West Springfield

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DistrictWest Springfield
Shared Contract District
Org Code3320000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyHampden
ESE RegionPioneer Valley
Urban
Kind of Communityurbanized centers
Number of Schools8
Enrollment3954
Percent Low Income Students43
Grade StartPK or K
Grade End12
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AGREEMENT

between

WEST SPRINGFIELD EDUCATION ASSOCIATION UNIT A

And

WEST SPRINGFIELD SCHOOL COMMITTEE

September 1, 2010 -August 31, 2013

 

AGREEMENT

THIS AGREEMENT is entered into between the WEST SPRINGFIELD SCHOOL COMMITTEE, hereinafter referred to as the COMMITTEE, acting as representative for the TOWN OF WEST SPRINGFIELD, a municipal corporation located in Hampden County, and the WEST SPRINGFIELD EDUCATION ASSOCIATION, UNIT A, a voluntary Association formed of teachers employed by the West Springfield School System, hereinafter referred to as the ASSOCIATION.

WHEREAS, General Laws, Chapter 150E, provides for collective bargaining among public employees, and

WHEREAS, the Association has been designated by the professional employees of the West Springfield School System as their collective bargaining agent, and

WHEREAS, the Committee has voted to recognize the Association as the collective bargaining agent for such professional employees,

NOW, THEREFORE, the parties hereto mutually covenant and agree as follows:

ARTICLE 1

SCOPE

A.          For the purposes of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of Collective Bargaining Agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of all professional employees (as such employees are defined in Chapter 150E of the General Laws of Massachusetts) of the Committee excepting, however, every such employee who, on the effective date of this Agreement, is or thereafter shall be designated by the Committee as a representative of it for the purpose of such bargaining. Professional employees shall include all classroom teachers, special teachers and department chairpersons. Substitutes and those teachers employed by the Town of West Springfield in summer School, Saturday classes and Evening School shall be excluded from the provisions of this Agreement except as may be expressly provided for herein.

B.          The Superintendent of Schools of West Springfield, hereinafter referred to as the Superintendent, is the Executive Officer of the Committee and, under its general direction, has the care and supervision of the public schools and the other powers and duties provided by law and the Education Reform Act of June 1993.

C.          Compensation and other conditions of employment. Subject to the provisions of this Agreement, the wages, hours and other conditions of employment applicable on the effective date of this Agreement shall continue to be so applicable.

D.             Joint Labor Management Committee (JLMC).

I.     The Joint Labor Management Committee comprised of three (3) Anchor Groups (Superintendent/Administration, School Committee and the WSEA) will continue communication during the years between negotiations, once in October and once in April. The agenda must be agreed between the Superintendent and the President(s) of the union ten (10) working days before the scheduled meeting date. Items can only be added to the agenda after that date if BOTH parties agree. Otherwise the item will be carried forward to the next meeting. 2.  Building Level meetings will include the WSEA, the principal and, if desired, members of the School Committee will meet monthly if either party requests a meeting.

ARTICLE 2

DUES DEDUCTION

The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts and, in accordance therewith, shall certify to the Treasurer of West Springfield all payroll deductions for the payment of dues to the Association duly authorized by employees covered by this Agreement. (Deductions for dues will be made in ten (10) equal payments commencing with the third paycheck of the school year.) The parties recognize that computer capabilities must be considered in determining the number of equal payments.

Fair Share Fee

AM members of the bargaining unit who are not members of the Association shall be required to pay the fair share fee. The West Springfield Education Association recognizes the sole and exclusive remedy for non-payment of the fee shall be for the Association to proceed to court for the collection of the fee from a non-paying employee member of the unit. The School Committee is not, and should not be responsible for the implementation, collection, or enforcement of the fair share fee, except that it will supply any required documentation to establish that a person is a member of the bargaining unit subject to the fee.

The Association agrees that it will indemnify and hold the School Committee harmless for any action taken against an employee as a result of this agency service fee agreement, including but not limited to any legal expenses incurred.

In the event of conscientious objection to payment of the fair share fee, a member of the bargaining unit may pay the amount of the fee to a scholarship fund to be set up by the West Springfield Education Association for recent student graduates from West Springfield High School. It is understood that if a member of the Unit authorizes payroll deductions for such fee, it will be deducted in accordance with the first paragraph of this Article.

It is specifically understood and agreed that the Town of West Springfield, the West Springfield School Committee, its Officers and Agents, shall be saved harmless for such deductions as stated above. For the purposes of this Article, the term "harmless" is defined as any monies, once transmitted by the Town of West Springfield, the West Springfield School Committee and its Officers and Agents to the West Springfield Education Association MTA/NEA; the Town of West Springfield, the West Springfield School Committee and its Officers and Agents, are no longer responsible for same. The Association will indemnify, defend, and hold the School Committee harmless against any and all claims made and against any suite instituted against the School Committee on account of this dues deduction provision. Failure of the School Committee or its agents to cooperate with the Association shall relieve the Association of any obligation to indemnify, defend, and/or hold the Committee harmless.

ARTICLE 3

NEGOTIATION PROCEDURE

A.            This Agreement incorporates the entire understanding of the parties on all items which were or could have been the subject of negotiations. Its terms shall remain in full force and effect during the life of the Agreement unless changed by the mutual agreement of the parties. Before the Committee adopts a change in policy, which affects wages, hours or other conditions of employment which is not covered by this Agreement and which has not been proposed by the Association, the Committee will notify the Association by letter to the President. The Association will have the right to negotiate with the Committee provided it files a request with the Committee within five (5) days after receipt of said notice.

B.            Any agreement reached with the Committee will be reduced in writing, will be signed by the Committee and the Association, and will become an Addendum to this Agreement.

C.            The Committee agrees not to negotiate with any teachers' organization other than that designated as the exclusive bargaining agent pursuant to Chapter 150E. The Committee further agrees not to negotiate with any teachers' organization other than the Association in regard to changes in wages, hours or other conditions of employment to become effective during the term of this Agreement.

ARTICLE 4

TEACHER EMPLOYMENT

A.            All professional personnel are to be placed on their proper step of the salary schedule with respect to their years of experience and their degrees or their equivalency as determined by the Superintendent in accordance with Paragraph B.

B.            Experience shall be granted at a rate of one (1) year for each year of public school teaching and an additional year's experience shall be granted for a fraction of a year consisting of five (5) or more months. One (1) year of experience may be granted for every three (3) years of business and industrial experience directly related to the subject areas of the professional.

C.            Any teacher who, after attaining Professional Teacher Status in the West Springfield School System, leaves the system in good faith and then is rehired by the Committee within five (5) years, may be granted all benefits previously earned in the West Springfield School System after serving one (1) year on the recommendation of the Superintendent.

D.            AH teachers newly employed are to provide evidence of Massachusetts State Licensure in their area of instruction and "highly qualified" subject competency as specified by standards of NCLB, 2000. Additionally, newly hired teachers will show familiarity with computer technology.

E.            A month before the opening of each school year, teachers will be notified in writing of their positions on the salary schedule, their annual compensations and building assignments. Teachers will acknowledge receipt of this communication by signing and returning to the School Department a copy of this communication for placement in the individual personnel files.

ARTICLE 5

SALARIES

A.             See "Appendix B" for salary schedules.

B.             Should the School Committee not receive adequate State or local funding under the Education Reform Act with which to fund the financial portions of this Agreement in any of the fiscal years covered by this Agreement, the parties agree to meet and discuss the potential effect on the school system.

C.             All persons in the unit will be paid biweekly at the rate of twenty-two (22) biweekly installments. Payments shall commence the first Friday in September or the first Friday of the full week teachers are present. Exceptions to this may be made by mutual agreement of the parties.

1.                                           No salary payments shall be made in advance.

2.                                           The school calendar shall include the pay dates.

3.                                           All persons employed in coaching positions shall be paid their compensation in two (2) equal installments for said participation in said sport. Payments shall be made at mid-season and two (2) weeks after completion of said coaching season.

D.             If any other municipal union reaches agreement with the Town for a COLA* increase during the 2011-2012 contract year that is greater than the increase listed for the 2011-2012 contract year, then the WSEA, Unit A shall receive the same COLA increase as the other union.

E.             If any other municipal union reaches agreement with the Town for a COLA* increase during the 2012-2013 contract year that is greater than the increase listed for the 2012-2013 contract year, then the WSEA, Unit A shall receive the same COLA increase as the other union.

*    (This does not apply to any COLA orders as a result of an arbitration award through the JLMC or any other arbitrator)

F.             The Committee agrees to adopt the Initial Contract, Long Term Contract and Annual Salary Agreement forms attached hereto in Appendix "B".

G.             A teacher upon obtaining an advanced degree or the necessary credit hours for advancement to the next salary level and upon submission of written documentation to the Superintendent of Schools will be placed on the salary schedule in accordance with his/her degree status on October 1 or March L The new salary level achieved shall be retroactive to the date stamped on the documentation by the Superintendent's office at the time of submission. The teacher is entitled to receive a copy of the date-stamped documentation.

H.       A person receiving a degree with an excess of graduate credits may apply this excess toward the next level of training, provided the courses are approved by the Superintendent and further provided that six (6) years have not elapsed between the time the course was completed and the degree awarded.

Excess Graduate Credits of all semester hours taken during this time

0 - 6 years (including 6 but not over 6)                            100%

Over 6 to 8 and (including 8, but not over 8)                 75%

Over 8 to 10 and (including 10 but not over 10)           50%

Over 10 to 12 (including 12, but not over 12)                25%

Over 12 -- No credit

The time period will be computed from the date when work has been completed for a Master's Degree but shall not exceed twelve (12) years from the date of application. This date will be confirmed by a letter from the accredited college or university. All courses taken by teachers during service in the West Springfield Public School System will be evaluated and given credit if approved by the Superintendent Persons entering the West Springfield School System will have their courses evaluated and given credit if approved by the Superintendent. In figuring the percentage of credits to be allowed, one-half (1/2) and over will be carried to the next whole number.

I.             Training equivalents for degrees:

1.    Master's Equivalency: Thirty (30) hours' approved graduate credit beyond Bachelor's Degree. Any employee currently on the Bachelor's Level in the salary schedule may remain on and move through that schedule or may move to the Bachelor's + 15 schedule upon meeting the necessary conditions and may move through that schedule during their term of employment in the West Springfield Schools. Employees hired to commence service on or after September 1, 1988 shall not move on to a Bachelor's +15 but must move from the Bachelor's schedule directly to the Master's schedule.

Only employees hired to commence service prior to September 1, 1996 may move from the Bachelor's to the Master's schedule by means of obtaining a Master's Equivalency in accordance with the provisions of this Agreement. An employee may not move beyond the Master pay level unless that employee actually earns a Master's Degree. Only employees who have obtained a specific Master's Degree may move across the salary schedule after that level.

J.     Any credit for completion of an in-service course by a teacher shall be applied to salary credit so that the teacher will be able to move horizontally across the salary schedule. In-service courses and the teachers scheduled to attend shall be approved by the Superintendent of Schools. Any undergraduate courses germane to district goals may be approved for salary advancement at the discretion of the Superintendent. The Superintendent is committed to having 3 offerings a year to reach as broad a group as possible. The following language will apply to all salary advancement credits:

One salary advancement credit will be issued for 15 hours of a specific workshop/course that is germane to the district goals. The district will provide salary advancement credits for these workshops/courses, but approval will be clearly specified, in advance, by the Superintendent. Additionally, a participant must be in attendance for all sessions in order to receive credit and a qualified instructor must teach the workshop/course. At the discretion of the Superintendent, opportunity may be made to make up missed sessions.

Two salary advancement credits will be issued for a workshop/course that includes 30 clock hours on one topic, but approval will be clearly specified, in advance, by the Superintendent. Additionally, a participant must be in attendance for all sessions in order to receive credit and a qualified instructor must teach the workshop/course. At the discretion of the Superintendent, opportunity may be made to make up missed sessions.

Graduate level college courses are accepted for salary advancement credit based on graduate credit earned. Graduate level workshops/courses must be in the discipline/area of certification and receive prior approval of the Superintendent.   Additionally, a participant must be in attendance for all sessions in order to receive credit and a qualified instructor must teach the workshop/ course. At the discretion of the Superintendent, opportunity may be made to make up missed sessions.

Teaching graduate level college courses Any professional status teacher who maintains satisfactory evaluations, and who teaches a three (3) credit graduate level course at an accredited institution for higher learning, shall be eligible to apply the respective three (3) semester hours of college work toward his/her salary advancement credit. This may be applied on a one-time basis per course and is not retroactive. Documentation from an accredited institution for higher learning will accompany a letter of application to the Superintendent of Schools and will require the Superintendent's prior approval.

K.            Tuition Reimbursement — A Tuition Reimbursement Program for the purpose of providing payment for pre-approved college credit courses is hereby established as of the date of execution of this Agreement, exclusively for members of the bargaining unit.

In order to apply for tuition reimbursement, the college course has to be pre-approved by the Superintendent or his/her designee, relate directly to the subject the teacher is teaching and to District need/goal, or relate to classroom management, or if a counselor, relate directly to counseling content or techniques. Tuition reimbursement will not be given for courses that prepare the staff member for another certification or a non-related degree. No cruises will be offered tuition reimbursement.

A limit of three (3) semester hours per year will qualify for reimbursement. In order for a staff member to receive tuition reimbursement, he or she must submit the paid statement and course credit statement to the District's Business Manager no later than July 1st of each year. Tuition reimbursement will be capped at six hundred dollars ($600) per year, per employee. Effective September 1, 2010, a pool often thousand dollars ($10,000) will be available. September 1, 2011, a pool of eleven thousand dollars ($11,000) will be available plus an additional twenty-five thousand dollars ($25,000) will be added due to the elimination of the contact incentive language. September 1, 2012, a pool of twelve thousand dollars ($12,000) will be available.

Reimbursement will be evenly divided among staff members, each year, based on the cost of a Massachusetts State College Course.

L        Recruitment/Hiring of Certified Secondary Teachers

1.   The parties mutually recognize the difficulty in the recruitment and hiring of certified secondary teachers. Notwithstanding that fact, the School Committee agrees to post, advertise and seek certified candidates to fill positions at the West Springfield High School due to unfilled openings.   Should recruitment of a certified fail-time teacher be unsuccessful, those classes will be taught by a teacher on staff who voluntarily agrees to teach during his/her non-teaching time. The department chair, where appropriate, will be included in the process.   The principal of the school will make final arrangements. Each teacher will be compensated at one-seventh (1/7) of his/her per diem rate for each period covered.

2.   Teachers who substitute for an absent teacher will be paid at the rate of twenty-eight dollars ($28) per class. It is expressly understood that the hourly rate for all other purposes shall continue to be defined in Article 36, Section L.

ARTICLE 6

PROTECTION

A.            Teachers will immediately report in writing all cases of assault suffered by them in connection with their employment to the Principal of their school. Such report will be forwarded to the Superintendent who will submit it to the Committee.

B.            The Committee will comply with any reasonable requests from the teacher for information in its possession relating to the incident or the persons involved.

C.            If criminal or civil proceedings are brought against a teacher alleging that he/she committed an assault in connection with his/her employment, the Committee will furnish legal counsel to defend him/her in such proceedings if he/she requests such assistance.

ARTICLE 7

PERSONAL INJURY

A.            Whenever a teacher is absent from school as a result of personal injury caused by an assault in the course of his/her employment, he/she will be paid his/her fall salary (less the amount of any workman's compensation award made for temporary disability due to said injury) for the period of such absence and no part of accumulated sick leave will be deducted.

B.            Whenever a teacher is absent from school as a result of personal injury caused by an accident occurring in the course of his/her employment, he/she will be paid his/her full salary (less the amount of any workman's compensation award made for temporary disability due to said injury) for the period of such absence and such time will be deducted from sick leave accordingly. Nothing in this section to the contrary withstanding, a teacher may elect to receive workman's compensation only in lieu of salary as said election may be allowed by law, in which event the teacher's sick leave account shall not be diminished.

ARTICLE 8

INSURANCE & ANNUITY PLAN

A. 1. Effective September 1, 2007, the Town shall pay sixty-five percent (65%) of the cost of the following types of insurance coverage, provided the employee works a minimum of twenty (20) hours per week:*

a.   A two thousand dollar ($2,000) term life insurance plan of the type presently available to teachers.

b.   Individual or family coverage, whichever applies in the particular case, for Blue Cross/ Blue Shield Master Medical/P.P.O./P.O.S. or similar coverage by whatever name (excluding HMO's, which are governed by Subsection A.2. below.)

*   Effective July 1, 2009, the Town shall pay sixty percent (60%) of the cost of the above-referenced types of insurance coverage, provided the employee works a minimum of twenty (20) hours per week.

2.       Effective September 1, 2007, the Town shall pay eighty percent (80%) of the cost of the HMO insurance coverage offered by the Town of West Springfield, provided the employee works a minimum of twenty (20) hours per week. Effective July 1, 2009, the Town shall pay seventy-five percent (75%) of the cost of the HMO insurance coverage offered by the Town of West Springfield, provided the employee works a minimum of twenty (20) hours per week.

3.       As a condition for the increase in salary (2012-2013), health insurance co-pays shall be changed to the following :

Prescriptions                                                         $10/$25/$45

Specialist office visits                                         $20

Emergency room                                                 $100

Hospital in-patient                                              $500

Ambulatory surgical                                           $250

a.     During the 2012-2013 contract year, the Town will reimburse eligible teachers for the difference between the above-listed emergency room, hospital in-patient and ambulatory surgical co-pays and the co-pays in effect during the 2011-2012 contract year by using the form titled: Health Reimbursement Arrangement/Request for HRA Funds (available at: http://staffmfo.wsps.org).

B.             The Committee, in its discretion, may provide other health insurance plans for teachers and/or retired teachers.

C.             Teachers will be eligible to participate in a "tax sheltered" annuity plan established pursuant to United States Public Law No. 87-370.

D.             The Committee will, upon receipt of a documented property damage claim because of vandalism and evidence of an insurance company payment, contribute a maximum of three hundred dollars ($300) to offset the deductible costs incurred by the teacher. Documentation must establish that the vandalism act occurred while the teacher was on the job and executing the assigned duties of his or her job.

ARTICLE 9

LONGEVITY

A. Longevity Benefit

1.      Effective the school year 2004-2005, a teacher with twenty (20) or more years of employment with the Committee may elect to increase his/her pay for three (3) consecutive years by the following amounts:

1)   $3,000

2)  $3,000

3)  $4,000

2.             After receiving these payments, the teacher will not be eligible to reapply for this benefit at any time.

3.             For payments in FY 05, a teacher must apply for these payments in writing on or before October 1, 2004.

4.             For all other fiscal years, a teacher must apply for these payments in writing on or before January 1 of the school year proceeding the school year in which he/she wishes to begin said benefit.

5.             If the teacher does not receive all of the above $10,000 prior to separation from employment, he/she shall be entitled to a lump sum payment at the time of separation from employment equal to the unpaid balance payable no later than July 1 immediately following the separation, except as provided below.

6.             Participation in the longevity benefit is irrevocable after receipt by the Committee of the teacher's application for said benefits. No teacher will be entitled to receive any payments hereunder after date of termination for just cause.

B.       Longevity-Based Salary Steps

Eligibility shall be as follows:

1.   Step 15: Fourteen (14) years of experience, five (5) of which must be in West Springfield, effective September 1, 2004.

2.   Step 20: Nineteen (19) years of experience, five (5) of which must be in West Springfield.

3.   Step 25: Nineteen (19) years of experience, fifteen (15) of which must be in West Springfield.

ARTICLE 10

TEACHING HOURS AND TEACHING LOAD

A.            The normal length of the teachers' workday shall not exceed seven (7) hours and twenty (20) minutes. This time shall start at least ten (10) minutes prior to the students' start and shall include a regular period for lunch. All teachers shall be free to leave fifteen (15) minutes after the students' day provided they have completed their assigned duties and have not been requested to stay by the Principal or his designee who determines the needs of his building. This does not prohibit the teacher from being released with the students by special permission from the Principal or his designee.

B.            Professional personnel may be required to remain after the normal workday to supervise detention. These assignments shall be made on an equitable basis.

C.            Work Year

1.     The work year of teachers, except those teachers under Initial Contract, will begin no earlier than August 28 and terminate not later than June 30, but will in no event be longer than five (5) days more than the number of days when pupils are required to be in attendance by state law. The "work year" will include days when pupils are in attendance, two (2) orientation days at the beginning of the school year, a conference day at some time after the first day and before the last day of the school year but not on a holiday or during a vacation week, and two (2) days scheduled by mutual consent of the parties.

Exceptions to a start earlier than August 28 may be made by mutual consent of the parties. Any increase in the now existing state minimum of school days will be reflected in a proportional increase in individual salaries.

2.      The work year of teachers new to the West Springfield School System or returning to the system from leaves of absences will consist of one hundred eighty-eight (188) school days. The additional three (3) days will be scheduled in the week preceding the start of the regular school year. The first of these days will be without additional pay, but teachers will be compensated at a per diem rate of pay for the second and/or third day if they are required to be present in school.

3.      In the event the School Committee shall require professional personnel to work days in excess of those specified in C. 1. above, personnel shall be paid at a per diem rate of their annual salary.

D.            Recognizing the statutory responsibility of the Committee and the Superintendent for determination of the school calendar, and further recognizing the skills and concern of the staff in the matter, the Committee and the Association agree that the determination of the school calendar will be cooperatively arrived at through joint consultation between the Association and the administration, subject to the final approval of the Committee. The final approval of the school calendar by the School Committee shall be at its sole discretion and not subject to the grievance or arbitration provisions of this Agreement.

E.            1.  All regular scheduled meetings will be held on a specific day of the week designated by the Principal of each building unit after consulting with his faculty. This shall not prohibit additional meetings on other days of the week when necessary. 2.   Special meetings for the dissemination and review of curriculum and other educational material may be held as required with a limit of one (1) per week for any one (1) teacher and a maximum of eight (8) per school year according to the following time schedule:

(a)   The latest starting time of a meeting shall be fifteen (15) minutes after the pupil dismissal

time in the school having the latest pupil dismissal time for the teachers involved.

(b)     The length of the meeting shall not exceed one (1) hour and fifteen (15) minutes.

(c)      Personnel shall be notified of a scheduled meeting at least one (I) week in advance.

F.             Teachers may be required to attend one (1) evening meeting each year for "Parent's Night (Open House)". Attendance at all other evening meetings will be at the option of the individual teacher. The Association encourages active participation by each teacher in such evening meetings as part of the teacher's professional responsibility.

All high school guidance counselors shall be required to participate in the eighth-grade parents' evening program, the "mini college fair", and one additional evening program. Such nights will be scheduled by the Department Chair.

High school department heads will attend eighth grade parent night, and this meeting will fulfill the requirement for attending one (1) additional evening meeting.

High school guidance counselors will be required to work five (5) days beyond the school year.

High School guidance counselors will be required to work an additional ten (10) days beyond the required five (5) unless the funds budgeted for this purpose are reduced. Any reduction in these ten (10) days will be equally shared among the high school guidance counselors.

Middle school guidance counselors will be required to work five (5) days beyond the school year unless the funds budgeted for this purpose are reduced. Any reduction in these days will be equally shared among the middle school guidance counselors.

G.            Teachers will have duty free lunch periods of at least one-half (1/2) hour between 10:55 A.M. and 1:30 P.M. and such time will be recorded in the teacher's schedule.

H.            The Committee and the Association agree that it is important to provide opportunities for in-service training, faculty meetings, parental conferences and similar activities. In keeping with this intent, one-half (1/2) day institutes will be scheduled during the school year. In all schools, there will be official notification to all teachers at least thirty (30) days before the dates scheduled. In the elementary schools, at least three (3) of the half-day institutes will be used for parent conferences. These institutes will be in addition to Article 10, Section E(2), Curriculum Dissemination, and will be as required and needed by the administration and Superintendent following consultation with representatives of the professional staff. Exceptions may be made to the scheduling of half-day institutes by mutual consent of the parties.

ARTICLE 11

CLASS SIZE

A.        1.         The current target figures now in effect will be used as guidelines for class size. Should a study indicate that a reduction in size is desirable, such reduction will be made as staff and facilities permit.

2.                      Classes of exceptional pupils will remain as small .as possible.

3.                      Class Sizes. To achieve our educational goals, the Committee has established the following class sizes as desirable and is determined to attain them whenever and wherever possible:

Kindergarten                                                        23 pupils

Grades 1-3                                                            23 pupils (every effort shall be made at Grade 1

                                                                                to keep class size as small as possible)

Grades 4-5                                                            28 pupils

Grades 6-8                                                            27 pupils

Grades 9-12                                                          25 pupils

Technology Education/Engineering                 18 pupils (excluding computer courses and

                                                                                Unified Arts)

Classes held under M.G.L. c. 28 shall fulfill the requirements of said Law.

4.     It is recognized that, at the secondary level, a total load of one hundred twenty-five (125) students in a major field is desirable. A major subject is a full time course requiring homework and earning five (5) credits.

B.             L  Exception to the provisions of Section A. above may be made only if the Superintendent determines that it is necessary to do so in the best interest of the student, the educational process, the available facilities and/or the safety of the student. Any exceptions to the provisions of Section A. above will be explained by the administration, upon request, to the teacher or teachers involved and the Association as soon as the exceptions are apparent.

2.       The foregoing standards are subject to modification for educational purposes such as the avoidance of split-grade classes or half-classes, specialized, or experimental instruction (e.g., music, team-teaching, typing classes, physical education).

3.       In the event that a teacher determines in his/her professional judgment that his/her class size should be smaller than stated above in Section A3., then the teacher shall deliver a written request to the Building Principal, who shall then notify the Superintendent with any recommendations regarding a change in the number of pupils for that particular class. The Superintendent will then follow the procedures of Section B. 1.

ARTICLE 12

SPECIALISTS ANP SPECIAL PROGRAMS

A.            Recognizing the statutory responsibility of the Committee and the Superintendent for determining the need for and utilization of specialists, directors, supervisors and coordinators, and further recognizing the skills and concerns of the staff in this matter, the Committee and the Association agree that the determination of need for the utilization of specialists, directors, supervisors and coordinators will be cooperatively arrived at through joint consultation with the Association, subject to the recommendation of the Superintendent and final approval of the Committee.

B.            Elementary teachers will be permitted to use those times when any specialist is conducting their classes as preparation time for class instruction. Teachers new to the system may be required to spend one-half (14) of such time in the classroom with the specialist until such time that the Principal deems that they are acquainted with the specialist's program. If a follow-up program is to be followed, the specialist will provide written instruction for the classroom teacher. Regular classroom teachers and specialists in grades K through 5 inclusive shall receive a minimum of one hundred ninety (190) minutes of preparation time for class instruction each week. Teachers and specialists will get thirty (30) consecutive minutes for preparation time whenever possible. "Whenever possible" does not include a requirement to increase staffing levels at that time. When developing the high school schedule, every effort will be given to provide high school teachers with preparation time on a daily basis equal to one (I) class period per day.

C.            The Committee and the Association recognize the need for a sound continual curriculum development program. In order that effective direction may be given and a constructive program be formulated, the Committee and the Association agree to the following:

1.   Creative ideas in the classroom will be encouraged by the administration and, after careful analysis and study (on a mutual basis) for any new reasonable idea, the administration will be willing to consider implementation of said idea or project. The Director of Curriculum would be responsible for recommending major proposals or changes to the Superintendent, who in turn may recommend proposals to the Committee for approval. It is understood that not all proposals may meet with success but, with proper research and thorough sound study, many projects will be carried out successfully.

2.   The Committee agrees to make available the necessary funds as recommended by the Superintendent for materials in order to insure the success of the work to be accomplished.

D.            Teachers will be selected for the curriculum program as follows:

1.       Sixty (60) days prior to the work project, a notice will be distributed to all buildings by the Superintendent. These notices will be posted on the bulletin board in the teachers lounge (or work room) in each school building. This notice will publicize the work projects) for a certain number of weeks in the summer, weekend, vacation, or after school. Personnel interested may apply for this work to the Superintendent by the date indicated in the notice.

2.       From this list of applicants, the Superintendent (with the recommendation of the Principals, Director of Curriculum and department heads in the particular subject area) will recommend individuals to the Committee for approval. Selection of individuals for the program will be based on professional performance, knowledge, experience, initiative, dedication, studies in higher education programs and proven interest and work in the particular subject area. Announcement of those selected individuals will be made within fifteen (15) days of the closing date of the posting.

3.       The individuals will be evaluated. If performance of the selectees is not satisfactory, one (1) week termination notice will be given.

4.       Each year that it is decided to conduct summer projects, the process of personnel selection will start anew.

E.            All supervisors, directors, department heads and special teachers will have a published schedule which shall be given to the principals, indicating when they will be available in each building. This does not prohibit additional unscheduled visits.

F.             Specialists' assignments will be scheduled with a view towards minimizing travel time per day.

G.            Teachers, including specialists, will be provided a five (5) school-day written notice by the Administration prior to the cancellation of any specialist program, except in emergency situations.

ARTICLE 13

NON-TEACHING DUTIES

A.            The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end.

B.            Assignment of teachers for non-teaching duties shall be on an equitable basis.

C.            AH non-athletic extra-curricular activities will be supervised on a voluntary basis whenever possible. All compensated positions shall be posted by April 15 of the prior school year. If no volunteers are available for a given compensation position by May 15, the Association shall be requested to aid in obtaining a volunteer. This request for aid from the Association shall be made by May 22. If an acceptable volunteer is not available by June 12, the Superintendent shall appoint one. No teacher shall be required to involuntarily perform an extracurricular activity for a period to exceed one (1) school year. The convenience and wishes of the teacher shall be honored to the extent that these considerations do not conflict with the instructional requirements and the best interests of the school system and the pupils.

D.            Teachers will not be required to calculate attendance records.

E.             All non-athletic extra-curricular activities listed in Appendix A will be paid in accordance with Appendix A. Although the positions will be open each year, the person who held the position the previous year will be given first consideration upon satisfactory completion of the duties.

F.             Each professional person employed at the High School or Middle School may be required to supervise one (1) after school hours student activity per year, except athletic events, which takes place after the normal contractual workday. Rosters shall be kept at the High School and Middle School to insure equal distribution of these assignments within each school unit,

G.            It is agreed that commencement activities are essential to a total school program. A committee composed of three (3) members of the High School faculty, chosen by that faculty, and two High School administrators and a member of the Committee shall establish a properly supervised commencement program,

H.        Personnel applying for coaching positions, who have not been selected, will be notified as soon as possible prior to the opening of the season.

ARTICLE 14

TEACHERS ASSIGNMENT AND TRANSFER

A.            Teachers whose assignment will be altered will be notified in writing of their programs for the coming school year. Such notification will include the schools to which the teachers will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes the teacher will have. They will be notified as soon as practical and, under normal circumstances, not later than June 1, provided that, in the event of a change in circumstances or conditions during the months of May through August, such assignment may be changed as required to meet the situation.

B.            In order to assure that pupils are taught by teachers within their areas of competence, teachers will not be assigned, except temporarily and for good cause, outside the scope of their teaching certificates and the areas in which they are highly qualified. An exception may be granted to enable teachers to teach up to 20% outside of their area of certification, per state regulation.

C.            To the extent possible, changes in grade assignments and/or subject assignments and/or building assignments will be voluntary. Teachers who desire a change in grade and/or subject assignment or desire to transfer to another building shall file a written request of such desire with the Superintendent between September 1 and March 1 of each school year with reasons for the request.

D.            1.  Notice of an involuntary transfer or assignment will be given to a teacher as soon as practicable and, under ordinary circumstances, not later than June 1. A teacher who is dissatisfied with an involuntary transfer or assignment may initiate a grievance at Level 2.

2.   , When a transfer or reassignment is deemed necessary the following criteria will be used:

(a)      Teacher's competence.                                                       (d) Grade.

(b)      Major or minor field of study.                                          (e) Subject area.

(c)      Length of service.                                                                (f) Highly qualified status.

3.       An involuntary transfer or reassignment will be made only after a meeting between the teacher, the principal and the Superintendent, at which time the teacher will be notified of the reasons thereof.

4.       A list of open positions in other schools will be made available on the District's website to all teachers being involuntarily transferred.

E.             Before a teacher is assigned or transferred to a particular school, the Principal of the school in question will be advised by the Superintendent or his designee regarding such assignment or transfer.

F.             In arranging schedules for teachers who are assigned to more than one (1) school, an effort will be made to limit the amount of inter-school travel. Such teachers will be notified of any changes in their schedules in the manner set forth in the first paragraph of Article 12.

G.            Teacher assignments will be made without regard to one's race, creed, color, religion, nationality, gender, age, marital status, or sexual orientation.

H.        The teacher being transferred or reassigned will be provided with educational rationale for the transfer or reassignment in writing by the principal. The teacher can request a meeting with the Superintendent to further discuss the transfer or reassignment. The district will attempt to provide training (e.g., consultation, mentoring, coaching, workshops, etc.) on the curriculum and instruction that is relevant to the teacher's new grade level or subject area.

The parties agree to abide by all applicable laws.

ARTICLE 15

VACANCIES AND NEW POSITIONS

A.            Whenever any vacancy in a professional position occurs during a school year (September to June), it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in-every school as far in advance as possible. The notice of vacancy will be accompanied by the qualifications for the position, its duties and the rate of compensation. The compensation set forth for a particular position will not be changed when such future vacancies occur unless by mutual agreement.

B.            If a position is to be filled with reduced qualifications because the original ones were not met, the position will again be posted with a change in requirements.

C.             The Committee agrees to give due weight to each professional's background and attainments, the length of time each has been in the school system and other relevant factors. In filling such vacancies, consideration will be given to qualified teachers already employed by the Committee and each teacher applicant not selected will, upon request, receive an explanation from the Superintendent or his designee. Appointments will be made not later than sixty (60) days after the notice is posted in the schools.

D.             Known vacancies and new positions for the following September will be posted by the preceding March 1 in the same manner as paragraph A. above and the appointment shall be made not later than May 15 following. September vacancies and new positions arising after March 1 will be posted as soon as possible and appointments made within sixty (60) days of notification. Written notification of vacancies occurring during July and August will be sent to the Association accompanied by the qualifications for the position, its duties and the rate of compensation.

E.             The name of the person who is appointed to fill any vacancy or new position will be posted in each faculty room in each building within six (6) school days of the appointment.

F.             Appointments will be made without regard to one's race, creed, color, religion, nationality, gender, age, marital status or sexual orientation.

ARTICLE 16

SENIORITY, REDUCTION IN STAFF-RECALLS

In the event it becomes necessary to reduce the number of employees in the bargaining unit, the School Committee will consider ability, qualifications and length of service and, when the factors that constitute ability and qualifications are relatively equal, length of continuous service shall prevail. The laid off employee, or the employee whose position is eliminated, shall:

A.             Be transferred to an open position for which he/she is qualified; or

B.             Replace an employee with the lowest seniority within the system whose job he/she has the ability and qualifications to perform satisfactorily.

"Ability" means normal capacity for the job.

"Qualifications" means the teacher has on file with the Office of the Superintendent evidence that he/she possesses the necessary certification or can obtain said certification by the effective date of his/her layoff.

"Seniority" means a teacher's continuous length of service in the West Springfield School System from his/her most recent date of employment by the Committee. Teachers who have been laid off shall be entitled to recall rights for a period of time equal to the continuous service on the effective date of their respective layoffs but under no circumstances more than two (2) years. The factors of ability, qualifications and seniority which determine the order of layoff will determine the order of recall. Failure of a teacher to return to work in a full time position within thirty (30) days after written recall notice by registered mail, return receipt requested, will be cause for removal of his/her name from the recall list. The recall date shall be established as the date of receipt of the registered mail by the Post Office.

C.        A full-time position shall be defined as:

1.       Any professional position within the scope of this Agreement for which the employee is certified as of the effective date of his/her layoff and which requires the employee to work a full day as defined in the Agreement and whereby the employee shall be employed for the remaining portion or balance of the school year in which he/she is recalled; or

2.       A position which requires ninety (90) or more consecutive full working days in the same position in any work year as defined in Article 10 of the Agreement.

Any authorized leave or time spent on recall will not affect the continuity for seniority purposes. Any professional position, which does not require the employee to work a full day, as defined in Article 10 of the Agreement, shall be deemed a part-time position. Part-time positions will be offered to teachers on recall by seniority. A teacher may refuse a part-time position in writing, which shall be received in the Office of the Superintendent of Schools in or within fifteen (15) days following the offer of the part-time position. The offer of the position shall be established as the date of receipt of registered mail by the Post Office. A teacher may refuse a part-time position and remain on recall.

In the event a teacher accepts a part-time position, this acceptance shall in no way diminish the teacher's recall rights to a full time position for which the teacher is otherwise qualified by the terms of this Agreement.

Salaries and benefits for part-time employees shall be on a pro rata basis, subject to negotiations between the parties. Part-time positions shall accrue full seniority. Group health and life insurance coverage shall be subject to the requirements of the Town's plan.

All benefits to which a teacher was entitled at the time of layoff shall be restored in full upon re­employment within the recall period, except that any teacher recalled from layoff will be entitled to apply for leave under Article 23 Section H, only upon return to work from layoff.

Seniority shall be forfeited by discharge, resignation, failure to return to work from layoff upon recall and a layoff equal in length to the teacher's seniority upon layoff when less than two (2) years and of two (2) years when it exceeds that period. Teachers who are to be affected by a reduction in staff must be notified in writing no later than May 15 of the school year preceding the year in which the reduction will take effect Said notice shall include the specific reasons for the layoff. Laid off employees may continue group health and life insurance coverage during the recall period as provided by the Committee to members of the bargaining unit by reimbursing the Town Treasurer for premium cost, provided it is permissible under the conditions of the carrier. Failure to forward premium payments to the Town Treasurer or refusal to return to employment upon recall will terminate this option. While members of the bargaining unit continue on layoff, the Committee agrees not to hire any new teachers unless:

1.     No teacher on layoff is qualified to fill a position or could become qualified with retraining, and;

2.     All qualified teachers on layoff declined an offer to fill the vacancy. A list specifying the seniority of each member of the bargaining unit shall be prepared by the Committee and forwarded to the President of the Association within thirty (30) days following the execution of this Agreement. An updated "Seniority List" shall be supplied by the Committee annually thereafter.

D.       In accordance with the agreement reached by the parties on procedure to be followed in implementing a reduction in staff and/or effecting a recall of laid off members of the bargaining unit as provided by this Article, the following terms are binding on the parties:

1.       The first step is for the Superintendent or Assistant Superintendent for Business & Personnel to transfer according to seniority all employees whose positions are eliminated, including those whose schools are closed, into positions which are newly created due to reorganization or have been vacated by resignations, retirements, deaths or leaves of absence for a full year.

2.       After all newly created or vacated positions have been filled according to Step 1 above, the remaining employees who have not been placed will be transferred by the Superintendent or the Assistant Superintendent for Business & Personnel in order of seniority into the positions of those with the lowest seniority within the system whose job they have the ability and qualifications to perform satisfactorily.

All transfers in Steps 1 and 2 above shall be accomplished by placing the employees by seniority into positions as close to their present grade levels, subject areas and major and minor fields of study as possible.

In cases of ties in seniority, employees' positions on the seniority list have been decided by lots drawn by the Superintendent or Assistant Superintendent for Business & Personnel except, however, that any new ties will be similarly decided by lots drawn by the Superintendent or Assistant Superintendent for Business & Personnel. Representatives of the West Springfield Education Association shall be allowed to observe all of the above proceedings.

Effective September 1, 2007, placement on the seniority list for a new employee will commence with the employee's appointment letter date. In cases of identical hire dates, a drawing will be held.

ARTICLE 17

TEACHER EVALUATION

Philosophy of Evaluation - A constructive process of periodic review designed to enhance the performance of individual teachers, the primary purpose of which is the improvement of instruction and of the quality of education.

A.        Gathering of Observation/Evaluation Information:

1.   Information contained in any observation and/or evaluation must be based upon direct and open observation of the educational professional's performance and, on direct and open observation of the educational professional's other assigned duties and professional responsibilities.

2.        All monitoring or observation of work performance will be conducted openly and with the full knowledge of the educational professional. The use of eavesdropping, public address or audio systems and similar surveillance devices shall be strictly prohibited.

3.       Each educational professional shall be permitted to provide additional information pertaining to the observation and/or evaluation.

4.       Notification of an educational professional's observer/evaluator for the 'on year' of the cycle will be provided in writing to the educational professional on or before September 15th each year. If the observer/evaluator is someone other than the principal or vice principal the educational professional may request in writing, within 10 days, and will be granted another observer/evaluator.

5.       The 'year cycle' for professional status educational professionals will be determined by the alphabetical make up of each school The principal will post a list of the on/off cycle approximating 50% of the educational professional status educators assigned to that building.

6.       Half the professional status education professionals gaining professional status after 2003 will be assigned to the on year cycle and the other half will be assigned to the off year cycle by the building principals.

B.       Definitions of Observations:

1.       AN ANNOUNCED OBSERVATION is an observation of performance in which the educational professional has received written notice of the day, date and time of the observation from the observer. Announced observations will last for the entire lesson and will include recording, feedback, and conferencing.

2.       AN UNANNOUNCED OBSERVATION is an observation of performance in which no prior notice has been given to an educational professional by the observer. Unannounced observations will last for the entire lesson and will include recording, feedback, and conferencing.

3.       AN INFORMAL OBSERVATION is an observation of performance, which may include recording, feedback, and conferencing.

C       Observation Procedures For Educational Professionals Holding Professional Status:

1.       Each educational professional holding professional status, may be formally observed three (3) times during the observation portion of the 2-year evaluation cycle of any academic year, between September 15th and May 15th.   All observations will be announced.

2.       Pre and Post Conferences for each observation are an integral part of this process. For announced observations, a pre-and/or post observation conference will be held at the request of either the educational professional or the observer.

3.       Informal observations of a shorter duration, without written comments will occur during the course of the school year. Informal observers may be administrators and/or department chairs.

4.       Observations shall be in the format attached as "Appendix E."

5.       Each educational professional shall receive written reports of any announced observations within five (5) school days.

6.       Each educational professional may submit, within five (5) school days of receipt of the written observation report, written comments pertaining to the contents of the report. Such written comments will be initialed and dated by the observer and shall be affixed to the written observation.

7.       Those educational professionals who have achieved National Board Certification may be exempt from observation.

8.       During the year of NAEYC accreditation, early childhood and kindergarten educational professions will use the NAEYC instrument for observations.

D.            Observation Procedures For Educational Professionals Holding Professional Status Who Begin Employment In School Year 2001-2002 or Thereafter:

1.       Each educational professional holding professional status who begin employment in School Year 2001 -2002 or thereafter, may be formally observed many times during the observation portion of the 2-year evaluation cycle of any academic year between September 15* and May 15th. These observations will include 2 or more announced observations and may include no more than 2 unannounced observations.

2.       One (1) unannounced observation may be discarded during each observation cycle.

3.       For announced observations, a pre-and/or post observation conference will be held at the request of either the educational professional or the observer.

4.       Informal observations of a shorter duration, without written comments by the evaluator will occur during the course of the school year. Informal observers may be administrators and/or department chairs.

5.       Each educational professional shall receive written reports of any announced and unannounced observations within five (5) school days.

6.       Observations shall be in the format attached as Appendix E.

7.       Each educational professional may submit, within five (5) school days of receipt of the written observation report, written comments pertaining to the contents of the report. Such written comments will be initialed and dated by the observer and shall be affixed to the written observation.

E.             Observation Procedures For Educational Professionals WITHOUT Professional Status:

1.   Each educational professional who has not achieved professional status, may be formally observed many times during each of their first 3 years of employment between September 15lh and May 15lh. These observations will include 2 or more announced observations and may include no more than 2 unannounced observations.

2.       For announced observations, a pre-and/or post observation conference will be held at the request of either the educational professional or the observer.

3.       informal observations of a shorter duration, without written comments by the evaluator will occur during the course of the school year. Informal observers may be administrators and/or department chairs.

4.       Each educational professional shall receive written reports of any announced or unannounced observations within five (5) school days.

5.       Observations shall be in the format attached as "Appendix E."

6.       Each educational professional may submit, within five (5) school days of receipt of the written observation report, written comments pertaining to the contents of the report. Such written comments will be initialed and dated by the observer and shall be affixed to the written observation.

F.             Evaluation and Reporting Procedures for Observation Year:

1.       Educational professionals shall be evaluated each year by an administrator.

2.       Evaluation will be based on all observations and fulfillment of professional responsibilities.

3.       A written copy of the evaluation shall be received by the educational professional by June 1st.

4.       An educational professional has the right to a meeting with the evaluator within five (5) days of receipt of the evaluation.

5.       An educational professional may provide a written response to the evaluation within fifteen (15) days, which will be affixed to the written evaluation instrument as an official part thereof.

6.       The Superintendent shall have the right to review all written materials used to complete the educational professional's evaluation. If there appear to be contradictions, the Superintendent will meet with the educational professional, the evaluator, and a representative from the W.S.E.A. at the same time to clarify the issues.

7.       A copy of the educational professional's written evaluation shall be supplied to the Superintendent to be placed in the educational professional's personnel file.

G.            Evaluation and Reporting Procedures for Non-Observation Year;

1.       Educational professionals shall be evaluated each year by an administrator by June 1st. If an unsatisfactory evaluation has been received, a second cycle of observation will occur. At that time, the educational professional may request a different evaluator.

2.       Evaluations during the non-observation year will be based on fulfillment of professional responsibilities as indicated on Appendix F, Evaluation Instrument, "Professional Responsibilities."

3.       A written copy of the evaluation shall be received by the educational professional by June 1st.

4.       An educational professional has the right to a meeting with the evaluator within five (5) days of receipt of the evaluation.

5.       An educational professional may provide a written response to the evaluation within fifteen (15) days, which will be affixed to the written evaluation instrument as an official part thereof.

6.       The Superintendent shall have the right to review all written materials used to complete the educational professional's evaluation. If there appears to be contradictions, the Superintendent will meet with the educational professional, the evaluator and a representative of the W.S.E.A. at the same time to clarify the issues.

7.       A copy of the educational professional's written evaluation shall be supplied to the Superintendent to be placed in the educational professional's personnel file.

H.        Teacher Evaluation - Unsatisfactory:

1.       If a teacher is found unsatisfactory in any area of the written evaluation report, such unsatisfactory rating must be accompanied with a detailed written statement setting forth all data used by the evaluator to support this conclusion. The evaluator shall also note any circumstances that may affect a teacher's performance such as class size, special learning disabilities of students, availability of specialists or aides, physical facilities, health of teacher or other factors.

2.       If a teacher receives an overall unsatisfactory evaluation, the following procedure shall be followed:

(a)    Non-Professional Status Teachers:

1.       All new teachers will be assigned a mentor for length of non-professional status.

2.       A non-renewal may be initiated if there is unsatisfactory performance during the first ninety (90) days, documented by, at least one (1) formal observation.

3.       If the first annual evaluation, based upon observations, is unsatisfactory, the employee may be non-renewed. If the principal recommends continued employment a Personal Professional Improvement Plan will be created and implemented for the following September. The content of the Plan will be determined cooperatively by administration, a mentor and the teacher.

4.       If the teacher's unsatisfactory rating has not improved to an acceptable level by February 1st of the second year, the employee may be non-renewed.

(b)   Professional Status Teachers: (Year One)

1.   After an initial unsatisfactory evaluation, the teacher shall be apprised that Staff Support Team assistance is available. At the time that the unsatisfactory evaluation is given to the teacher, the evaluator will advise the teacher of his/her right to the Staff Support Team. The teacher must acknowledge in writing to the evaluator that he/she wants the team implemented. The evaluator will be responsible for establishing the team and the teacher will be responsible for setting meeting dates with the team. The teacher will share his/her most recent evaluation with the Staff Support Team. The Staff Support Team shall consist of an administrator, three (3) teachers, (one a department chair, where appropriate), and one (1) selected by the teacher being evaluated. The Personal Professional Improvement Plan will be implemented and monitored. The function of the Staff Support Team will be to help create that improvement plan, and help the teacher to improve his/her classroom performance.

2.   After a second formal evaluation, which will take place no sooner than thirty (30) days after the formation of the Staff Support Team, and with the goal of achieving needed improvements; a "NEAT" process will be initiated (including the assistance team).

a.     Notify the teacher of competency deficiencies in writing.

b.     Explain reasons for unsatisfactory appraisal.

c.     Alternative teaching methods should be developed to be utilized by the teacher.

d.     Time: determine specific date by which deficiencies must be rectified.

(c)    Professional Status Teachers: (Year Two)

1.       Professional status teacher continues working with Staff Support Team assistance.

2.       If teacher's performance does not improve to a satisfactory level by February 1st of the second year in a second evaluation, dismissal process may be initiated.

3.       Upon a third unsatisfactory evaluation, within the two (2) year period, dismissal can be expected.

ARTICLE 18

PROFESSIONAL DEVELOPMENT & EDUCATIONAL IMPROVEMENT

A.            Upon the prior approval of the Superintendent following permission of the Principal or immediate supervisor, reasonable expenses including fees, meals, lodging and transportation incurred by professional employees who attend workshops, seminars and other professional improvement sessions will be paid.

B.            All teachers will be required to be trained in the use of computer technology (introductory, intermediate, advanced levels) as applicable. In the event that a teacher is required to take a course or participate in training, the Committee will provide it at no cost to the teacher or reimburse the teacher for any tuition/fees.

C.            Prior approval of the Principal and Superintendent must be obtained in order to secure compensation for the following:

1.                   Two (2) days maximum to visit other school systems

2.                   Time off to attend conferences and conventions.

3.                   Two (2) days maximum to visit a classroom within the district for the purpose of "peer coaching".   Teachers who exercise this opportunity must have participated in Peer Coaching training provided by the district.

D.                Mentor Program

1.   Description:

The Mentoring Program includes a one-day training for designated mentors; five after school meetings for teachers new to the district to receive induction to the instructional practices of the district; mentors and mentees will be provided with up to 12 hours of release time in order to meet and observe in each other's classrooms; and a mentor coordinator who oversees accountability for the entire program.

2.   Process:

a)       Principals will submit a list of mentor nominees to the superintendent by the third week of August The superintendent will confirm nominees or request alternative nominees. Mentors must have professional status.

b)       The mentor coordinator will send a confirmation letter to mentors and mentees prior to the start of school with details on the Mentoring Program and applicable dates. Only one mentee will be assigned to one mentor.

c)       The one-day training for mentors will take place in September after the first week of school and will be facilitated by the superintendent, mentor coordinator, or designee.

d)       The superintendent, mentor coordinator, or designee will facilitate the five after school workshops for mentees. The after school workshops will be offered to mentees who do not have professional status licensure. New teachers with professional status licensure will not be required to attend.

e)       Designated mentors and mentees will be provided with up to 12 hours of release time in order to meet and observe in each other's classrooms. The mentor will complete at least one observation in the mentee's classroom during the school year, and the mentor will provide informal feedback to the teacher. The entire content of the mentor/mentee observations and meetings will remain confidential and will not be shared with the mentees supervisor.

f)        The Mentor Coordinator is responsible for accountability of trainings, meetings, mentor-mentee assignments, observations, and organization of hours for release time for mentors and teachers new to the district to meet. The Mentor Coordinator will follow-up with mentors during the course of the school year.

g)       The mentor will be responsible to maintain records (on logs to be provided by the School Department) of all contact time between the mentor and his/her assigned mentee. The record will include meeting time, telephone contact time, classroom observation time and any time spent with supervisors (with the mentee's approval) discussing the mentee. The log must be co-signed by the mentee. The log must be submitted to the Mentor Coordinator no later than June 1st. The log will also serve as the application for PDPs for the mentoring activity.

3. Stipends & PDPs:

a)       A trained mentor will receive $400 for each new teacher he/she mentors

b)       One Professional Development Point (PDF) can be earned for each hour of mentoring. The Department of Education will allow a maximum of 15 PDPs in a year and a maximum of 30 PDPs in a five-year period for this professional growth activity.

c)       The mentors will receive training during school time and will be released from their duties to attend the training. Substitute coverage will be provided if required.

ARTICLE 19

PERSONNEL FILES

A.            Each teacher shall have one (1) official personnel file which shall be kept in the Superintendent's Office.

B.            A copy of each evaluation report shall be placed in the teacher's personnel file.

C.            Teachers will have the right to examine their individual files but will not have the right to review confidential references given at the time of employment or at the time of application for a change within the system.

D.            No material pertaining to a teacher's conduct, service, character or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereon. The teacher will also have the right to submit a written answer to such material and the answer shall be reviewed by the Superintendent and attached to the file copy.

E.            A copy of the teacher evaluation form (Appendix F) is attached.

ARTICLE 20

WITHHOLDING OF INCREMENT AND SCHEDULED SALARY INCREASES

A.        1.         A teacher may advance to the next higher step in the salary schedule and may receive a wage increase provided that a satisfactory evaluation rating has been received from the Administrator in accordance with the evaluation procedure. The teacher will be evaluated directly by the Administrator. There will be a review of the evaluation by the Superintendent.

2.       If a teacher is subject to the withholding of a step increment and the withholding of a wage increase because of a failure to obtain a satisfactory evaluation, he/she shall be notified of such action immediately following the evaluation.

3.       If a teacher is scheduled for advancement to the next higher step in the salary schedule or if a wage increase has been agreed to and the teacher has not received a satisfactory evaluation rating so that the teacher has been advised that he/she will not receive advancement to the next step and the wage increase, then re-evaluation shall take place in accordance with

Article 17.

4.       If a satisfactory evaluation rating is not received by a teacher following the above procedure, he/she may, if he/she desires, request in writing within three (3) days of receipt of such notification a hearing with the Superintendent and he/she may, if he/she desires, be accompanied by a representative of the Association at the meeting.

5.       The Superintendent will conduct the hearing within five (5) school days of the receipt of the request. The teacher is entitled to know the reasons for the wage or increment withholding.

6.  If the teacher is not satisfied with the results of the hearing with the Superintendent, he/she may request in writing within two (2) school days after the hearing before the Superintendent a final hearing with the School Committee. The School Committee will conduct the hearing in Executive Session at its next scheduled meeting. The teacher may, if he/she desires, be accompanied by a representative of the Association at the hearing.

ARTICLE 21

SICK LEAVE

A.            Teachers will earn fifteen (15) sick leave days each school year as of the first official day reporting for duty. Sick leave may be accumulated from year to year up to a total of two hundred thirty (230) days. Sick leave days are essentially a form of insurance protection for the employee and are a right to compensation that does not vest in an employee until he has a bona fide sickness, preventing him/her from reporting for and performing his/her duties. Use of sick leave for a medical appointment is acceptable. For the duration of this contract only (2010-2013), two (2) sick days may be taken each school year for the illness of immediate family.

B.            The School Committee will provide each teacher a current record of his/her accumulated sick leave on or before the first payday in September and February of each school year.

C.            In the event a teacher is absent four (4) consecutive days, or before or after a holiday or vacation, or abuse of sick leave is suspected, the Superintendent may request a medical excuse. Such request will not be made arbitrarily or capriciously.

D.        Family Illness

For the duration of this contract (2010-2013) up to a total of two (2) days of sick leave during the school year shall be allowed for illness in the "immediate family" where it becomes necessary for the teacher to assist in the care of those immediate family members who are ill. Immediate family shall include a teacher's spouse, children, or parents, when such relatives reside in the teacher's household.

E.        Sick Leave Bank

A Sick Leave Bank for the purpose of providing additional coverage after exhaustion of individual annual and/or accumulated sick leave only in the event of serious illness as evidenced by medical certification is hereby established as of the date of execution of this Agreement, exclusively for members of the bargaining unit.

Participation by members of the unit shall be mandatory and each teacher shall be assessed one (1) day of his/her annual and/or accumulated sick leave as the effective date of this Agreement. New members of the bargaining unit shall be assessed one (1) day of their annual and/or accumulated sick leave as of the date they enter the unit Said days are to be "deposited" in the Bank. Unused days in the Bank shall carry over from year to year. Should the number of days in the Bank reach the level of fifty (50) days or less, then each teacher in the bargaining unit shall be assessed one (1) day of his/her annual and/or accumulated sick leave as of the first day of the next calendar month. In the event a teacher has no accumulated and/or annual sick leave at the time of said assessment, that teacher shall be assessed the amount of days owing to the Bank the following September 1.

Subject to the provisions of this article each teacher may, following a maximum of ten (10) days waiting period, be granted by the Bank Committee a maximum of thirty (30) school days per year from the Bank. If days are granted, they shall cover retroactively the waiting period. The Sick Leave Bank shall be administered by the Sick Leave Bank Committee made up three (3) appointees of the Association. The Sick Leave Bank Committee shall establish guidelines for the administration of this Bank. All decisions by the Sick Leave Bank Committee shall be final and binding and shall not be subject to grievance/arbitration. Any decision made under this provision shall solely be the responsibility of the Association who shall be responsible for defending against any complaints, charges or litigation in whatever forum it shall arise. The School Committee shall be held harmless from any decisions made by the Administrators of this Bank.

ARTICLE 22

TEMPORARY LEAVES OF ABSENCE

A.       Teachers will be entitled to the following temporary leaves of absence with pay each school year:

1.     (a)    Professional employees shall be entitled to three (3) days leave each year at full pay for

personal or legal matters which require absence during school hours and may not be taken care of during non-school hours or vacations. Whenever possible, at least twenty-four (24) hours notice will be given to the Superintendent through the Principal indi­cating the date and if for "legal" or "personal" reasons. This leave shall be charged to sick leave. (b)   Personal days cannot be used to extend vacations or holidays. Exceptions may be approved by the Superintendent, at his/her discretion, for extenuating and documented circumstances. Such requests must be filed directly with the Superintendent.

2.       Three (3) religious observance days - not to be taken out of personal days or sick days.

3.       Time necessary for appearance in any legal proceedings connected with the teacher's employment or with the school system or if the teacher is subpoenaed as a witness, excluding Association business.

4.       Any employee having at least six (6) months of continuous service with the Town and being required to perform temporary active duty of any unit of the United States Reserves or the State National Guard shall be entitled to full compensation for not more than one (1) normal work week. He/she will receive the difference between his/her regular pay and the pay he/she receives from the State or Federal Government.

5.       If a teacher's attendance at summer school is required (travel time to said summer school shall not be considered as required time), he/she shall be released at least one (1) week prior to the closing date of school without loss of pay. The teacher's pay for said days shall be reduced by the amount of compensation he/she receives by reason of such attendance. This shall not apply should the school year be extended beyond the scheduled school calendar nor shall it ever exceed a consideration of more than five (5) days.

6.                   (a)      Up to five (5) days at one (1) time will be allowed in the event of the death of a teacher's spouse, child, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, sibling or other member of the immediate household. This leave shall be in addition to any sick leave.

(b)        Up to three (3) days at any one (1) time in the event of death of teacher's grandfather, grandmother, brother-in-law, sister-in-law, uncle, aunt, niece or nephew unless such person is a member of the immediate household. The above stated leave shall be charged to sick leave.

(c)         Up to five (5) days at any one time in the event of family emergency leave. The time to be made up must be mutually agreed to by the teacher and the building principal. Such time must be made up within three (3) years of the leave. Exceptions to consecutive days may be made by the Superintendent.

(d)        Additional time may be granted at the discretion of the Superintendent. Such time shall be charged to sick leave.

B.             Professional employees will be entitled to leaves of absence to attend WSEA, MTA and NEA conferences subject to the Principal's and Superintendent's approval An agenda of the meeting will be submitted with the request. Such leave will be charged against personal leave or sick leave at the choice of the individual.

C.             No teacher will be required to arrange for his/her own substitute.

ARTICLE 23

EXTENDED LEAVES OF ABSENCE

A.             The Committee agrees that up to three (3) teachers designated by the Association may, upon request, be granted a leave of absence for up to two (2) years without pay for the purpose of engaging in Association (State and National) activities.

B.             A leave of absence without pay of up to two (2) years will be granted to any teacher who joins the Peace Corps, National Teachers Corps or serves as an exchange teacher and is a full time participant in any such program. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.

C.             Military leave will be granted to any teacher who is inducted, recalled or enlists in any branch of the Armed Forces of the United States according to the provisions of M.GX. c. 33, section 59. Upon return from any such leave, a teacher will be placed on the salary schedule at the level he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence up to a maximum of four (4) years.

D.            1.   Medically certified disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery therefrom shall be treated as temporary disabilities for all job related purposes.

2.       Accumulated sick leave shall be available for use during periods of such temporary disability upon certification by the attending physician.

3.       Disability leave beyond any accumulated sick leave shall be available without compensation for such reasonable period of time as a female employee is certified by her physician to be disabled from performing the duties of her job because of pregnancy or conditions attendant thereto.

4.       Policies involving commencement and duration of leave, the availability of extensions, protection under health or temporary disability plans and payment of sick leave shall be applied to disability due to pregnancy or childbirth on the same terms and conditions as they are applied to other temporary disabilities.

5.       Pregnancy or childbirth shall not be the basis for termination of employment or compulsory resignation.

6.       Extended, unpaid maternity leave as necessary will be granted upon request in writing to the Superintendent of Schools and shall commence following any disability leave provided in Section D. The start and termination of such maternity leave shall be arranged at the mutual convenience of the teacher and the Committee; however, maternity leaves shall terminate either on the first day of the teacher's work year or at the end of the second marking period (unless with express, written, prior approval of the Superintendent of Schools) in order to provide for a minimum of inconvenience to the pupils and the school system. Prior to the employee's return from maternity leave, appropriate evidence of physical fitness to resume teaching duties shall be rendered to the Superintendent of Schools.

7.       A teacher on maternity leave must notify the Superintendent in writing by February 1 of the year in which her leave expires of her intentions either to return at the expiration of said leave or her intention to retire from the school system.

8.       If the adoption agency certifies that an adopting parent must stay home with the child being adopted, the Teacher will be paid up to six weeks (30 school days), such time to be deducted from accumulated sick leave. When both adopting parents are employed in the West Springfield Schools and are members of Unit A, they will have the option of splitting the six weeks (30 schools days).

E.             At the discretion of the building principal or the Superintendent as the case may be, a leave of absence of up to one (1) year without pay or increment may be granted to care for a sick member of the teacher's immediate family.

F.             The building principal or Superintendent as the case may be, may grant a leave of absence without pay to a teacher to serve in a public office.

G.            Any teacher whose personal illness extends beyond the period compensated will be granted a leave of absence without pay for such time as is necessary for complete recovery from such illness up to a one (1) year period.

A second year's leave of absence may be granted at the sole discretion of the building principal or Superintendent as the case may be.

Any teacher whose leave of absence under this Section is expected to extend beyond three (3) months shall, when applying for such leave, advise the building principal or Superintendent as the case may be, of the date on which such extended leave will terminate. Any teacher applying for such leave shall submit in writing to the Committee, prior to the expiration of earned sick leave, a written request together with medical certification of the need for and length of such leave.

H.        Other leaves of absence without pay may be granted by the building principal or Superintendent.

I.              All benefits to which a teacher was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return and he/she will be assigned to the same position he/she held at the time said leave commenced or to a substantially equivalent position if available.

J.              Regular and prompt communications by all parties on leave is the obligation of the leave recipient in terms of planning for return or non-return. Failure to notify the Superintendent in writing thirty (30) days prior to the anticipated return will constitute a resignation of the position.

K.        Family Medical Leave Act

This act entitles eligible employees to take up to twelve (12) weeks of unpaid leave for medical reasons such as: the employee's own illness, the birth or adoption of a child or the placement of a child for foster care, and for the care of a child, spouse or parent who has a serious health condition. Refer to the School Department employee handbook for details, conditions and application procedures. This may be obtained at: http://staffmfo.wsps.org.

ARTICLE 24

SABBATICAL LEAVE

Upon recommendation by the Superintendent, sabbatical leaves will be granted for study to a member of the teaching staff by the Committee, subject to the following conditions:

A.            No more than two percent (2%) of the teaching staff will be absent on sabbatical leave at any one (l) time.

B.            Requests for sabbatical leave must be received by the Superintendent in writing in such form as may be requested by the Superintendent. The suggested date for application is prior to December 31. Applications received after December 31 may be considered by the Superintendent. Under special circumstances a sabbatical leave can be extended beyond the limits of this Agreement.

C.            The teacher had completed at least seven (7) consecutive full school years of service in the West Springfield School System.

D.            Teachers on sabbatical leave will be paid at fifty percent (50%) of their regular salary rate.

E.             The teacher will agree to return to employment in the West Springfield School System for one (1) full year in the event of a semester's leave or two (2) foil years in the event of a fall year's leave.

ARTICLE 25

JURY DUTY

Any teacher covered by this Agreement who is called to serve on jury duty will continue to receive his/her salary while serving on jury duty. After three (3) days of jury duty, a serving teacher will be paid by the School Committee the difference between the fifty dollars ($50) jury duty pay and their daily rate.

ARTICLE 26

SUBSTITUTE TEACHERS

A.            It shall be the policy of the Committee to employ substitutes to replace regular staff members who are absent. Regular staff members will not be asked to substitute except in cases of emergency.

B.            Recognizing the statutory responsibility of the Committee and the Superintendent for determining the duties of substitute teachers and further recognizing the skills and concern of the staff in these matters the Committee and the Association agree that the determination of the duties of substitute teachers will be cooperatively arrived at through joint consultation between the Association and the Administration, subject to the final approval of the Committee.

C.            Student teachers will not be used as substitutes except in cases of emergency.

ARTICLE 27

POSITIONS IN SUMMER SCHOOL. EVENING SCHOOL, SATURDAY CLASS AND UNDER FEDERAL PROJECTS

A.            Ail openings for summer school, evening school, Saturday classes and other programs requiring the employment of professional employees covered by this Agreement and for positions under Federal programs will be adequately publicized by the Superintendent in each school building as soon as possible and teachers who have applied for such positions will be notified of the action taken regarding their applications as early as possible. Under normal circumstances, summer school openings will be publicized by May 15 and evening school openings by September 15, December 1 and March 1. Teachers will be notified of the action as soon as possible.

B.            Positions in this Article will, to the extent possible, be filled first by regularly appointed teachers in the West Springfield School System where those teachers possess qualifications equal to those candidates outside the school system. These qualifications will include a teacher's area of competence, major and/or minor field of study, quality of teaching performance, attendance record; length of service in the school system and, in regard to summer or evening school positions, previous West Springfield summer or evening school teaching experience.

C.            The positions of Summer School Director and Evening School Director will be posted annually and will include job responsibilities and requirements.

ARTICLE 28

PARAPROFESSIONALS

Recognizing the statutory responsibility of the Committee and the Superintendent for the utilizing of paraprofessionals, and further recognizing the skills and concern of the staff in this matter, the Com­mittee and the Association agree that the utilizing of paraprofessionals will be cooperatively agreed at through joint consultation with the Association, subject to the recommendation of the Superintendent and final approval of the Committee. All teachers will be provided with the current Rules and Regulations governing paraprofessionals.

ARTICLE 29

RELEASE OF TEACHERS FROM EXTRA PAH) ASSIGNMENTS

A.             The Association recognizes that the Committee may not renew contracts for extra paid assignments.

B.             1.   If a teacher is to be released prior to completion of a term of an extra paid assignment or not re-appointed, the teacher shall be notified in writing and be given reasons for such release as soon as that decision is reached and prior to posting of said position. 2.  On the secondary level, the chairmanship of all academic departments shall be on a one (1) year basis and shall be posted each year.

C.             Within five (5) school days of receipt of said notification, the teacher may, if he/she desires, request a hearing with the Superintendent and may, if he/she desires, be accompanied by a representative of the Association at the hearing.

D.             The Superintendent will conduct the hearing within ten (10) school days of the receipt of the request. The teacher is entitled to know the reasons for the release.

E.             If the teacher is not satisfied with the above hearing, he/she may request within five (5) school days a hearing with the Committee. The Committee will conduct the hearing within ten (10) school days of the receipt of the request. The teacher may, if he/she desires, be accompanied by a representative of the Association at the hearing.

F.             At any step of this procedure, the teacher may submit a letter of resignation from the assignment.

G.             Sections C, D. and B. above will be carried out in complete privacy and under no circumstances will a public announcement be made until the above procedure has been completed or terminated.

ARTICLE 30

TEACHER FACILITIES

A.            It is agreed that all new school construction should include the following facilities and that, where practical without substantial expenditure, they should be provided in existing school structures, namely:

1.       Space in each classroom in which teachers may safely store instructional materials and supplies.

2.       A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials.

3.       An appropriately furnished room to be reserved for exclusive use of teachers as a faculty lounge.

4.       A system whereby teachers can effectively communicate with the Principal's Office from their classroom.

5.       A well-lighted and clean male restroom and a well-lighted and clean female restroom in a centrally located position in each building.

6.   Appropriate and adequate facilities for specialists to do their job. These rooms should be well lit, ventilated and available when specialists are in the building.

B.            An adequate portion of the parking lot at each school will be reserved for teacher parking and. this area will be plowed free of snow as soon as practicable.

C.            The school committee will provide a teaching and learning environment which is safe and healthy for staff and students. If a teacher or the Association has a health or safety concern, then the teacher or the Association should utilize the Tools for Schools protocol for reporting an identification of indoor air quality or environmental concerns in the schools.

ARTICLE 31

TEXTBOOKS AND TEACHING MATERIALS

A.            The Committee shall seek to allocate sufficient funds for textbooks and/or teaching material for each pupil to insure quality education.

B.            Recognizing the statutory responsibility of the Principal and Superintendent for the adoption and use of texts and workbooks and further recognizing the skills and concern of the staff in this matter, they and the Association agree that the adoption and use of texts and workbooks will be cooperatively arrived at through joint consultation with the Association.

ARTICLE 32

PROFESSIONAL BEHAVIOR

The Committee and the Association recognize that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance or other violations of discipline by a teacher reflect adversely upon the profession and create undesirable conditions in the school building. The Committee and the Association further recognize the Code of Ethics of the Education Profession as defining acceptable criteria of professional behavior. A copy of the Code of Ethics of the Education Profession is attached to and made a part of this Agreement.

ARTICLE 33

DISCIPLINE

A.            Any serious complaints regarding a teacher made to any member of the administration by any parent, student or other person will be promptly called to the attention of the teacher. Before any disciplinary action is taken, said complaints must be submitted in writing. The Superintendent of Schools will not discipline or reprimand any employee in the presence of students except in an extreme emergency.

B.            The Association recognizes the authority and responsibility of the Principal for disciplining or reprimanding a teacher for delinquency of professional performance. No reprimand will be given to a teacher while in the presence of any other person excepting members of the school administration. If a teacher is to be disciplined or reprimanded by a member of the administration above the level of the Principal, however, he/she will be entitled to have a representative of the Association present.

C.             No teacher will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause.

D.             None of the aforementioned procedure precludes conferences with administrators.

E.             The parties agree that, during the Agreement, provisions will be made for the creation of a committee consisting of one (1) School Committee Member, the Superintendent, two (2) Principals and three (3) Unit A members for the purpose of reviewing codes of discipline and making recommendations to the School Committee for possible adoption.

ARTICLE 34

GRIEVANCE PROCEDURE

The purpose of the procedures set forth below is to produce prompt and equitable solutions to those problems which from time to time may arise and affect the conditions of employment of the employees covered by this Contract. Such a problem shall be defined as a grievance under this Contract and must be presented promptly but no later than fifteen (15) calendar days after it arises or the employee first has knowledge of the event initiating the problem, and be processed in accordance with the following steps, time limits and conditions set forth. Should the Association or employee fail to do so, the grievance will be deemed waived. All grievances will be presented and answered in writing, on a form to be mutually developed by the Parties. Nothing in this procedure will preclude the Parties from resolving problems informally before a grievance is presented formally (in writing) at Level One.

Level One:

The employee or the Association shall present the written grievance to the employee's immediate supervisor within the time limits set forth above. The supervisor shall meet with the employee and Association and the supervisor shall give a written answer within seven (7) calendar days.

Level Two:

If the grievance is not settled at Level One within seven (7) calendar days of the written presentation to the immediate supervisor, the Association shall within seven (7) calendar days after receipt of the immediate supervisor's answer, present the grievance to the Superintendent of Schools. The Superintendent shall give a written answer within seven (7) calendar days of the Level Two meeting.

Level Three:

If the grievance is not settled at Level Two, the Association may appeal it, by giving written notice of such appeal, within seven (7) calendar days after such receipt of the written answer of the Superintendent, to the School Committee, who shall discuss it with the Association representative at a meeting to be scheduled within twenty (20) calendar days of receipt of the appeal by the School Committee. The School Committee shall give a written answer within seven (7) calendar days next following the Level Three meeting.

Level Four:

If the grievance is not settled at Level Three, the Association may submit it to final and binding arbitration by giving the School Committee written notice, within twenty (20) calendar days of the Association's receipt of the School Committee's Level Three written answer, of its desire to arbitrate the problem. A demand shall be simultaneously filed with the American Arbitration Association, whose rules and procedures shall govern the selection of an arbitrator.

Level Five:

The arbitration proceeding will be conducted under the rules of the American Arbitration Association. The arbitrator shall not have the authority to add to, subtract from, modify, change or alter any of the provisions of this Agreement. The award shall be final and binding on the School Committee, the Association and the Grievant. Each Party shall bear the expenses of the arbitrator shall be borne equally by the parties.

If the School Committee claims the Association has violated any provision of the Agreement, it may present such claim to the Association in writing and if the Parties fail to settle it within ten (10) calendar days, the School Committee may submit the problem to arbitration under the provision of this Article.

General Provisions

1.       The Committee acknowledges the right of the Association to participate in the processing of a grievance at any level.

2.       All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants in the Superintendent's office.

3.       The resolution of all problems settled informally will be consistent with the terms of this Agreement.

4.       No written communication, other documents or record relating to any grievance shall be filed in the personnel file maintained by the School Department of West Springfield for any employee involved in presenting such grievance.

5.       Grievance hearings usually will be held after the normal school dismissal time. If Level Five grievance hearings are scheduled between the Committee and the Association during the school day, the President or his/her designee, the grievant (one [1] grievant for a class grievance) and any witnesses agreed to by the parties will be relieved from all regular duties without loss of pay or other benefits as necessary in order to permit their participation.

ARTICLE 35

USE OF SCHOOL FACILITIES

A.            After the close of school on school days, the Association shall have the right to use designated areas in school buildings for meetings of teachers provided there is no interference with any scheduled school activities. The use of such designated areas shall be arranged with the Princi­ pal in advance. All requests for building use shall conform to Committee Rules and Regulations provided, however, that there shall be no cost to the Association for such meetings as long as there is no overtime custodial cost to the Committee involved.

B.            The Association may place one (1) bulletin board in each school building for the purpose of displaying notices, circulars and other Association materials. Copies of all such notices and materials will be given to the building Principal but his advance approval will not be required.

C;        No teacher will be prevented from wearing membership pins or other identification of membership in the Association or any other teacher organization.

ARTICLE 36

GENERAL

A.             There will be no reprisals of any kind against any teacher by reason of his/her membership in the Association or participation in its activities.

B.             Teachers will be entitled to full rights of citizenship and no religions or political activities of any teacher or the lack thereof will be grounds of any discipline or discrimination with respect to the professional employment of such teacher.

C.             Each of the parties acknowledges the rights, responsibilities and dignity of the other party and agrees to discharge its responsibilities affected by this Agreement and the desire for harmonious relations.

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

E.             The Committee and the Association both recognize that an efficient communication is an effective one and leads to a smoother dialogue between the parties involved. In order to achieve this goal, the Committee and the Association agree that all written communications will be acknowledged in writing and received by originator within a period of ten (10) school days.

F.             The Committee will, upon request, provide the Association with information, which will assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students if same can be supplied at a reasonable cost.

G.             The President of the Association will be provided with copies of the minutes of official Committee meetings, other than Executive Sessions, and all other available printed materials that are distributed to Committee members at official meetings as soon as possible after such meetings. A copy of the official agenda of Committee meetings and any attached documents will be given to the President prior to said meeting, when available.

H.       Current position specifications for all positions in the school system will be available in each Principal's Office.

I.              Payment for travel will be at the rate set by Town Ordinance.

J.             Three (3) copies of this Agreement shall be signed by representatives of the parties. One (1) copy shall be retained by the School Committee, one (1) by the WSEA, Unit A, and one (1) copy shall be filed in accordance with Massachusetts General Laws, Chapter 150E.

K.       Employees hired for less than a full school year will receive all benefits set forth in this Agreement on a pro rata basis based on the number of days of employment.

L.        Hourly Rate for curriculum work shall be as follows: $20.00/hr., effective July i, 2000; $22.00/hr, effective July 1,2001.

ARTICLE 37

JOB SHARING

Effective school year 2004-2005 for job sharing arrangements to begin in school year 2004-2005:

Two (2) teachers with professional teacher status and both of whom are teaching in the same school may initiate a proposal for "job sharing" on a one (1) school year basis only by submitting said proposal in writing to the building principal, on or before January 31 on the school year preceding the start of the school year in which job sharing is to occur. The Association will receive a copy of all such proposals. As used herein, "job sharing" shall apply only to the sharing of all the duties of one (1) full-time existing vacant position or one (1) full-time position which is then occupied by one (1) of the two (2) teachers involved in the proposal, such that the cost of the job sharing does not exceed the cost of one (1) full-time teacher. Such a proposal must include the following:

1.             A tentative work schedule for each job-sharing teacher for instructional time, non-instructional duties, and preparation time;

2.             A description of how necessary parental communication will be maintained; and

3.             A description of how communication between the job-sharing teachers will occur. Both job-sharing teachers shall be required to:

a.         Attend, without compensation in excess of that prorated to each job sharing teacher's part-time status, all teacher work days, professional development days, faculty meetings, assigned committee meetings, open houses, back-to-school nights, parents' night, department meetings, and other such meetings as are assigned or expected of full-time faculty members which are regularly scheduled or for which 24 hours' notice is given; and

b.         Plan, publish and maintain a schedule of office hours for student help that is approved by the principal, which schedule must provide opportunities for students to receive help both before and after school and may, with the approval of the principal, involve providing help to students of the other job-sharing teacher, and accept the schedule of classes assigned by the principal.

All compensation, benefits, hours of work, and other working conditions, including teaching load and preparation time, granted by this Agreement shall be prorated to each job sharing teacher's percentage of full-time employment, as currently calculated for less-than-full-time employees, except that there shall be an overlap of fifteen (15) minutes between the tours of duty scheduled each workday for an orderly transfer and information sharing and except further that only one (1) of the two (2) job sharing teachers will be eligible, as currently determined for less-than-full-time employees, for district supported health insurance benefits. It is recognized that, in the Town of West Springfield and according to state law, a teacher must work at least twenty (20) hours per week to qualify for district supported health insurance benefits.

Seniority during the period of job sharing will be computed as currently determined for part-time teachers under the provision of this Agreement.

The principal will review the proposal, with an immediate supervisor if appropriate, and discuss any concerns with the job-sharing teachers. The proposal, including any changes agreed upon as a result of said discussions, will be forwarded to the Superintendent together with the written recommendation of the principal no later than March 15 of the school year preceding the start of the school year in which job sharing is to occur with a copy thereof being forwarded to the Association. The Superintendent will forward a decision on the proposal to the job sharing teachers and the Association no later than April 15.

The Superintendent may approve or deny the proposal, and may at any time revoke or change any previously approved proposal, provided only that in the event the Superintendent denies or later revokes or changes the proposal the teachers who made the proposal along with the Association, will be entitled to reasons in writing. The decision of the Superintendent as to approval or denial of the proposal and any revocation or change thereof, will be final and binding and not grieveable or arbitrable by any teacher in the bargaining unit or by the Association. If approved by the Superintendent, the specifics of the job sharing assignment and any subsequent changes thereto, will be reduced to writing, incorporating the provisions herein, for acceptance by, and signatures of, the two (2) job sharing teachers involved and the Association and delivered to the Superintendent no later than April 29 for the initial proposal and no later than ten (10) days prior to the implementation of any subsequent changes.

In the event that one of the job-sharing teachers is absent, the normal practice for covering teacher absences will be followed.

Job sharing teachers may be required to plan and/or teach together for the entire day up to the first five (5) teaching days of the school year. The job sharing teachers and their principal shall meet to discuss this issue in an attempt to arrive at a mutual agreement as to the amount of days. In the event they cannot so mutually agree, the final decision shall be up to the principal, which decision shall be final and binding and not grieveable or arbitrable by the job sharing teachers or the Association. These days shall be included within the compensation received for the proportionate time worked (i.e., if a 60% teacher, - these days are included within the 60% compensation).

The job proposed to be shared will not be required to be posted for bidding as provided for in this Agreement unless it is a vacant position. Any such vacant position, which is filled through job sharing, shall be reposted for the following school year.

Upon approval of a job sharing proposal, neither of the two (2) job sharing teachers will thereafter displace or intrude upon the position of a less senior teacher to attain full-time status. This would not preclude a job sharing teacher from applying for full-time vacancies which arise to which no teacher on a recall list is entitled to be recalled. In the event that the job sharing arrangement is revoked or otherwise eliminated, the two (2) job sharing teachers will determine which one of them will fill the position which was formerly shared if it still exists. In the absence of agreement, seniority shall prevail. The job sharing teacher not filling the formerly shared position, or both job sharing teachers if the formerly shared position is not in existence, will be given preference for any full-time vacancies, if qualified. If there are no full-time vacancies available then he/she/they will be placed on a leave of absence without pay for the remainder of the school year and then the placement of the job-sharing teachers will be in accordance with Article 23.

In the event a resignation or leave of absence by one (1) of the job-sharing teachers becomes necessary, the remaining job sharing teacher will be given the option to assume the full-time position. In the event

of the failure of the remaining job sharing teacher to assume the full-time position, the Committee will attempt to fill the vacancy subject to the terms of the job-sharing arrangement. In the event the Committee is unable to fill the vacancy subject to the terms of the job sharing arrangement, the remaining job sharing teacher will be placed on a leave of absence without pay for the remainder of the school year and then the placement of the job sharing teachers will be in accordance with this Agreement and the fall-time position will be filled by the Committee.

Upon expiration of the job sharing arrangement, the placement of the job-sharing teachers will be in accordance with this Agreement.

The Committee and the Association shall have the right to modify the provisions of this Agreement, such as the providing of preparation time to enable implementation of a job-sharing proposal.

ARTICLE 38

MANAGEMENT RIGHTS CLAUSE

Except as specifically abridged, delegated, granted or modified by this Contract, or any supplement thereto, or by Chapter 150E of the General Laws of Massachusetts, all of the rights, powers, and authority held by the School Committee or their agents as designated by law, prior to the effective date of said Contract, and all rights and powers vested by law are retained by the School Committee and exercise of said rights, powers, and/or authority, shall not be subject to the grievance procedure and/or arbitration.

The Parties agree that the operation of the School Department of the Town of West Springfield the supervision of the employees and of their work, are the rights of the Committee or their agents as designated by law alone. Accordingly, subject to the provisions of this Agreement, the making of reasonable rules to assure orderly and effective work; to determine the quantity and types of equipment to be used; to introduce new methods and facilities; the making of work schedules; the determination of what and where duties will be performed, and of employee competency; the hiring, transfer, promotion, demotion, lay-off, recall, discipline or discharge of employees for just cause, without discrimination, are exclusive rights of the Committee or their agents. Consistent with Chapter 150E of the General Laws; the right to discuss terms and conditions of employment with employees and to inform them concerning employment matters remain exclusive rights of the Committee and its agents.

Subject to the provisions of this Contract, the wages, hours, and other conditions of employment applicable on the effective date of this Contract shall continue to be so applicable in accordance with the principles of past practices application. Past practice shall be defined according to the treatise, How Arbitration Works, 5th edition, dated February 1997, by Elkouri and Elkouri, specifically Chapter 12. Nothing contained herein shall affect the rights and obligations of the parties under Chapter 150B.

ARTICLE 39

DURATION

This Agreement will become effective September 1, 2010 and remain in full force and effect until

August 31, 2013.

ARTICLE 40

PRINTING OF AGREEMENT

The parties agree that they shall share equally the cost of printing seven hundred (700) copies of the Collective Bargaining Agreement.

ARTICLE 41

MISCELLANEOUS DEPARTMENT CHAIRS

High School/Middle School: Differential pay will be computed at the prevailing salary ration of each department chair (10 or more FTE teachers = 6%; 5 to 9 FTE teachers = 5%; 4 or fewer FTE teachers = 4%) plus $100,

The school committee and the WSEA recognize that there are tasks that can only be accomplished during regular school hours. Middle School department chairs shall, in lieu of team time, receive one (1) period per week to perform the responsibilities of department chair. High school department chairs shall receive a total of thirty-eight (38) class periods per school year to carry out the responsibilities of department chair; such time to be distributed over the course of the entire year.

The department chairs will be expected to:

·         Support and advise department members

·         Conduct department meetings and record agenda/notes

·         Ensure that department curriculum is implemented and maintained

·         Support school improvement plans

·         Attend department chair meetings

·         Develop benchmark and/or other common assessments of respective curricula with department members

SECONDARY LEVEL TEAM FACILITATORS

A stipend of $2,500 per year shall be paid to each team leader up to a maximum of 13 teams (10 @ MS & 3 @ HS). Team Leaders shall not serve 2 consecutive 2 year terms.

Team Members shall select a person to be designated as team leader. The selection must be approved by the Principal.    A Team Facilitator shall serve one 2~year term to facilitate rotation of responsibility within the team. The Team Facilitator must have a minimum of two (2) years experience in the West Springfield School system.

No teacher shall hold both department chair and team facilitator positions in a given year.

CO-CURRICULAR STIPENDS-EXTRA PAID ASSIGNMENTS

High School and Middle School

Annual activity reports shall be submitted by sponsors to the High School or the Middle School Principal or their respective designee. All individual activity reports will be subject to specific adjustments according to criteria of number of students, dates of meetings and weekend/extra responsibilities. The High School Activity Coordinator shall meet each May with the principal of the High School to review all activities and extra responsibilities, using annual reports as a database.

FORMATION OF NEW CLUBS/CO-CURRICUTAR ACTIVITIES

A.    1.      New clubs/co-curricular activities for the middle school and high school may be approved for funding each year. Each new club/activity demonstrating a history of student interest and involvement from September to January may submit an application by January 15 to the respective principal to be approved as a paid stipend position if funding is available.

2.             No more than two (2) new activities may be approved per year.

3.             The monetary stipend for two (2) activities may not exceed one thousand two hundred dollars ($1,200) collectively.

4.             No other clubs or activities will be compensated except as provided in the agreement.

B.    Elementary co-curricular stipends and extra-paid assignments

I.      Up to five hundred dollars ($500) annually for sponsor stipends will be allocated for elementary co-curricular activities held on an after-school basis, additional to previously approved Chorus and Band.

The principals of the elementary schools will apply to the Superintendent for these funds stating the proposed activity, time to be held and expected number of students.

No single activity will exceed seven (7) sessions of 45 to 60 minutes each to be compensated at twelve dollars ($12.00) per session.

Teachers and other adults may instruct.

2.   The Elementary co-curricular activity will be reviewed annually in April by the Joint Labor Committee.

C.    Requests for all new clubs/activities shall be submitted to the principal of their respective building using the form titled: "West Springfield Public Schools Stipend Application for Club/Co-Curricular Activity" (available at: http://staffinfo.wsps.org'). Any proposed activity or club should then be forwarded to the WSEA president who will then forward it to the Superintendent or his/her designee who will present it to the School Committee for approval.

D.    Annual activity reports for the club/co-curricular activity shall be submitted by the advisors to the principal of their respective building or his/her designee using the form titled: "West Springfield Public Schools Annual Report of Extra-Curricular Club or Activity" (available at: http://staffinfo.wsps.org:). All individual activity stipends will be subject to specific adjustments according to criteria that include the number of students, dates of meetings, duration of meetings, and weekend/extra responsibilities. A club/co-curricular activity that is inactive for three (3) consecutive years will be deemed dormant and shall be eliminated. Funds for this club may be requested to be moved to other clubs at a Joint Labor Committee meeting in April.

IN WITNESS WHEREOF, the WEST SPRINGFIELD SCHOOL COMMITTEE and the WEST SPRINGFIELD EDUCATION ASSOCIATION, UNIT A, have caused this Agreement to be signed and sealed on this   ____________  day of      _________________-    ,2011.

Signed and sealed in the presence of                               WEST SPRINGFIELD SCHOOL COMMITTEE

_______________________________________     By_____________________________________

Witness                                                                                                           Mayor Edward Gibson, Chairperson

WEST SPRINGFIELD EDUCATION ASSOCIATION, UNIT A

_______________________________________     By_____________________________________

Witness                                                                                                           Michelle Davis, WSEA Co-President

_______________________________________     By_____________________________________

Witness                                                                                  Kathleen Hillman, WSEA Co-President

APPENDIX A

WEST SPRINGFIELD PUBLIC SCHOOLS CO-CURRICULAR STIPENDS - EXTRA PAID ASSIGNMENTS

ACTIVITY

2010-2011

2011-2012

2012-2013

 

0%

0%

1.50%

HIGH SCHOOL

 

 

 

Senior Class

1,850

1,850

1,878

Junior Class

1,234

1,234

1,253

Sophomore Class

925

925

939

Freshman Class

616

616

625

Jazz Band

965

965

980

Pep Band

965

965

980

Student Activity Coordinator

600

600

609

Renaissance Adviser 1

600

600

609

Renaissance Adviser 2

600

600

609

Computer Club

877

877

890

Mathletes

610

610

619

Ski Club

925

925

939

As Schools Match Wits

610

610

619

Robotics

600

600

609

Drama

600

600

609

Pro merito/NHS

1,130

1,130

1,147

Foreign Language

600

600

609

Big Brothers Big Sisters

797

797

809

Best Buddies

600

600

609

Student Government

1,493

1,493

1,515

Newspaper

1,423

1,423

1,444

Yearbook

1,257

1,257

1,276

Greenhouse

808

808

820

Conservation Club

600

600

609

Hacky Sack Club

600

600

609

Band

2,412

2,412

2,448

Chess Club

600

600

609

Creative Writing Club

600

600

609

Final Chapter

600

600

609

Art Club

600

600

600

Ceili Crew

600

600

600

GS'A

600

600

600

Guitar

600

600

600

Junior Statesman of America

600

600

600

Key Club

600

600

600

National Art Honor Society

600

600

600

Spanish National Honor Society

600

600

600

Concert Band

1,505

1,505

1,528

Jazz Band

1,422

1,422

1,443

Chorus

976

976

991

Chorale & Ensemble

600

600

609

Computer

916

916

930

Math Counts

701

701

712

Yearbook

620

620

629

Ski Club

788

788

800

KARE

673

673

683

Foreign Language Club

600

600

609

Military History Club

600

600

609

Broadcast/Communications Club

600

600

609

Student Council

740

740

751

Newspaper

639

639

649

Drama

639

639

649

Wrestling Club

600

600

609

Robotics Club

600

600

609

Charitable Sewing Club

600

600

609

Garden Club

600

600

609

Pakrat

600

600

609

Outdoor Club

600

600

609

ELEMENTARY

 

 

 

Chorus

600

600

609

Band

600

600

609

Drama/Musical (Memorial)

153

153

155

Spring Musical (Middle School) *

 

 

 

Producer*

250

250

254

Drama Coach*

642

642

652

Musical Director*

642

642

652

Technical Director*

642

642

652

Business Director*

642

642

652

Spring Musical (High School) *May be shared and/or combined

 

 

 

Producer*

250

250

254

Drama Coach*

642

642

652

Musical Director*

642

642

652

Technical Director*

642

642

652

 Business Director*

642

642

652

High School Audiovisual Coordinator

1,500

1,500

1,500

Middle School Audiovisual Coordinator

1,000

1,000

1,000

Music Enrichment Lesson Program (M.E.L.P.)

3,000

3,000

3,000

Music Enrichment Lesson Program (M,EX.P.)-Voice

1,500

1,500

1,500

Under the terms of the new contract, $ 1,200 is added annually for new positions

NEW CLUBS (HS & MS) - forms for new clubs available @ http://stafrinfo.wsps.org

APPENDIX B

WEST SPRINGFIELD PUBLIC SCHOOLS

UNIT A SALARY SCALE FY 2011 (2%)

STEP

B

B+15

M

M+15

M+30

M+45

M+60

Doctorate

1

38,971

 

42,076

42,864

44,848

45,622

46,943

48,210

2

40,530

 

43,761

44,520

46,508

47,293

48,694

49,974

3

42,082

 

45,516

46,306

48,299

49,096

50,437

51,729

4

43,938

 

47,418

48,213

50,236

51,042

52,394

53,698

5

45,558

 

49,082

49,884

51,950

52,771

54,137

55,453

6

47,224

 

50,801

51,647

53,688

54,521

55,896

57,233

7

49,164

 

52,738

53,555

55,677

56,523

57,909

59,261

8

51,022

 

54,641

55,472

57,540

58,402

59,799

61,161

9

53,039

 

56,744

57,568

59,658

60,532

61,937

63,295

10

54,839

 

58,915

59,662

61,652

62,540

63,963

65,389

11

55,928

 

60,606

61,436

63,492

64,332

65,740

67,188

12

 

 

63,757

64,836

66,641

67,574

69,063

70,435

13

 

 

65,018

66,122

67,985

68,936

70,381

73,110

14

 

 

 

 

69,328

70,296

71,767

74,552

15

57,054

58,159

66,144

67,247

70,454

71,421

72,893

75,677

20

58,180

59,285

67,269

68,373

71,581

72,548

74,018

76,802

25

59,305

60,411

68,395

69,498

72,706

73,673

75,143

77,928

UNIT A SALARY SCALE FY 2012 (0%)

STEP

B

B+15

M

M+15

M+30

M+45

M+60

Doctorate

1

39,886

 

42,991

43,779

45,763

46,537

47,858

49,125

2

41,445

 

44,676

45,435

47,423

48,208

49,609

50,889

3

42,997

 

46,431

47,221

49,214

50,011

51,352

52,644

4

44,853

 

48,333

49,128

51,151

51,957

53,309

54,613

5

46,473

 

49,997

50,799

52,865

53,686

55,052

56,368

6

48,139

 

51,716

52,562

54,603

55,436

56,811

58,148

7

50,079

 

53,653

54,470

56,592

57,438

58,824

60,176

8

51,937

 

55,556

56,387

58,455

59,317

60,714

62,076

9

53,954

 

57,659

58,483

60,573

61,447

62,852

64,210

10

55,754

 

59,830

60,577

62,567

63,455

64,878

66,304

11

56,843

 

61,521

62,351

64,407

65,247

66,655

68,103

12

 

 

64,672

65,751

67,556

68,489

69,978

71,350

13

 

 

65,933

67,037

68,900

69,851

71,296

74,025

14

 

 

 

 

70,243

71,211

72,682

75,467

15

57,969

59,074

67,059

68,162

71,369

72,336

73,808

76,592

20

59,095

60,200

68,184

69,288

72,496

73,463

74,933

77,717

25

60,220

61,326

69,310

70,413

73,621

74,588

76,058

78,843

* See eligible requirements under Article 9B

UNIT A SALARY SCALE - FY 2013 (1st HALF OF YEAR)

STEP

B

B+15

M

M+15

M+30

M+45

M+60

Doctorate

1

40,285

 

43,421

44,217

46,221

47,002

48,337

49,616

2

41,859

 

45,123

45,889

47,897

48,690

50,105

51,398

3

43,427

 

46,895

47,693

49,706

50,511

51,866

53,170

4

45,302

 

48,816

49,619

51,663

52,477

53,842

55,159

5

46,938

 

50,497

51,307

53,394

54,223

55,603

56,932

6

48,620

 

52,233

53,088

55,149

55,990

57,379

58,729

?

50,580

 

54,190

55,015

57,158

58,012

59,412

60,778

8

52,456

 

56,112

56,951

59,040

59,910

61,321

62,697

9

54,494

 

58,236

59,068

61,179

62,061

63,481

64,852

10

56,312

 

60,428

61,183

63,193

64,090

65,527

66,967

11

57,411

 

62,136

62,975

65,051

65,899

67,322

68,784

12

 

 

65,319

66,409

68,232

69,174

70,678

72,064

13

 

 

66,592

67,707

69,589

70,550

72,009

74,765

14

 

 

 

 

70,945

71,923

73,409

76,222

15

53,549

59,665

67,730

68,844

72,083

73,059

74,546

77,358

*20

59,686

60,802

68,866

69,981

73,221

74,198

75,682

78,494

*25

60,822

61,939

70,003

71,117

74,357

75,334

76,819

79,631

(2nd HALF OF YEAR)

STEP

B

B+15-

M

M+15

M+30

M+45

M+60

Doctorate

1

40,688

 

43,855

44,659

46,683

47,472

48,820

50,112

2

42,278

 

45,574

46,348

48,376

49,177

50,606

51,912

3

43,861

 

47,364

48,170

50,203

51,016

52,385

53,702

4

45,755

 

49,304

50,115

52,180

53,002

54,380

55,711

5H

47,407

 

51,002

51,820

53,928

54,765

56,159

57,501

6

49,106

 

52,755

53,619

55,700

56,550

57,953

59,316

7

51,086

 

54,732

55,565

57,730

58,592

60,006

61,386

8

52,981

 

56,673

57,521

59,630

60,509

61,934

63,324

9

55,039

 

58,818

59,659

61,791

62,682

64,116

65,501

10

56,875

 

61,032

61,795

63,825

64,731

66,182

67,637

11

57,985

 

62,757

63,605

65,702

66,558

67,995

69,472

12

 

 

65,972

67,073

68,914

69,866

71,385

72,785

13

 

 

67,258

68,384

70,285

71,256

72,729

75,513

14

 

 

 

 

71,654

72,642

74,143

76,984

15

59,134

60,262

68,407

69,532

72,804

73,790

75,291

78,132

*20

60,283

61,410

69,555

70,681

73,953

74,940

76,439

79,279

*25

61,430

62,558

70,703

71,828

75,101

76,087

77,587

80,427

APPENDIX C

WEST SPRINGFIELD PUBLIC SCHOOLS

ACADEMIC SUPPORT

A.     .5 FTE COBURN DEAN OF STUDENTS

The person presently serving as one (1) half-time Coburn Dean of Students and as one (1) half-time teacher will be considered a member of Unit a for contractual coverage. The salary of this person will be determined as a combination of the following:

1)       Fifty percent (50%) of the amount of his/her proper step and degree level based on the Teachers' Salary Schedule.

2)       An additional four percent (4%) of the amount of his/her proper step and degree level based on the Teachers' Salary Schedule for one (1) half-time Dean,

B.        ELL ASSISTANT DIRECTOR/TEACHER

The person presently serving as ELL teacher and as ELL Assistant Director will be considered a member of Unit A for contractual coverage. The salary of this person will be determined as a combination of the following:

1)       The number of classes taught by this person as ELL teacher will be calculated as a percentage of his/her FTE. This percentage (i.e., the time worked as a teacher) will be compensated at his/her proper step and degree level based on the Teachers' Salary Schedule.

2)       The remaining portion of the person's FTE will be spent as ELL Assistant Director. As ELL Assistant Director, the person will receive an additional four percent (4%) of the amount of his/her proper step and degree level based on the Teachers' Salary Schedule for the percentage of his/her FTE worked as ELL Assistant Director.

C.        ACADEMIC COACHES

The position of academic coach shall be paid according to the salary schedule in Appendix B. The position of academic coach will work a work day consistent with that of a teacher's work day. The position of academic coach shall be posted pursuant to the provisions of Article 15 where there is a vacancy in the position.

APPENDIX D

WEST SPRINGFIELD PUBLIC SCHOOLS SALARIES FOR COACHING

POSITION

 

2010 -2011

 

 

2011 -2012

 

 

2012 -2013

 

 

 

2%

 

 

0%

 

 

1.50%

 

A. Men's Varsity

Step 1

Step 2

Step 3

Step l

Step 2

Step 3

Step l

Step 2

Step 3

Baseball

2,659

2,996

3,324

2,659

2,996

3,324

2,699

3,041

3,374

Basketball

3,203

3,603

4,002

3,203

3,603

4,002

3,251

3,657

4,062

Cross Country

1,751

1,974

2,190

1,751

1,974

2,190

1,777

2,004

2,223

Football

4,079

4,590

5,097

4,079

4,590

5,097

4,140

4,659

5,173

Golf

1,589

1,787

1,986

1,589

1,787

1,986

1,613

1,814

2,016

Gymnastics

2,587

2,748

3,235

2,587

2,748

3,235

2,626

2,789

3,284

Hockey

3,026

3,407

3,785

3,026

3,407

3,785

3,071

3,458

3,842

Lacrosse

2,659

2,996

3,324

2,659

2,996

3,324

2,699

3,041

3,374

Skiing

1,745

1,967

2,182

1,745

1,967

2,182

1,771

1,997

2,215

Soccer

2,748

2,914

3,434

2,748

2,914

3,434

2,789

2,958

3,486

Swimming

2,548

2,702

3,185

2,548

2,702

3,185

2,586

2,743

3,233

Tennis

1,720

1,827

2,178

1,720

1,827

2,178

1,746

1,854

2,211

Track

2,774

3,118

3,469

2,774

3,118

3,469

2,816

3,165

3,521

Volleyball

2,587

2,748

3,235

2,587

2,748

3,235

2,626

2,789

3,284

Wrestling

2,617

2,945

3,273

2,617

2,945

3,273

2,656

2,989

3,322

B. Assistants

 

 

 

 

 

 

 

 

 

Baseball

1,579

1,774

1,974

1,579

1,774

1,974

1,603

1,801

2,004

Basketball

2,003

2,253

2,502

2,003

2,253

2,502

2,033

2,287

2,540

Football

2,448

2,750

3,055

2,448

2,750

3,055

2,485

2,791

3,101

Gymnastics

1,579

1,774

1,971

1,579

1,774

1,971

1,603

1,801

2,001

Hockey

1,858

2,090

2,326

1,858

2,090

2,326

1,886

2,121

2,361

Lacrosse

1,579

1,774

1,974

1,579

1,774

1,974

1,603

1,801

2,004

Soccer

1,749

1,971

2,188

1,749

1,971

2,188

1,775

2,001

2,221

Swimming

1,560

1,756

1,951

1,560

1,756

1,951

1,583

1,782

1,980

Tennis

1,576

1,771

1,967

1,576

1,771

1,967

1,600

1,798

1,997

Track

1,576

1,771

1,967

1,576

1,771

1,967

1,600

1,798

1,997

Volleyball

1,579

1,774

1,971

1,579

1,774

1,971

1,603

1,801

2,001

Wrestling

1,579

1,774

1,971

1,579

1,774

1,971

1,603

1,801

2,001

C. Women's Varsity

 

 

 

 

 

 

 

 

 

Basketball

3,204

3,603

4,002

3,204

3,603

4,002

3,252

3,657

4,062

Cheerleading

2,130

2,396

2,659

2,130

2,396

2,659

2,162

2,432

2,699

(Fall/Winter/Spring)

 

 

 

 

 

 

 

 

 

Cross Country

1,751

1,974

2,190

1,751

1,974

2,190

1,777

2,004

2,223

Field Hockey

2,241

2,517

2,797

2,241

2,517

2,797

2,275

2,555

2,839

Gymnastics

2,587

2,915

3,235

2,587

2,915

3,235

2,626

2,959

3,284

Lacrosse

2,570

2,894

3,212

2,570

2,894

3,212

2,609

2,937

3,260

Skiing

1,745

1,967

2,182

1,745

1,967

2,182

1,771

1,997

2,215

Soccer

2,748

3,092

3,434

2,748

3,092

3,434

2,789

3,138

3,486

Softball

2,570

2,894

3,212

2,570

2,894

3,212

2,609

2,937

3,260

Swimming

2,548

2,865

3,185

2,548

2,865

3,185

2,586

2,908

3,233

Tennis

1,720

1,937

2,151

1,720

1,937

2,151

1,746

1,968

2,183

Track

2,774

3,118

3,469

2,774

3,118

3,469

2,816

3,165

3,521

Volleyball

2,587

2,915

3,235

2,587

2,915

3,235

2,626

2,959

3,284

D. Assistants

 

 

 

 

 

 

 

 

 

Basketball

2,003

2,253

2,502

2,003

2,253

2,502

2,033

2,287

2,540

Cheerleading

1,277

1,437

1,597

1,277

1,437

1,597

1,296

1,459

1,621

Field Hockey

1,355

1,527

1,697

1,355

1,527

1,697

1,375

1,550

1,722

Gymnastics

1,579

1,774

1,971

1,579

1,774

1,971

1,603

1,801

2,001

Lacrosse

1,579

1,774

1,971

1,579

1,774

1,971

1,603

1,801

2,001

Soccer

1,749

1,971

2,188

1,749

1,971

2,188

1,775

2,001

2,221

Softball

1,579

1,774

1,971

1,579

1,774

1,971

1,603

1,801

2,001

Swimming

1,560

1,756

1,951

1,560

1,756

1,951

1,583

1,782

1,980

Track

1,576

1,771

1,967

1,576

1,771

1,967

1,600

1,798

1,997

Volleyball

1,579

1,774

1,971

1,579

1,774

1,971

1,603

1,801

2,001

Coaches hired without a college degree will receive seventy percent (70%) of Step 3 until a degree is earned. This will apply to newly hired coaches without a college degree. The number of Head and Assistant Coaches will be determined by the school.

E. Middle School - Intramurals                           5,312                    5,312                      5,392

The total annual budget for Middle School Intramural coaching positions is to be divided equally among the number of activities scheduled and actually run in each school year with a maximum stipend of $694 per activity.

APPENDIX E

WEST SPRINGFIELD PUBLIC SCHOOLS OBSERVATION FORM

SCHOOL YEAR______________________________________OBSERVATION #__________________

TEACHER: __________________________________________   DATE: __________________________

SCHOOL: __________________________________________SUBJECT: _________________________

APPROXIMATE SIZE OF CLASS OBSERVED: __________  LENGTH OF OBSERVATION:________

LEVEL OF CLASS OBSERVED: _______________________ ATTENDANCE: ____________________

SPECIAL CIRCUMSTANCES: ___________________________________________________________

OBSERVATION:                ANNOUNCED __________________ UNANNOUNCED _________________

*NARRATIVE:  ________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Teacher's Signature  ____________________________-  Date           ______________________________

Observer's Signature ____________________________  Date ___________________________________

Optional Pre-Conference Date ______________________________________

Optional Post Conference Date ______________________________________

Teacher's Comments: ____________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

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*If additional space is needed, please attach separate sheet

APPENDIX F

WEST SPRINGFIELD PUBLIC SCHOOLS

EVALUATION INSTRUMENT

Name: ______________________________________ School: ___________________________________

Grade/Subject: ________________________________  Date: ___________________________________

Evaluator: ____________________________________

STATE DEPARTMENT OF EDUCATION PRINCIPLES

I.     Currency in Curriculum, Effective Planning & Assessment, Promotion of Equity and Diversity

Satisfactory      Needs Imp.    Unsatisfactory

__________     __________     _________

Demonstrating Knowledge of Content and Pedagogy

-               knowledge of content

-               knowledge of prerequisite relationships

-               knowledge of content-related pedagogy

Demonstrating Knowledge of Students

-               knowledge of characteristics of age group

-               knowledge of students' varied approaches to learning

-               knowledge of students' skills and knowledge

-               knowledge of students' interests and cultural heritage

Selecting Instructional Goals

-               value

-               clarity

-               suitability for diverse students

-               balance

Demonstrating Knowledge of Resources

-               resources for content

-               resources for students

Designing Coherent Instruction learning activities

-               instructional materials and resources

-               instructional groups lesson and unit structure

Assessing Student Learning/Growth

-               congruence with instructional goals

-               criteria and standards

-               use of planning

Narrative:_____________________________________________________________________________

_____________________________________________________________________________________

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II.            Educational Environment  

Satisfactory      Needs Imp.    Unsatisfactory

__________     __________     _________

Creating an Environment of Respect and Rapport

-               interaction with students

-               Student interaction

Management Procedures

-               management of instructional groups

-               management of transitions management of materials and supplies

-               performance of non-instructional duties

Managing Student Behavior

-               expectations

-               monitoring of student behavior

-               response to student misbehavior

Organizing Physical Space

-               safety arid arrangement of furniture

-               accessibility to learning and use of physical resources

Narrative:_____________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

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_____________________________________________________________________________________

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_____________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

III        Instruction

Satisfactory      Needs Imp.    Unsatisfactory

__________     __________     _________

Communicating Clearly and Accurately

-               directions and procedures oral and written language

Using Questioning and Discussion Techniques

-               quality of questions discussion techniques

-               student participation

Engaging Students in Learning

-               representation of content

-               activities and assignments grouping of students

-               instructional materials and resources

-               structure and pacing

Providing Feedback to Students

-               quality: accurate, substantive, constructive, and specific

-               timeliness

Narrative: _____________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

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______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

IV.          Standards &. Expectations for Student Achievement

Satisfactory      Needs Imp.    Unsatisfactory

__________     __________     _________

Establishing a Culture for Learning/Growth importance of the content

-               student pride in work

-               expectations for Seaming and achievement

Demonstrating Flexibility and Responsiveness

-               lesson adjustment

-               response to students

-               persistence

Narrative:_____________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

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_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

V.            Professional Responsibilities

Satisfactory      Needs Imp.    Unsatisfactory

__________     __________     _________

Reflecting on Professional Practice

-               thoughtful and accurate reflection

-               shaping future practice

Maintaining Accurate Records

-               completion of assignments

-               progress in learning non-instructional records

Communicating with Families

-               information about the instructional program

-               information about individual students

-               engagement of families in the instructional program

Contributing to the School and District

-               relationships with colleagues •    service to the school

-               participation in school and district projects

Growing and Developing Professionally

-               enhancement of content knowledge and pedagogical skills service' to the profession

Showing Professionalism

-               service to students

-               advocacy decision making

-               attendance/tardiness

Narrative:_____________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Overall Rating

Satisfactory      Needs Improvement.    Unsatisfactory

__________     _________________     ___________

Narrative Summary:

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

______________________________________________________________________________________

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RECOMMENDATION:                                                                     []     YES                []     NO

Recommended for first annual reappointment                             []                             []    

Recommended for second annual reappointment                       []                             []    

Recommended for Professional Teacher Status                           []                             []    

Recommended for Increment                                                          []                             []    

have reviewed this evaluation and discussed. the contents with my Principal My signature indicates receipt of this valuation and not necessarily agreement with its contents. I understand that I may respond to this evaluation in writing.

____________________________________________________________

Teacher's Signature                                             Date

____________________________________________________________

Evaluator's Signature                                          Date

____________________________________________________________

Supervisor's Signature                                         Date

_________________________________________          ______________________________________

Superintendent of School's Signature                Date               Date Received in Central Office

 

CODE OF ETHICS OF THE EDUCATION PROFESSION

Adopted at the 1975 NEA Representative Assembly

PREAMBLE

The educator, believing in the worth and dignity for each human being, recognizes the supreme importance of the pursuit of truth, devotion to excellence, and the nurture of democratic principles. Essential to these goals is the protection of freedom to learn and to teach and the guarantee of equal educational opportunity for all. The educator accepts the responsibility to adhere to the highest ethical standards.

The educator recognizes the magnitude of the responsibility inherent in the teaching process. The desire for the respect and confidence of one's colleagues, of students, of parents and of the members of the community provides the incentive to attain and maintain the highest possible degree of ethical conduct. The Code of Ethics of the Education Profession indicates the aspiration of all educators and provides standards by which to judge conduct.

The remedies specified by the NEA and/or its affiliates for the violation of any provision of this Code shall be exclusive and no such provision shall be enforceable in any form other than one specifically designated by the NEA or its affiliates.

PRINCIPLE 1

Commitment to the Student

The educator strives to help each student realize his or her potential as a worthy and effective member of society. The educator therefore works to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals.

In fulfillment of the obligation to the student, the educator-

1.        Shall not unreasonably restrain the student from independent action in the pursuit of learning.

2.        Shall not unreasonably deny the student access to varying points of view.

3.        Shall not deliberately suppress or distort subject matter relevant to the student's progress.

4.        Shall make reasonable effort to protect the student from conditions harmful to learning or to health and safety.

5.        Shall not intentionally expose the student to embarrassment or disparagement.

6.        Shall not on the basis of race, color, creed, sex, national origin, marital status, political or religious beliefs, or family, social or cultural background, sexual orientation, unfairly:

a.         Exclude any student from participation in any program.

b.         Deny benefits to any student.

c.         Grant any advantage to any student.

7.        Shall not use professional relationships with students for private advantage.

8.        Shall not disclose information about students obtained in the course of professional service, unless disclosure serves a compelling professional purpose or is required by law.

PRINCIPLE It

Commitment to the Profession

The education profession is vested by the public with a trust and responsibility requiring the highest ideals of professional service.

In the belief that the quality of the services of the education profession directly influences the nation and its citizens, the educator shall exert every effort to raise professional standards, to promote a climate that encourages the exercise of professional judgment, to achieve conditions which attract persons worthy of the trust to careers in education, and to assist in preventing the practice of the profession by unqualified persons.

In fulfillment of the obligation to the profession, the educator --

1.       Shall not in an application for a professional position deliberately make a false statement or fail to disclose a material fact related to competency and qualifications.

2.       Shall not misrepresent his/her professional qualifications.

3.       Shall not assist entry into the profession of a person known to be unqualified in respect to character, education, or other relevant attribute.

4.       Shall not knowingly make a false statement concerning the qualifications of a candidate for a professional position.

5.       Shall not assist a non-educator in the unauthorized practice of teaching.

6.       Shall not disclose information about colleagues obtained in the course of professional service unless disclosure serves a compelling professional purpose or is required by law.

7.       Shall not knowingly make false or malicious statements about a colleague.

8.       Shall not accept any gratuity, gift, or favor that might impair or appear to influence professional decisions or actions.