Williamstown

Show detailed information about district and contract

DistrictWilliamstown
Shared Contract District
Org Code3410000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2011
Expired Status
Superintendency UnionUnion 71 Lanesborough Williamstown
Regional HS MembersMount Greylock
Vocational HS MembersNorthern Berkshire RVTSD
CountyBerkshire
ESE RegionBerkshires
Urban
Kind of Communityresort/retirement/artistic
Number of Schools1
Enrollment426
Percent Low Income Students11
Grade StartPK or K
Grade End6
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COLLECTIVE BARGAINING AGREEMENT

 

 

Between the

 

WILLIAMSTOWN EDUCATION ASSOCIATION/MTA/NEA

 

And

 

WILLIAMSTOWN SCHOOL COMMITTEE

 

 

 

 

Effective September 1, 2008 – August 31, 2011

 

AGREEMENT

 

AGREEMENT September 1, 2008 through August 31, 2011, pursuant to the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts, by and between the WILLIAMSTOWN SCHOOL COMMITTEE (hereinafter referred to as the “Committee”) and the WILLIAMSTOWN TEACHERS ASSOCIATION (hereinafter referred to as the “Association”).

 

ARTICLE I – RECOGNITION

 

A.    The Committee recognizes the Association for purposes of collective bargaining in accordance with the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts and other pertinent provisions of law as the exclusive representative of a unit consisting of all professional and/or Board of Education certified classroom personnel and other professionals, including full and part-time Speech and Language Pathologists, and full and part-time Occupational Therapists, and/or Board of Education certified personnel directly involved in the educational process other than administrators, principals and superintendents.

 

B.     Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as “teachers”.

 

C.     All part-time teachers shall be considered members of the collective bargaining unit.

 

D.    Salary (Article IV) Leaves (Article IX & X) and benefits under provisions of Article XIV & XV shall be granted on a pro rata basis to part-time teachers.

 

E.     The Committee agrees to provide each new teacher hired by the Williamstown Public Schools with a copy of the Collective Bargaining Agreement and the Williamstown Public Schools Employee’s Handbook upon his/her formal acceptance of an official job offer.

 

F.      The Association recognizes the right of the Committee to contract out those services that cannot be provided by teachers in the bargaining unit or by other recognized fields of certification under the Board of Education. For purpose of this contract, Homebound Tutors shall be considered under contracted services. In all instances, the Committee shall notify the Association of such hiring.

 

ARTICLE II - COMMITTEE PREROGATIVES AND JUST CAUSE

 

A.    COMMITTEE PREROGATIVES: The Association agrees that the Committee and Superintendent have complete authority over the policies and administration of the Williamstown School System as required by Massachusetts General Law, 1993, which they exercise under the provisions of law. It further agrees that said Committee and the Superintendent will continue to retain, whether exercised or not, the responsibility and prerogative to direct the operation of said school system in all aspects except same shall not be exercised in violation of any of the express terms and provisions of this Agreement. The action of the Committee and Superintendent with respect to such retained rights, responsibilities and prerogatives shall not be subject to any grievance or arbitration provision hereinafter set forth.

 

B.     JUST CAUSE: A teacher with professional teacher status shall not be disciplined or dismissed without just cause.

 

 

ARTICLE III - ALTERATION OR AMENDMENT OF AGREEMENT

 

A.    The parties acknowledge that, during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the undertaking and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Committee and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement, or with respect to any subject or matter not covered in this Agreement, even though such subject or matter may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated and signed this Agreement.

 

B.     No agreement, alteration, understanding, variation, waiver or modification of any of the terms, conditions, undertakings, or covenants contained herein shall be binding upon the parties hereto unless agreement is made and executed in writing between the parties hereto.

 

C.     The waiver of any breach or condition of this Agreement by either of the parties hereto shall not constitute a precedent in the future enforcement of the terms of this Agreement.

 

D.    If any part of this Agreement is in conflict with law, such part shall be suspended and the appropriate mandatory provisions shall prevail, and the remainder of this Agreement shall not be affected thereby.

 

E.     If either of the parties hereto, during the life of this Agreement, desire to make any proposal with respect to the modification or alteration of this Agreement or with respect to any matter not expressly covered by this Agreement, the said party may submit such proposal, in writing, to the other party and request a meeting.

 

F.      Within ten days of the submission of such proposal, the recipient thereof shall acknowledge the receipt of said proposal and establish a mutually convenient time to meet with the requesting party for the purpose of reviewing the contents of the proposal and seeking any clarifications that the recipient feels necessary. Any time after meeting for one hour, either party may unilaterally terminate such meeting. The submission of such proposal and any subsequent discussion thereof shall not be construed by either of the parties hereto as an agreement by the other that said proposal comes within the purview of this Agreement, nor will the meeting that takes place to clarify the content of the proposal be construed by either party as the reopening of negotiations or as negotiating on the issues involved in the proposal.

 

ARTICLE IV – SALARIES

 

A.        1. Effective September 1, 2008:  2.5% salary increase

 

  In recognition of the change in premium contributions in Article XVIII, Insurance, all steps of the September 1, 2008, salary guide shall be increased by $500 effective January 1, 2009. 

  Effective September 1, 2009:  2.5% salary increase

 

  Effective September 1, 2010:  3.0% salary increase

 

2. Each teacher currently employed shall be advised of his/her vertical level and horizontal level for each work year here involved by October 15.

 

a. A teacher shall advance one step on the salary schedule until he/she reaches maximum, except as otherwise provided in the “Placement Chart for Guides” in Exhibit B appended to this Agreement for the B, B+12, B+24, and Masters columns.

 

b. Placement Chart for Salary Guide - The parties agree to amend the placement chart, which follows the Salary Guide in accordance with the agreed-upon Placement Chart appended to this agreement.

 

c. On or about Nov. 1, 2009, the parties agree to establish a joint labor-management committee with two members appointed by the WEA and two members appointed by the Committee to study the “Placement Chart for Guides” in Exhibit B of the parties’ collective bargaining agreement. 

 

B.

1. A teacher so first employed during the term of this Agreement shall be advised, in writing, of the vertical and horizontal levels at which he/she is first employed (and number of years of work experience recognized).

 

2. A teacher so first employed shall be placed within the vertical and horizontal level set forth in the applicable salary schedule commensurate with the teacher’s degree, work experience and graduate credits and as they relate to teachers currently employed by the Committee.

 

3. Nurses with degrees will be treated as teachers in regard to their education and experience in respect to their placement on the salary schedule. A registered nurse will be placed on the salary schedule at one hundred percent (100%) of the BA column effective 9/1/2008.

 

 A nurse will be required to work five (5) days prior to the beginning of each school year.  He/she will be paid a the nurse’s per diem rate.

 

4. Credit for Guide Placement Partial Year and Part-time Teaching

 

a. Each completed year of full-time teaching in a certified teaching position, shall count as one step on the salary schedule. See exception in A.3.

 

b. For purposes of initial placement on the salary guide, a teacher who shall have completed ninety (90) days or more of full-time teaching shall receive credit for one full year of teaching.

 

c. For any part-time teaching prior to employment by the Williamstown Public Schools, the annualized full-time equivalent shall be used to determine the number of days counted toward initial salary placement. (F.T.E. x the number of days worked in a year = the number of days counted towards placement).

 

d. A teacher who shall have been employed by the Williamstown Public Schools for less than ninety (90) days shall not be eligible for a step advancement on September 1 following his/her initial appointment.

 

C.

1. New teachers shall be expected to obtain their masters degree before the beginning of the sixth year of employment. A teacher who has not so advanced shall remain at the level assigned to him/her for the seventh year of employment until such time as he or she has obtained a masters.

 

2. The Williamstown School Committee and the Williamstown Education Association mutually agree to the concept stated in Article IV (C.1.) and have developed a salary schedule which reflects that common philosophy, namely:

 

a. Teachers who continue to develop professionally by taking additional course work receive increased compensation.

 

b. Conversely, teachers who choose not to pursue this kind of professional development remain at a specified level.

 

D.

1. The horizontal level of each teacher is determined by his/her academic credits subject to pre-approval by the Superintendent.

 

Academic credits between degrees will be recognized for purposes of establishing the horizontal level of a teacher only if in the opinion of the Superintendent such credits are within the area of the teacher’s academic responsibilities, or are part of a recognized degree program previously approved by the Superintendent. The decision of the Superintendent shall be final and binding on all parties and such decision shall not be a matter for grievance and arbitration. A teacher requesting a horizontal move on the salary schedule will submit such request in writing along with appropriate transcripts or grade reports to the Superintendent not later than October 1 of the academic year in which the move is to be effected.

 

2. Teachers who have advanced into the M36 column and who wish to complete the block of credits needed for M48 or M60 column will focus on a particular educational area as described in a plan set forth at the onset of the course work. The plan shall be submitted to the Superintendent for pre-approval. The plan shall outline specific courses to be undertaken, if that information is available.

 

The decision of the Superintendent shall be final and binding on all parties and such decision shall not be a matter for grievance and arbitration.

 

Teachers who have more than 36 credits as of July 1, 1986, may apply for individual course credits as stated in Article IV (D.1.). Credits approved can be applied to the twelve credits for the horizontal movement to M48.

 

Teachers who have advanced to B+36 column and who have been teaching in this system for no less than 13 years effective 9/1/92 may advance horizontally on the salary schedule following the same requirement as contained in D.2. above.

 

E.

1. Teachers shall be paid on a biweekly basis in accordance with either of the following plans. Each teacher must declare, in writing to the Superintendent, at the time of initial employment in the case of a newly employed person or by June 30 of the previous school year in the case of a returning teacher, which plan he or she wishes to choose as a method of payment for the ensuing school year:

 

a. Plan A: Equal installments of the entire annual salary to be paid between September and June 30 of the school year.

 

b. Plan B: Equal installments of the entire annual salary to be paid between September and August 31. However, a teacher shall have the option of receiving on or before June 30 that portion of his or her annual salary remaining unpaid on the last day of the school year, provided the teacher so requests in writing to the Superintendent by June 1.

 

2. A teacher not filing a declaration with the Superintendent by June 30 will be paid as provided for in “Plan A” above.

 

3. Should an emergency occur between the time of initial declaration and August 31, a teacher may request the Superintendent to grant the alternative pay option. The decision of the Superintendent shall be final and binding and shall not be subject to grievance or arbitration.

 

F. For purposes of this Agreement and other pertinent provisions of law, the daily compensation of each member of the unit described in Article I hereof shall be deemed to be 1/185 of the total compensation to which the member shall be entitled during the work year involved.

 

ARTICLE V - GRIEVANCE AND ARBITRATION PROCEDURES 

 

A.  GRIEVANCE:

 

1. A “grievance” is a dispute concerning the interpretation or application of this Agreement or any amendment or supplement thereto.

 

2. All time limits herein shall consist of calendar days exclusive of legal holidays, Saturdays and Sundays. The time limits indicated hereunder shall be considered maxima unless extended by mutual agreement in writing. Grievances submitted after the close of the school year in June shall be processed as speedily as is practicable.

 

3. The Committee acknowledges the right of the Association to participate in the processing of a grievance at any level in accordance with the terms hereof.

 

4. The Committee and the administration will cooperate with the Association in investigation of any grievances by making available to the Association all recorded information in the possession of the Committee which is within the public domain, to the extent so requested by the Association.

 

5. All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants.

 

a. (i) Informal Step. A teacher with a grievance shall, not later than ten school days after the alleged act or omission, present his/her grievance informally to his/her principal either directly or through the Association. In the event that the teacher is not directly responsible to an individual principal, then the grievance shall be presented informally to his/her immediate supervisor.

 

 

(ii) Level One. If the grievance has not been resolved in the Informal Step, the grievant shall, not later than ten school days from the response of the Principal/Supervisor at the Informal Step and not later than twenty school days from the date of the alleged act or omission, present his/her grievance in writing to his/her Principal either directly or through the Association. In the event that the teacher is not directly responsible to an individual principal, then the grievance shall be presented in writing to his/her immediate supervisor.

 

b. Level Two. If the grievance is not resolved to the satisfaction of the grievant within six days after submission at Level One, the grievant, either directly or through the Association, may present, within the next six days, the grievance, in writing, to the Superintendent.

 

 

c. Level Three. If the grievance is not resolved to the satisfaction of the grievant within six days after submission at Level Two, the grievant, either directly or through the Association, may present, within the next six days, the grievance, in writing, to the Committee.

 

d. Level Four. If the grievance is not resolved to the satisfaction of the grievant within twenty days after submission to Level Three and if the Association indicated in writing, addressed to the Committee that the grievance is meritorious and that it involves in the opinion of the Association a dispute concerning the interpretation or application of this Agreement, the grievant may, within the next twenty days, submit the grievance, in writing, to arbitration as hereinafter provided.

 

e. A teacher may pursue a grievance through Level Three and have such grievance heard without intervention by the exclusive representative of the employee organization representing said employee, provided that the exclusive representative is afforded the opportunity to be present at all proceedings and that any adjustment made shall not be inconsistent with the terms of this Agreement.

 

 

6. All decisions rendered at Levels Two and Three of the Grievance Procedure will be in writing, setting forth the decision and the reasons therefore and will be transmitted promptly to the grievant and/or the Association.

 

7. No reprisals will be taken by the Committee or the school administration against any teacher participating in the presentation of a grievance in accordance with provisions of this Agreement because of such participation.

 

8. If a grievance affects a group or class of teachers, the Association as well as the teacher may submit such a grievance at Level Two.

 

9. The President of the Association or his/her designee shall have the right to participate in the investigation and processing of a grievance. If it is necessary that such investigation or processing occur during a regular workday of the said President or his/her designee, he/she shall be released from regular duties for such purposes without loss of pay or other benefits.

 

B. ARBITRATION:

 

1. Within ten days after written notice has been given to the Committee that a grievance is to be submitted to arbitration in accordance with the provisions hereinabove and hereinafter set forth, the Committee and the Association will request of the American Arbitration Association a list of arbitrators in accordance with the American Arbitration Association (AAA) process for selection of arbitrators. Parties shall be bound by the rules and procedures of the American Arbitration Association unless contrary to express provisions herein set forth.

 

2. The cost of the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, shall be borne equally by the Committee and the Association.

 

3. The arbitrator will confer with representatives of the Committee and the Association and hold hearings and will issue a decision as soon as possible. The arbitrator’s decision will be in writing and will set forth findings of fact, reasoning and conclusions on issues submitted. The decision of the arbitrator, other than the arbitrability of the issues involved, shall be final and binding upon the parties except that the arbitrator shall make no decision which alters, amends, adds to or detracts from this Agreement, or which recommends a right or relief for any period of time prior to the effective date of this Agreement, or which modifies or abridges the rights and prerogatives of the Committee as set forth in this Agreement.

 

4. The submission of any grievance to arbitration shall constitute a waiver of any other right or other rights which the said teacher or Association may have with respect to the matter submitted to said arbitration under other provisions of law. The teacher and the Association shall be precluded from pursuing any other remedy.

 

5. It is recognized that members of the Association may have to testify in order to properly process a grievance under Level Four and so any member as well as the grievant shall be excused from his or her regular duties without loss of pay or other benefits for purposes of so testifying.

 

ARTICLE VI - TEACHING YEAR, HOURS AND LOAD

 

A.        1.         The work year which will begin no earlier than September 1 and end no later than June 30 will include days when pupils are in attendance, orientation days for new personnel when necessary at the beginning of the school year, workshop days and any other days on which teacher attendance, in the opinion of the Superintendent, is desirable. The standard work year shall be 185 days to be scheduled between September 1 and June 30 provided, however, that the work year shall not include Saturdays, Sundays and those days during which pupils are not in attendance because the day has been designated to be a “legal holiday.” The 184th 185th day will be used for professional development.

 

2. The additional day added to the teacher school year effective September 1993, shall be a flexible day served at the discretion of the teacher. Written notification on how that day is used shall be given to the principal before June 1st in accordance with the agreed-upon form for the 183rd day appended to this agreement.

 

B.        1.         The Committee will establish starting and dismissal times for students which would be within that period beginning at 8:30 a.m. and ending at 3:05 p.m. The work day of all teachers will begin at 8:30 a.m. and will end at 3:20 p.m. Said starting and dismissal times are subject to modification by the Superintendent for inclement weather in accordance with procedures established by the Superintendent and by the Committee (after notification and discussion with the Association) provided that no such modification will increase the length of the teachers’ work day.

 

2.         Every teacher employed full-time shall receive a consecutive thirty minute duty free lunch period.

 

The frequency of full-time teacher responsibilities for lunch duty will not exceed an average of one duty every other week.

 

There shall also be for full-time teachers a period free from direct pupil supervision at least four (4) times weekly.

 

Nothing herein shall be construed by any teacher and/or the Association as a prohibition against voluntarily engaging in certain activities involving students during a teacher’s lunch or preparation periods.

 

3. For part-time teachers, periods free from direct pupil supervision and supervisory duties, will be prorated. The parties agree that a reasonable professional attitude will guide attendance at staff meetings and workshops.

 

4. A teacher may be required to attend up to ten (10) faculty meetings per year. The faculty will endeavor to be prepared to start the meetings on time, and the administrators will endeavor to complete the meetings within approximately one hour, but the meetings will not last more than one and one-half (1 1/2) hours beyond the contractual work day. Teachers may also be required to schedule and participate in individual conferences with parents of pupils.

 

5. Teachers may be required to perform during the work day, defined in of Article VI (B.1.), in addition to their teaching duties, other activities deemed by the Principal to be reasonably necessary for the proper functioning of the educational process.

 

6. Part-time teachers shall be paid a pro rata share of their per diem salary for attendance at activities for which full-time teachers have been provided release time if such activities do not fall within the part-time teacher’s scheduled work day.

 

7. Workshops, in general, will be scheduled within the teachers’ workday.

 

8. Teachers shall work their full workday on Wednesdays when students are dismissed at 1:30, with the exception of nine Wednesdays per school year, referred to as Flex Wednesdays.  On Flex Wednesdays, generally the first Wednesday of the month, teachers may leave 15 minutes after students are dismissed because they will make up that time during parent teacher-conferences.  This is in recognition that conferences require more time than is actually scheduled.

 

 The Principal shall schedule four days of parent-teacher conferences in each year.  Two such parent-teacher conference days shall be scheduled in November and two shall be scheduled in March.  Such scheduled parent-teacher conferences may be subject to rescheduling by the Principal because of inclement weather or emergency.  Teachers will hold conferences during such parent-teacher conference times and/or other times mutually agreeable to the teacher and such parents/guardians.

 

 Teachers shall make every reasonable effort to meet with the parent/guardian of every student at least twice per school year for a conference.  While it is understood that teachers will schedule conferences, it is also understood that parent-teacher conferences are voluntary on the part of parents or guardians who may choose not to participate.

 

 Wednesdays that have not been scheduled by the Principal for parent-teacher conferences and that have not been designated as Flex Wednesdays, shall be scheduled by the Principal after consultation and collaboration with the Professional Development Committee for professional development and/or in-service training.  The principal may extend professional development and/or in-service training beyond the end of the workday for teachers by providing for additional Flex Wednesdays, after consultation with the Professional Development Committee.

 

C.        1. Teachers will be notified by the Principal in writing of their tentative assignment for the next ensuing year, which shall include the grades and subjects that they will teach, as soon as practicable but no later than June 15, which immediately precedes the commencement of the next ensuing year. Assignments shall be finalized by that June 15 which immediately precedes the commencement of the next ensuing year. A teacher will be promptly notified should an emergency cause a change in such program prior to the commencement of said next ensuing year.

 

2. A schedule outlining the anticipated prorated work year, including days and hours, for part-time teachers, that is based on information available at the time will be given to the teachers no later than June 15 for the next school year.

 

3.  The Principal will endeavor to assign teachers within their areas of competence.

 

D.        1. Each spring teachers shall be advised as to projected classes for the following school year.

 

2. The School Committee and the Association recognize that class size is an important factor in good education. Subject to the nature of the class, the availability of personnel, space, and budgetary constraints, to the greatest extent possible, class sizes shall be kept within a range of 20-22 children.  A maximum number of children per class shall generally be considered to be 25 students.

 

3. A Class Size Committee shall be appointed when a dispute arises regarding these guidelines. This committee shall be appointed in a timely manner. The Committee shall consist of two representatives of the Association, two persons appointed by the School Committee, and a parent who is a member of the Parent Teacher Organization and who is not a parent of a child in the grade involved. The parent shall be appointed to the Class Size Committee.

 

4. The Class Size Committee shall meet and consider the pros and cons of making exceptions to the above guidelines, and shall issue the final and binding determination. The decision shall be in writing and shall set forth the facts found by the Class Size Committee, and the reasons for its decision.

 

E.        The present practice for establishing class rosters, as defined in the procedures section of the Teacher Handbook, shall continue unless revised by mutual consent of the Association and the Administration.

 

F. A joint committee will be established consisting of four members appointed by the WEA and four members appointed by the School Committee. The joint committee will meet regularly, at least once per month, commencing in September 2005. The joint committee will:

 

                        • evaluate the current calendar and daily schedule;

                        • research and consider alternatives that optimize student learning time and teacher professional development time;

                        • consult with the Long-Range Planning Committee and the School Governance Council; and

                        • make recommendations for the school calendar and daily schedule to the School Committee before the School Committee meeting in March of 2006.

 

 

Any recommendations that require changes in the contract will be subject to approval by the School Committee and the WEA.

 

G.        The School Committee and the Association acknowledge the number of referrals, work load, and time associated with SPED issues including:  scheduling/planning, assessments, IEP’s, testing, Teams, testing children who are not part of the students enrolled in school, and SPED monthly meetings. The School Committee and the Association agree to extend the following modified interim solution until August 31, 2008:

 

 This modified interim solution will consist of granting the release of SPED teachers for up to two (2) work days during the year to write IEP’s, progress reports, and evaluations with prior written notification and scheduled with the prior approval of the SPED Director. The SPED Director has the sole discretion, in extraordinary circumstances, to grant additional days beyond the two-day limit when he/she deems it to be warranted.

 

H.        A communication forum composed of WEA teachers, the administration and School Committee members shall hold quarterly facilitated meetings or as necessary to discuss areas of mutual concern.

 

I.         The Superintendent and the Association’s Co-Presidents will meet monthly at mutually agreeable times and may meet more or less frequently by mutual agreement.  Time sensitive issues that arise between meetings will be addressed outside of monthly meetings if necessary at mutually agreeable times.

 

ARTICLE VII - TRANSFERS, VACANCIES, REASSIGNMENTS AND PROMOTIONS

 

A.        Whenever the Principal contemplates the transfer of a teacher or the reassignment of a teacher, he/she shall, at least ten calendar days prior to the effective date of such transfer or reassignment, give to the teacher written notice of the contemplated transfer or reassignment. The teacher may within five days immediately ensuing receipt of said notice, request in writing of the Principal a conference to discuss such transfer or reassignment.

 

The Principal shall, upon receipt of such written request from teacher and within three days thereof, confer with the teacher. Compliance with the procedural provisions of this paragraph (but not the substantive decisions hereunder made) shall be subject to the provisions of Article V.

 

B.        Whenever a teacher wishes a transfer or reassignment, he/she shall make application therefore. Said application shall be in writing addressed and delivered to the Principal, and shall set forth the transfer or reassignment sought and the reasons therefore. If the grant of the applied for transfer or reassignment shall not, either directly or indirectly, cause the transfer or reassignment of a teacher other than applicant, the Principal shall, within ten calendar days of the receipt of said application, advise the teacher of his/her decision. If the grant of the applied for transfer or reassignment shall, either directly or indirectly, cause the transfer or reassignment of a teacher other than the applicant, the Principal shall advise the applicant teacher of his/her decision within ten days after having complied with the provisions of Paragraph A of this Article. Should the teacher’s request for transfer or reassignment be refused, the Principal shall advise the applicant teacher, in writing, the reasons for such refusal. The decision of the Principal to grant or deny such application for transfer or reassignment shall not be subject to the provisions of Article V.

 

C.        Whenever a vacancy in a professional position occurs, the Principal shall promptly deliver written notice thereof to the President of the Association. Such notice shall set forth the qualifications for the position, its duties, the rate of compensation to be paid and the date the Principal expects the vacancy to be filled. The qualifications herein or hereafter established for a particular position will not be changed arbitrarily, capriciously, or without basis in fact when such vacancies occur in the future. Applications for such positions shall be accepted from professional personnel within and without the school system. The Principal agrees that it shall, in selecting an applicant, consider the professional background, attainments and experience of each applicant, together with such other factors it shall deem to be relevant. If, in the judgment of the Principal, the professional background, attainments and experience of the applicants deemed by it to be most qualified are, in its opinion, substantially equal, it will give preference to an applicant then currently employed by the Committee unless, in the opinion of the Principal, the grant of such preference shall not be in the best interest of the school system. The decision of the Principal shall not be subject to Article V.

 

ARTICLE VIII-TEACHER FACILITIES

 

Each building will have the following facilities insofar as the same is physically and economically feasible: teacher mailboxes, employee lounge area, employee work area, and access to a shared computer and communication system except when there is a mechanical, system, or equipment failure or when other teachers or staff are using it.

 

ARTICLE IX - TEMPORARY LEAVES OF ABSENCE WITH PAY

 

A. SICK LEAVE

 

1. On the first day of each work year, each teacher shall be credited with 16 days of sick leave, provided, however, that:

 

a. teacher shall actually commence his/her duties within thirty days of the commencement of the work year, and 

 

 

b. absence of the teacher during the period between the first day of the work year and the date that teacher actually commences his or her duties is excused under the provisions of Article IX, X, or XV of this Agreement. Said sick leave shall be accumulated from year to year up to a maximum of 180 days. In the event of absence of a teacher because of illness for more than six cumulative days in any work year, said teacher shall, upon request of the Superintendent or his/her designee, submit to the Superintendent a certificate of a duly practicing physician substantiating such illness.

 

c. In addition to personal illness or injury, sick leave may be utilized for the following purposes:

 

                        • Eight (8) days per school year for illness in the immediate family.

 

 

                        • For any other reasons pertaining to Article IX, further leave may be granted by the Superintendent under such terms and conditions thereof as the Superintendent will unilaterally determine. The grant or denial of such leave and the terms and conditions thereof shall not be subject to the provisions of Article V. Such further leave will not be arbitrarily or capriciously denied.

 

 

2. A Sick Leave Bank Committee will be established composed of two teachers to be appointed by the Association and two members to be appointed by the School Committee. Appointees shall serve from date of appointment to the third Tuesday in September and thereafter until successors are appointed.

 

a. Each teacher employed by the School Committee shall become a member of the Sick Leave Bank upon completing his/her first day of work as a teacher in the Williamstown Public School’s System.

 

b. Each member teacher who has completed three (3) consecutive years of employment in the Williamstown Public School’s System shall contribute one (1) full day of his/her sick leave to the Sick Leave Bank each year. Any teacher who has accumulated one hundred and fifty (150) days or more, may contribute up to ten (10) days per year to the Bank, such contribution to be made by June 29 prior to the next school year.

 

c. In addition to his/her accumulated sick leave, a teacher may draw additional days from the Sick Leave Bank such that a total of 180 days is available for a given personal illness or injury, upon Sick Leave Bank Committee’s determination:

 

 1. The member teacher suffers from a bona fide medical illness.

 2. The member teacher has exhausted all of his/her own sick leave.

 3. The member teacher has petitioned the Sick Leave Bank Committee and has submitted all information requested by the Committee.

 

d. The Sick Leave Bank Committee may from time to time promulgate such rules, regulations, requirements and procedures as may be necessary or advisable to administer the Sick Leave Bank. All information presented to the Sick Leave Bank Committee shall be kept confidential.

 

e. The determination of the Sick Leave Bank Committee with respect to any petition, including without limitation the denial of a petition or the determination of the number of days to be granted, shall be final and binding on all parties and the said Committee’s decision shall not be subject to grievance or arbitration. In the event of a tie, the petition shall be referred to and decided by the School Committee.

 

3. Further leave for reasons of illness may, but need not be, granted by the Superintendent upon such terms and conditions, as the Superintendent shall unilaterally determine. The grant or denial of such leave and the terms and conditions thereof shall not be subject to the provisions of Article V.

 

4. The absence of a teacher for reasons of pregnancy and delivery of her child (not postnatal care of child) shall be deemed to be absence because of illness and the right to leave of absence therefore shall be determined by the provisions of this article.

 

B. PERSONAL LEAVE

 

Absence without loss of pay not to exceed twenty-four (24) working hours in any school year shall be granted by the Principal for reasons other than reasons listed in Article IX A, provided a minimum of 24 hours advance notice is given except in the case of an emergency. If a leave request requires a substitute then three (3) days advance notice will be given except in the case of an emergency. The applicant is not required to state a reason; however, the Principal has the discretion to grant the use of accrued personal days and/or unpaid day(s) for important family and/or legal commitments/obligations scheduled outside of the employee’s control. The Principal’s decision to grant or deny an employee’s request shall not be subject to the grievance and arbitration provisions in this Agreement. Leave hereof shall not be granted for the purpose of extending a holiday or vacation period. Leave may be taken as full day increments or in smaller increments of at least two (2) hours in length.

 

C. BEREAVEMENT, RELIGIOUS OBSERVANCE, JURY DUTY

 

Teachers shall be granted temporary leaves of absence without loss of pay for the following reasons and upon the terms and conditions set forth.

 

1. Bereavement Leave

 

a. In the event of the death of the husband, wife, significant other, child, father, mother, stepfather, stepmother, sibling, guardian, grandmother, grandfather, grandchild, or in-laws, of a teacher, the teacher shall receive up to five (5) days paid leave. Such leave is to be used immediately following the date of death except that where the interment is delayed, any one or more of said days may be used to attend the interment and related services.

 

b. In extenuating circumstances, a teacher may request that the Principal grant an exception to the provisions of section Article IX., C.1.a.

 

2. Religious Observance

 

For purposes of religious observance if the religious convictions of the teacher prohibit him/her from working on said day.

 

3. Jury Duty

 

Teachers who are required to perform jury duty on a work day shall do so without loss of pay and, therefore, shall receive the difference in pay between the pay, stipend, and compensation received for jury duty and the teacher’s regular pay. The teacher shall provide the Principal with copies or an accounting of all pay, stipends, and compensation received by the teacher for jury duty.

 

D. PROFESSIONAL LEAVE

 

The Principal may, but need not grant temporary leaves of absence without loss of pay for the following reasons and upon the terms and conditions herein set forth. Such leave will not be arbitrarily or capriciously denied.

 

1. For the purpose of attending conventions, seminars, conferences, visiting other schools and for other similar purposes, leave may be granted provided that a teacher shall request such leave of the Principal five school days in advance of attendance. Teachers may be reimbursed at the same rate currently recommended by the Internal Revenue Service.

 

2. For the purpose of attending summer school for a period not in excess of the last five consecutive work days encompassed in the work year; provided, however, that a teacher shall so request in writing to the Principal at least fifteen days prior to the expiration of the work year; and provided further that such course is not otherwise offered later in the summer. Such request will not normally be granted if such leave would include days when students are still in school.

 

3. For the purpose of attending a conference or convention of the Massachusetts Teachers’ Association and the National Education Association, up to two Association representatives may be granted leave, provided that a teacher shall request such leave of the Principal five school days in advance of attendance. The leave granted to these representatives under provisions of this article shall not exceed a total of four school days in any one work year. The Association shall bear the costs of any substitutes that may be required. The Committee shall not reimburse teachers attending said conferences or conventions for any expenses related thereto.

 

E. CONSULTATION LEAVE

 

The Committee and the Association agree that there is a mutual benefit to enabling teachers to share their expertise through consultation with other school systems and educational institutions. With prior approval of the Principal, teachers may be granted up to three days of consultation leave per year for such educational consultations. Teachers may accept fees for such services with the understanding that all expenses incurred including travel expenses shall not be charged to the Williamstown Public Schools.

 

F. PRORATION OF LEAVES

 

Leaves of absence with pay will be prorated consistent with the teachers’ Full Time Equivalency (FTE).

 

ARTICTLE X - TEMPORARY LEAVES OF ABSENCE WITHOUT PAY

 

The Superintendent may, but need not, grant temporary leaves of absence to teachers for the following reasons upon the terms and conditions herein set forth and such further terms and conditions as Committee may determine, and the grant, denial and imposition of terms and conditions by Superintendent with respect to such leave shall be conclusive and shall not be subject to grievance or arbitration:

 

1. For purposes of military service.

 

2. Because of illness or injury which does not come within the purview of Articles IX and XV hereof or which extends beyond the periods provided for in said Articles IX and XV.

 

3. For purposes of serving with the Peace Corps, for purposes of exchange teaching or for purposes of serving as an officer or employee of an educational organization.

 

4. For other purposes deemed appropriate by the Superintendent the grant of leave under this provision shall not be deemed to be a precedent with respect to subsequent grants or denials.

 

5. No leave granted hereunder shall extend beyond the expiration of that work year next ensuing that work year within which leave granted hereunder begins.

 

6. Teachers shall not, during leave granted hereunder, accrue, receive or be entitled to compensation and other benefits under the provisions of Articles IV, VII, IX, XII, XV, XVI and XIX hereof.

 

ARTICLE XI - SABBATICAL AND EXTENDED PROFESSIONAL 

LEAVES OF ABSENCE

 

A. Upon recommendation of the Superintendent, who will have conferred with the Sabbatical Leave Committee of the Association and the Principal, the Committee will grant sabbatical leaves of absence for purposes of study, travel exchange teaching or other experience upon such terms and conditions as seems reasonable to the Committee in the exercise of its sole discretion provided, however, that the terms and conditions so established by the Committee shall provide for the payment to the teacher by the Committee as salary during such sabbatical, a sum which the teacher shall have arranged with the Committee.

 

B. Any teacher desiring such leave must notify the Superintendent, in writing, by December 15 of his/her intent to request a sabbatical. Further, that teacher shall submit a written statement, no later than February 1 of any year, containing a rationale for the sabbatical, a description of the objectives of the sabbatical and a description of the program to be pursued.

 

The Superintendent shall advise the Committee of his/her recommendation on or before the next ensuing March 1.

 

ARTICLE XII - PROFESSIONAL DEVELOPMENT

 

A. The entire cost of required conferences, seminars, lectures, workshops and similar in - service programs including fees, tuition and books, shall be borne by the Committee. Teacher attendance at such in—service programs shall be mandatory only if...

 

1. such program is conducted within the teacher work day and work year as defined in Article VI of this Agreement, and

 

2. the teacher is excused from all duties otherwise to be performed by the teacher during the period the teacher is in attendance at such program.

 

B. To the extent that funds are available, the Committee will pay the cost of attendance at teacher initiated workshops, conferences and professional development activities.

 

C. Course Reimbursement: Ten percent (10%) of Town appropriated funds for professional development, or $2,000 whichever is greater, shall be set aside for course reimbursement. Teachers may receive up to a maximum of $400 per teacher, per year for such reimbursement. If money is available, the Superintendent may grant additional tuition reimbursement. All courses taken for credit or for which reimbursement is sought, must be pre-approved by the Superintendent. Teachers must submit course approval forms at least two weeks prior to the beginning of a course.

 

D. Committee Work: The establishment of partial days is to provide a vehicle for staff to conduct its professional business and to address the increasing demands on staff time. All teachers are expected to serve on an administrator-sanctioned committee two out of every three years. Generally, such committees shall meet monthly, throughout the school year. This article shall not preclude a teacher from voluntarily participating on more than the minimum required committees.

 

E. Curriculum and committee work may be scheduled beyond the work year as defined in Article VI A.1. Participation on committees or projects that meet beyond the regular work year shall be voluntary.

 

F. The Superintendent or designee in consultation with the professional development committee shall establish a tentative schedule of professional development meetings and activities as soon as possible. The final schedule for the school year beginning September 1 shall be established no later than the last day of the prior school year.

 

ARTICLE XIII-CAREER OPTIONS FOR VOLUNTARY INCENTIVE PROGRAM

 

A. Additional Teaching Load (To be available as need arises)

 

1. With the approval of  the Principal, a tenured teacher may voluntarily teach an additional class per day for the entire year in lieu of his/her period free from direct pupil supervision if, by so doing, a savings of a similar proportional teaching position would be made by the school department, as per budget for that school year. The additional teaching responsibilities will either be posted by the Principal or proposed by a teacher.

 

2. No teacher on the payroll will be dismissed because of the application of additional teaching load concept.

 

3. An additional percentage of the teacher’s base salary will be added to his/her salary for the year in which the extra class is taught. This compensation will be in direct proportion to the increase in teaching time.

 

4. There is no limit on length of time a teacher may carry an additional teaching load, but a teacher must apply each year in order to be considered.

 

5. Applicants not chosen may grieve only the issue of whether or not the Principal’s decision was arbitrary and capricious. The grievant shall have the burden of proof in the event the grievance is processed through the grievance procedure.

 

6. The Principal may remove a teacher from the additional teaching load if in his/her judgment the quality of teaching by the individual deteriorates during the school year. The Principal’s decision shall not be made the subject of a grievance nor reviewable by an arbitrator.

 

B. Special Project Stipends

 

 

1. Curriculum Development and Project Grants: Stipends for curriculum development work and project grants shall be paid on an hourly rate equal to the hourly rate derived by averaging the lowest and highest salaries on the salary guide: Effective September 1, 2008 the hourly stipend shall be increased to $41.61. Effective September 1, 2009, the hourly stipend shall be increased to $42.65. Effective September 1, 2010, the hourly stipend shall be increased to $43.93.

 

2. Other Stipends: Stipends for other positions shall be paid as established below. The Committee may create, abolish or modify such positions. Stipends for new positions as well as for those affected by a change in job description, shall be negotiated by the parties. Stipend positions shall be posted each spring for positions beginning the subsequent September 1. Postings shall include copies of the School Committee approved job descriptions. The Principal shall be responsible for interviewing and appointing individuals to the stipend positions subject to the review and approval of the Superintendent.

 

a. The stipend for Future Problem Solving Coach shall be $1,950.00 for the life of the Agreement.

b. The stipend for Grade Level Coordinators shall be $900.00 for the life of the Agreement.

c. Overnight rates for field trips that are a part of the grade level curriculum, requiring the supervision of children shall be paid at the rate of $130.00 for the life of the Agreement.

d. Field trip rates for field trips which extend beyond the teacher’s workday by seven hours and are part of the general curriculum requiring the supervision of children shall be paid $110.00 during the life of the Agreement.

e. Mentoring will have a stipend of $575.00 if mentoring a new teacher and a stipend of $375.00 if mentoring an experienced teacher new to the system during the life of the Agreement.

f. The stipend for Regional Curriculum Council shall be determined by the Committee/Superintendent.

g. The stipend for the 6th grade musical Director shall be determined by the Committee/Superintendent.

h. The stipend for the Sunrise Spanish Program Coordinator shall be determined by the Committee/Superintendent.

1. The stipend for the Lego Robotics (including Vinny Competition) Coordinator shall be determined by the Committee/Superintendent.

j. The stipend for the Wish Program Coordinator shall be determined by the Committee/Superintendent.

k. The stipend for grant writing projects shall be determined by the Committee/Superintendent.

1. The stipend for the Program Articulation Coordinator shall be determined by the Committee/Superintendent.

m. The stipend for the Substitute Caller (“Sub Caller”) shall be determined by the Committee/Superintendent. The parties acknowledge and agree that the “Sub Caller” is not exclusively bargaining unit work and that an administrator, an employee outside of the teachers’ bargaining unit, or a volunteer may be assigned to be the Sub Caller and may perform Sub Caller work.

 

ARTICLE XIV - JOB-SHARING

 

The following criteria shall apply to job-sharing arrangements initiated after January 2002:

 

                        • Written requests shall be made to the Principal no later than February 1st.

                        • Each applicant is urged, but not required, to recommend a particular job sharing partner.

                        • The job sharing arrangement will not result in additional costs to the District.

                        • The request will specify which job-sharing partner is eligible for health insurance benefits. It is understood that other benefits such as sick leave and longevity will be prorated.

                        • The Principal will make recommendations regarding these requests to the Superintendent.

                        • The Superintendent will make final decisions regarding job-sharing requests no later than March 15th.

                        • A job-sharing request may be approved by the Superintendent for up to two (2) years.

                        • Job sharing partners may re-apply one or more times to renew their job-sharing arrangements following the same criteria and procedures in this article.

                        • The Superintendent’s decision is final and not subject to grievance or arbitration.

 

 

ARTICLE XV - INJURY IN COURSE OF EMPLOYMENT

 

A. Definitions:

 

1. Supplemental Benefit is the dollar difference between a teacher’s workers compensation hourly rate and a teacher’s hourly rate.

 

2. Workers compensation hourly rate is the weekly compensation benefit paid to a teacher under the provisions of Sections 34 and 35A of Chapter 152 of the General Laws of the Commonwealth (Workers Compensation Act) divided by 35 (5 days x 7 hours per day).

 

3. Teacher’s hourly rate is the teacher’s annual salary divided by 1295 (185 days x 7 hours per day).

 

B. A teacher shall be entitled to receive a “supplemental benefit” provided that:

 

1. teacher has sustained injury in the course of and arising out of employment by Committee; and

 

2. teacher is receiving benefits under the provisions of Section 34 of Chapter 152; and

 

3. teacher has accumulated sick leave under Article IX (A.1.) of this Agreement; and

 

4. teacher has requested supplemental benefit.

 

C. Supplemental benefit paid to teacher shall be charged against accumulated sick leave in the following manner: the total dollars paid to teacher as “supplemental benefit” shall be divided by the per diem rate (annual salary divided by 185 days) of teacher. This quotient shall be the number of days to be charged against teacher’s accumulated sick leave and in no case shall such supplemental benefit exceed this quotient.

 

D. A teacher shall not be entitled to receive a “supplemental benefit” between June 30 and September 1 unless said teacher sustained injury in the course of and arising out of employment by the School Committee between June 30 and September 1 and the injury prevents the teacher from returning to work in September following the injury.

 

ARTICLE XVI-INDEMNITY AND PROTECTION

 

A. INDEMNITY

 

The Committee shall, where appropriate, comply with the provisions of Chapter 258 of the General Laws of the Commonwealth as from time to time amended.

 

B. PROTECTION

 

1. If criminal proceedings are brought against a teacher alleging that teacher committed an assault in the course of employment, Committee will furnish legal counsel to defend teacher in such proceedings if teacher requests such assistance. If the Committee does not provide such counsel when requested and the teacher prevails in the proceedings, then the Committee will reimburse the teacher for reasonable counsel fees incurred by the teacher.

 

2. Notwithstanding the provisions of paragraph B.1. of this Article, Committee shall not provide legal counsel if the assault is alleged to have been made upon a fellow employee or a member of the Committee.

 

ARTICLE XVII - SUBSTITUTE TEACHERS

 

A. It is agreed that substitute teachers are not members of the bargaining unit and do not come within the purview of this contract and are not entitled to the benefits of this contract.

 

B. If a teacher is ill or otherwise unavailable, the Principal shall diligently seek to provide a substitute teacher. If such substitute is not available, a teacher from within the system may be required to so substitute, notwithstanding the provisions of Article VI of this Agreement; provided, however, that such substitutions shall be distributed upon an equitable basis.

 

ARTICLE XVIII - INSURANCE

 

Indemnity/PPO Plans

Effective September 1, 2005, the Association agrees that the Committee may make the same premium contribution for any indemnity and/or PPO plans offered by the Town as the Town makes for Town employees and understands that such contribution rates may change from fiscal year to fiscal year.

 

HMO Plans

                        • Effective January 1, 2009, the Committee shall pay 75% of the premium for any HMO plan(s) (excluding the HMO Value Plus plans) offered by the Town and the participating employee shall pay 25% of the premium.

 

 

POS Plan

                        • Effective January 1, 2009, the Committee shall pay 70% of the premium for any POS plan(s) offered by the Town and the participating employee shall pay 30% of the premium.  

 

 

                        • Effective September 1, 2010, the Committee shall pay the same dollar amount equal to 75% of the premium for the lowest cost HMO plan (excluding the HMO Value Plus plans) towards any POS plan(s) (excluding Value Plus plans) offered by the Town and the participating employee shall pay the remainder of the premium, provided that under no circumstances, shall the participating employee pay less than 30% of the premium.

 

 

It is understood that employees must be considered a .5 FTE to be eligible to enroll in either the group health and hospitalization insurance program or in the HMO insurance program.

 

Unit members will be eligible to participate in any cafeteria plan offered to the municipal employees of the Town of Williamstown.

 

ARTICLE XIX – DEDUCTIONS AND DIRECT DEPOSIT

 

The Committee agrees to deduct from the salaries of its employees such sums as shall be duly authorized by employees upon forms satisfactory to the Committee, including dues for local, state and national teachers’ organizations; for (1) participation in “tax sheltered” annuities, (2) group life insurance, (3) group hospitalization, (4) credit union, and (5) for participation in a flexible benefit plan to convert life and group health premiums into a pre-tax basis.

 

All employees, except those who did not have direct deposit during the 2007-2008 school year, will continue to have direct deposit.  Those who were not enrolled in direct deposit during the 2007-2008 school year will sign up for direct deposit no later than June 1, 2011.  All new hires will be paid through direct deposit effective the starting date of this contract (September 1, 2008).

 

ARTICLE XX - TEACHER EVALUATION

 

A. We believe that the degree to which teachers are able to perform effectively in the classroom becomes the single, most important factor in determining the type and quality of education that children will receive. To this end, the teachers, administration, and the School Committee of the Williamstown Elementary School are committed to encouraging, supporting, and maintaining the highest possible standards of teaching. In response to The Massachusetts Educational Reform Act of 1993, the Williamstown Elementary School adopts the following performance standards and evaluation procedures in the expectation that these standards and evaluation processes will help promote competent and effective teaching.

 

The standards and evaluation system that follow are based upon a philosophy that a high level of teacher effectiveness can only be achieved in an atmosphere of mutual respect and positive dialogue between teacher and evaluator. Promoting professional growth and exemplary teaching practice is recognized as a complex process that requires the unflagging interest, support and enthusiasm of all parties of interest. With such principles in mind, the Williamstown Elementary School has established what it considers worthy teacher performance standards and an effective evaluation procedure that encourages and supports meaningful professional development and continuous assessment of teaching competency.

 

Teacher evaluation shall provide a record for personnel decisions, including decisions by the Principal/Superintendent on professional teacher status.

 

B. The above-mentioned constructive process shall include, but shall not be limited to the following:

 

1. The program of formal classroom observation described in C and D of this article.

 

2. These procedures shall not preclude an administrator from informally observing classes at unspecified times. Should an administrator have questions or concerns as a result of such a visit, s/he shall meet with the teacher within seven school days of the visit to discuss those concerns.

 

C. The program of formal classroom observation shall, in the case of teachers without professional teacher status, include:

 

1. Notification to the teacher that the classroom performance of the teacher shall be observed by an administrator at a time to be agreed upon by the teacher and administrator.

2. A pre-observation conference with the administrator shall take place at least 24 hours prior to the teacher being observed. During this pre-observation conference, the teacher will describe the lesson s/he is planning to teach.

3. During each academic year, at least three formal classroom observations, each to be approximately 30 minutes in length.

 

4. A post-observation conference to review the classroom observation shall normally be conducted within seven school days after the observation provided that neither the teacher nor the evaluator is absent. The parties agree that the evaluator and the teacher may schedule the post-observation conference at a mutually agreeable time which may be more than seven school days after the observation.

 

5. During the post-observation conference, the administrator shall discuss with the teacher the Teacher Observation Report of the classroom observation. The teacher shall receive a copy of this report.  If significant shortcomings are identified in the observation report, the administrator shall work with the teacher to develop a written plan to remediate the problems. The teacher shall have the right to submit written comments pertaining to the content of the Teacher Observation Report and said comments shall be affixed to and become part of such record.

 

6. After the third classroom observation (for teachers without professional teacher status).the teacher and administrator will have a summary conference at which time the teacher shall receive a written Summative Evaluation Report. Such conferences will normally/generally be held no later than June 1 of the school year provided that neither the teacher nor the evaluator is absent. The status of the reappointment decision shall be discussed at the Summary Conference.

 

7. For teachers with professional teacher status, the teacher and the administrator will have a summary conference at the end of Year 1 of the evaluation cycle. At this time, the teacher shall receive a written Summative Evaluation Report. Such conferences will normally/generally be held no later than June 1 of the school year provided that neither the teacher nor the evaluator is absent.

 

D. Principles of Evaluation

 

1)  The performance standards shall be measurable.

 

2) The performance standards shall reflect and allow for significant differences in assignments and responsibilities. These differences shall be described in evaluation reports.

 

3) The performance standards shall be shared with the person being evaluated in advance of the evaluation process.

 

4) The purpose of the evaluation shall be stated clearly, in writing, with the person being evaluated.

 

5) The evaluation process shall be free from racial, sexual, religious and other discrimination and biases as defined in state and federal laws.

 

6) The person being evaluated shall be allowed to gather and provide additional information on his/her performance. Such information must be provided within seven working days and must be considered by the evaluator.

 

7) The person being evaluated shall have the opportunity to respond in writing to the evaluation and observation reports and said response shall be affixed to the evaluation and included in the personnel file.

 

E. Monitoring and observation of the work performance of a teacher in the classroom will be conducted openly and with full knowledge of the teacher. However, such requirement is not to be construed as preventing an administrator from making constructive suggestions. The use of eavesdropping equipment, public address systems, audio systems or other similar surveillance devices is prohibited. However, audio and visual tape recorders and other aids may be used with the teacher’s knowledge and permission.

 

For teachers with professional teacher status and teachers without, an evaluation report shall be placed in the teacher’s personnel file and the teacher will have the right to submit a written statement to such report which shall be reviewed by the Superintendent and also placed in the teacher’s personnel file. Sufficient time should elapse to allow the teacher to benefit from the steps for improvement prior to subsequent evaluation.

 

F. The number of classroom observations for the Summative Evaluation shall be three for teachers without professional teacher status and at least one for teachers with professional teacher status. Each classroom observation will have a pre and post conference. The Summative Evaluation shall be a cumulative report of the teacher’s performance and effectiveness in implementing the Principles of Effective Teaching.

 

G. Evaluation of Teachers with professional teacher status

 

The program of teacher evaluation for teachers with professional teacher status shall consist of a four-year cycle of activities.

 

Year 1: During the first year of the cycle, the Summative Evaluation year, the classroom observation process shall be the same as teachers without professional teacher status, as outlined in C, 1 through 8, except that there shall be at least one formal observation. Year 1 will result in a Summative Evaluation. Said Summative Evaluation shall be concluded prior to June 1.

 

Year 2: During the second year of the cycle, the teacher shall pursue the objectives of the professional development plan established in consultation with the principal. This consultation shall occur by October 30. The objective of such plan is to incur professional growth. By June 1 the teacher will submit to the principal a statement of what was accomplished and how it affected the teacher’s classroom and practice. This statement will become part of the teacher’s personnel file.

 

Year 3: During the third year, the teacher shall be observed by peers or by an administrator, at the discretion of the teacher. Peer observation shall be in accordance with the standards as outlined in Exhibit C. At the conclusion of the third year, the teacher shall meet with the principal for the purpose of discussing the peer observation. At the conclusion of said meeting, the principal and teacher shall sign the peer coaching form indicating that the meeting between teacher and principal to discuss the observation occurred. This form will be maintained in the teacher’s personnel file. Peer observation notes/records will not be maintained and will not be included in the teacher’s personnel file.

 

The parties recognize the obligation of the administration to evaluate teachers with professional teacher status at least once every two years and agree that in Year 3 of the cycle, the informal evaluation shall be done in an informal way during the above stated meeting.

 

Year 4: During the fourth year of the cycle, the teacher shall pursue the objectives of the professional development plan established in consultation with the principal. This consultation shall occur by October 30. The objective of such plan is to incur professional growth. By June 1 the teacher will submit to the principal a statement of what was accomplished and how it affected the teacher’s classroom and practice. This statement will become part of the teacher’s personnel file.

 

H. A teacher with professional teacher status whose Summative Evaluation is not satisfactory may be subject to a “Teacher Assistance Plan” prepared by or under the direction of the teacher’s principal. The Association may elect to participate in the preparation and direction of the Teacher Assistance Plan. A teacher who receives an unsatisfactory Summative Evaluation and who will be placed on a Teacher Assistance Plan shall receive his/her Teacher Assistance Plan within 10 working days of having received the Summative Evaluation. The Teacher Assistance Plan shall set forth, in writing, what the teacher must do to achieve a satisfactory level of performance. A teacher on a Teacher Assistance Plan shall have his/her Teacher Assistance Plan assessed every eight to ten weeks during the academic year. The purpose of each eight to ten week assessment shall be to determine if the teacher has reached a satisfactory level of performance and is recommended for reappointment or if the Teacher Assistance Plan should be revisited. When a teacher is found to be satisfactory in his/her performance and is no longer on a Teacher Assistance Plan, said teacher shall be placed at year two (professional development plan year) of the evaluation cycle. A teacher with professional teacher status may be on a Teacher Assistance Plan for a maximum of two school years.

 

Teacher Performance Evaluation Standards: The teacher performance standards (attached as an Appendix) have been developed pursuant to MGL 603 CMR 35:00 and the Massachusetts Department of Education’s Principles of Effective Teaching. While the descriptors shall not be considered to be inclusive; any additional descriptor(s) must be mutually agreed upon by the administration and the WEA prior to an evaluation.

 

ARTICLE XXI - PERSONNEL FILES

 

A. A personnel file, which is the property of the Committee, will be maintained for each member of the professional staff and will contain such information as deemed appropriate exclusively by the School Committee.

 

B. Personnel files shall contain the following folders: a folder with the original applications materials; a folder with all evaluation reports; a folder with all reappointment and placement correspondence.

 

C. Items shall not be removed from a personnel file without the consent of the teacher.

 

D.        1. Written communications received from third parties relative to the professional performance of a teacher shall not be included in the teacher's personnel file without his/her knowledge.  Upon notification of the receipt of such communication, the teacher shall acknowledge it by affixing thereon his or her signature; such signature shall not imply that the teacher agrees with the contents of the letter, and the teacher shall have the right to attach any comments thereto.  No correspondence relative to the performance of a teacher shall be kept separate from the personnel file.  Any written complaint (excluding email communications) regarding a teacher made to any member of the administration by any parent, student, or person will be called to the attention of the teacher within ten (10) school days when practicable.

 

 2. In the case of an oral complaint or email communication, if in the opinion of the administration an oral complaint or email communication made to any member of the administration by a parent, student, or person is of such a nature that said complaint should be dealt with by the teacher, said complaint shall be resolved initially by the administrator informing the teacher of such complaint and requesting that the teacher contact the complaining person(s).

 

E. A teacher's personnel file shall be open to his/her inspection by making an appointment with the office secretary.  Files shall not be removed from the office.  Teachers shall, on request, receive copies of items in their personnel file, such copies to be paid for by the teacher.

 

ARTICLE XXII - UTILIZATION OF SANCTIONS BY TEACHERS

 

The Association on its own behalf and on behalf of each member of that unit herein recognized agrees that during the term of this agreement neither the Association nor any member of aforesaid unit shall foster, participate or encourage, either directly or indirectly, any strike, slowdown, walkout or similar activity which is disruptive of the affairs of the Committee or of the educational process.

 

ARTICLE XXIII - REDUCTION IN FORCE

 

A. Whenever the Committee, in the exercise of its discretion, determines that it shall reduce the number of teachers employed by the Committee, it shall (subject to the provisions of the General Laws of the Commonwealth of Massachusetts) implement such reduction by terminating or not renewing the employment of teachers without professional status  whose position may be filled by a qualified teacher with professional status. Once a position(s) to be eliminated are recommended by the Superintendent to the School Committee, the Superintendent will notify the Association (through its president) in writing within ten days of the recommendation.

 

If a professional status teacher is to be terminated or reduced in FTE, the Superintendent shall determine which teacher(s) is to be terminated based on:

 

1. Classroom performance of the teacher as measured by the written Formal Classroom Observation Record over a 6 year period. 

 

2. Length of service of members of the professional staff. 

 

3. Teaching experience of members of the professional staff. 

 

4. Certification of members of the professional staff.

 

 If all of the factors outlined above other than length of service are substantially equal, then length of service shall prevail.

 

B. Every effort will be made to start the process of RIF notification by April 15 of the school year preceding the school year in which reduction is to become effective.

 

Teachers with professional status whose employment is terminated under this article shall be given first preference in filling vacancies for a period of 24 months from the date service as a teacher ceased in inverse order of such teachers’ layoff providing the teacher has the required certification for the vacancy. Specialists with professional teacher status will be considered separately in inverse order of layoff by specialist category where the vacancy exists. Specialists categories are:

 

1) Art

2) Music

3) Physical Education

4) Psychology

5) Library

 

Teachers with professional status whose employment has been terminated pursuant to the provisions of this article may, if permitted by the group insurer, continue with their group health and life insurance coverage for a period of two years by promptly remitting to the Committee the total premium cost in accordance with a mutually agreed upon schedule. Failure to forward premium payments to the Committee in accordance with the mutually agreed upon schedule shall terminate this right.

 

Teachers with professional status who have been terminated pursuant to the provisions of this article shall be given preference on the substitute list, if they so desire. Compensation shall be at the Committee’s rate for substitute teachers as from time to time established by the Committee.

 

ARTICLE XXIV - ADMISSION OF CHILDREN OF NONRESIDENT TEACHERS

 

A. The Association and the Committee recognize the mutual benefits of enabling the children of teachers to attend the Williamstown Public Schools on a reduced tuition basis.  Therefore, children of teachers may be admitted to the Williamstown Public Schools under the following provisions:

 

1. The child must meet the entrance age requirements as established by the Committee.

 

2. Requests are made to the Class Size Committee which shall have authority to make final decisions regarding admission.

 

B. In considering nonresident students for admission, children of teachers shall be given preference.

 

1.  Teachers shall be responsible for ten percent (10%) of the annual regular education tuition established by the Committee.

 

2.  Tuition will be increased to cover the full cost to the Williamstown Public Schools associated with a program for a child receiving other than a regular education program.

 

C. Teachers who reside in the Commonwealth of Massachusetts will apply for available school choice spaces before exercising their rights under Article XXIV.

 

ARTICLE XXV - ADMISSION OF CHILDREN OF TEACHERS IN SYSTEM TO PRESCHOOL PROGRAM

 

Teachers in the system will be allowed up to fifty percent (50%) of the slots each session to enroll their children in the preschool program, provided they pay the cost of tuition.

 

ARTICLE XXVI-SAFE AND HEALTHFUL ENVIRONMENT

 

A Health and Safety Committee will be formed with an Association representative from each building and two (2) administrative members. It is recommended that the school nurse and a building maintenance person be included on this committee. Duties may include, but not be limited to, reviewing health and safety suggestions and recommendations from the staff. A copy of all documentation of health related work performance in Williamstown Public Schools will be sent to the Health Committee to be kept on file. If half the members of the Health and Safety Committee are not satisfied, disputes will be referred to an outside consultant or state safety inspector. The School Committee has the financial responsibility for maintaining a safe and healthy school environment.

 

ARTICLE XXVII - FAMILY MEDICAL LEAVE ACT

 

All of the relevant provisions of the Family Medical Leave Act shall be in full force and effect as required by Massachusetts General Law. Copies of the Act will be maintained in the Superintendent’s Office for reference of the staff.

 

ARTICLE XXVIII - AMERICANS WITH DISABILITIES ACT

 

All provisions of the Americans with Disability Act shall be in full force and effect. Copies of the Act will be maintained in the Superintendent’s Office for reference of the staff.

 

ARTICLE XXIX - EARLY RELEASE DAYS

 

The establishment of regular early release days (generally one per week) is to provide time for teachers to attend professional development activities and parent conferences. Sufficient time for such activities will be created by the provision of “flex time” according to Appendix A, Calendar. The principles are established in the attached memorandum from Paul Jennings to the faculty dated March 31, 1999.

 

ARTICLE XXX - DURATION AND RENEGOTIATION

 

THIS AGREEMENT will be effective as of September 1, 2008 and remain in full force and effect through August 31, 2011.

 

Both parties agree that on or about October 1, 2010, they shall use their best efforts to negotiate an Agreement to become effective on the expiration of this Agreement.

 

On or about September 1 of 2009, the Committee agrees to provide each member of the bargaining unit with one copy of the parties’ collective bargaining agreement (September 1, 2008 through August 31, 2011).

 

 

IN WITNESS WHEREOF, we have affixed our hands this ______ day of _________, 2009.

 

 

WILLIAMSTOWN EDUCATION ASSOCIATION

 

WILLIAMSTOWN SCHOOL COMMITTEE

 

By

 

 

 

By

 

 

Co-President

 

Chairman

By

 

 

 

 

 

 

Co-President

 

 

 

By

 

 

 

 

 

 

 

 

 

 

 

By

 

 

 

 

 

 

 

 

 

 

 

By

 

 

 

 

 

 

 

 

 

 

 

By

 

 

 

 

 

 

 

 

 

 

Exhibit A – Salary Schedule - September 1, 2008 - December 31, 2008

 

 

 

EXHIBIT A

 

 

(185 DAY CONTRACT)

 

 

September 1, 2008 - December 31, 2008

 

 

 

 

 

 

 

 

 

 

 

Step

B

B+12

B+24

B+36/M

M+12

M+24

M+36

M+48

M+60

0

34,608

35,392

35,858

39,392

40,293

41,418

42,544

43,669

44,795

1

35,518

36,081

36,868

40,667

41,755

42,881

44,304

45,538

46,922

2

36,484

37,047

37,834

41,942

43,218

44,344

46,064

47,407

49,052

3

37,450

38,013

38,801

43,218

44,682

45,920

47,824

49,277

51,181

4

39,364

40,039

40,827

45,225

46,144

47,270

49,584

51,146

53,310

5

41,277

42,065

42,853

47,232

48,269

49,409

51,351

53,016

55,440

6

43,489

44,090

44,879

49,240

50,377

51,547

53,105

54,886

57,569

7

0

46,144

47,270

51,209

52,492

53,680

54,867

56,754

59,699

8

0

0

48,621

53,292

54,608

55,820

57,034

58,620

61,828

9

0

0

0

55,725

56,725

58,074

59,200

60,494

63,958

10

0

0

0

58,159

59,313

60,598

61,882

63,215

66,087

11

0

0

0

60,592

61,902

63,055

64,565

65,935

68,217

12

0

0

0

63,027

64,265

65,391

67,247

68,655

70,343

13

0

0

0

64,288

65,551

66,699

68,593

70,028

71,750

14

0

0

0

65,573

66,862

68,032

69,964

71,428

73,184

 

 

LONGEVITY PAYMENTS

 

Upon completion of the years of service in the Williamstown Public Schools, as specified below, teachers shall receive, in addition to their salary, longevity payments as follows:

 

10-14 $1,000

15-19 $1,500

20-24 $2,000

25-29 $2,500

 30+ $3,000

 

ADDITIONAL SALARY PAYMENTS

 

A unit member who has completed fifteen (15) years service in the Williamstown Public Schools may choose to increase their salary in either of the following ways by giving the Superintendent written notice by December 31st of the year prior to said salary increase.

 

A. A nine percent (9%) annual salary increase over and above the negotiated salary schedule for a period not to exceed two (2) years.

 

B. A fifteen percent (15%) salary increase over and above the negotiated salary schedule for a period not to exceed one year.

 

Exhibit A – Salary Schedule - January 1, 2009 - August 31, 2009

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 EXHIBIT A

 

 

 (185 DAY CONTRACT)

 

 

 January 1, 2009 - August 31, 2009

 

 

 

 

 

 

 

 

 

 

 

 Step

 B

 B+12

 B+24

 B+36/M

 M+12

 M+24

 M+36

 M+48

 M+60

 0

 35,108

 35,892

 36,358

 39,892

 40,793

 41,918

 43,044

 44,169

 45,295

 1

 36,018

 36,581

 37,368

 41,167

 42,255

 43,381

 44,804

 46,038

 47,422

 2

 36,984

 37,547

 38,334

 42,442

 43,718

 44,844

 46,564

 47,907

 49,552

 3

 37,950

 38,513

 39,301

 43,718

 45,182

 46,420

 48,324

 49,777

 51,681

 4

 39,864

 40,539

 41,327

 45,725

 46,644

 47,770

 50,084

 51,646

 53,810

 5

 41,777

 42,565

 43,353

 47,732

 48,769

 49,909

 51,851

 53,516

 55,940

 6

 43,989

 44,590

 45,379

 49,740

 50,877

 52,047

 53,605

 55,386

 58,069

 7

 0

 46,644

 47,770

 51,709

 52,992

 54,180

 55,367

 57,254

 60,199

 8

 0

 0

 49,121

 53,792

 55,108

 56,320

 57,534

 59,120

 62,328

 9

 0

 0

 0

 56,225

 57,225

 58,574

 59,700

 60,994

 64,458

 10

 0

 0

 0

 58,659

 59,813

 61,098

 62,382

 63,715

 66,587

 11

 0

 0

 0

 61,092

 62,402

 63,555

 65,065

 66,435

 68,717

 12

 0

 0

 0

 63,527

 64,765

 65,891

 67,747

 69,155

 70,843

 13

 0

 0

 0

 64,788

 66,051

 67,199

 69,093

 70,528

 72,250

 14

 0

 0

 0

 66,073

 67,362

 68,532

 70,464

 71,928

 73,684

 

 

 

 

 

LONGEVITY PAYMENTS

 

Upon completion of the years of service in the Williamstown Public Schools, as specified below, teachers shall receive, in addition to their salary, longevity payments as follows:

 

 10-14 $1,000

 15-19 $1,500

 20-24 $2,000

 25-29 $2,500

 30+ $3,000

 

ADDITIONAL SALARY PAYMENTS

 

A unit member who has completed fifteen (15) years service in the Williamstown Public Schools may choose to increase their salary in either of the following ways by giving the Superintendent written notice by December 31st of the year prior to said salary increase.

 

A. A nine percent (9%) annual salary increase over and above the negotiated salary schedule for a period not to exceed two (2) years.

 

B. A fifteen percent (15%) salary increase over and above the negotiated salary schedule for a period not to exceed one year.

 

Exhibit A – Salary Schedule - September 1, 2009 - August 31, 2010

 

 

EXHIBIT A

 

 

(185 DAY CONTRACT)

 

 

September 1, 2009 - August 31, 2010

 

 

 

 

 

 

 

 

 

 

 

Step

B

B+12

B+24

B+36/M

M+12

M+24

M+36

M+48

M+60

0

35,986

36,789

37,267

40,889

41,813

42,966

44,120

45,273

46,427

1

36,918

37,496

38,302

42,196

43,311

44,466

45,924

47,189

48,608

2

37,909

38,486

39,292

43,503

44,811

45,965

47,728

49,105

50,791

3

38,899

39,476

40,284

44,811

46,312

47,581

49,532

51,021

52,973

4

40,861

41,552

42,360

46,868

47,810

48,964

51,336

52,937

55,155

5

42,821

43,629

44,437

48,925

49,988

51,157

53,147

54,854

57,339

6

45,089

45,705

46,513

50,984

52,149

53,348

54,945

56,771

59,521

7

0

47,810

48,964

53,002

54,317

55,535

56,751

58,685

61,704

8

0

0

50,349

55,137

56,486

57,728

58,972

60,598

63,886

9

0

0

0

57,631

58,656

60,038

61,193

62,519

66,069

10

0

0

0

60,125

61,308

62,625

63,942

65,308

68,252

11

0

0

0

62,619

63,962

65,144

66,692

68,096

70,435

12

0

0

0

65,115

66,384

67,538

69,441

70,884

72,614

13

0

0

0

66,408

67,702

68,879

70,820

72,291

74,056

14

0

0

0

67,725

69,046

70,245

72,226

73,726

75,526

 

 

LONGEVITY PAYMENTS

 

Upon completion of the years of service in the Williamstown Public Schools, as specified below, teachers shall receive, in addition to their salary, longevity payments as follows:

 

 10-14 $1,000

 15-19 $1,500

 20-24 $2,000

 25-29 $2,500

 30+ $3,000

 

ADDITIONAL SALARY PAYMENTS

 

A unit member who has completed fifteen (15) years service in the Williamstown Public Schools may choose to increase their salary in either of the following ways by giving the Superintendent written notice by December 31st of the year prior to said salary increase.

 

A. A nine percent (9%) annual salary increase over and above the negotiated salary schedule for a period not to exceed two (2) years.

 

B. A fifteen percent (15%) salary increase over and above the negotiated salary schedule for a period not to exceed one year.

Exhibit A – Salary Schedule - September 1, 2009 - August 31, 2011

 

 

EXHIBIT A

 

 

(185 DAY CONTRACT)

 

 

September 1, 2010 - August 31, 2011

 

 

 

 

 

 

 

 

 

 

 

Step

B

B+12

B+24

B+36/M

M+12

M+24

M+36

M+48

M+60

0

37,065

37,893

38,385

42,116

43,067

44,255

45,444

46,631

47,820

1

38,026

38,620

39,451

43,462

44,611

45,799

47,302

48,605

50,066

2

39,046

39,640

40,471

44,808

46,155

47,344

49,160

50,578

52,315

3

40,066

40,660

41,492

46,155

47,701

49,008

51,018

52,552

54,562

4

42,086

42,799

43,631

48,274

49,244

50,433

52,876

54,525

56,810

5

44,106

44,938

45,770

50,393

51,488

52,691

54,742

56,500

59,059

6

46,441

47,076

47,909

52,513

53,713

54,949

56,593

58,474

61,306

7

0

49,244

50,433

54,592

55,946

57,201

58,454

60,446

63,555

8

0

0

51,859

56,791

58,180

59,460

60,742

62,416

65,803

9

0

0

0

59,360

60,415

61,840

63,028

64,394

68,052

10

0

0

0

61,929

63,148

64,504

65,860

67,267

70,299

11

0

0

0

64,498

65,881

67,098

68,692

70,139

72,548

12

0

0

0

67,069

68,376

69,564

71,524

73,010

74,792

13

0

0

0

68,400

69,733

70,945

72,945

74,460

76,278

14

0

0

0

69,757

71,117

72,353

74,392

75,938

77,792

 

 

LONGEVITY PAYMENTS

 

Upon completion of the years of service in the Williamstown Public Schools, as specified below, teachers shall receive, in addition to their salary, longevity payments as follows:

 

 10-14 $1,000

 15-19 $1,500

 20-24 $2,000

 25-29 $2,500

 30+ $3,000

 

ADDITIONAL SALARY PAYMENTS

 

A unit member who has completed fifteen (15) years service in the Williamstown Public Schools may choose to increase their salary in either of the following ways by giving the Superintendent written notice by December 31st of the year prior to said salary increase.

 

A. A nine percent (9%) annual salary increase over and above the negotiated salary schedule for a period not to exceed two (2) years.

 

B. A fifteen percent (15%) salary increase over and above the negotiated salary schedule for a period not to exceed one year.

Exhibit B - PLACEMENT CHART FOR GUIDES

 

EXHIBIT B PLACEMENT CHART FOR GUIDES

 

 

 

 

 

 

 

 

 

 

 

 

 

YEARS

B

 

YEARS

B+12

 

YEARS

B+24

 

YEARS 

MASTERS

 

TCHING

STEP

 

TCHING

STEP

 

TCHING

STEP

 

TCHING

STEP

 

0

0

 

0

0

 

0

0

 

0

0

 

1

1

 

1

1

 

1

1

 

1

1

 

2

1

 

2

1

 

2

1

 

2

1

 

3

2

 

3

1

 

3

1

 

3

1

 

4

3

 

4

2

 

4

2

 

4

1

 

5

4

 

5

3

 

5

3

 

5

2

 

6

5

 

6

4

 

6

4

 

6

3

 

7+

6

 

7

5

 

7

5

 

7

4

 

 

 

 

8

6

 

8

6

 

8

5

 

 

 

 

9/9+

7

 

9

7

 

9

6

 

 

 

 

 

 

 

10/10+

8

 

10

7

 

 

 

 

 

 

 

 

 

 

11

8

 

 

 

 

 

 

 

 

 

 

12

9

 

 

 

 

 

 

 

 

 

 

13

10

 

 

 

 

 

 

 

 

 

 

14

11

 

 

 

 

 

 

 

 

 

 

15

12

 

 

 

 

 

 

 

 

 

 

16

13

effective 9/1/06

 

 

 

 

 

 

 

 

 

17+

14

effective 9/1/07

 

 

 

 

 

 

 

 

 

 

 

 

Years of teaching do not match step placement on salary guides.

 

 

 

 

The above placement chart shows the correlation between years of teaching and guide placement.

 

 

Exhibit C - CLASSROOM TEACHER PERFORMANCE STANDARDS

 

I. Currency in the Curriculum

 

A. The teacher demonstrates competency in subject area(s).

 

1.  Is up to date regarding curriculum content

 

2. Is certified in the areas that s/he teaches and/or is currently in process of recertification

 

3. Participates in Williamstown Elementary School’s continuing four year evaluation cycle

 

4. Contributes to the ongoing evaluation of the curriculum

 

II. Effective Planning and Assessment of Curriculum and Instruction

 

 A. The teacher plans instruction effectively.

 

1. Sets short-term and year-long goals for curricular units in accordance with the district’s curriculum standards

 

2. Identifies individual and group needs and plans the use of appropriate instructional strategies

 

3. Uses materials and resources, including technologies, that are appropriately matched to curricular goals and to individual student needs and learning styles.

 

 B. The teacher provides effective assessment of student learning.

 

1. Determines specific and challenging standards for student learning

 

2. Regularly provides feedback to all students on their progress

 

3. Implements varied approaches to assessment

 

4. Keeps parents informed of student’s progress and works with them to aid in the total development of the student

 

III. Effective Classroom Management

 

A.  The teacher applies classroom management techniques to establish a positive and productive learning environment.

 

1. Uses time and classroom space productively and efficiently in order to promote optimal learning

 

2. Maintains a high level of student participation and engagement with appropriate time on task

 

3. Establishes classroom procedures that ensure smooth transition from one activity to another

 

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

 

1. Encourages student achievement and responsibility by reinforcing desired student behaviors that demonstrate attitudes of fairness and respect throughout the school community

 

2. Establishes and carries out reasonable and routine classroom rules and procedures

 

3. Maintains appropriate professional boundaries with students

 

IV. Effective Instruction

 

A. The teacher communicates effectively with students.

 

1. Implements clear lesson objectives and communicates these to students

 

2. Promotes students’ independence as learners

 

3. Stimulates students’ thinking through classroom discussion and writing activities

 

4. Identifies confusions and misconceptions as indicated by student responses and regular assessment strategies. Modifies teaching to meet individual and/or group needs

 

5. Has enthusiasm for subject matter and makes significant efforts to communicate that enthusiasm to students

 

6. Communicates clearly in writing and speaking, using precise language

 

7. Understands and demonstrates to students the relevance of the subject matter to lifelong learning and the interrelationship of various curricula

 

B. The teacher uses appropriate instructional techniques.

 

1. Uses a variety of teaching strategies such as cooperative learning, peer tutoring, project based learning, lecture, discussions, and technologies

 

2. Provides options for students to demonstrate competency and mastery of new material, such as written work, plays, artwork, oratory, visual presentations, and portfolios

 

3. Uses a variety of appropriate materials to reinforce and extend skills, accommodate learning styles, and match instructional objectives

 

4. Encourages students to summarize important learnings and to integrate them with prior knowledge

 

5. Demonstrates a working knowledge of current educational research

 

6. Refines instructional strategies to increase student learning and foster confidence in a student’s ability to learn. Seeks the expertise of colleagues or District specialists for support with those strategies as needed.

 

7. Provides opportunities for creativity

 

8. Uses a variety of questioning techniques to stimulate student participation, including those which encourage and guide critical and independent thinking and the development of ideas

 

9. Presents information recognizing multiple points of view; encourages students to assess the accuracy of information presented when developmentally appropriate.

 

 

 

V.  Promotion of High Standards and Expectations for Student Achievement

 

A. The teacher promotes high standards and expectations for student achievement. 

 

1. Communicates standards, expectations, and guidelines regarding the quality and quantity of students’ work to students

 

2. Encourages students to take risks and to persevere with challenging tasks

 

VI. Promotion of Equity and Appreciation of Diversity

 

A. The teacher strives to promote equitable opportunities for student learning.

 

1. Provides opportunities for all students to participate in the classroom

 

2. Demonstrates sensitivity to differences in abilities, gender, learning style, social and cultural background

 

3. Develops and implements educational and organizational strategies that are effective in meeting the needs of a diverse student body

 

VII. Fulfillment of Professional Responsibilities

 

A. The teacher demonstrates continuing concern for professionalism.

 

1. Seeks out information and is receptive to suggestions for growth and improvement

 

2. Works collaboratively with other staff members as time permits to implement appropriate curricular and school related programs

 

3. Shares expertise and new ideas with colleagues

 

4. Works constructively with others to identify school problems and suggest possible solutions

 

5. Participates in appropriate professional development activities such as conferences, in-service training and professional study

 

6. Maintains appropriate professional behaviors in all interactions with students, parents, administrators, and colleagues

 

 

SPECIAL EDUCATION TEACHER PERFORMANCE STANDARDS

 

I. Currency in the Curriculum

 

A. The teacher demonstrates competency in special education practices

 

1. Is up to date regarding special education practices

 

2. Is certified in the areas that s/he teaches and / or is currently in the process of recertification

 

3.  Participates in WES continuing 4 year evaluation cycle

 

4.  Contributes to ongoing evaluation of the curriculum

 

II. Effective Planning and Assessment of Curriculum and Instruction for Special Needs Students

 

A.  The special needs teacher plans instruction effectively.

 

1. Sets short term and year long goals for special education students through the education plan

 

2. Identifies and plans the use of appropriate instructional strategies

 

3. Uses materials and resources, including technologies that enhance learning

 

B. The teacher provides effective assessment of student learning.

 

1. Regularly provides feedback to students on their progress

 

2. Implements varied approaches to classroom assessments

 

3. Keeps parents informed of student’s progress and works with them to aid in the development of the student

 

4. Is familiar with relevant information from student records and consults with appropriate personnel

 

C. Participates on the school evaluation team.

 

1. Selects appropriate tests that are available within the school and measures as part of the evaluation process

 

2. Provides written documentation of testing

 

3. Contributes to education plans, semi-annual reports and parent conferences as appropriate

 

III. Effective Instruction

 

A. The teacher communicates effectively with students.

 

1. Implements clear lesson objectives and when developmentally appropriate, communicates these to students

 

2. Promotes students’ independence as learners

 

3. Stimulates students’ thinking through classroom discussion and activities, when appropriate

 

4. Remediates, reteaches or extends teaching to meet individual and/or group needs

 

5. Communicates clearly

 

B. The teacher uses appropriate instructional techniques, materials and resources to assist students in achieving Individual Education Plan (IEP) objectives.

 

1. Provides for individual differences in student learning rates, styles, abilities and interests by such means as differentiating instruction, grouping, materials and assignments

 

2. Refers students to appropriate support personnel as needed

 

3. Uses a variety of instructional materials and strategies

 

4. Consults with classroom teachers about curriculum modifications

 

5. Provides recommendations to staff and parents to improve students’ strategies in dealing with academic and/or behavioral issues

 

6. When appropriate, encourages creativity and independent thinking

 

IV. Effective Classroom Management

 

A. The teacher applies classroom management techniques to establish a positive and productive learning environment.

 

1. Uses time and space productively and efficiently

 

2. Reinforces desired student behaviors

 

3. Establishes and carries out reasonable rules and procedures

 

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

 

1. Encourages student attitudes of fairness and respect

 

2. Maintains appropriate professional boundaries with students

 

V. Promotion of High Standards and Expectations for Individual Student Achievement Based on Student’s Learning Profile and Educational Plan

 

A. The teacher promotes high standards and expectations for student achievement based on the student’s learning profile and educational plan.

 

1. Communicates standards, expectations, and guidelines regarding the quality of student’s work

 

2. Responds to student’s answers and work in a timely and appropriate way

 

3. Encourages student to take risks

 

VI. Promotion of Equity and Appreciation of Diversity

 

A. The teacher promotes equitable opportunities for student learning.

 

1. Provides opportunities for all students to participate in the classroom

 

2. Demonstrates sensitivity to differences in abilities, gender, learning style, social and cultural background

 

3. Develops and implements educational and organizational strategies that are effective in meeting the needs of a diverse student body

 

VII. Fulfillment of Professional Responsibilities

 

A. The teacher demonstrates continuing concern for professionalism.

 

1. Seeks out information and is receptive to suggestions for growth and improvement

 

2. Works collaboratively with other staff members as time permits

 

3. Shares expertise and new ideas with colleagues

 

4. Works constructively with others to identify school problems and suggest possible solutions.

 

5. Participates in appropriate self development activities such as conferences, in-service training and professional study

 

6. Maintains appropriate professional behaviors in all interactions with students, parents and colleagues

 

 

SCHOOL NURSE PERFORMANCE STANDARDS

 

I. Currency in School Health

 

 Add:

A. The school nurse demonstrates competency in professional areas

 

1. Is up to date regarding nursing practices.

 

2. Acts as a health resource person for students, colleagues, and parents

 

3. Participates in WES continuing 4 year evaluation cycle.

 

4. Is certified as a school nurse and / or is currently in the process of recertification.

 

II. Effective Planning and Assessment of Student Health Status

 

A. The school nurse plans for health care needs effectively.

 

1. Sets short-term and year-long goals for health care needs of students

 

2. Identifies individual needs and plans for the use of appropriate nursing care

 

3. Seeks out and collaborates with other school based nurses, specialists, and administrators to meet the special health needs of students

 

B. The nurse provides effective assessment of student health status.

 

1. Compares intended and actual health outcomes

 

2. Implements innovative approaches to health assessment

 

3. Keeps parents informed of student’s health status and works with them to meet the total health needs of the student

 

III. Effective Instruction

 

A. The school nurse communicates effectively with students.

 

1. Implements clear health care objectives and communicates these to students when appropriate

 

2. Promotes students’ independence as learners with regard to health issues

 

3. Has enthusiasm for school nursing and preventive health care and makes significant efforts to communicate that enthusiasm to students and colleagues

 

4. Communicates clearly

 

B. The school nurse uses appropriate instructional techniques.

 

1. Uses appropriate materials and strategies to reinforce health care needs to accommodate learning styles

 

2. Demonstrates a working knowledge of current school nursing research

 

3. Encourages student participation of self care and independent evaluation of their health issues

 

IV. Effective Health Room Management

 

A. The school nurse establishes a positive health room environment.

 

1. Uses time and health room space productively and efficiently

 

B. The school nurse maintains and models appropriate standards of behavior, mutual respect, and safety.

 

1. Encourages student attitudes of fairness and respect

 

2. Maintains appropriate professional boundaries with students

 

V. Promotion of Equity and Appreciation of Diversity

 

A. The school nurse strives to ensure equitable treatment and care of all students.

 

1. Demonstrates sensitivity to differences in gender, social and cultural backgrounds

 

2. Develops and implements health programs that are effective in meeting the needs of a diverse student body

 

VI.  Fulfillment of Professional Responsibilities

 

A. The school nurse demonstrates continuing concern for professionalism.

 

1. Seeks out information and is receptive to suggestions for growth and improvement

 

2. Works collaboratively with other staff members to implement appropriate nursing programs as time permits

 

3. Shares expertise and new ideas with colleagues

 

4. Works constructively with others to identify school health problems and suggest possible solutions.

 

5. Meets deadlines and fulfills routine responsibilities

 

6. Maintains appropriate professional behaviors in all interactions with students, parents, and colleagues

 

PSYCHOLOGIST PERFORMANCE STANDARDS

 

I. Currency in the Professional Area

 

A. The psychologist demonstrates competency in professional areas.

 

1. Has an appropriate in-depth knowledge of psychology

 

2. Is certified as a school psychologist and / or is currently in the process of recertification

 

3. Participates in WES continuing 4 year evaluation cycle

 

4. Contributes to ongoing evaluation of educational practices

 

II. Effective Planning and Assessment

 

A.  The psychologist selects appropriate materials, methods, and resources to assist students in achieving learning and behavioral objectives.

 

1. Refers students to appropriate in-school support personnel as needed

 

2. Provides recommendations to staff and parents to improve students’ strategies in dealing with academic and behavioral issues

 

3. Where appropriate, refers students and their families to outside resources

 

B.  The psychologist establishes psychological objectives consistent with student needs.

 

1. Uses currently available psychological findings to make appropriate recommendations for provision of services to students

 

2. States objectives clearly and conveys the meaning of these objectives

 

C. The psychologist assesses, describes, and communicates effectively student needs, strengths, weaknesses, interests, and progress.

 

1. Communicates clearly to students the standards and evaluative methods that will be used when developmentally appropriate

 

2. Applies relevant information from student records

 

3. Consults with appropriate school personnel, parents, and other agencies and individuals outside the school in planning for students

4. Is perceptive in observing and specific in describing student behavior

 

5. Effectively evaluates and communicates student functioning to students, parents, staff and other appropriate liaisons

 

6. Provides written comprehensive documentation of testing

 

III.  Effective Communication

 

A.  The psychologist interacts and communicates positively and productively with students in groups and individual settings.

 

1. Explains importance of assessments and employs positive expectations to achieve desired outcomes

 

2. Provides students opportunities to meet for review of evaluations and follow-up as needed

 

3. Listens and responds appropriately to students

 

B.  The psychologist interacts and communicates positively, and productively with parents and staff in groups and individual settings.

 

1. Listens and responds appropriately

 

2. Communicates clearly

 

IV.  Effective Management

 

A. The psychologist demonstrates effective practices.

 

1. Employs and/or adopts appropriate psychological material that are available within the school and practices in evaluation, consultation, and counseling

 

2. Deals sensitively and effectively with the perceptions and reactions of the student, the parents, the staff, and other professionals

 

V.  Promotion of High Standards and Expectations for Student Achievement

 

A. The psychologist promotes standards and expectations for student functioning.

 

1. Communicates standards, expectations, and guidelines regarding the quality and quantity of student achievement and behavior

 

2. Encourages students to take risks and persevere with challenging tasks

 

VI. Promotion of Equity and Appreciation of Diversity

 

A. The psychologist promotes equitable opportunities and appreciation of diversity for all students.

 

1. Demonstrates sensitivity to differences in abilities, gender, learning styles, social and cultural background

 

2. Encourages student responsibility by reinforcing desired student behaviors

 

VII. Fulfillment of Professional Responsibilities

 

A. The psychologist demonstrates continuing concern for professionalism.

 

1. Seeks out information and is receptive to suggestions for growth and improvement

 

2. Observes established school system policies and procedures

 

3. Meets deadlines and fulfills routine responsibilities

 

4. Works cooperatively with colleagues and supervisors

 

5. Maintains appropriate professional behavior in all interactions with students, parents, and colleagues

 

Memorandum of Agreement

June 13, 2008

 

The Williamstown School Committee (“Committee”) and the Williamstown Education Association (“WEA”) recognize the many challenges the school district faces in recruiting speech and language pathologists including but not limited to meeting changing salary requirements in a highly competitive market. It is the intent of the parties to recruit and retain permanent full time and/or part time speech and language pathologists.

 

The Williamstown School Committee by this memorandum of agreement hereby accretes part-time and full-time speech and language pathologists into the bargaining unit.

 

It is the intent of the parties to hire speech and language pathologists in permanent bargaining unit positions. The parties agree to the following process to recruit these positions and the terms relating to employment:

 

1. The Committee agrees to advertise vacancies for speech and language therapists in at least two newspapers or other media during the second half of the school year for an anticipated vacancy commencing with the start of the following school year;

 

2. The WEA will appoint two teachers or other employees represented by the WEA to participate as members of an interview panel for candidates for the position of speech and language pathologist. The interview panel will make a hiring recommendation to the Superintendent;

 

3. The Superintendent/Special Education Director will keep the Co-Presidents of WEA updated throughout the entire hiring process and will notify them in writing if there are not qualified applicants or if the district is not able to hire a candidate(s);

 

4. When it is not possible to hire an employee(s) to provide speech and language pathologist services and the provisions of this agreement have been followed, the Superintendent/designee may temporarily engage or continue to engage contractors and/or consultants to provide speech and language pathologist services for up to a one academic year contract during which the district will repeat the recruitment process in order to seek and hire permanent employees;

 

5. The Superintendent may establish the pay for all employees hired as speech and language pathologists in accordance with the following:

 

a. Initial step placement on the salary schedule will be at the sole discretion of the Superintendent. The Superintendent may place the employee at a higher step than what is reflected by her/his actual experience provided that the column she/he is placed in reflects such employee’s academic degree(s) and credits. The Superintendent will notify the Association Co-Presidents regarding the step placement;

 

b. The employee will advance one step each year in accordance with the provisions of Article IV Section B 4a.

 

The Superintendent/designee may require speech and language pathologist(s) to work during the summer at that employee’s per diem rate, and the Superintendent/designee shall determine the number of days each speech and language pathologist shall be required to work during the summer.

 

6.  The following provisions in the collective bargaining agreement shall not apply to speech and language pathologists 

 

                        • Article IV, B.2 and C. 1

                        • Article XVII B.

 

 

7.  The parties agree to include this agreement in the body of the 2008-2011 collective bargaining agreement. 

 

8.  The parties agree to accrete full time and part-time Speech and Language Pathologists into the collective bargaining agreement upon ratification of the parties.

 

9.  Effective upon ratification of this memorandum by the Williamstown Education Association and Williamstown School Committee, the October 2005 Memorandum of Agreement regarding accretion of full-time speech therapist will be replaced by this document.

 

10.  The parties agree to include full-time and part-time Speech-Language Pathologists into the Recognition provision of the 2008-2011 collective bargaining agreement.

 

11.  This agreement is subject to ratification of the Williamstown School Committee and the Williamstown Education Association.

 

Signed on this day, June 13, 2008, by the Williamstown School Committee and the Williamstown Education Association

Agreement

6/13/08

Accretion of Occupational Therapist

 

The Williamstown School Committee (“Committee”) and the Williamstown Education Association (“WEA”) recognize the many challenges the school district faces in recruiting occupational therapists including but not limited to meeting changing salary requirements in a highly competitive market. It is the intent of the parties to recruit and retain permanent full time and/or part time occupational therapists.

 

The Williamstown School Committee hereby agrees to accrete part-time and full-time occupational therapists into the bargaining unit.

 

It is the intent of the parties to hire occupational therapists in permanent bargaining unit positions. The parties agree to the following process to recruit these positions and the terms relating to employment:

 

1. The Committee agrees to advertise vacancies for occupational therapists in at least two newspapers or other media during the second half of the school year for an anticipated vacancy commencing with the start of the following school year;

 

2. The WEA will appoint two teachers or other employees represented by the WEA to participate as members of an interview panel for candidates for the position of occupational therapist. The interview panel will make a hiring recommendation to the Superintendent;

 

3. The Superintendent/Special Education Director will keep the Co-Presidents of WEA updated throughout the entire hiring process and will notify them in writing if there are not qualified applicants or if the district is not able to hire a candidate(s);

 

4. When it is not possible to hire an employee(s) to provide occupational therapist services and the provisions of this agreement have been followed, the Superintendent/designee may temporarily engage or continue to engage contractors and/or consultants to provide occupational therapists services for up to a one academic year contract during which the district will repeat the recruitment process in order to seek and hire permanent employees;

 

5. The Superintendent may establish the pay for all employees hired as occupational therapists in accordance with the following:

 

a. Initial step placement on the salary schedule will be at the sole discretion of the Superintendent. The Superintendent may place the employee at a higher step than what is reflected by her/his actual experience provided that the column she/he is placed in reflects such employee’s academic degree(s) and credits. The Superintendent will notify the Association Co-Presidents regarding the step placement;

 

b. The employee will advance one step each year in accordance with the provisions of Article IV Section B 4a.

 

The Superintendent/designee may require occupational therapist(s) to work during the summer at that employee’s per diem rate, and the Superintendent/designee shall determine the number of days each occupational therapist shall be required to work during the summer.

 

6. The following provisions in the collective bargaining agreement shall not apply to occupational therapists:

 

                        • Article IV, B.2 and C.1

                        • Article XVII B.

 

 

7. The parties agree to include this agreement in the body of the 2008-2011 collective bargaining agreement.

 

8. The parties agree to accrete full time and part-time Occupational Therapists into the 2008-2011 collective bargaining agreement.

 

9. The parties agree to include full-time and part-time Occupational Therapists into the Recognition provision of the 2008-2011 collective bargaining agreement.

 

 

Signed on this day, June 13, 2008, by the Williamstown Education Association and the Williamstown School Committee.

 

 

 

 

 

183rd Day

 

Article VI, A-2  An “additional” day added to the teacher school year effective September 1993, shall be a flexible day served at the discretion of the teacher.  Written notification on how that day is used shall be given to the principal.

 

 

 

Name  _________________________ Date  ____________________________

 

 

After you have completed your 183rd day, please submit this form to the principal within three weeks after the completion of the day in order to be paid for the day’s work.  If this form is not submitted before June 1 of the school year, you will be deducted pay for one full day’s work.

 

 

Date that the 183rd day was completed ____________________________.

 

 

Please check the type of activity completed.

 

_____ Professional Development (course work, seminar, conferences, etc.)

 

_____ Curriculum Development

 

_____ Student Accommodations

 

_____ Student Assessment and Reporting

 

_____ Other

 

 

Please give a brief description of the activity completed: _________________________

 

______________________________________________________________________

 

______________________________________________________________________

 

______________________________________________________________________

 

______________________________________________________________________

 

 

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