecutive school years subsequent thereto during which he/she serves as a high school class advisor.

 

 

ELEMENTARY FOCUS CLUBS

 

Focus Clubs at the Elementary level that are funded from the District's operational budget (as opposed to funding received by the District from sources other than the member towns of the District) shall be offered equally to the member towns of the District (e.g. if 2 Focus Clubs are to be funded from the District's operational budget, 2 shall be offered to Blackstone and 1 shall be offered to Millville).

 

 

 


APPENDIX C

 

BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT

 

 

PROFESSIONAL STANDARDS AND TEACHER

EVALUATION PROCESS

 

 

A.   Each teacher shall receive a copy of the Professional Standards and Teacher Evaluation Process document.

 

B.   A copy of said document will be attached to the master contracts for both the Association and the School Committee.

 

 

 

MEMORANDUM OF UNDERSTANDING

 

Per Diem Substitutes

 

All parties agreed that the classification of Per Diem Substitute would be created.  The classification would not be part of the recognition clause.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX C

 

TO

 

AGREEMENT

 

 

BETWEEN

 

 

BLACKSTONE-MILLVILLE REGIONAL

SCHOOL DISTRICT

 

AND

 

BLACKSTONE-MILLVILLE REGIONAL SCHOOL

DISTRICT EDUCATORS ASSOCIATION

 

 

 

 

 

PROFESSIONAL STANDARDS

AND

TEACHER EVALUATION PROCESS

 

 

 

 

 

SEPTEMBER 1, 2010 – AUGUST 31, 2011


TABLE OF CONTENTS

 

Philosophy of Teacher Evaluation......................................................................................         61

Evaluation Process and Procedures...................................................................................        62

Evaluation Responsibilities.................................................................................................          64

Calendar for Staff Evaluation..............................................................................................65

Role of the Evaluator………….………………………………...………………….…...……….66

Definition of Evaluator………….…….……………………...…………………….……...……..66

Areas of Competency for Evaluation and Goal Setting Guide…...…………………..………66

The Resource Team……………………………………………...…………………….….……..67

Areas of Competency for Evaluation of Classroom Teachers……….....……….…….....….70

Areas of Competency for Evaluation of Special Education Teachers………...….….....…..75

Areas of Competency for Evaluation of School Counselors and Psychologists…....…......79

School Counselor Evaluation Form………………………………………………........…....….82

School Nurse Evaluation Form………………………………………………....….…..…...…..88

Areas of Competency for Evaluation of Library Media/Technology Specialist……....….....95

Evaluation Form “A”……………………………………………………………..….........………98

Classroom Teacher Observation Report Form “B”…………………….………….....…..….101

Evaluation Form “C”…………………………………………………………...……....………..103

 

 

 

Philosophy of Teacher Evaluation

 

 

            Evaluation should be a positive and continuous process.  (Positive in that it seeks, in a non-threatening way, to help strengthen performance; continuous in that it should be an on-going process throughout the school year.)

 

            Evaluation should be viewed as a means for a teacher to gain recognition for his/her achievements and for the evaluator to recognize these contributions.

 

            Although each teacher’s goals for professional growth are unique, procedures for assessment must be uniform throughout the system.

 

            In general, evaluations are to reflect the overall performance of the teacher with a view toward professional growth and development.   Reasonable assistance will be rendered to a teacher to correct deficiencies or to remedy problems noted in evaluation reports on such teacher.  Such assistance shall be rendered in an effort to enable the teacher to achieve the level of performance/and or those educational goals expected in the Blackstone-Millville Regional School District.  Reasonable assistance is considered to include but not restricted to administrative support, program of remediation, suggested in-service or mentor program.

 

            There will be no reprisals to any individual undergoing an evaluation.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EVALUATION PROCESS AND PROCEDURES

 

The evaluation process is ongoing and continuous throughout each school year and has both formal and informal aspects.

 

In general, the formal evaluation process prior to the completion of the final evaluation instrument includes the following steps:

 

            1.  Goal Setting:  September through October.  Each teacher will meet with his/her administrator to discuss goals for professional growth.  Goals decided upon may be drawn from self assessment, recommendations from prior evaluations, school or district wide goals, or the standard of performance.  Goal setting will be a joint process and will include specific suggestions as to how to work towards the goal (s) and what support is necessary from the administrator.  Each teacher will list not more than four (4) goals mutually agreed upon by the teacher and administrator and consistent with the school district’s plan.  If there is no agreement on the goals, the evaluator will select two (2) goals and the teacher will select two (2) goals.  These goals shall be consistent with the goals set in each building.

           

            2.  On/Off Cycle:  Beginning with the 2005-2006 school year, teachers with professional teacher status shall be divided into two (2) groups to insure that all such teachers are evaluated at least once every two (2) years.  Initial placement in the “on cycle” or the “off cycle” will be determined by the administrators.  Teachers with professional teacher status for the first time in any given year shall be placed in the “off cycle”.

 

            It is understood that the purpose of this division is to increase the time and attention available to on-year teachers and thus to promote greater instructional improvement and professional growth.  Administrators may, at their option, initially place a teacher in the on-year group, continue a teacher in the on-year group from year to year, or at any time during the evaluation process move an off-year teacher to the on-year group. If a teacher has been notified in writing of continuation of the “on cycle”, he/she will be placed into the remediation program.  Where applicable, a resource team will be provided to render assistance to the teacher.  If not applicable, the person will be given access to appropriate staff development courses.

 

            3.  Formal Observation:  Based on evaluation calendar.  Formal observations will be done according to the calendar for staff evaluation.  A pre-observation conference may be used to discuss the goals of a particular observation.  A post-observation conference will be held within 5 school days following the observation.  A written draft report of the observation shall be given to the individual observed no later than the day prior to the scheduled conference with the evaluator.  The written observation report may include appropriate data collected during the observation report.  A signed copy of the final observation report will be held by the evaluator and used in the development of the final summary evaluation document.

 

            Informal observation occurs as a result of teacher-administrator contacts, informal classroom visits, meetings, school sponsored activities, student and parent interactions, participation in curriculum and professional development programs and other observable behavior based on the Evaluation Reference Guide.  An evaluator may use the formal observation form to comment on informal observations and may also act upon informal observation throughout the year. 

 

            During formal observations, literal notes will be taken.  In a conference following a classroom visit, the evaluator will share any notes taken. Both formal and informal evaluation aspects may be used in completing the final evaluation instrument.  The evaluator shall make the individual aware, in writing, of any critical concerns generated during the informal aspects of the evaluation process prior to the completion of the formal evaluation.  At the request of either party a meeting may be scheduled to review the areas of critical concern.

 

            4.  Evaluation Instrument:  Beginning with the 1997-1998 school year, observations and the final evaluation will be in narrative form.

 

 

FINAL EVALUATION FOR ON-YEAR TEACHERS

WITH PROFESSIONAL TEACHER STATUS

 

            The final annual evaluation will be completed using the “C” form.  It will be narrative form, following the outline in the Evaluation Reference Guide and will include specific commendations and/or recommendations under the appropriate categories and will include comments on goals.  A conference will be held to discuss the final evaluation and its recommendations.  The final instrument will be placed in the teacher’s personnel file.

 

            Completion of the final evaluation should be in accordance with the evaluation calendar.

 

 

 

TEACHERS WITHOUT PROFESSIONAL TEACHER STATUS

 

            Evaluations for teachers without professional teacher status will be based on the same criteria as established for professional status teachers and will follow the same cycle as indicated on the calendar for staff evaluation during the on cycle year.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EVALUATION RESPONSIBILITIES

 

Classroom Teachers                       Grades K-5 Building Principals

                                                Grades 6-8 Building Principal

                                                            Grades 9-12-Building Principal

                                                           

Shared Teaching                             Principal (in school where greatest proportion of time Music/Library                                                of Specialist is spent, unless previously determined Media                                                    otherwise by Building Principal) 

    

Special Ed Teachers                       Building Principals/SPED Administrator

Guidance Counselors                    Building Principal

Psychologists                                Building Principal/SPED Administrator

 

 

Evaluators may include the Principal, Assistant Principal, Department Heads, Assistant Superintendent, Special Education Administrator and the Superintendent of Schools.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

CALENDAR FOR STAFF EVALUATION

 

 

Month                                     Teachers                   Teachers                   Teachers

                                                (without                      (on-year)                    (off-year)

                                                professional

                                                teacher status)

 

September

and October                          Goal Setting              Goal Setting              Goal Setting

                                                between evaluator   between evaluator   between evaluator

                                                and evaluatee          and evaluatee          and evaluatee

 

September 1

through

May 1st                                  *A minimum of three           *At least one

                                                formative obser                   formative obser-

                                                vations will take                    vation will take

                                                place during this                  place during this

                                                time period, re                     time period, re-

                                                sulting in formal                   sulting in formal

                                                write-ups                                write-ups

 

May 15th                                Summative Evaluations

                                                Due in Superintendent’s

                                                office.

 

June 1st                                 Summative Evaluations

                                                for all personnel due

                                                in Superintendent’s

                                                office.

 

 

*Evaluatee may submit a written request for additional observations indicating the reasons for said request.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ROLE OF THE EVALUATOR

 

 

The key to accurate evaluation is in the evaluator.  The role of the evaluator is to collect written documentation concerning all aspects of a teacher’s performance during the course of any day.  The data collected throughout the year is to be used in the formal evaluation of each teacher.

 

 

DEFINITION OF EVALUATOR

 

In the schools, evaluation of teachers shall be made by the school principals and/or the Superintendent of Schools or a designated other party as outlined in evaluation responsibilities.

 

Evaluation of special needs personnel and counselors shall be made by the school principals and/or the Superintendent of Schools and/or the Special Education Administrator or a designated agreed to third party.

 

 

AREAS OF COMPETENCY FOR EVALUATION AND GOAL SETTING GUIDE

 

The items that follow are areas that teachers may use as a basis for setting year-long goals and that the evaluator may use in deciding on teacher competency.

 

In each area, the teacher may be commended or be given recommendations so that improvement can be made consistent with contract language.

 

Section I - Classroom Management

 

The teacher should exhibit competency in the following:

 

            1.  Atmosphere - teacher maintains freedom of action and inter-action conducive to learning.

           

            2. Individualizing - teacher makes adjustments in curriculum and other requirements necessary in light of student’s needs.

 

            3. Record keeping - teacher maintains adequate records, plan books and rank books.

 

            4.  Environment - teacher creates a classroom environment that organizes available space and resources to have a definite relationship to learning activities.

 

 

 

 

 

 

 

Section II - Teacher Performance

 

            1.  Preparation - the teacher is well-prepared to perform his/her classroom duties.

 

            2. Methods - teacher meets the varying needs and abilities of students by employing a wide range of instructional strategies aimed toward fulfilling the grade/course objectives.

 

            3.  Flexibility - teacher allows students’ active participation yet maintains control of the learning situation.

 

            4.  Image - teacher strives to enhance the self-image of the students.

           

            5.  Discipline - teacher encourages development of student behavior toward the goal of self-discipline.

 

Section III - Professionalism

 

            1.  Dependability - teacher is consistent, dependable, and accurate in discharging non-teaching responsibilities.

           

            2.  Rapport - teacher maintains communication with administration, teachers, students, and parents.

 

            3.  Flexibility - teacher responds flexibly and effectively to unexpected and/or problem situations. Areas of concern must be brought to the teacher’s attention in a timely manner.

 

            4.  Participation - teacher contributes to developing improvements in content, methods, and materials of instruction as demonstrated in the classroom and through other professional activities.

 

            5.  Parents - teacher initiates parent conference when necessary and maintains a professional attitude in all parent-teacher contacts.

 

 

            IV.  THE RESOURCE TEAM

 

The Resource Team consists of teachers assigned for the purpose of improving instruction in the classroom.

 

A.  Professional Environment of the Resource Team

 

            1.  The contribution of the resource teacher to other teachers, school and society is dependent upon the existence of an environment consistent with his/her responsibilities.  Such an environment includes both psychological and physical conditions of work.

 

            2.  Psychological conditions of work refer essentially to a climate within which the resource teacher has freedom to exercise his/her competencies on a professional level.  Characteristics of this psychological environment include favorable interpersonal relations among the school staff, freedom to employ innovative ideas within the resource program, and forward-looking administrative and personnel policies.

 

            3. Physical conditions of work include appropriate clerical and secretarial assistance, office facilities and equipment, and a budget to purchase resource materials of various kinds.

 

B.        General Description

 

            1.  The Resource Team shall consist of three to five teachers/administrators from appropriate curriculum and administrative areas.

 

            2.  Normal reimbursement for travel expenses shall be provided.

 

            3.  The Resource Teachers shall make every effort to build security within the teacher, bearing in mind that the dignity of the teacher must be respected at all times.

 

            4.  The Resource Teacher’s communications with teachers and administrators shall be considered confidential.

 

            5.  The goal throughout, at all times, shall be to secure better teaching.

 

C.        Responsibilities

 

            The Resource Teachers shall:

 

            1.  Consult with the Evaluating Staff and the teacher.

 

            2.  Spend time in observation of the classroom situation.

 

            3.  Make use of whatever information pertinent to the class is available, including the records of individual students.

 

D.        Suggestions as to how the Resource Teacher may be helpful:

 

            1.  Plan lessons with the classroom teacher;

           

            2.  Hold conferences with the classroom teacher.

 

            3.  Make suggestions for grouping of children.

 

            4.  Suggest the many sources of professional help in the system.

 

            5.  Suggest ways in which the equipment and materials available in the building can be used effectively.

 

            6.  Suggest management techniques.

 

            7.  Demonstrate good teaching techniques to individual teachers or to small groups of teachers.

 

            8.  Suggest methods of evaluating the work of pupils.

 

            9.  Help the teacher set up realistic goals.

 

            10.  Suggest techniques for improving communications with parents.

 

            11.  Provide the opportunity for teachers to visit and observe other teachers (within or outside the system).

 

E.        The teacher in conjunction with the administration shall establish the resource team.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

SECTION I

AREAS OF COMPETENCY FOR EVALUATION OF

CLASSROOM TEACHERS

 

            Standards of performance are implicit in any effective evaluation program.  The standards of performance described in this section represent critical areas related to teacher effectiveness.  Each standard is followed by a brief description of the qualities intended for evaluation under that particular category.  It is not intended that each description shall be exhaustive in its content.  It is also not intended that every teacher exhibit all the qualities described in each category.  The descriptions are given simply to give a sense of what the evaluator will be looking for as a standard of performance when assessing the teacher in a particular category.

 

            We believe that within a broad framework there must be an understanding that excellence is the desired goal.  The standards must be high enough to challenge all teachers, but flexible enough so as not to impose impossible demands.

 

A.        CLASSROOM MANAGEMENT

 

            1.  Atmosphere

 

            a. Students are engaged in purposeful activities in relation to the lesson being taught.

 

            b. There is evidence that students clearly understand classroom procedures.

 

            c. There is evidence that provision has been made for students to question the teacher and other students.

 

            2.  Individualization

 

            a. The teacher provides effectively for the individual’s physical differences (hearing, vision, et al)

 

            b. The teacher recognizes and implements various methodologies suited to different learning rates, styles, and strengths and deficiencies of the learner.

 

            c. Where appropriate, the teacher’s instructional grouping of students is flexible and based upon continuous academic assessment.

 

            3.  Record Keeping

 

            a. Lesson plans are in keeping with long-range objectives.

 

            b. Lesson plans are well organized so that a substitute teacher would have adequate plans for at least a three-day period.

 

            c. Rank books and records are efficiently kept so that a student’s evaluation is up-to-date and precise.

 

            d. The grades to be averaged for records keeping reflect an assessment of the entire spectrum of learning activities and not just those easy to assess.

 

            e. All required paperwork is promptly and professionally completed.

 

4.         Environment

 

            a. The teacher promptly reports to the principal those physical items in his/her classroom which require attention.

 

            b. The teacher maintains an environment which motivates interest and excellence (i.e. through display of student’s work, well organized and attractive work areas, and unit related materials, etc.).

 

B.        TEACHER PERFORMANCE

 

1.         Performance

 

            a. The teacher keeps current on his/her discipline(s).

 

            b. The teacher keeps current on his/her teaching techniques.

 

2.         Methods and Materials

 

            a. The teacher organizes materials for lessons in advance and makes sure they are adequate for the number of students to be taught.

 

            b. The teacher implements a variety of instructional methodologies, (i.e. diagnosis-prescription, large group, small group, peer learning, lecture, demonstration, audio-visual techniques, independent learning, technology, etc.)

 

            c. When assigned, the teacher assists in a large group instruction when a team member is lecturing, demonstrating, or giving directions (unless otherwise engaged in small group instruction).

 

            d. The teacher employ’s a variety of motivational techniques for group and individual learning situations.

 

            e. The teacher designs tests with a wide variety of questions which reflect concerns for thinking skills as well as the acquisition of knowledge.

 

            f. The teacher plans lessons and activities which expand basic thinking skills and which require application of functional skills.

 

            g. The teacher plans long range learning activities to assure reasonable time lines for meeting objectives.

 

            h. The teacher actively utilizes curriculum guides and implements curriculum objectives.

 

            i. The teacher’s evaluation of classroom work is as immediate as possible and always contains some positive feedback.

 

            j. The teacher uses a variety of questioning techniques:  single-response questions, thought provoking questions, and questions that elicit creative responses.

 

            k. The teacher uses the qualities of clarity, good grammar, good enunciation, pleasantness, and courtesy in questioning and encourages the same in the student’s questioning.

 

            l. The teacher uses the chalkboard effectively and demonstrates concern that writing is of adequate size and that handwriting is legible.

 

            m. When appropriate, the teacher ensures that, prior to referral of a student for an evaluation; all efforts shall be made to modify the student’s regular program.

 

            n. The teacher elects to use library and community resources consistent with instructional activities.

 

            o. The teacher presents material appropriate for the learning level of the students.

 

            p. The teacher responds to differences in learning styles through a variety of student responses; oral, written, performance, etc.

 

            q. The teacher assigns homework that is consistent with school policy.

 

3.         Flexibility

 

            a. The teacher encourages a variety of interactions such as teacher/student, student/ teacher, student/student.

 

            b. The teacher listens to, encourages, and accepts student contributions to the lesson being taught.

 

            c. The teacher demonstrates patience and understanding in light of student responses which are unrelated to the lesson.

 

            d. The teacher is able to control a variety of activities taking place simultaneously.

 

            e. The teacher employs suitable intervention strategies when the class gets out of hand.

 

4.         Image

                       

            a. The teacher has developed an effective manner and tone of authority to assure effective discipline without constant reiteration of rules, punishment, or threats.

 

            b. The teacher maintains a non-threatening tone of voice when dealing with academic problems.

 

            c. The teacher shows evidence of a sense of humor.

 

            d. The teacher provides positive reinforcement and praise regularly.

 

            e. The teacher is a model for fair play, courtesy, respect, and tolerance.

 

            f. The teacher reviews the positive things at the end of the period to set the stage for the following day.

 

            g. The teacher respects the dignity of each student.

 

5.         Discipline

 

            a. The teacher provides activities conducive to developing individual responsibility and reinforces even minimal progress in a positive manner.

 

            b. The teacher discusses the discipline problem with the student and helps the child select appropriate new behaviors.

 

            c. The teacher clearly explains the rules and regulations of the classroom and the school and implements these rules fairly.

 

            d. The teacher instructs students that positive or negative behavior has an effect on the whole group.

 

            e. The teacher deals directly with discipline problems rather than relying on outside authority, except in extreme cases.  The teacher, instead, seeks guidance as to how to solve the discipline problem in a class setting.

 

C.        PROFESSIONALISM

 

            1Dependability

 

            a. The teacher is punctual for any and all building and assignment duties.

 

            b. The teacher performs non-teaching duties with an attitude and manner that is consistent with a sense of community.

 

            c. The teacher performs safety-related non-teaching duties in a serious and responsible fashion.

 

            d. The teacher alerts or informs the principal, at the earliest convenience, of his/her inability to be in attendance so duties can be covered.

 

 

            2.  Rapport

 

            a. The teacher listens to and acts on the suggestions of students when appropriate.

 

            b. The teacher discharges delegated administrative responsibilities in a professional manner.

 

            c. The teacher follows the chain of command in resolving differences with the administration.

 

            d. The teacher respects the dignity and opinions of other teachers.

 

            e. The teacher listens and is receptive to new ideas.

 

            f. The teacher demonstrates the ability to work effectively with all members of the staff.

 

3.         Flexibility

 

            a. The teacher is willing to pursue new ways of implementing school procedures.

 

            b. The teacher is willing to accept necessary changes in daily routine.

 

            c. The teacher is willing to join in and assist when an unexpected situation or problem occurs.

 

4.         Participation

 

            a. The teacher cooperates with team, grade level or department members in working on team, grade level or department objectives.

 

            b. The teacher works on curriculum revision and remains concerned with his/her discipline.

 

5.         Parents

 

            a. The teacher initiates parent conferences when necessary and maintains a professional attitude in all parent-teacher contacts.

 

            b. The teacher handles all parental contacts in a dignified and proper manner.

 

            c. The teacher develops a partnership with parent for the mutual concern of the student.

 

 

 

 

 

 

SECTION II

AREAS OF COMPETENCY FOR EVALUATION OF

SPECIAL EDUCATION TEACHERS

 

            Standards of performance are implicit in any effective evaluation program.  The standards of performance described in this section represent critical areas related to teacher effectiveness.  Each standard is followed by a brief description of the qualities intended for evaluation under that particular category.  It is not intended that each description shall be exhaustive in its content.  It is also not intended that every teacher exhibit all the qualities described in each category.  The descriptions are given simply to give a sense of what the evaluator will be looking for as a standard of performance when assessing the teacher in a particular category.

           

            We believe that within a broad framework there must be an understanding that excellence is the desired goal.  The standards must be high enough to challenge all teachers, but flexible enough so as not to impose impossible demands.

 

            The parameters are contained under the general categories of Management, Instruction, and Curriculum.

 

            A.        Classroom Management

 

                        1.  Learning Atmosphere

 

            It is important that students experience a positive and healthy climate.  The teacher takes steps to maintain an atmosphere conducive to learning and maximum student growth, and maintains a positive emotional climate.  The teacher deals with students in a positive and supportive way, and shows an appreciation for individual contribution.  Students know exactly what is expected of them, and the standards are appropriate.  The teacher communicates expectations clearly.  The standards are high, yet attainable, and the message is sent that all students can learn.  Mistakes are handled as opportunities for student growth.

 

            The students show respect and regard for the teacher and the teacher builds good personal relationships with students.  The teacher is available to students at reasonable times outside the classroom.

 

            The teacher actively promotes student self-control and mutual respect.  In terms of discipline, particularly resistant students are dealt with appropriately.  The teacher encourages student leadership and develops student skills in group and individual decision-making.

 

            2.  Student Work Habits

           

            Students need to develop work habits according to their level of skills and achievement.  The teacher takes steps to instill good work habits in his or her students.  The teacher gives clear and precise directions for the student’s learning tasks, and assigns work according to the level of student ability.  The teacher encourages students to perform challenging work.

3.  Classroom Management

 

            Students need an environment where the organization promotes learning.  The teacher should establish patterns which are conducive to sound classroom management.  Students follow efficient routines for all regularly recurring business.  Classroom space and furniture are arranged for optimal learning.  The arrangement allows for small group, large group, and individual learning when appropriate.  Students are attending to tasks and engaged in the curriculum activity consistently over the period.  Students are free from interruptions, waiting time, distractions and delays.  The teacher keeps the flow of events moving with smooth rapid transitions.  Students have adequate time to learn, and at an appropriate pace.  Beginning and ending minutes of class time are used appropriately.  The teacher manages time effectively.

 

B.        INSTRUCTION

 

            1.  Instructional Methodology

 

            The teacher maintains lesson plans that are purposeful and show continuity and clarity.  Class work is based on well-organized plans incorporating clear objectives.  The teacher is able to frame the lesson objectives properly, and promotes class activity related to these objectives.

 

            The pupil’s level of understanding depends upon his/her age and experience.  The teacher employs a variety of methods to gain the attention of the students, and does gain their attention effectively.  The students understand the information and procedures.  The teacher is a good explainer.  The teacher uses a variety of questioning techniques to promote thinking skills appropriate to the student’s development.  Classroom dialogue is skillfully employed; the teacher listens well and responds appropriately.  The teacher promotes the development of complex and divergent thinking skills.  A variety of groupings, arrangements, and strategies are used.  The teacher provides appropriate practice and drill.

 

            The learning experience is appropriate for students considering such items as cognitive level, amount of structure, competition/cooperation, resources used, and grouping.  The teacher becomes familiar with relevant student information by consulting school records and/or appropriate school personnel.  The teacher refers students to appropriate support personnel as needed.  The teacher adjusts learning experiences according to the needs of the different students.

 

 

            2.  Instructional Materials

 

            Students are exposed to a variety of instructional materials.  The teacher employs a variety of material and equipment, including auditory, kinesthetic, visual media, and technology, when appropriate.  Appropriate materials are provided for exceptional students.  The teacher uses the results of appropriate diagnostic measures to provide materials to meet the individual needs of the students.  Course content is enriched with community resources when possible.

 

C.        CURRICULUM

 

            1.  Curriculum Delivery

 

            The teacher has an in-depth knowledge of the subject matter and is actively involved in the learning process.  The teacher is aware of current developments in the subject matter and integrates these developments into classroom instruction when appropriate.  The teacher acts as a subject area resource person for students.  Students receive systematic evaluation of their performance, and the teacher knows what the students have really learned.  The teacher plans learning experiences so that they show continuity, sequence, and integration with other learning experiences the students are having.  The teacher adapts the curriculum to needs of individual and instructional groups and the requirements of state regulations.

 

            2.  Curriculum Development

 

            The teacher constructively contributes to the development of school programs.  The teacher initiates and presents ideas for improvement in curriculum.  The teacher contributes to the evaluation of curriculum based upon the classroom experience with the delivery of the curriculum and student response and achievement levels.

 

D.        TEAM Meetings

 

            1.  TEAM Participation

           

            TEAM meetings require sensitive, skilled leadership to operate for the best interests of students who may need special education services.  The teacher utilizes appropriate materials and effective techniques in evaluation of students, prepares for team meetings effectively, participates in team meetings in an organized and effective way, and deals with parent needs and concerns in an appropriate manner.

 

            2.  Written Communication

 

            The teacher communicates the intent of programs and reports progress of individual students to parents and staff in clear, concise language, and completes reports and education plans within mandated guidelines.

 

E.         CONTRIBUTING MEMBER OF THE FACULTY

 

Included for consideration here are performance on committees and at faculty meetings, promotion of a cooperative attitude among co-workers, demonstration of enthusiasm, innovative thinking, pride in the profession, and meaningful commitment to one’s work, use of special talents, knowledge, and experience to assist fellow faculty members in fulfilling individual and mutual professional obligations.

 

F.         PARENT AND COMMUNITY RELATIONSHIPS

 

A teacher’s effectiveness in communicating at parent conferences, establishing a working relationship with the home, completing written reports fully and accurately, making special presentations, recognizing and using community resources, displaying sensitivity to the educational needs and expectations of the community, are all taken into consideration in this segment of the evaluation.

 

G.        FULFILLMENT OF ROUTINE AND ADMINISTRATIVE DUTIES

 

The extent to which a nurse handles daily tasks efficiently and effectively, e.g. student health records, collection of insurance forms, compilation of pertinent medical lists, compilation of reports in a full and accurate manner, delivering information requested in a timely and full fashion, etc. are all assessed in this portion.

 

H.        PROFESSIONAL GROWTH

 

In this category an appraisal is given of the teacher’s participation in professional development activities such as study groups; attendance at professional conferences, work on curriculum development committees, and study of current research.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

SECTION III

 

AREAS OF COMPETENCY FOR EVALUATION OF SCHOOL

COUNSELORS AND PSYCHOLOGISTS

 

Standards of performance are implicit in any effective evaluation program.  The standards of performance described in this section represent critical area related to counselor/psychologist effectiveness.  Each standard is followed by a brief description of the qualities intended for evaluation under that particular category.  It is not intended that each description shall be exhaustive in its content.  It is also not intended that every counselor/psychologist exhibit all the qualities described in each category. The descriptions are given simply to give a sense of what the evaluator will be looking for as a standard of performance when assessing the counselor/psychologist in a particular category.

 

We believe that within a broad framework there must be an understanding that excellence is the desired goal.  The standards must be high enough to challenge all counselors/psychologists, but flexible enough so as not to impose impossible demands.  (Hereafter “Counselor” is used to refer to either counselor or psychologist).

 

A.        COUNSELING

 

Evaluation here is in accordance with the basic parameters discussed in Jon Saphier’s, The Skillful Teacher.  Counselors are encouraged to review the parameters in the book, which is in the professional library.  It should be noted that during the formal evaluation process, a counselor may not be observed demonstrating every parameter.  Under such circumstances, there will be no entries about a given parameter.

 

The parameters are contained under the general categories of Management, Counseling, and Curriculum:

 

B.        MANAGEMENT

 

            1Learning Atmosphere

 

            It is important that students experience a positive and healthy climate.  The counselor takes steps to maintain an atmosphere conducive to learning and maximum student growth, and maintains a positive emotional climate.  The counselor deals with students in a positive and supportive way, and shows an appreciation for individual contribution.  Students know exactly what is expected of them, and the standards are appropriate.  The counselor communicates expectations clearly.  The standards are high, yet attainable and the message is sent that all students can learn. Mistakes are handled as opportunities for student growth.

 

            The students show respect and regard for the counselor and the counselor builds good personal relationships with students.  The counselor is available to students at reasonable times outside the classroom.

 

            The counselor actively promotes student self-control and mutual respect.  In terms of discipline, particularly resistant students are dealt with appropriately.  The counselor encourages student leadership and develops student skills in group and individual decision-making.

 

            2.  Counseling Milieu

 

Students need an environment which is organized and promotes learning when appropriate.  The counselor should establish patterns which are conducive to sound classroom management.

 

The counselor actively promotes student self-control, actively promotes mutual respect, and utilizes a variety of questioning techniques and most importantly, works at building a collaborative relationship.

 

C.        METHOD

 

            1.  Counseling Methodology

 

The student’s level of understanding depends upon his/her age and experience.  The counselor should employ a number of counseling techniques to promote self-awareness appropriate to the student’s development.  The counselor will manage sessions within a given time period, model effective listening skills, speak in a manner that is congruent with the students level and set obtainable goals to be reviewed at follow-up sessions.

 

            2.  Instructional Materials

 

Students should be exposed to a variety of instructional materials.  The counselor employs a variety of material and equipment, including auditory, kinesthetic, and visual media, when appropriate.  Appropriate materials are provided for exceptional students.  The counselor uses the results of appropriate diagnostic measures to provide materials to meet the individual needs of the students.  Course content is enriched with community resources.

 

D.        CURRICULUM

 

            1.  Guidance Planning and Organization

 

Students need structure in their counseling experience.  The counselor should maintain purposeful goals and show continuity and clarity.  The counselor should make provisions for small group, large group, and individual sessions when appropriate.

 

            2.  Curriculum Development

 

            The counselor constructively contributes to the development of school programs.  The counselor initiates and presents ideas for improvement in curricula. The counselor contributes to the evaluation in curriculum.

 

            3.  Evaluation and Testing

 

            Counselors assist in the assessment of students in preparation for team evaluation when required.  When necessary, the counselor shall observe students in their classroom setting.

 

            4.  Chapter 766 TEAM Evaluations

 

The counselor shall participate in team evaluations when needed.

 

            5.  Communication and Consultation

 

Cooperation between the counselor, staff, parents and community agencies is an essential ingredient in improving the growth and development of all students.  Of particular importance is the counselor’s awareness and ability to make referrals to the most appropriate community agency.

 

E.        CONTRIBUTING MEMBER OF THE FACULTY

 

Included for consideration here are performance on committees and at faculty meetings, promotion of a cooperative attitude among co-workers, demonstration of enthusiasm, innovative thinking, pride in the profession, and meaningful commitment to one’s work, use of special talents, knowledge, and experience to assist fellow faculty members in fulfilling individual and mutual professional obligations, etc.

 

F.         PARENT AND COMMUNITY RELATIONSHIPS

 

A counselor’s effectiveness in communicating at parent conferences, establishing a working relationship with the home, completing written reports fully and accurately, making special presentations, recognizing and using community resources, displaying sensitivity to the educational needs and expectations of the community, are all taken into consideration in this segment of the evaluation.

 

G.        FULFILLMENT OF ROUTINE AND ADMINISTRATIVE DUTIES

 

The extent to which a counselor handles daily tasks efficiently and effectively, e.g., distribution of special materials, meeting assigned deadlines, completion of reports in a full and accurate manner, delivering information requested in a timely and full fashion, etc. are all assessed in this portion.

 

H.        PROFESSIONAL GROWTH

 

In this category an appraisal is given of the counselor’s participation in professional development activities such as study groups; attendance at professional conferences, work on curriculum development committees, and study of current research.

 

 

 

 


Section III                   BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT

SCHOOL COUNSELOR EVALUATION FORM

 

Name                                                                                                                         Date                                                                           

 

Department                                                                                                               Year                                                                           

 

I. Professional Competence

 

                                                                                                                    Satisfactory                               Needs                       Unsatisfactory                      N/A

                                                                                                                                                       Improvement

                                                                                                                                                                                                                           

A.  

 

 

 

 

 

 

 

 
Maintains an understanding of current counseling                                                                        

practices and techniques through participation in work-

shops, seminars and formal courses.

 

 

B.  

 

 

 

 

 

 

 

 
Effectively utilizes career counseling techniques and                                                      

school-to-work transition strategies.                                                                

 

Comments:

 

 

 

 

 

 

II. Organizational Effectiveness

 

A.  Maintains records of:

 

 

 

 

 

 

 

 
 


            a.         Student Consultations                                                                                                                                                                                             

 

 

 

 

 

 

 

 
 


            b.         Parental Conferences                                                       


School Counselor - continued

                                                                                                                    Satisfactory                               Needs                      Unsatisfactory                  N/A

                                                                                                                                                      Improvement

                                                                                                                                                                                                                            

 

 

 

 

 

 

 

 
 


            c.         Staff Consultations                                                            

                       

 

 

 

 

 

 

 

 
            d.         Phone Conferences                                                                      

 

B.  

 

 

 

 

 

 

 

 
Submits above documentation as requested by                            

supervisor.

 

C.  

 

 

 

 

 

 

 

 
Maintains record of student conferences including                                   

complete academic/vocational plan for each student.

 

Comments:

 

 

                                                                                               

 

 

 

III. Delivery of Services

 

 

 

 

 

 

 

 
 


A.   Stimulates and presents an atmosphere which is                         

receptive to counseling.

 

 

 

 

 

 

 

 
 


B.  Is sensitive to student’s feelings.                                                       

 

 

 

 

 

 

 

 

 
C.  Is open and unbiased in counseling situations.                             

 

Comments:

 

 

 

 

 

School Counselor - continued

 

                                                                                                                         Satisfactory                     Needs                          Unsatisfactory                  N/A

                                                                                                                                                     Improvement

 

 
IV. Meets Individual Differences and Needs.

 

 

 

 

 

 
 


A.  Utilizes a variety of counseling approaches.                                               

 

 

 

 

 
B.  Makes appropriate referrals for modifications to                             

 

 

 

 
     meet individual needs.

 

 

Comments:

 

 

 

 

 

V.  Relationship with Pupils

 

 

 

 

 

 

 

 
 


A.   Shows respect and concern for each student as an individual.                          

 

B.  

 

 

 

 

 

 

 

 
Encourages responsibility in decision making in line with                                  

student’s age/maturity level.

 

C.  

 

 

 

 

 

 

 

 
Encourages and is available for student initiated                                      

conferences.

 

 

 

 

 

 

 

 

 
D.  Offers resources to students to assist problem solving.                

 

 

Comments:

 

 

 

 

 

 

School Counselor - continued

 

                                                                                                                        Satisfactory                          Needs                      Unsatisfactory                  N/A

                                                                                                                                                        Improvement

VI. Counselor/Teacher Relationships

 

 

 

 

 

 

 

 

 
A.  Reports back to teachers action taken on teacher                          

     referrals within a reasonable period of time and shows

     documentation of such.

 

 

 

 

 

 

 

 
 


B.  Provides evidence of teacher involvement in dealing                   

     with educational problems through documentation.

 

 
 


 

 

 

 

 

 
C.  Offers services to teachers as a resource consultant.                   

 

 

 

 

 

 

 

 

 
D.  Maintains a proper perspective in matters of teacher                   

     student conflict.

 

Comments:

 

 

 

 

 

 

VII. Responsibility to Duties

 

 

 

 

 

 

 

 
 


A.   Is punctual in adhering to scheduled student                                 

conferences.

 

 

 

 
 


B.  

 

 

 

 
Informs secretarial staff of itinerary within building                                               

for purposes of contact and communication of issues

needing expediency.

 

 

 

 

 

 

 

 
 


C.   Participates when requested as a member of the core                           

evaluation team.

 

 
 


D.  

 

 

 

 

 

 
Is prompt and attends all scheduled guidance meetings.                                  

 

 

School Counselor - continued

 

                                                                                                                   Satisfactory                                  Needs                     Unsatisfactory                  N/A

                                                                                                                                                        Improvement

 

E.  

 

 

 

 

 

 

 

 
Shows evidence of having contacted all parents                                     

of students having academic or adjustment difficulties.

 

F.   

 

 

 

 

 

 

 

 
Participates in scheduled open houses and                                                        

parent-teacher meetings.

 

Comments:

 

 

 

 

VIII. Professional Responsibility

 

 

 

 

 

 

 

 

 
A.  Maintains professional approach in dealing with                                     

     students, staff, parents, and community as reflected

     in personal appearance, speech, and work area.

 

 

 

 

 

 

 

 
    

B.  Carries out assigned duties promptly and efficiently.                                            

                                                                                                    

 

 

 

 

 

 

 

 
C.  Maintains appropriate professional boundaries with                                 

     colleagues.

 

 

 

 

 

 

 

 
 


D.  Works cooperatively with staff on curriculum, instruction and                             

     other school programs and shares expertise with colleagues.

    

 

 

 

 

 

 

 

 

E.  Reports to school, classroom and assigned duties on time.                     

    

 

 

 

 

 

 

 

 

F.  Follows appropriate safety precautions at all times.                       

 

Comments:  

 

 

 

 

School Counselor - continued

 

SIGNATURE SHEET

 

 

 

Observation Date and Length:                                                                                                                                         

 

Teacher Receipt of Observation:                                                                                                                                     

 

Conference Date:                                                                                                                                                               

 

 

This evaluation report is a result of a formal observation and other informal observations which have taken place during the evaluation period.

 

 

 

 

_______________________________________________              ___________________________________________

Evaluator’s Signature                                 Date                                        Teacher’s Signature                                                Date

 

 

 

Signature indicates the teacher has read this evaluation but does not necessarily indicate total agreement.

 

 

 

Comments:

 

                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                               

 

Section IV                         BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT

SCHOOL NURSE EVALUATION FORM

 

 

Name ____________________________________________                     Date _______________________________________                               

 

A.        The School Nurse                                                                            Satisfactory        Needs       Unsatisfactory     N/A                                                                                                                                                          Improvement                                 

1.  Works as a member of the school staff under the administrative                                       

direction of the building administrator.             

2.  Is medically responsible to the school physician in carrying out                                        

established medical procedures and policies.

 

3.  Is responsible for the established nursing aspects of the school                                        

health program and the completion of yearly health reports. 

 

4.  Serves as a health resource person, providing counseling and                                         

guidance to students, parents and school personnel to eliminate or

minimize health problems which interfere with effective learning.

5.  Assumes leadership in the identification of those students with                                        

health needs that interfere with effective learning.

 

6.  Observes the environment in the school to identify elements                                             

conducive to accident, fatigue, or emotional strain.

 

 

Nurse Evaluation - continued

7.  Gives first aid and emergency care in accordance with established                                  

policies.  Exercises judgment regarding the disposition of pupils who

become ill or who are injured at school in accordance with established

policies.

 

 

Comments:

 

 

 

 

 

 

 

 

 

 

                                                                                                                                           

 

 

 

 

 

 

 

 

 

Nurse Evaluation - continued

 

B.  Specific Areas of Responsibility                                                     Satisfactory         Needs       Unsatisfactory   N/A

                                                                                                                                                  Improvement

                                                                                                                                                           

1.  Assesses and evaluates student health needs.                                                                     

2.  Counsels students, parents, and school personnel                                                                        

and plans action for eliminating, minimizing, or ac-

cepting health problems.

 

3.  Assists in the identification, evaluation, program plan                                                        

ning, management and education of students with special

health and educational problems which affect learning

and total growth.

 

4.  Provides programs for the prevention and control of disease.                                             

 

5.  Coordinates health services with health education                                                                         

and other phases of the total educational program,

including athletic health.

 

6.  Coordinates health services with community health programs.                                         

7.  Observes school facilities and recommends                                                                                    

modifications necessary to maintain optimum health and

safety of students and school personnel.

 

 

 

Nurse Evaluation - continued                                                                     Satisfactory     Needs                Unsatisfactory      N/A

                                                                                                                                                  Improvement

8.  Provides emergency care in cases of injury or sudden illness.                                             

 

9.  Assesses pertinent family history and home situation factors.                                                     

 

10. Responds to frequently encountered health problems.                                                         

 

            A.  Child neglect and abuse                                                                                                         

 

            B.  Drug use and abuse                                                                                                          

 

            C.  Human nutrition                                                                                                                                                                                   

            D.  Adolescent Pregnancy                                                                                                      

 

11.  Provides selected health service for school personnel.                                                         

12.  Participates in school staff and administrative activities.                                                       

13.  Conducts research and evaluates school health services.                                                   

 

 

 

 

 

 

Nurse Evaluation - continued                                                                    Satisfactory       Needs                 Unsatisfactory     N/A

                                                                                                                                                   Improvement

14.  Postural screening - grade 9.                                                                                                      

 

15.  Maintains appropriate professional boundaries                                                                      

with colleagues. 

 

16.  Works cooperatively with staff on curriculum,                                                                         

instruction, and other school programs and shares

expertise with colleagues.

 

17.  Reports to school, the nurse’s office, and assigned                                                               

duties on time.

 

18.  Follows appropriate safety precautions at all times.                                                               

 

Comments:

 

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________                         

Nurse Evaluation - continued

 

SIGNATURE SHEET

 

 

 

 

Observation Date and Length: ____________________________________________________________________________________________                       

 

Nurse Receipt of Observation: ____________________________________________________________________________________                                               

 

Conference Date: _________________________________________________________________________________                       

 

 

This evaluation report is a result of a formal observation and other informal observations which have taken place during the evaluation period.

 

 

 

                                                                                                                                                                                                           

Evaluator’s Signature                                 Date                            Nurse’s Signature                                       Date

 

 

Signature indicates the nurse has read this evaluation but does not necessarily indicate total agreement.

 

Comments:

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

Nurse Evaluation - continued

 

 

COMMENDATIONS:

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

COMMENTS:

 

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

 

RECOMMENDATIONS FOR IMPROVEMENT:

 

___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________


 

SECTION V

 

AREAS OF COMPETENCY FOR EVALUATION OF THE

        LIBRARY MEDIA/TECHNOLOGY SPECIALIST

 

 

Standards of performance are implicit in any effective evaluation program.  The standards of performance described in this section represent critical area related to the library media/technology specialist position.  Each standard is followed by a brief description of the qualities intended for evaluation under that particular category.  It is not intended that each description shall be exhaustive in its content.  It is also not intended that every library media/technology specialist exhibit all the qualities described in each category.  The descriptions are given simply to give a sense of what the evaluator will be looking for as a standard of performance when assessing the library media/technology specialist in a particular category.

 

We believe that within a broad framework there must be an understanding that excellence is the desired goal.  The standards must be high enough to challenge, but flexible enough so as not to impose impossible demands.

 

The duties of a library media/technology specialist are multifaceted.  These include service as a teacher, an information provider, and an instructional consultant for students and staff.

 

The library media/technology specialist also provides services that are less apparent but are equally critical in the operation of a well-run school library media center.  They include management and development of the school library media center collection, management of its technology, and the management of the overall school library media program, including the supervision of support staff.

 

 

A.        MANAGEMENT

 

            1.  Learning Atmosphere

 

It is important that students experience a positive and healthy climate.  The library media/technology specialist takes steps to maintain an atmosphere conducive to learning and maximum student growth, and maintains a positive emotional climate.  The library media/technology specialist deals with students in a positive and supportive way, and shows an appreciation for individual contribution.  The library media/technology specialist finds opportunities to build students’ self-esteem, encourages students, and makes repeated efforts to help them succeed.

 

            2.  Student Work Habits

 

            Students need to develop work habits according to their level of skills and achievement.  The library media/technology specialist assists students in developing efficient study habits and learning strategies, exposes students to the variety of resources available in the schools and community, and assists students in using new information technologies and evaluating information sources.  The library media/technology specialist provides opportunities for students to develop thinking skills and creativity.  The library media/technology specialist encourages students to perform challenging work with quality and on time.

 

B.        INSTRUCTION

 

            1.  Instructional Methodology

 

            Library media/technology specialists share their expertise with both students and faculty using a variety of groupings, arrangements, and strategies.  The content that is taught may involve skills instruction, research techniques, equipment operation, production methods, and individual reading guidance.  The library media/technology specialist stimulates student thinking and participation during instruction through the use of effective questioning strategies.  The library media/technology specialist organizes well and explains subject matter clearly.  The library media/technology specialist listens well, responds appropriately and communicates expectations clearly.  The library media/technology specialist integrates instruction with other curricula whenever possible.  The library media/technology specialist assists students in developing a sense of responsibility, self-discipline, cooperation, and respect for others.

 

            2.  Instructional Materials Collection

 

            The collection consists of the print and non-print materials and audiovisual equipment that is housed in and distributed from the school library media center.  The development of a dynamic, current, educationally sound, and usable collection of materials and audiovisual equipment is a key function of the library media/technology specialist.  The library media/technology specialist previews and selects material to support the changing needs in all curriculum areas and the interests of the student body.

 

C.        CURRICULUM

 

            1.  Curriculum Delivery

 

            The library media/technology specialist has an in-depth knowledge in the field of education, library and information sciences, education technology and administrative procedures.  The library media/technology specialist is aware of new developments in these fields and integrates current developments into instruction and management when appropriate.  The library media/technology specialist selects appropriate materials, methods, and resources to assist students in achieving learning and developmental objectives.

 

            2.  Curriculum Development

 

            The library media/technology specialist constructively contributes to the development of school programs; initiates and presents ideas for improvement in curriculum.  The library media/technology specialist encourages and supports applications of new technologies.  The library media/technology specialist locates information, prepares bibliographies, and provides other searching services.

 

 

 

D.        CONTRIBUTING MEMBER OF THE FACULTY

 

Included for consideration here are performance on committees and at faculty meetings, promotion of a cooperative attitude among co-workers, demonstration of enthusiasm, innovative thinking, pride in the profession, and meaningful commitment to one’s work, use of special talents, knowledge, and experience to assist fellow faculty members in fulfilling individual and mutual professional obligations in the District.

 

E.        PARENT AND COMMUNITY RELATIONSHIPS

 

A library media/technology specialist’s effectiveness in communicating and establishing a working relationship with community groups, completing written reports fully and accurately, making special presentations, recognizing and using community resources, displaying sensitivity to the educational needs and expectations of the community, are taken into consideration in this segment of the evaluation.

 

F.         FULFILLMENT OF ROUTINE AND ADMINISTRATIVE DUTIES

 

The responsibility for managing the various elements of the District library media program is essential to the role of the library media/technology specialist.  The library media/technology specialist plans and manages systems for effective operation of the library media center including scheduling, inventory, organization and circulation of materials, equipment and supplies, obtaining data for administrative decisions.  The library media/technology specialist develops and administers budgets for materials, supplies and supervision of library aides and volunteers.  The library media/technology specialist arranges and uses available space, furnishings and display areas to facilitate and enhance learning as far as physical circumstances permit.  The library media/technology specialist handles daily tasks efficiently and effectively. The library media/technology specialist advances and promotes the use of electronic media/technology in all phases of media services.

 

G.        PROFESSIONAL GROWTH

 

In this category an appraisal is given of the library media/technology specialist’s participation in professional development activities such as study groups; attendance at professional conferences, work on curriculum development committees, and study of current research.

 

 

 

 

 

 

 

 

 

 

 

 

 


BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT

EVALUATION FORM “A”

 

 

Name: __________________________________ School:                                                   

 

Position:                                                                         Years in System:                                         

 

Evaluator:                                                                       Date:                                                              

 

 

            Model             A.  Teacher Goal (s) for school year.

                                    B.  Teacher activities for achieving each Goal.

 

Form A shall be filled out jointly by the teacher and the evaluator early in the school year to determine the goals and activities for the teacher for that school year.  “Jointly” shall mean that both the evaluator and teacher may offer goals and activities for consideration.  It is anticipated that those goals selected will be mutually agreed upon after collegial discussion.  However, if this is not the case, the evaluator will select two goals and the teacher will select two goals.

 

Teachers and evaluators shall be encouraged to include growth goals and activities which reflect the piloting of new ideas and/or projects.  Goals only partially achieved within the year or those abandoned for legitimate reasons will not impact negatively on evaluations.  For the good of students, teachers, and the profession at large, teachers and administrators need to feel free to take risks.

 

Signature of teacher in no way indicates approval of contents.

 

This form remains on file in the principal’s office.

 

Teacher’s                                                                  Evaluator’s                           

Signature:                                                                 Signature:                                                      

 

Date:                                                                           Date:                                                              

 

Extent to which goal (s) and activities were realized.

 

 

 

 

 

Teacher: _______________________________________ Date: _________________

 

Evaluator: ______________________________________ Date: _________________

 

 

 

 

 

 

Goals Statements

 

Goal #1:

 

 

 

 

 

 

 

 

 

 

Planned Activities to Achieve Goal:

 

 

 

 

 

 

 

 

 

 

 

Goal #2:

 

 

 

 

 

 

 

 

 

 

Planned Activities to Achieve Goal:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Goal #3:

 

 

 

 

 

 

 

 

 

 

Planned Activities to Achieve Goal:

 

 

 

 

 

 

 

 

 

 

 

Goal #4:

 

 

 

 

 

 

 

 

 

 

Planned Activities to Achieve Goal:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT

 

CLASSROOM TEACHER OBSERVATION REPORT

 

FORM “B”

 

 

Teacher:                                                        Subject:                                 Period:                        

 

Evaluator:                                                                              Date:                                                  

 

CLASSROOM MANAGEMENT                        O          N/O          Comments

 

1.  Atmosphere

 

2.  Individualizing

 

3.  Record Keeping

 

4.  Environment

 

TEACHER PERFORMANCE

 

1.  Methods and Materials

 

2.  Flexibility

 

3.  Image

 

4.  Discipline

 

O = Observed                          N/O = Not Observed

 

ANALYSIS OF LESSON:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

FORM “B” CLASSROOM OBSERVATION REPORT

 

SUGGESTIONS:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

CONFERENCE DATE: __________________________

 

 

 

 

The specifics of the above checklist are found in the Teacher Evaluation Process.  Please discuss the observation report with the evaluator.  This observation report is part of your formative process and comments on this form may be included in your summative evaluation Form C.

 

Signature indicates all information has been discussed with the teacher.  Teacher may attach comments to this form, if desired.

 

(The teacher and evaluator each keep a copy of this form.  The original is kept on file by the principal.)

 

Teacher Signature:                                                                                                                         

 

Evaluator Signature:                                                                                                                      

 

 

 

 

 

BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT

 

EVALUATION FORM “C”

 

 

To:                   Superintendent of Schools

 

From:

 

Date:

 

Evaluation of:                                                                       Yrs. in District:                                 

 

School:                                                                                  Position:                                           

 

 

(Evaluators should include the commendations and recommendations relating to: I. Classroom Management, II.  Teacher Performance, III. Professionalism)

 

 

I           Classroom Management

 

 

 

 

 

 

 

 

 

II          Teacher Performance

 

 

 

 

 

 

 

 

 

III         Professionalism

 

 

 

 

 

 

 

 

 

 

 

 

 

Summary/Goals/Recommendations

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Evaluator:                                                                  Teacher:                                                       

 

Date:                                                                           Date:                                                              

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

FOR THE DISTRICT:                                                                        FOR THE ASSOCIATION:

 

 

                                                                                                                                               

Charles K. Singleton, Chairman                                             Esther H. Cote, President

 

 

BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT

SENIORITY LIST (6-12)

(By discipline as of September 1, 2010

 

 

 

ENGLISH

NAME

     YEARS

DAYS

CAMPOPIANO, Mark E.

32

180

CARROLL, Deborah A.

23

90

ADAMZ, Elizabeth

24

0

COLAHAN, Elizabeth

5

0

KOZLOWSKI, Rosann

5

121

OLIVO, Marisa

4

0

FERRARA, Michelle

3

0

MENARD, John

2

0

             SOCIAL STUDIES/HISTORY

NAME

YEARS

DAYS

CRONAN, Michael W.

37

168

DAIGNAULT, Denise

18

0

CURRAN, Jeffrey M.

17

0

McCORMICK, W. John

15

104

KIELY, Kevin

14

0

ANDERSON, Stefanie

12

128

ALMQUIST, Gail

10

0

CONTI, Carol

9

152

DeWOLF, Mark

6

0

        MATHEMATICS

NAME

YEARS

DAYS

MONROE, Bradford A.

34

0

ROUSSELLE, Linda

27

110

ROSE, Maureen

14

69.5

ROE, Ethan

13

39

COSTA, Maria

13

0

MITCHELL, Frederick

13

0

MATHEMATICS CONTINUED

 

 

MERCIER, Lynne

9

0

MAURICE, Jamie

6

123

ABISLA, Stephanie

6

0

GREENE, Roy

6

0

SWENSON, Charles

6

0

SWANSON, Gwyn

4

0

VARON, Regina

3

0

DANSEREAU, Linda

2

141

MCNAMARA, Keith

2

0

SCIENCE

NAME

YEARS

     DAYS

LAREN, Norma

14

14

CONRAD, Ellie

13

0

SOLARI, Jennifer

10

0

JOHNSON, Timothy

9

0

McLEAN, Marianne

9

0

SLATE, Steven

7

0

ABISLA, Stephanie

6

0

KAROLYSHYN, Anna

2

0

FOREIGN LANGUAGES

NAME

YEARS

DAYS

DEMERS, Lisa

15

0

LEONARD-WATERMAN, Kathleen

9

0

GOMES, Lynne

9

0

CURRAN, Mary

3

169

 

 

 

BUSINESS

NAME

YEARS

DAYS

LAPORTE, Janis                                                                                              

11

0

CONSUMER SCIENCE

NAME

YEARS

DAYS

DESJARDINS, Jeanne

4

177

 

 

 

LIBRARY

NAME

YEARS

DAYS

SMILEY, Jonah

1

0

 

 

 

INDUSTRIAL ARTS

NAME

YEARS

DAYS

MOROCCO, John

24

78.5

CARPENTER, Christine

6

75.5

JUBA, Mark

5

0

SULLIVAN, Thomas

5

0

 

 

 

READING

NAME

YEARS

DAYS

KIELY, Kevin

14

0

 

 

 

ART

NAME

YEARS

DAYS

CARPENTER, Christine

6

75.5

VOLK, Kari

0

110

 

 

 

GUIDANCE

NAME

YEARS

DAYS

TESSIER, Maureen

7

174

RIELLY, S. Sloan

6

0

BALDINI, Kendra

1

 

 

 

 

 

 

 

   SPECIAL EDUCATION (GENERIC CONSULTING TEACHER)

NAME

YEARS

DAYS

ADAMZ, Elizabeth

24

0

PILLA-GALLERANI, Jill

16

167

 

 

 

 

 

 

 

 

 

     SPECIAL EDUCATION (MODERATE SPECIAL NEEDS)

NAME

YEARS

DAYS

SMITH, Marie

29

145.5

ADAMZ, Elizabeth

24

0

PILLA-GALLERANI, Jill

16

167

MARCOTTE-BEALE, Arlene

15

0

WINTRINGHAM, Marsha

10

0

BOURGERY, Patricia

9

0

OAKLEY, Rachel

8

0

MAURICE, Jamie

6

123

TURGEON, Emily

5

0

FINNEGAN, Kathryn

5

0

DENOMME, Elise

3

182

TRACEY, Eric

4

0

SHERWIN, Michele

3

0

SOULE, Patricia

3

0

COMPUTER EDUCATION

NAME

YEARS

DAYS

MONROE, Bradford A.

34

0

MOROCCO, John

24

78.5

MITCHELL, Frederick

13

0

LAPORTE, Janis

11

0

JUBA, Mark

5

0

       IN-HOUSE SUSPENSION SUPERVISOR

NAME

YEARS

DAYS

McCORMICK, W. John

15

104

ROE, Ethan

13

39

       ALTERNATIVE LEARNING PROGRAM

NAME

YEARS

DAYS

MARCOTTE-BEALE, Arlene

15

0

ROE, Ethan

13

39

PSYCHOLOGIST

NAME

YEARS

DAYS

BELISLE, DEANA

2

0


 

  BLACKSTONE & MILLVILLE SENIORTY LIST (K-5)

 

 

ELEMENTARY CLASSROOM TEACHERS

 

 

(As of September 1, 2010)

40 Years

0 Days

McGAHAN, Jo-Ann E.

 

 

 

35 Years

120.5 Days

SKEHAN, Margaret

 

 

 

34 Years

185 Days

McGILL, Linda