Westhampton

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DistrictWesthampton
Shared Contract District
Org Code3270000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2011
Expired Status
Superintendency UnionUnion 66 Hampshire
Regional HS MembersHampshire
Vocational HS Members
CountyHampshire
ESE RegionPioneer Valley
Urban
Kind of Communityresidential suburbs
Number of Schools1
Enrollment140
Percent Low Income Students11
Grade StartPK or K
Grade End6
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AGREEMENT BETWEEN THE WESTHAMPTON SCHOOL COMMITTEE and

THE WESTHAMPTON TEACHERS ASSOCIATION/MTA/NEA

 

September 1, 2011 -August 31, 2014

 

 

This agreement is made and entered into by the Westhampton School Committee (hereinafter referred to as the "Committee") and the Westhampton Teachers Association/Massachusetts Teachers Association/National Education Association (hereinafter referred to as the "Association").

 

 

_________________________________                  _____________________________________

Chair, Westhampton School Committee                                  President, Westhampton Teacher Association

 

 

____________________________Date                     _________________________________Date

 

 

DURATION

 

This Contract will be in effect from August 28, 2011 to August 27, 2014.  The parties agree that not later than January 15, 2014 they will enter into negotiations for a successor contract. If negotiations for a successor contract are not completed by August 28, 2014, the provisions of this Contract will remain in full force and effect until said successor Contract is executed.

 

ARTICLE I

RECOGNITION

 

The Committee recognizes the Association as the exclusive bargaining agent, pursuant to M.G.L. Chapter 150E, for all full-time and regular part-time personnel, including the school nurse, required to hold a license issued by the Massachusetts Department of Elementary and Secondary Education to be employed in that role, excluding substitute teachers and all managerial, confidential, supervisory and other employees.

 

 

ARTICLE II

SCHOOL COMMITIEE RIGHTS

 

The Committee is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts and nothing in this agreement shall be deemed to derogate from or impair any power, right, or duty conferred upon the Committee by statute or any rule or regulation of any agency of the Commonwealth.  All of the rights, powers, and authority held by the Committee, except as provided for in this Agreement and any supplement thereto, and the 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 Westhampton School District, the supervision of the employees and of their work, are the rights of the Committee alone.  Accordingly, subject to the provisions of this Agreement, the making of reasonable rules to ensure 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 and the right to discuss terms and conditions of employment with the employees, and to inform them concerning employment matters are exclusive rights of the committee.

 

The exercise by the Committee of any of the foregoing rights shall not alter any of the specific provisions of this agreement; nor shall they be used to discriminate against any member of the bargaining unit.

 

 

ARTICLE III

PROFESSIONAL BEHAVIOR

 

The Association shall work with the Committee in promoting attitudes and behavior most beneficial to the Westhampton School District. The Committee and the Association recognize that the abuses of sick leave or other leaves, tardiness or absence, deficiencies in professional performance, reflect adversely upon the teaching profession and create undesirable conditions in the school building.

 

 

ARTICLE IV

GRIEVANCE PROCEDURE AND ARBITRATION

 

The purpose of the procedure is to produce prompt and equitable solutions to those problems which from time to time may arise and affect the conditions of employment covered by this Contract.  The Committee and the Association desire that such a procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedure level involved and nothing in this Contract shall prevent any such employee from individually presenting any grievance of the employee.

 

A grievance is defined as a complaint by any teacher, group of teachers or the Association that there has been a violation, misinterpretation or misapplication of the terms of this agreement.

 

If within thirty (30) days next following the occurrence of any grievance, or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented at Level One of the procedure set forth, the grievance shall be deemed to have been waived; and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified.

 

LEVEL ONE: A teacher with a grievance will first discuss it with either the principal directly or through the Association's school representative, with the objective of resolving the matter informally.

 

LEVEL TWO: If within ten (10) days next following such presentation of the grievance, the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within ten (10) days thereafter, file with the President of the Association or his/her designee a written statement of the grievance. Within ten (10) days thereafter, such statement shall be reviewed with the employee by the said President of the Association or his/her designee, and if after such review the employee shall so desire, the grievance shall forthwith be presented in writing by the employee and the said President or designee of the Association to the Superintendent.

 

LEVEL THREE: If within twenty (20) days next following such presentation to the Superintendent the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within ten (10) days thereafter, notify said President or designee of the Association in writing of the employee's desire to have the grievance presented to the School Committee, and within ten (10) days following receipt of such notice, the President and/or designees shall meet with the employee to decide whether or not the Association will present the grievance to the School Committee. If the President or designee and the Executive Board of the Association shall so vote, the grievance shall forthwith be presented in writing by the Association to the School Committee; and within thirty (30) days thereafter the School Committee shall meet with the President or designee, the Executive Board and the employee in an effort to settle the grievance.

 

LEVEL FOUR:

A.        If within twenty (20) days next following presentation of the grievance in writing to the School Committee the grievance shall not have been disposed of to the satisfaction of the President or designee and the Executive Board of the Association, and if the grievance shall involve the interpretation or application of any provision of this Contract, the Association may, by giving written notice to the School Committee within the ten (10) days next following the conclusion of such period of twenty (20) days, present the grievance for arbitration according to the following procedure:

 

1.         The parties will mutually agree on the selection of an arbitrator.

2.         If for any reason the parties are unable to agree on the choice of an arbitrator, then the party submitting the issue to arbitration may submit a conventional demand for arbitration to the American Arbitration Association. Any such arbitrator selected will be under the rules of the American Arbitration Association and be bound by the provisions of the Grievance Procedure contained in this Article.

3.         The arbitration proceedings 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.

4.         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 dispute to arbitration under the provision of this Article.

 

B.         The arbitrator so selected will confer with the representatives of the School Committee and the President and/or his designees and hold hearings promptly and will issue his decision no later than twenty (20) days from the date of the hearings or, if oral hearings have been waived, then from the date the final statements and proofs are submitted to him. The arbitrator's findings will be in writing and will set forth his findings of fact; reasoning, and conclusions on the is issue(s) submitted. The decision of the arbitrator will be submitted to the School Committee and the Association and will be final and binding.

 

C.         The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses will be borne equally by the School Committee and the Association.

 

D.        If the employee covered by this Contract shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Contract; and if the Association shall so desire it shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

 

E.         No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the Westhampton School District for any employee involved in presenting such grievance.

 

F.         All the time limits herein shall consist of calendar days. The time limits indicated will be considered maximum unless extended by mutual agreement in writing. In the event that a Grievance is filed which cannot be resolved to the satisfaction of the Association prior to the termination of this Contract using the normal time limits set out herein, the Association may submit a grievance directly to arbitration in accordance with Level Four of this procedure.

 

 

ARTICLE V

NO-STRIKE CLAUSE

 

During the term of this Agreement, the parties hereto agree that there shall be no strikes of any kind whatsoever, work stoppages, withholding of services, slowdowns, or interference or interruption of the operation of the School Department by any employees or the Association. Nor shall there be any strike or interruption of work, during the term of this Agreement, because of any disputes or disagreements between any other persons (or other employers or associations) who are not Signatory Parties to this Agreement.

 

Employees who violate this provision shall be subject to disciplinary action, including discharge, and any claim by either party against the other of a violation of this Article shall be subject to arbitration, as provided for on pages three and four (3-4) of this Agreement.

 

 


ARTICLE VI

ANTI-DISCRIMINATION CLAUSE

 

The School Committee agrees not to discriminate against any member on account of race, religion, creed, color, national origin, sex, marital status, age, disability, sexual orientation or union activity.

 

 

ARTICLE VII

REDUCTION IN STAFF

 

A.        In the event it becomes necessary to reduce the work load or the number of teachers presently in the employ of the Committee, the Committee agrees that it will adhere to such procedures as may be required by law. In so doing, every reasonable effort will be made to terminate service of employees by taking into account the following criteria:

 

1.         Professional status.

2.         Quality of teaching performance as measured by the evaluation process

3.         Level of training, professional development, teaching experience in subject area or grade level.

4.         If all of the above factors are equal, the person with the longest service to the Westhampton School District will be retained.

 

B.         Whenever it appears such reductions will be necessary, the Committee agrees to give the reasonably earliest possible notice to the teacher(s) who will be terminated. Any teacher who is terminated under this Article may leave a written notice that he/she desires to return for employment in the event future vacancies in his/her subject area or grade level develop, and such notice will contain the address where such teacher may be contacted. The Committee agrees to contact such persons for possible re-employment if vacancies develop. Failure of the teacher to respond to the notifications as to his/her intentions within thirty (30) days from the date of its mailing will raise a conclusive presumption that the teacher no longer desires to return to employment with the Westhampton School Committee. If no such vacancy arises within twelve (12) months of the date of the teacher's termination, then no further right to recall will exist.

 

 

ARTICLE VIII

TEACHER EVALUATION

 

The process developed and mutually approved for evaluating teachers is detailed in Appendices B-D,

attached.

 

The nurse will be evaluated through an ongoing and interactive process of multi-step assessment and dialogue between the nurse and Principal, with input from the Nurse Leader/Health coordinator for the evaluation of School Nurses, throughout the academic year.

 

ARTICLE IX

LEAVES

 

A.        Personal Leave                        Each full-time teacher may request to be absent up to three (3) days in anyone year for personal reasons other than illness.  Religious observance is a reason for use of personal leave.  Personal leave availability for part time teachers shall be on a prorated basis. Personal days are not cumulative. Teachers desiring to make use of personal leave shall make it known to the principal as far in advance as possible. No more than two teachers may take personal leave at one time without permission of the principal.  If possible, personal leave shall not be taken the day prior to or the day after a vacation period. Unused personal days will be converted to sick days at the end of each year.

 

B.         Sick Leave       All first year teachers will be credited with five (5) days of sick leave on the first day of work and will then receive ten (10) additional days on the basis of one (1) day credit for each month actually employed, but not on non-paid leave of absence, to reach a total of, but not to exceed, fifteen (15) days per year.  Sick leave used prior to monthly accrual may be retroactively applied as necessary upon monthly credit through the school year if the first year teacher was absent from school beyond the five (5) initial days credited.  Unused days may be carried to the following year of employment.  Subsequently, each full-time teacher is entitled to fifteen (15) school days each year for sickness (or other emergencies approved by the superintendent) cumulative to 210 days. Part-time teachers shall accrue sick leave in proportion to the percentage of time they are employed. Sick leave may be used to care for immediate family members.  A maximum of five (5) sick days may be used for illness of immediate family members and non-routine medical appointments that cannot be scheduled outside school hours.  Requests for additional days must be approved by the Superintendent for extraordinary circumstances.

 

C.         Professional Leave      Each full-time teacher is entitled to one (1) day of professional leave for the purpose of professional growth and enhancement.  A professional leave day shall be approved by the principal.  Professional leave days are not cumulative.  Teachers desiring to use a professional leave day shall make it known to the principal as far in advance as possible.  No more than two teachers may take professional leave at once without the permission of the principal.

 

D.        Bereavement  Up to five (5) paid days at anyone time will be granted upon the death of an immediate family member or one as close as family, upon authorization of the principal. Additional days may be granted at the discretion of the Superintendent.

 

E.         Leaves Without Pay

1.         Parenting Leave   Maternity and paternity or adoption leave shall be granted by the Committee subject to Ch. 149, Sec. 1050 of Massachusetts General Laws.

 

2.         One Year Leave   An unpaid leave of absence may be granted to any member of the unit for a period of time up to one year in length provided the leave is recommended by the Superintendent.  Such leave may be for health reasons, political office, educational programs, grants or awards or other leaves.

 

F.         Sick Leave Bank         

 

Employee Sick Leave Bank

 

 

The School Committee shall establish and maintain an Employee Sick Leave Bank, the purpose of which is to offer continuous salary to needy staff members during times of prolonged illness. The Sick Bank provides employees an opportunity to voluntarily contribute a portion of their accumulated sick leave for use by another staff member.

 

A three-person group representing the School Committee, faculty and support staff, and Superintendent, shall administer the Employee Sick Bank. This group shall establish rules and procedures for the actual operation of the Bank, consistent with the following terms:

 

1.      Staff members may donate up to two (2) days of their own accumulated sick leave into the Sick Leave Bank during the first two weeks of any school year and/or during subsequent donation periods that may be established by the Sick Leave Bank Committee. Staff members employed after the start of the school year may donate up to two sick leave days any time during the first two weeks of their employment.

 

2.      All days contributed to the Employee Sick Leave Bank are non-refundable. Contributed days will be added to the Bank in the order received, with a limit of 60 days accumulated in the Bank at any one time. Days unused from one school year are carried over into the next year.

 

3.      When leave available in the Bank falls below 20 days, the Sick Leave Committee may, if it so desires, establish a new two-week donation period, during which staff members may contribute up to two (2) more leave days to the Bank.

 

4.      The amount of leave that can be donated to the Bank by an individual staff member in a single school year is limited to four (4) days.

 

5.      The Sick Leave Bank Committee may grant leave to a needy employee, with these restrictions:

a.       The request of a needy employee must be reviewed and approved by a majority of the Sick Leave Bank Committee;

b.      Benefits are available for situations involving illness or incapacitation of employees only, not family members;

c.       Benefits are not available to employees who are on unpaid leave of absence.

d.      Employees may apply for benefits no more than once in a school year.

e.       The employee must have used all of his or her accumulated sick leave before days from the Bank are applied;

f.       The employee must have been ill, incapacitated, or likely to be out of work due to illness for at least fifteen consecutive school days. If the employee’s own sick leave days run out during this fifteen-day period, any leave days from the Bank shall commence on the day after the employee’s sick leave days are exhausted.

g.       The Employee Sick Bank Committee may not award more than twenty days in any one year to an employee.

 

Approved:       December 18, 2001

 

 

ARTICLE X

HEALTH BENEFITS

 

Health insurance benefits shall be at the same rate and with the same insurance carriers offered to other employees of the Town of Westhampton.

 

 

ARTICLE XI

CLASS SIZE

 

The parties recognize the desirability of achieving optimum learning environment by assuring workable class size to the extent possible within existing facilities and available staff.

 


ARTICLE XII

TEACHING HOURS, SCHOOL YEAR, TEACHING AND DUTY LOAD

 

A.        The starting and dismissal times for students will be 8:30 A.M. and 3:00 P.M., respectively.

 

B.         The work day for teachers will begin at 8:15 A.M. and end at 3:15 P.M., except when individual parent conferences are scheduled.

 

C.         Starting and dismissal times are subject to modification by the Committee, provided that no such modification will increase or decrease the length of the teachers' workday.

 

D.        The work year for teachers shall not begin earlier than August 28.  The total days teachers are required to be present will not exceed one hundred eighty-four (184) days, including one orientation day at the beginning of the school year, one day after the close of school for the purpose of completing unfinished business, and two other days for professional development to be scheduled by the Principal and staff before or after the student school year, or at another time when students are not present.

 

E.         In order for staff to plan and coordinate curriculum, school wide themes and cross age activities, the Westhampton Elementary School teachers will have four half-days for planning and coordinating, when students are not present.  The staff, administration and school committee will determine half-day dates each year when setting the school calendar.  If needed, staff may propose additional half-days after the calendar is approved.

 

F.         Teachers may be required to remain after the end of the regular workday without additional compensation for the purpose of up to one staff meeting a month.  Whenever possible, teachers will be notified of such meetings at least 48 hours in advance.  In addition, the Principal may convene additional staff meetings as necessary during regular workday hours.

 

G.        Teachers will be required to attend no more than three (3) evening meetings each year.

 

H.        Teachers will be required to schedule and participate in individual conferences with parents of pupils.  These conferences will occur during one half-day release day and three afternoons after school hours.  Compensation time for each classroom teacher, of one-half day, will be arranged with the principal.

 

I.          Except in emergencies, each teacher will be responsible for one recess duty per week. A rotating schedule for emergency coverage will be mutually agreed upon by the Association and the Principal.  The nurse will not be required to do emergency coverage.

 

J.          Each teacher will either arrive early or remain after school and be available to provide extra help for students or for consultation with parents, or the principal for 45 minutes on one day per week.  This day will be publicized to parents and students.

 

K.        Classroom teachers have primary responsibility for the education and supervision of children assigned to them, and agree to work cooperatively as needed with other teachers who may from time to time teach specialized subjects to these children. Preparation time for classroom teachers (excluding the school nurse) will become available once students are in the supervisory care of an art, music or physical education teacher, or another assigned adult.

 

L.         The administration agrees to make every effort to secure substitute coverage in the event a subject specialist teacher is absent, so as to permit the classroom teacher to use this preparation time. At the request of the teacher, any preparation time forgone shall be made up at a time mutually acceptable to the teacher and principal.

 

M.        Teachers will be released one half (1/2) day per month to work on teacher collaboration/communities of practice.  The schedule and agenda will be jointly set by the association and administration.  The school nurse will not be required to participate in these meetings.  The parties agree to meet to prepare a yearly plan for the content and focus of these days.

 

 

ARTICLE XIII

TEACHER PROTECTION

 

A.        Principals and teachers shall be required to report any case of assault on teachers in connection with their employment to the Superintendent of Schools.  The Superintendent shall acknowledge receipt of such report and shall report this information to the School Committee.

 

B.         The alleged assault will be promptly investigated by the principal and the Superintendent.  The report of this investigation shall be forwarded to the School Committee which shall determine, subject to the requirements of paragraphs C and D below what action shall be taken by the School Committee.

 

C.         If the assault is by an adult who is not a pupil, the School Committee will report the incident to the    proper law enforcement authorities.

 

D.        In the case of an assault by a pupil or by a non-pupil, the Committee will render all reasonable assistance to the teacher in connection with the handling of the incident by law enforcement, legal or medical authorities. Such assistance shall include but not be limited to complying with any request by the teachers for information in its possession relating to the incident or the person involved.  Nothing in this paragraph shall be interpreted to require the Committee to provide any financial assistance or compensation to a teacher which it is not otherwise required to provide by law or by this Agreement.

 

 

ARTICLE XIV

RETIREMENT RECOGNITION

 

A teacher who retires under the Massachusetts Teachers Retirement System and who has more than 10 combined years of service at the Westhampton Elementary School will be reimbursed at the current daily substitute rate for certified teachers for half of his/her unused sick leave, to a limit of 105 days.

 

 

ARTICLE XV

PROFESSIONAL DEVELOPMENT

 

The parties recognize the important relationship of professional development and continuing professional education of teachers to the quality of education provided to students.  Accordingly, the district is committed to providing financial assistance to teachers who are engaged in certain professional self-improvement activities.

 

A.        The District will pay fifty percent (50%) reimbursemnt to all teachers for the cost of in-service course tuition and required fees for graduate level courses at accredited colleges, universitites, or professional training schools, subject to the following restrictions:

1.         Limited to three courses taken in any 12-month period.

2.         Prior approval of said courses by the Principal must have been granted before enrollment, and these courses must reflect objectives of the teacher's personal professional development plan.

3.         Documents indicating satisfactory completion of the course, along with receipts for required fees, must be submitted as the basis for partial reimbursement.

4.         Reimbursement may be deferred until the next fiscal year if there are not sufficient funds available in the current year's budget.

5.         Written notice of upcoming degree completion and/or column change must be submitted by February 1 in the year prior to the change in order to receive the salary increment.

 

B.         With the advance approval of the Principal, and subject to availability of professional development funds, all teachers will be reimbursed for expenses (including fees and lodging) for workshops, seminars, conferences, or other professional improvement sessions in which they participate.

 

 

ARTICLE XVI

SALARIES

 

A.        Teacher salaries shall be as set forth in APPENDIX A for the school years 2011-2012, 2012-2013, and 2013-2014. All appendices are incorporated into this agreement by reference.

 

B.         Paycheck Distribution

1.         Teachers will be notified annually of the exact dates when checks will be issued for that year.

2.         During the twelve-month period from September 1, 2011 to August 31, 2012 and from September 1, 2023 to August 31, 2024, the annual distribution of teacher salary will be divided into 27 equal installments, rather than 26.

3.         In the above years, the first check will be issued on September 1, and the last (27th) check on the following August 31.

4.         In all other school years, the annual salary of teachers will be divided into 26 equal installments, ensuring continuous biweekly distribution of paychecks on Thursdays.

 

Article XVII

Agency Fee Provisions

 

All members of the bargaining unit who are not members of the Association shall be required to pay an annual Agency Fee, pursuant to Massachusetts General Laws, Chapter 150E, Section 12.  The Association recognizes the sole and exclusive remedy for non-payment of the fee shall be for the Association to proceed to court for 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 Agency 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 any employee as a result of this agency service fee agreement, including but not limited to, any legal expenses incurred.


 

 

Article XVIII

Vacancies and Promotions

 

A.        Whenever a vacancy in a professional position occurs during the 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 this school as far in advance of the appointment as possible.  Between close of one school year and start of next school year, written notices of any such vacancy will be given to each member of the Association who files a mailing or forwarding address with the office before leaving school.  In both situations, the qualifications for the position, its duties, and rate of compensation will be clearly set forth.  The qualifications set forth for a particular position will not be changed when such future vacancies occur unless the Association has been notified in advance of such changes and the reasons therefore.  No vacancy will be filled, except on a temporary basis, within ten (10) days from the date the notice is posted in the schools and the giving of notification to the Association membership.

 

B.        All qualified teachers will be given adequate opportunity to make application for such positions, and the Committee agrees that the administration will give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system and other relevant factors. 

 

            In filling such vacancies equal consideration will be given to qualified teachers already employed by the District.

 

            Where a vacancy is to be filled, appointments will be made wherever possible not later than sixty (60) days after the notice is posted in the schools or the giving of notification to the Association.

 

C.        Appointments will be made without regard to race, creed, color, religion, nationality, sex, age or marital status.

 

D.        The parties hereto recognize the desirability of improved curricula.  They also recognize that continuous attention to such matters, coupled with occasional periods of concentrated effort are of value in updating and revising curricula. The Committee recognizes that occasional curriculum work may be required.  On occasion the committee will employ those teachers willing to assist in curriculum work on an agreed basis as funds become available at a rate of $25 per hour.

 

 


APPENDIX A

 

Westhampton Salary Schedules

 

2011-2012

1.01

BA

B15

B30

MA

M15

M30

M45

CAGS

DOC

1

41,311

42,618

 

44,344

45,549

46,734

47,859

48,983

50,265

2

41,311

42,618

 

44,344

45,549

46,734

47,859

48,983

50,265

3

41,311

42,618

 

44,344

45,549

46,734

47,859

48,983

50,265

4

42,828

44,279

 

46,327

47,558

48,766

49,856

50,947

52,349

5

44,346

45,940

 

48,310

49,565

50,795

51,852

52,909

54,436

6

45,862

47,601

 

50,294

51,572

52,826

53,848

54,871

56,519

7

47,379

49,263

 

52,279

53,578

54,857

55,845

56,834

58,603

8

48,896

50,924

 

54,262

55,586

56,887

57,842

58,796

60,686

9

50,414

52,586

 

56,246

57,595

58,918

59,839

60,760

62,773

10

 

54,247

 

58,229

59,602

60,949

61,834

62,724

64,856

11

 

 

 

60,214

61,610

62,981

63,831

64,686

66,941

2012-2013

1.01

BA

B15

B30

MA

M15

M30

M45

CAGS

DOC

1

41,724

43,044

 

44,787

46,004

47,201

48,337

49,473

50,767

2

41,724

43,044

 

44,787

46,004

47,201

48,337

49,473

50,767

3

41,724

43,044

 

44,787

46,004

47,201

48,337

49,473

50,767

4

43,256

44,722

 

46,790

48,033

49,253

50,354

51,457

52,873

5

44,790

46,399

 

48,793

50,060

51,303

52,371

53,438

54,980

6

46,321

48,077

 

50,797

52,087

53,354

54,387

55,420

57,084

7

47,853

49,755

 

52,801

54,114

55,406

56,403

57,402

59,189

8

49,385

51,433

 

54,805

56,142

57,456

58,420

59,384

61,293

9

50,918

53,112

 

56,808

58,171

59,508

60,438

61,367

63,400

10

 

54,790

 

58,811

60,198

61,559

62,453

63,351

65,505

11

 

 

 

60,816

62,226

63,610

64,469

65,333

67,610

2013-2014

1.015

BA

B15

B30

MA

M15

M30

M45

CAGS

DOC

1

42,350

43,690

 

45,459

46,695

47,909

49,063

50,215

51,529

2

42,350

43,690

 

45,459

46,695

47,909

49,063

50,215

51,529

3

42,350

43,690

 

45,459

46,695

47,909

49,063

50,215

51,529

4

43,905

45,393

 

47,492

48,754

49,992

51,109

52,229

53,666

5

45,461

47,095

 

49,525

50,811

52,072

53,156

54,240

55,805

6

47,016

48,798

 

51,559

52,869

54,155

55,202

56,251

57,940

7

48,571

50,502

 

53,593

54,926

56,237

57,249

58,263

60,077

8

50,126

52,205

 

55,627

56,984

58,318

59,296

60,275

62,212

9

51,682

53,908

 

57,660

59,044

60,400

61,344

62,288

64,351

10

 

55,611

 

59,693

61,101

62,482

63,389

64,302

66,487

11

 

 

 

61,729

61,729

61,729

61,729

61,729

61,729

 

 

Longevity

 

Longevity payment will be made to teachers who have completed:

 

            15 years                       $250

            20 years                       $300

            25 years                       $350

            30 years                       $400

 

 

The salary for the incumbent school nurse will be as follows:

 

2011-2012       $35,594

2012-2013       $35,950

2013-2014       $36,849

 

A nurse with a minimum of a bachelors degree will be placed on the appropriate step and column.

 

 

 

 

APPENDIX B

 

HAMPSHIRE REGIONAL SCHOOL DISTRICT

CHESTERFIELD-GOSHEN REGIONAL SCHOOL DISTRICT

and the public school districts of

SOUTHAMPTON, WESTHAMPTON AND WILLIAMSBURG

 

TEACHER EVALUATION PROCEDURES

 

I.          Background

 

The stated objectives of these teacher evaluation procedures by whatever name known or by whatever purpose implied or understood, is the improvement of instruction.  This process is intended to be carried out in a constructive and positive manner.  These procedures reflect the sequence and flow of steps in the Performance Planning and Appraisal Process for Teachers.

 

II.         General Instructions

 

A.        Each teacher and his or her principal shall cooperatively develop classroom-based instructional goals which will be the focus of the teacher's annual summative evaluation, and will be based on the Principles of Effective Instruction.

B.         The principal or other administrator shall observe the teacher formally and informally with the specific responsibility of assisting the teacher in satisfactorily achieving the stated goals.  A summary of this assistance shall be provided the teacher in written form. (Supervisory Report Form)

C.         At or near the end of a school year in which a formal evaluation will occur, the teacher and principal contribute to completion of an Evaluation Summary.

 

III.       Specific Instructions

 

A.        Goal Setting

1.         Each teacher and his or her principal, or other designated administrator, shall cooperatively develop classroom-based instructional goals which will be the focus of the teacher's annual summative evaluation.  In the unlikely event that the two parties cannot agree upon one or more of the proposed goals, the Superintendent or his assistant shall render a decision which shall be final.

a.         In developing these goals, the teacher will informally conduct an "improvement of instruction" needs assessment, from which is derived a tentative list of classroom-based instructional goals such as those suggested in Appendix B.

b.         If necessary, the teacher and principal will confer to discuss these tentative goals, consider any other suggestions, and reach agreement on final goals. Final goals will be recorded on the form Goals for Improvement of Instruction, which the principal signs and files as required. If necessary, a second conference shall be conducted to reach agreement.

 

2.         The Nature and Selection of Goals

a.         The teacher and principal agree on goals for the improvement of instruction that describe observable actions which can be undertaken and accomplished by the teacher during the instructional process.

b.         Goals relate to the Principles of Effective Teaching.

c.         Goals are designed so that teacher and supervisor understand and agree upon the expected outcomes.

d.         The principal's summative evaluation of the teacher will reflect how successfully these goals have been met.

 

B.         Improvement Process

 

1.         The mutual development of specific goals implies that the teacher and principal have a clear understanding of the difficulty of each goal's attainment.

2.         After the teacher has had an opportunity to implement his or her own improvement plan, together with suggestions, recommendations, directions or demonstrations that may have been given, the principal will begin a series of observations designed to assist the teacher in satisfactorily accomplishing those goals.

3.         In general, an observation will be conducted in accordance with the following steps:

a.         The principal and teacher will meet to review the teacher's goals before each observation so as to monitor or concentrate on a particular aspect of the teacher's performance.

b.         The principal will review all previous reports, together with any informal notes about the teacher, to be sure details from previous assistance can be incorporated into the ensuing observation and that appropriate follow-up will occur.

c.         The principal conducts the classroom observation, noting:

i.          Actions and activities engaged in by the teacher which may lead toward the attainment of specific goals;

ii.         Indications of success or failure in the attainment of specific goals and the carrying out of previously given assistance or instructions relative thereto.

iii.        Actions or activities of the teacher which in the principal's opinion should be changed or modified, even though they may not be associated with stated goals.

4.         In the event a goal is not met, or if modifications are suggested in classroom instruction activities or practices, a "plan of action" shall be jointly developed by the teacher and principal. This plan will state goals not met or actions to be modified, and will enumerate:

a.         Suggestions or strategies for improvement;

b.         Criteria for determining that improvement has been made;

c.         A timeline for accomplishing the improvement ,or demonstrating the strategy.

5.         A post-observation conference will be held to permit discussion of observation notes and events.

 

C.         Preparation of the Supervisory Report Form

 

1.         Within five school days of a classroom observation, the principal will prepare copies of a report for initial distribution to the teacher.

2.         Each recommendation, suggestion or comment related to the accomplishment of a specific goal will clearly identify the goal associated with that entry.

3.         No later than one day following distribution of the Supervisory Report Form, a formal conference will be held with the teacher.

 

D.        Frequency of observations

 

1.         A minimum of three supervisory reports shall be prepared by the principal for each teacher without professional status prior to March 15.

2.         A minimum of one report shall be prepared biennially by the principal for each teacher with professional status prior to May 1 of that year.

 

E.         Preparation of the Evaluation Summary.

 

1.         Teachers complete parts I-III, which are self-explanatory.

 

2.         Part IV is completed by the teacher:

a.         Entering a self-assessment of how well each goal has been accomplished, noting a description of the methods used in reaching that goal.

b.         Evaluating each goal using the same sequence as listed on the form Goals for the Improvement of Instruction. (It is not necessary to restate each goal in the process).

3.         The principal completes part V, including a statement as to concurrence or disagreement with the teacher's self-assessment for each goal.

 

F.         One signed copy of each teacher's Evaluation Summary is forwarded to the superintendent not later than June 1 of each year, with one copy each retained by the teacher and principal.


 

APPENDIX C

PRINCIPLES OF EFFECTIVE TEACHING

 

 

I.          CURRENCY IN THE CURRICULUM

·         The teacher is up to date regarding curriculum content.

 

II.         EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

·         The teacher plans instruction effectively.

·         The teacher plans assessment of student learning effectively.

·         The teacher monitors student understanding of curriculum effectively, adjusting instruction, materials and assessments when appropriate.

 

III.       EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

·         The teacher creates an environment that is positive for student learning and involvement.

·         The teacher maintains appropriate standards of behavior, mutual respect and safety.

 

IV.       EFFECTIVE INSTRUCTION

·         The teacher makes learning goals clear to students.

·         The teacher uses appropriate instructional techniques.

·         The teacher uses appropriate questioning techniques.

·         The teacher evaluates, tries innovative approaches and refines instructional strategies, including the effective use of technologies, to increase student learning and confidence in the ability to learn.

 

V.        PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

·         The teacher communicates learning goals and high standards and expectations to students.

·         The teacher promotes confidence and perseverance in the student that stimulate increased personal student responsibility for achieving the goals of the curriculum.

 

VI.       PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY "

·         The teacher strives to ensure equitable opportunities for student learning.

·         The teacher demonstrates-appreciation for, and sensitivity to the diversity among individuals.

 

VII.      FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

·         The teacher is constructive and cooperative in interactions with parents and receptive to their contributions.

·         The teacher shares responsibility for accomplishing priorities and goals of his/her grade, team, department, building, school district.

·         The teacher is a reflective and continuous learner.


 

APPENDIX D

GOALS FOR THE IMPROVEMENT OF INSTRUCTION

 

 

The following is a partial listing of classroom based, instructional goals. Teachers may want to develop these or others through discussion with their building administrator or department head. These goals attempt to deal with specific teaching skills that most often cross subject area lines and grade level considerations.  The assumption is that an improved teaching skill or teaching behavior will have a positive impact on all students.

 

Instructional goal-setting need not be remedial in nature. It is based on the premise that everyone can refine his or her teaching expertise. Goals must be observable during classroom instruction. Prior to the observation (usually during the goal-setting conference) the teacher and supervisor agree as to what constitutes successful demonstration of the goal.

 

I.          Academic Learning Time

·         Allocate adequate time for instruction on valued topics and objectives.

·         Actively engage students in learning time (time-on-task).

·         Help students to succeed on learning tasks.

·         Arrange grouping situations so that each member is assigned an active role vital to the completion of the group's task or project.

 

II.         Organizing the Classroom ..

·         Improve short and long-term planning.

·         Improve transition activities.

·         Integrate guided practice activities into each class.

·         Provide clear and concise directions.

·         Develop and implement a broader repertoire of teaching activities.

·         Develop and implement monitoring skills.

·         Provide feedback and corrections.

·         Allow for substantial practice so students have success rates of 90 to 100 percent.

 

Ill.        Influencing Student Behavior

·         Establish clear and simple classroom management rules.

·         Develop and implement low profile interventions.

·         Keep students alert and accountable by asking questions and varying techniques.

·         Motivate students by keeping the content both interesting and challenging.

 

IV.       Teacher Expectations

·         Define and teach to clear objectives for each class.

·         Develop and implement a variety of learning activities that support the objectives.

·         Provide enough wait time after questions are asked.

·         Develop and implement varied questioning techniques to engage students in higher-order thinking skills.

·         Make students accountable for their own learning.


 

GOALS FOR THE IMPROVEMENT OF INSTRUCTION

20___ -20___ ACADEMIC YEAR

 

 

TEACHER ______________________________________ SCHOOL______________________________

 

Goals must be observable through the classroom instruction process. During the pre-observation conference, the teacher and supervisor agree as to what constitutes successful demonstration of the goal.

 

Goal:

 

 

 

 

 

 

Rationale:

 

 

 

 

 

 

Activities:

 

 

 

 

 

 

Evaluation:

 

 

 

 

 

 

Teacher's Signature _____________________________________________ Date: _____________

 

 

Supervisor's Signature ___________________________________________ Date: _____________


 

EVALUATION SUMMARY

 

20___ - 20___ Academic Year

 

I.          Biographical Data                                                                                (completed by teacher)

 

Name _____________________________                            School System _____________________

 

Highest degree held _______________________                  Year Awarded _____________________

 

Credits earned since last degree ________________              Year of last earned credit _____________

 

Years of experience                                                                 Years of teaching

Including this year  ___________________________                       in the Union/Region _________________

 

III.       Current Teaching Assignment

 

Elementary

 

            Grade Levels  __________________________                     Class size _________________________

 

Secondary

 

            Classes and Assignments                                             Grade Levels               Class Sizes

 

            a.  _____________________________                                 ____________                        ______________

            b.  _____________________________                                 ____________                        ______________

            c.  _____________________________                                 ____________                        ______________

            e.  _____________________________                                 ____________                        ______________

            f.  _____________________________                                  ____________                        ______________

            g.  _____________________________                                 ____________                        ______________

 

 

Other Assignment ______________________________________________________________________

 

III. Summary of professional improvement during the past year                           (completed by teacher)

 

 

 

IV.       Self-assessment of goals met                                                               (Competed by teacher)

 

 

 

 

 

 

 

 

 

 

 

V.                 Supervisor’s Comments

 

 

 

 

 

Supervisors Signature  ___________________________________

 

Date                             __________________________________

 

 

VI.       Additional teacher comments (optional)

 

 

 

 

 

 

 

 

 

Teacher’s Signature ______________________________________

 

Date                             ___________________________________