Wilmington

Show detailed information about district and contract

DistrictWilmington
Shared Contract District
Org Code3420000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentMOA
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersShawsheen Valley RTSD
CountyMiddlesex
ESE RegionNortheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools8
Enrollment3783
Percent Low Income Students9
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Wilmington

AGREEMENT

between

WILMINGTON SCHOOL COMMITTEE

and

WILMINGTON TEACHERS' ASSOCIATION

September 1, 2011 - August 31, 2014

AGREEMENT

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this agreement is made this 2nd day of May, 2011, by the School Committee of the Town of Wilmington (hereinafter sometimes referred to as the Committee) and the Wilmington Teachers' Association (hereinafter sometimes referred to as the Association).

PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Wilmington, and that good morale within the teaching staff of Wilmington is essential to achievement of that purpose, we the undersigned parties to this Agreement declare that:

A.                            Under the laws of Massachusetts, the Committee, elected by the citizens of Wilmington, has final responsibility for establishing the educational policies of the public schools of Wilmington;

B.                            The Superintendent of Schools of Wilmington (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established;

C.                            The teaching staff of the public schools of Wilmington has responsibility for providing in the classrooms of the school, education of the highest possible quality;

D.                            Fulfillment of these respective responsibilities can be facilitated and supported by consultation and free exchanges of views and information between the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff; and so,

E.                             To give effect to these declarations, the following principles and procedures are hereby adopted.

ARTICLE I

RECOGNITION

Section 1. In recognition of the fact that the Massachusetts Labor Relations Commission in Case No. MCR-1045, as subsequently clarified by agreement of the parties in Case No. CAS-2031, and as amended by the parties in accordance with the letter of November 17, 1976 has certified the Wilmington Teachers Association as their bargaining representative on all matters recognizable as subjects of collective bargaining under the provisions of General Laws, Chapter 150E, the Committee recognizes the Association as the exclusive bargaining agent for the employees in the following unit for the purposes of collective bargaining with respect to wages, hours and other conditions of employment:

Professional Employees:                    Teachers, Librarians, Curriculum Team Leaders, Counselors, Alternative Evening School Coordinator*, Alternative Evening School Teachers*, and long-term substitute employees; (long-term substitute employees are defined as teachers who are assigned to regular fall time teaching duties for a minimum of sixty working days)

*See Article XXI

But excluding:                                      Superintendent of Schools, Assistant Superintendent, Director of Administration and Finance, and all other professional and non­professional employees of the Wilmington School System.

Section 2.

A.                             Long-term substitutes who are hired for a period of at least sixty (60) school days and continue to be employed until the ninetieth (90) school day shall be paid at the rate of $125 per day.

In addition, these employees will receive one (1) sick day for each twenty (20) consecutive days worked; and one (1) personal day after each sixty (60) consecutive days worked up to a maximum of 2 days.

B.                             Long-term substitutes who are employed for ninety-one (91) or more school days shall be paid according to the salary schedule in effect at the Bachelor's Column, Step 1. In addition, these employees will receive one (1) sick leave day for each twenty (20) consecutive days employed; and one (1) personal leave day after each sixty (60) consecutive days employed up to a maximum of two (2) days.

C.                             If an employee is hired as a replacement for a teacher who dies, retires or resigns, and is employed for ninety-one (91) or more school days, he/she shall be employed as a regular teacher.

Section 3. This Agreement is the complete agreement between the parties covering all subjects of bargaining for the term hereof.

Except as set forth below in this section, the Committee shall not be under any obligation to negotiate with the Association any modifications or additions to this Agreement which are to become effective during the term hereof.

Should the Committee contemplate a change of existing Committee policy not covered by this Agreement which affects wages, hours or other conditions of employment of employees covered by this Agreement, the Committee shall notify the Association regarding such change and shall meet to negotiate concerning such change.

In the event that agreements are mutually reached either pursuant to this Section or on a voluntary basis, between the Committee and the Association, they will be reduced to writing, will be signed by the Committee and the Association and will become an addendum to this Agreement.

ARTICLE II

GRIEVANCE PROCEDURE

Both parties to this Agreement recognize the desirability of exerting an earnest effort to settle grievances at the earliest possible time. The Association agrees to make a careful investigation of a complaint before submitting it under the Grievance Procedure in order to ascertain whether, in its opinion, the grievance complaint is reasonably justified under the terms of this Agreement and whether there is reasonable cause to believe that the claim is true in fact.

Section 1. For purposes of this Agreement, a grievance shall be defined as a complaint between the Committee and the Association and/or any teacher involving only an alleged specific and direct violation of express language of a specific provision of this Agreement.

Section 2. It is agreed that an individual teacher or group of teachers if he/she or they so desire shall have the right at any time to present grievances to a supervisor, the Superintendent, the Committee, or a representative of the Association; provided that any adjustment of grievances so presented shall not be inconsistent with the terms and conditions of this Agreement, and provided further that a representative of the Association is to be given an opportunity to be present at such adjustment and be informed of the facts pertinent thereto. The Association will be provided with a copy of the remedy provided at any level of the grievance procedure.

Section 3. A matter which is not specifically covered by any provision of this Agreement or which is reserved to the discretion of the Committee by the terms of the Agreement may not be the subject of a grievance under the Agreement. Nothing in this Agreement is to be construed as preventing an employee from discussing a problem with his or her immediate supervisor.

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. The time limits specified may be extended only by prior mutual agreement. It is understood and agreed that no grievance, dispute, misunderstanding or difference between the parties arising out of acts which occurred prior to the execution of this Agreement shall be submitted to the Committee under the provisions of this Article.

Section 4. No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the School Department in the Town of Wilmington for any teacher involved in presenting such grievance.

Section 5. The purpose of the procedure set forth hereinafter is to produce prompt, ethical, and equitable solutions to those problems which from time to time may arise and affect the conditions of employment of the employees covered by this Agreement. The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved.

Section 6. If at the end often (10) school days next following the occurrence of any grievance or ten (10) school days next following the date when the teacher should reasonably have had first knowledge of its occurrence, the grievance shall not have been presented at Level One of the procedure set forth below, the grievance shall be deemed to have been waived, and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified therefore.

Level One.             The grievance shall be presented in writing during nonteaching hours by the employee to the appropriate immediate supervisor and/or principal of the employee.

Level Two.            If at the end of five (5) school days next following such presentation the grievance shall not have been disposed of to the employee's satisfaction, the grievance shall forthwith be presented in writing within five (5) school days to the Superintendent who shall within ten (10) school days thereafter, meet with the employee in an effort to settle the grievance.

Level Three.          If at the end often (10) school days next following the meeting with the Superintendent the grievance shall not have been disposed of to the satisfaction of the teacher, the teacher may refer the grievance in writing to the Chairperson of the Committee within five (5) school days. The Committee or its designated representatives and the teacher shall meet to discuss the grievance promptly, normally within fifteen (15) school days after receipt of an appeal from Level Two. The Committee will give its written answer to the grievance within five (5) school days following the conclusion of the meeting.

Level Four             If no satisfactory settlement is made, and if the grievance shall involve an interpretation or application of a specific provision of this Agreement, the Association may appeal to arbitration by written notice of such intention to appeal within five (5) school days after receipt of the written answer under Level Four. No matter involving grievances presented by Employees covered by this Agreement may be referred to arbitration without the approval of the Association. The appeal to arbitration shall be processed in accordance with the conditions and procedures set forth in Article III (Arbitration).

Section 7. As used in this Article and in Article III (Arbitration), the term "teacher" shall include any member of the bargaining unit at the appropriate level involved.

Section 8. A grievance not initiated within the time specified shall be deemed waived. Failure of the teacher filing the grievance to appeal a decision within the time limit specified will mean that the grievance shall be considered settled on the basis of the decision last made and shall not be eligible for further appeal.

Failure of the Committee or its representatives at any level to answer an appeal within the time limit specified shall mean that the appeal may be taken to the next step immediately. The above limitations may be waived by mutual agreement of the parties.

Section 9. In the event a grievance is filed on or after June 1, which, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.

Section 10. Notwithstanding the provisions of Section 2 of this Article, the individual teacher, if he/she so desires, shall have the right to be represented by the Association at the appropriate level of the grievance procedure.

ARTICLE III

ARBITRATION

Section 1. In the event the Association or the Committee elects to submit a grievance to arbitration, the arbitrator shall be selected according to and governed by the following procedure: the arbitrator is to be mutually selected by the Committee and the Association. If the Committee and the Association cannot agree within seven (7) school days after written notice specified above of the intention to arbitrate, then the party demanding arbitration shall within three (3) school days thereafter request the American Arbitration Association to provide a panel of arbitrators. Said arbitrator is then to be selected under the provisions of the Voluntary Labor Arbitration Rules which shall apply to the hearing.

Section 2. The fees of the American Arbitration Association and of the arbitrator and the expenses of any required hearings shall be shared equally by the Committee and the Association, but each party shall bear the expense of its representatives, participants, witnesses, and for the preparation and representation of its own case. The obligation of the Committee to pay shall be limited to the obligation which the Committee may legally undertake, and in no event shall any present or future member of the Committee or Association have any personal obligation for payment under the provisions of this Agreement.

Section 3. The arbitrator's award shall be in writing and shall set forth his/her findings of fact with reasoning and conclusions. He/she shall arrive at his/her decision solely upon the facts, evidence and contentions presented by the parties through the arbitration proceeding. The arbitrator shall have no power to add to, subtract from or modify any of the terms of this Agreement, and in reaching his/her decision shall interpret the Agreement in accordance with the commonly accepted meaning of words used herein and the principle that there are no restrictions intended on the rights or authority of the Committee other than those expressly set forth herein. Subject to the foregoing, the decision of the arbitrator shall be submitted to the Committee and the Association and shall be final and binding upon the Committee, the Association and the teacher or group of teachers who initiated the grievance.

Section 4. Notwithstanding anything to the contrary, no dispute or controversy shall be the subject for arbitration unless it involves the interpretation or application of a specific provision of this Agreement. The parties may, by mutual agreement, submit more than one pending grievance to the same arbitrator.

It is the express intent of the parties hereto that the Arbitration Procedures defined in this Article be limited to matters involving the interpretation and application, claim of breach, or violation of this Agreement. No other subject, direct or collateral, shall be arbitrable except by a mutual written agreement signed by the Association and the Committee.

The party initiating a grievance shall, if arbitrated, have the obligation of going forward with its case before the other party shall be required to present its case or adduce any testimony or introduce any evidence. Any party raising the issue of arbitrability shall first proceed on that matter.

ARTICLE IV

MANAGEMENT RIGHTS

The Committee is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall be deemed to derogate from or impair any power, right, or duty conferred upon the Committee by statute or any rule or regulation of any agency of the Commonwealth. As to every matter not specifically mentioned or provided for in this Agreement, the Committee retains all the powers, rights and duties that it has by law and may exercise the same at its discretion without any such exercise being made the subject of a grievance or arbitration proceeding hereunder.

ARTICLE V

AGENCY FEE

Section 1. The Committee agrees to deduct from the salaries of its bargaining unit members' dues for the Wilmington Teachers' Association, Massachusetts Teachers' Association and the National Education Association. All bargaining unit members desiring to have dues deducted shall complete appropriate forms in writing and submit them to the WTA Treasurer who will then submit them to the Superintendent's office.

Section 2.        The Association will certify to the Committee in writing the current rate of membership dues. The Association shall give the Committee fourteen (14) days written notice prior to the effective date of a change in membership dues.

Section 3. The Committee shall require, as a condition of employment commencing with the 2010-2011 school year, that employees who are not members of the Association pay an agency service fee to the Association. Employees may pay this agency fee either by payroll deduction or by lump sum payment directly to the WTA Treasurer. Employees must choose either option no later than thirty (30) school days after their initial employment or the effective date of this agreement whichever is later. Forms authorizing payroll deduction will be completed by the teacher and submitted to the WTA treasurer who will then forward them to the Superintendent's office.

Section 4. The Association shall indemnify and save or hold harmless, the Committee against all claims, demands, suits or any other form of liability which may arise by reason of any action taken pursuant to this Article.

ARTICLE VI

SALARIES

Section 1. Subject to the provisions of this Article, the salary of each member of the unit in the Wilmington School System shall be set forth in Appendices A, B, and C or any subsequent amendments hereto.

Section 2. Placement of persons in the system on various steps of the salary schedule shall be according to years of teaching and/or related experience as well as degrees and course credit. On the initial election of the teacher, teaching experience, degree status, and any related experiences will be considered for placement on the salary schedule. Evaluation of the related experience shall be at the sole discretion of the Superintendent.

Section 3. By October 1 of each school year every professional employee shall receive a written statement designating his or her basic salary for that year, per diem rate of pay, and the number of available sick leave days as of the opening day of school in that year.

Section 4. Each member of the unit shall be paid in twenty (26) equal installments payable every other Thursday through the month of June. Installments for the months of July and August for persons not working these months will be paid by a single check. Such single check will be dated on or before July 1, but will be given to the teachers on their last work day in June.

Section 5.

A.                            Each professional employee under this agreement has the option to receive 1/26 of his/her annual salary every other Thursday, beginning with the first Thursday of the school year, and continuing through the last day of the school year in 26 payments.

B.                            Each professional employee under this Agreement has the option to receive 1/21 of his/her annual salary every other Thursday beginning with the first Thursday of the school year.

C.                            A professional employee electing either payment option must give written notice of his/her choice to the Director of Administration and Finance by June 1 of the preceding school year. Each employee shall be paid in accordance with the plan of his/her choice unless and until he/she notifies the Director of Administration and Finance in writing by June 1 of the preceding school year of his/her desire to change the opted method of payment.

Section 6.               In the case of holidays or vacation periods throughout the school year, checks will be given on the last school day previous to the regular Thursday payday, but shall be dated with the date of the regular Thursday payday.

Section 7.

A.                            Under any method of payment, allowances are to be made for any necessary deductions.

B.                            Authorized deductions in equal installments shall be made for the annual dues of the membership in the Wilmington Teachers Association, Massachusetts Teachers Association and National Education Association. Details of such installment deductions shall be jointly specified and agreed upon by the Director of Administration and Finance and the Association.

C.                            Deductions related to the Stoneham Municipal Employees Federal Credit Union or any other banking establishment in accordance with current practice shall be made.

D.                            Employees participating in medical and/or other insurance benefits available to the Town unit may have the payments for such programs made through equal payroll deductions.

E.                            Deductions for teacher annuity programs shall be allowed pursuant to Chapter 71, Section 37B of the General Laws.

Section 8.              Teachers receiving differentials for extracurricular activities will be paid upon the completion of the activity as follows:

Fall activities will be paid the first pay day that follows Thanksgiving.

Winter activities will be paid the first pay day that follows the third Monday in March.

Spring activities will be paid the last pay day in June.

Teachers receiving differentials for extracurricular activities that last the entire year will be paid in June, unless prior to November 1 of that year, or any previous November 1, they have notified the Director of Administration and Finance in writing of their desire to be paid in the three equal installments in November, March and June.

Section 9.              Dental Insurance

The School Committee shall establish and administer a voluntary one hundred percent (100%) employee-funded group dental insurance plan.

Section 10.            All employees covered by this agreement shall have their annual salary (from Appendix A) increased by seven hundred dollars ($700.00) beginning with their fifteenth (15th) consecutive year of service as a member of the bargaining unit in the Wilmington Public Schools. At the start of their twentieth (20th) consecutive year of service, employees covered by this agreement (from Appendix A) shall have their annual salary increased by one thousand three hundred dollars ($1,300.00). At the start of their twenty fifth (25th) consecutive year of service, employees covered by this agreement (from Appendix A) shall have their annual salary (from Appendix A) increased by one thousand nine hundred dollars ($1,900.00). At the start of their thirtieth (30th ) consecutive year of service, employees covered by this agreement (from Appendix A) shall have their annual salary increased by two thousand two hundred fifty dollars ($2,250.00).

ARTICLE VII

SICK LEAVE

Section 1. Teachers shall have available to them fourteen (14) days' annual sick leave each school year with accumulation up to a maximum of one hundred eighty (180) days.

New teachers, upon commencing actual employment as members of the bargaining unit, will be credited with seven (7) days of sick leave. An additional seven (7) days shall be credited to the teacher on February 1 st of that school year. A new teacher who exceeds seven (7) days' absence before February 1st but who does not exceed fourteen (14) days absence shall not be charged for the additional days unless he/she resigns, fails to report back to work, or otherwise has his/her employment terminated prior to February 1 st. He/she may have deducted from his/her pay any day's absence in excess of fourteen (14) in accordance with the terms of Section 3.

Teachers who work in the following programs: The PLACE (Boutwell Program),The Bridge (Boutwell Program), Preschool Compass Program (Wildwood Program), Kindergarten Compass Program (Wildwood Program), Language Based Program Woburn St. and Shawsheen EL), Elementary Pathways Program (Shawsheen EL). Reach Program (Shawsheen EL), Language Based Program (West Int.), Intermediate Pathways Program (West Int.), Middle School Life Skills Program, High School Life Skills Program, Middle School Transition Program or any teacher who is required as a matter of contract to work more than 182 days, shall have additional sick leave granted to him/her at the rate of one (1) additional day of sick leave for every additional 13 days of employment required by student's individual education plan.

In regards to accrued sick time, when a part time employee assumes a full time position or a full time employee assumes a part time position, a day of accrued sick time will be considered a day, and will be paid at the current contractual rate.

For example, if a part time employee assumes a fall time position, his/her accrued sick time earned while in the part time position will be counted as a full day. An employee that works 182 days per year as an 80% employee will accrue 14 sick days. If said employee then becomes a full time employee they will have accrued 14 sick, days (assuming they did not use any days) plus their current allotment of 14 sick days for a total of 28 sick days. These days, when used, will be paid at the current contractual rate. An employee that works less than 182 days per year (i.e. 146 days - 80% employee), will accrue 11 sick days. If said employee then becomes a full time employee they will have accrued 11 sick days (assuming they did not use any days) plus their current allotment of 14 sick days for a total of 25 sick days. These days, when used, will be paid at the current contractual rate. Finally, if a full time employee assumes a part time position, his/her accrued sick time earned while a full time employee will be counted as a full day. These days, when used, will be paid at the current contractual rate.

Section 2.              Family Illness Leave:

A teacher who has completed one school year of service shall be allowed to use up to five (5) days of accrued sick leave per year for time needed to care for a sick family member. Family member shall be restricted to parents, parents-in-law, spouse, children or a family member residing in the same household. The Superintendent upon the request of the teacher may extend coverage for family illness days to other members of the employee's family who are ill. The use of family illness days shall be charged against sick leave and carries all the implications, requirements and responsibilities of sick leave.

New teachers shall be allowed to use up to two (2) days of accrued sick leave upon commencing employment; and on February 1st, the teacher shall be allowed to use another two (2) days of accrued sick leave for the purpose of family illness as defined above.

Section 3.              When sick leave has been exhausted (absent benefits from Article VII), salary deductions may be deferred to the summer check(s) from November 1 to the end of the school year. As each teacher's situation may differ, arrangements for this procedure should be made in person by the teacher with the Director of Administration and Finance.

Section 4.              No teacher shall be charged time against sick leave for any day that schools are not in session. A teacher who leaves school due to illness prior to working more than one-half day shall be charged with one-half day of sick leave.

Section 5.              In recognition of dedicated service to the children of Wilmington any professional member of this unit who has taught for fifteen (15) years in the Wilmington School System, upon his/her retirement shall be eligible to receive a lump-sum payment at the end of his/her final year of teaching for all unused sick leave accumulated to that date as provided below.

Eligible teachers who intend to retire will notify the Superintendent in writing by December 1 of the school year prior to the year in which they intend to retire under the provisions of the Massachusetts Teachers Retirement Act.

Upon retirement, the Committee will compensate each retired teacher at the rate of fifteen (15) dollars for each unused day of cumulative sick leave available on the last day of the work year. Payment for these unused sick leave days will be available on August 1 or thereafter.

Section 6.              When covered by the Workers' Compensation Act, a teacher may also elect to receive sick leave payments to the extent permitted by General Laws Chapter 152, Section 69, whereby such sick leave payments will be chargeable pro rata against accumulated sick leave and whereby the amount, when added to Workers' Compensation Benefits does not exceed his/her full salary or wages.

In instances where accumulated sick leave or Sick Leave Bank benefits are exhausted, the teacher will only receive the applicable Workers' Compensation Benefits.

Section 7.              Certain use of sick leave may be deducted from the teacher's entitlement to leave pursuant to the Family Medical Leave Act of 1993 and the Committee FMLA Policy.

ARTICLE VIII

SICK LEAVE BANK

Section 1. Effective for the three year term of this Agreement, a Sick Leave Bank will be established for use by qualified members whose sick leave accumulation is exhausted through serious prolonged illness and who require additional leave to make full recovery from an extended illness.

Section 2. Each member of the bargaining unit who is eligible to participate shall submit one (1) sick day of his/her personal accumulation to the Sick Leave Bank for the term of this Agreement to be utilized by those who qualify and who have exhausted their own individual sick leave, both annual and accumulated, and who still have a serious extended illness.

Section 3. Individuals shall not qualify for consideration of extended illness leave within the framework of the Sick Leave Bank unless they have accumulated at least twenty (20) sick leave days as of the beginning of the school year (including the fourteen (14) days referred to in Article VII, Section 1, but after the submission required by Article VIII, Section 2).

If a person once qualified as set forth above for participation in the Sick Leave Bank, he or she shall not be required to requalify during the term of this Agreement in case of subsequent illness which would otherwise qualify for participation in this bank.

Section 4. Sick Leave Bank days shall only be available after the infirm employee has exhausted his or her entire personal sick leave, both annual and accumulated.

Section 5. Any sick leave granted under the provisions of this Article shall expire at the end of the applicable school year for the individual involved.

Except as set forth in Section 6, there shall be no accumulation or carryover beyond the term of this Agreement of unused Sick Leave Bank days initially contributed under Article VIII

Section 2.

Section 6. If the Sick Leave Bank is exhausted during the three year term of this Agreement, it shall be renewed by a contribution of one (1) additional day of sick leave by each eligible person from his/her annual days of sick leave. To the extent that such additional days

are unused at the conclusion of this Agreement they may be carried over to any successive school year.

Section 7. The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of four (4) members. Two members shall be designated by the Committee to serve at its discretion and two members shall be designated by the Association. The Sick Leave Bank Committee shall determine the eligibility for the use of the Bank and the amount of leave to be granted. The following criteria shall be used by the Sick Leave Bank Committee in administering the Bank and in determining eligibility and amount of leave:

A.                            Adequate medical evidence of serious illness;

A l.          The Sick Leave Bank Committee, after investigation, may require the individual to submit to a medical examination which will be conducted by a reputable medical examiner or medical firm long established for that purpose. The medical report issued will be determinative of the individual's medical condition. Cost of this examination will be borne equally by the Association and the Committee;

B.                            Prior utilization of all eligible sick leave;

C.                            Length of service in the Wilmington School System.

The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal.

No days may be withdrawn from the Sick Leave Bank for use for any other illness other than prolonged illness. Days may not be withdrawn to permit the individual to stay at home to care for other members of the family, and in no instance may days be withdrawn for the purposes of maternity.

Section 8. Application for benefits shall be made in writing on the appropriate application form to the Sick Leave Bank Committee accompanied by a doctor's certificate as to the need for and anticipated extent of extended recovery time from illness.

Section 9. Application for benefits may be made prior to the employee's exhaustion of his/her own personal sick leave to expedite benefits, but drawings upon the Bank will not actually commence until after the employee's own sick leave days are exhausted and adequate medical notification has been provided, and in no event unless the prolonged illness has exceeded twenty (20) consecutive school days.

Section 10. The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed thirty (30) days.

Section 11. Upon completion of the initial grant, additional entitlement may be extended by the Sick Leave Bank Committee upon demonstration of need by the applicant.

ARTICLE IX

PERSONAL LEAVE

Section 1. It is recognized by all that absences by regular teachers from classrooms interrupt the educational process and must, therefore, be held to an absolute minimum.

Section 2. Three (3) days' leave with pay may be granted for imperative personal business or religious obligations, which could not effectively be conducted outside of school hours.

Section 3. Teachers are allowed three (3) personal days with pay per contract year, to be used with the advance approval of the superintendent. Personal days are not cumulative from contract year to contract year. When requesting such personal leave the teacher need not specify any reason other then 'leave—personal reasons' and must submit such requests, in writing, as soon as possible, but not less than forty-eight (48) hours before the absence occurs.

In no instance shall this leave be requested so as to extend a holiday or vacation.

Section 4. A teacher may apply for a personal day on a day immediately before or after a holiday or vacation only for the express purpose of religious observance where such observance could not effectively be conducted outside school hours, and the Superintendent will grant the request with pay if the request does not exceed the number of possible personal days granted under the terms of this agreement.

The superintendent may approve a personal day on a day immediately before or immediately after a holiday or vacation for a purpose other than religious observance. In such cases the teacher must provide documentation to the superintendent that clearly indicates the request for leave is not for the purpose of extending a holiday or vacation.

Section 5. Nothing in this section shall preclude the Superintendent from granting additional personal leave without pay for reasons which he/she deems urgent. In such cases, deductions from salary shall be made on the basis of 1/182 of the teacher's annual salary for each such day.

ARTICLE X

CAREER CHANGE

A teacher with professional teacher status who has taught in Wilmington for more than five consecutive years may be granted a leave of absence without pay for one school year to explore a career change. Applications for such leave must be filed in writing with the Superintendent no later than the February 1st preceding the September of the academic year for which the leave is requested. Not more than two persons shall be granted such leave in any one school year. Persons on leave must notify the Superintendent in writing by March 15th of the year in which they are on leave if they intend to return. The School Department will provide notice of this requirement by sending a certified letter to the last known address on record at the School Department. Failure to provide such notice of intention to return will be deemed a resignation.

ARTICLE XI

BEREAVEMENT LEAVE

Section 1. A maximum of five (5) days leave will be allowed generally at the time of death in the immediate family. This leave will be granted upon notice to the Superintendent and a notation will be made in the personnel records of the name and relationship of the deceased.

"Immediate family" is defined as: wife, husband, child, brother, sister, parent, parent-in-law, grandparents, grandchildren, and any relative residing in the same household.

Section 2. One (1) day's leave will be granted in case of the death of other relatives or a close friend. The leave must be approved by the Superintendent and a notation will be made in the personnel records of the name and relationship of the deceased.

ARTICLE XII

SABBATICAL LEAVE

Section 1. Any teacher who has served in the Wilmington Public Schools for a period of at least five (5) consecutive full school years, may be granted by the Superintendent a Sabbatical Leave of Absence not exceeding one (1) year for the following purposes, provided that the subject of the sabbatical leave is in a field which will relate to the teacher's area of endeavor in the Wilmington Public Schools.

A.                             An approved full time graduate study which may or may not be made possible through a foundation grant or government grant but is in connection with an accredited institution.

B.                             Approved travel which is defined as:

1.             Travel to foreign countries or areas within the United States which will broaden the teacher's knowledge and understanding of a phase of education which relates directly to his/her field in the Wilmington Schools.

2.             Travel to educational institutions. The results of such experiences should bear directly on improved instruction or operation of the Wilmington Schools.

Section 2. No more than two (2) members of the professional staff shall be on sabbatical leave during a school year.

Section 3. The salary for personnel on sabbatical leave shall be three fourths (3/4) of the regular annual salary for the time in which they are on leave.

Section 4. Upon return from such leave, a written report of activities during the leave shall be submitted to the Superintendent of Schools.

Section 5. All sabbatical leaves shall be granted in accordance with Chapter 71, Section 41A of the General Laws of the Commonwealth of Massachusetts which states:

Prior to the granting of such leave the teacher shall enter into a written agreement with the superintendent that upon termination of such leave he/she will return to service in the public schools of such city or town for a period equal to twice the length of such leave and that, in default of completing such service, he will refund to the city or town an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

Section 6. Applications may be obtained from the Office of the Superintendent of Schools, 159 Church Street, Wilmington, Massachusetts 01887. The closing date for filing applications at this office shall be December 1 preceding the September of the academic year in which the leave is requested. Should the request for such leave be denied, the applicant will be granted an interview with the Superintendent by March 1 and will also be given written notice of the disposition of his/her application.

Section 7. The Superintendent in considering the application will take into account the number of persons making application, the effect of absence of these persons upon the school system, and the relative benefits to the Wilmington School Department of the objectives of the leave. The granting of sabbatical leave shall be discretionary with the Superintendent and shall not be subject to the grievance procedure.

ARTICLE XIII

MATERNITY LEAVE

Section 1. Upon receipt of at least (2) two weeks' written notice of her/his anticipated date of departure and intention to return, the Superintendent shall grant a leave of absence without pay for maternity/paternity or adoption of a child, for up to eight (8) weeks to any employee who has performed her/his regular duties for at least ninety (90) calendar days following initial employment, but less than one full school year, in accordance with the provisions of Massachusetts General Laws Chapter 149, Section 105D.

This leave may be extended by written agreement with the Superintendent in order that the members of the unit who have been on maternity leave status will return at the beginning of a semester. The substitute normally will be employed on a semester to semester basis to fill in for maternity leaves.

Section 2. A full-time teacher who has taught one full school year may apply for, and be granted, a twelve (12) week leave pursuant to the Family Medical Leave Act of 1993 (FMLA) and the Committee's FMLA policy. Such teacher should obtain a copy of this policy for the duties and obligations of the Committee and the teacher.

Section 3. In the event the member of the unit desires a leave longer than the eight (8) weeks provided by G.L. c.149,  105D, or the twelve (12) weeks provided by FMLA, the below listed procedure shall be followed.

Section 4. By prior written agreement with the Superintendent, the maternity/paternity leave of absence may be extended to the first day of the next school-year following the birth of the child (or the first day of the subsequent school year if the teacher has been employed for more than two (2) years).

Section 5. The member of the unit must notify the Superintendent in writing by the first of March in the calendar year in which her maternity leave expires of her intention to return in September or her intention to retire from the school system. Failure to comply with this requirement will be considered as a resignation from the school system.

Section 6. In the event of unforeseen circumstances, for example, that the child does not live, the member of the unit may make written application for reinstatement, accompanied by a physician's statement of good health. Such reinstatement may be granted by the Superintendent in the case of an acceptable vacancy.

ARTICLE XIV

VACANCIES AND PROMOTIONS

Section 1.  Notice of all vacancies will be posted in all schools and sent to each teachers' Wilmington School Department e-mail address within ten (10) days of the Superintendent's decision to till the vacancy. The posting notice will specify the closing date for application, which except in unusual circumstances, shall be at least seven (7) days after the posting. This paragraph covers such non-teaching positions as counselors, administrators, librarians and supervisors and all positions in which a ratio or differential is involved.

Section 2. The qualifications, duties and rate of compensation will be stated in the notice; however, any specific requirements for the position may be waived by the Superintendent if an outstanding candidate is qualified in all other aspects.

Section 3. It is the intention of the Superintendent to fill any position which becomes vacant within sixty (60) days, when practicable, and when it is in the best interest of the school system to do so. This does not preclude the Superintendent from exercising his/her right to abolish a position or his/her right to fill any position on a temporary basis.

Section 4. Each applicant will be given written notice of the disposition of his/her application.

Section 5. The Superintendent will also post a copy of such notice on the bulletin board at the Central Office and during July and August sufficient copies will be made available to the Association.

Section 6. Acting Administrators:

All unit members who agree to work in a vacant administrative position may do so for one (1) school year. As on any unpaid leave of absence, he/she will not lose or accrue any seniority within the bargaining unit. The teacher in the acting position will not evaluate any unit members unless trained according to the Wilmington Performance Standards Document.

ARTICLE XV

TEACHING ASSIGNMENT - TRANSFERS

Section 1. Teachers, other than newly appointed teachers, will be notified in writing of any change in their teaching assignment from the prior school year, including the school or schools to which they will be assigned, the grade and/or subject they will teach, and any special or unusual classes which will require special preparation beforehand. This notification will be given as soon as practicable and no later than June 15 of the school year. In the event that changes in assignment are necessitated by conditions arising during the summer, notice of such change will be mailed as soon as practical to the teacher's permanent home address or summer address if on file in the Superintendent's Office.

Section 2.   Anticipated vacancies shall be posted by February 1. Teachers who desire a change in grade and/or subject assignment or who desire to transfer to another school building shall file a written statement of such desire with the Superintendent, not later than February 15. Such statement shall include the grade and/or subject to which the teacher desires to be assigned or the school to which he or she wishes to be transferred. As soon as practical, and normally not later than the close of school, the Superintendent shall notify said teacher of the disposition of the request.

The wishes of the individual teacher with respect to grade assignment in the elementary school and subject assignment in the secondary school will receive the fullest consideration, but the instructional requirements of the school system and its pupils will be the controlling factor, as decided by the Superintendent without recourse to arbitration.

Section 3. In order to assure that pupils are taught by teachers working within their areas of competence, teachers will be hired and assigned within the scope of their teaching license, their college undergraduate major or minor fields of study, or their subject interest as pursued at the graduate level. Exceptions to the above will only be temporary and for good cause as determined by the Superintendent of Schools.

Section 4. When involuntary transfers are necessary, a teacher's area of competence, major and/or minor field of study, quality of teaching performance, and length of service in the Wilmington School System will be considered. Teachers being involuntarily transferred will be transferred to comparable positions as far as is reasonably practical.

An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent, or his/her designee, at which time the teacher will be notified of the reasons for such transfer. Reasonable effort will be made to hold such involuntary transfers to a minimum.

Notice will be given generally by June 30 except when circumstances, including but not limited to death, resignation, occur after June 30.

Section 5. All requests for transfers must be renewed each year. Before a teacher is assigned or transferred to or from a particular school, the Principal of the school in question will be consulted regarding said assignment or transfer.

ARTICLE XVI

CLASS SIZE

Section 1. The Committee and the Association recognize that class size is an important factor in good education and will, whenever possible, subject to space availability and all other educational considerations, insure that class size is of the most effective nature for both teacher and pupils. Therefore, ideal maximum class size should be as follows:

Pre-Kindergarten/Kindergarten                                                                    a ratio of one teacher per 20 students.

Grades 1 - 3 -                                                                                                    a ratio of one teacher per 20 students.

Grades 4 & 5 -                                                                                                  a ratio of one teacher per 25 students.

Middle School -                                                                                               a ratio of one teacher per 25 students.

High School -                                                                                                   a ratio of one teacher per 20 students.

The Association and Committee agree to refer any problem of the distribution of special needs students to a committee for resolution. The committee shall consist of the President of the Association, Superintendent of Schools, Director of Special Education, and a person of the President of the Association's choosing.

Section 2. Assignments to shop classes, science labs, physical education, home economics and inclusion classes shall be made based upon safety conditions, available space and educational objectives.

ARTICLE XVII

TEACHING LOAD

Section 1. Every teacher and specialist in grades 6-12 shall have at least five unassigned periods per week in a five-day school week available for the preparation of work. Wherever possible, these unassigned periods are to be scheduled on the basis of one unassigned period a day.

Section 2.   Each elementary teacher/specialist (PreK-grade 5) shall have five unassigned periods of at least 45 minutes each per week for preparation of work or student consultation.

Should any elementary teacher/specialist (PreK-grade 5) miss a planning period during a week, for reasons beyond his/her control, the period will be bade up within one week.

Each Pre-Kindergarten/Kindergarten teacher will have an unassigned period of not less than one-half (1/2) hour between sessions. Each Pre-Kindergarten/Kindergarten teacher shall have 225 minutes of preparation time per week for the duration of this Agreement.

Section 3. In grades 6-12, within the time limits of the existing faculty and classroom space, no more than three (3) "preparations" shall be required of a teacher.

In the event that it is necessary to assign teacher(s) in a department more than three preparations, no teacher shall be assigned a fourth preparation until all department members, subject to certification requirements, have been assigned three preparations. (A Curriculum Team leader must have two preparations before a fourth preparation is assigned.) If the need for a fourth preparation continues beyond one year, it will be rotated among certified department members. A "preparation" shall be defined as a different subject or a different ability classification within the same subject.

Section 4. Nothing herein shall preclude a teacher from volunteering for assignments in excess of the minimum standards set forth above.

Section 5. It is acknowledged that the normal goal will be to provide a schedule whereby a classroom teacher at the secondary level is teaching an average of no more than twenty-five (25) teaching periods per week, and a Curriculum Team leader is teaching an average of no more than five (5) teaching periods per day. In the case of Curriculum Team leaders, attempts will be made to insure that the teaching periods are consecutive. Curriculum Team leaders will not be assigned bus duty, corridor duty, study halls or cafeteria duty.

It is recognized that occasions may arise which require a deviation from the above standards. In such instances, the schedule will be discussed between the Superintendent and the teacher or Curriculum Team leader involved and the reasons therefore provided to the Association in writing. It is acknowledged that the final decision on such deviation must rest with the administration. Reasons and necessity for the deviation may be reviewed with the administration by the individual and/or the Association but shall not be subject to arbitration. The Committee and the Association recognize that such deviations should be kept to a minimum.

Any teacher who accepts a teaching load in excess of the standards set forth above shall be compensated at the rate of $ 15 per extra period. Such extra teaching period shall not relieve the teacher of assigned administrative periods.

ARTICLE XVIII

WORK DAY AND WORK YEAR

Section 1. Work Day

Elementary A (K-5) North/Woburn St/Boutwell                                                8:15 to 2:35

Elementary B (1-5) WIS, Shawsheen, Wildwood                                              8:50 to 3:10

Middle School (6-8)                                                                                                 7:10 to 1:40

High School (9-12)                                                                                                   7:40 to 2:05

(a)           It is recognized, however, that the Committee may adjust starting and finishing times of the school day provided that the span of consecutive hours for any teacher is not increased. All teachers, specialists, counselors, and personnel covered by this agreement shall be in their classrooms or office areas at the starting time specified by this agreement. It is understood that elementary school start time for teachers, specialists, counselors and personnel covered by this agreement will be posted annually at the commencement of the school year.

(b)                 The duty-free lunch period for teachers shall be a minimum of thirty (30) minutes.

(c)                 All teachers must make themselves available for a maximum of two (2) two-hour parent sessions per school year. It is understood that the one evening in the first marking period will constitute one of the two two-hour parent sessions for elementary teachers.

(d)                 All teachers will be required to attend one (1) one (1) hour meeting per month with the building principal. All teachers will be required to attend four (4) one (1) hour meetings each year for the purpose of curriculum improvement. At the secondary level, these four (4) curriculum improvement meetings will be counted as Director/Curriculum Team Leader meetings. In addition, at the secondary level there will be six (6) other one (1) hour meetings with the Director/Curriculum Team Leader.

(e)                 IST meetings shall be held no more than one hour outside the school day, either before or after the normal school day. Teachers who serve on IST will receive in service credit. Meetings will not normally be scheduled on a Friday afternoon, except in extenuating circumstances.

Every effort will be made to hold TEAM meetings during the school day. If a TEAM meeting extends more than one hour past the close of school, teachers will receive a $25.00 stipend. In no instance will a Team meeting extend more than two hours beyond the school day

Teachers who are required to attend a TEAM or PST in the evening or a nonschool day shall be compensated at their daily salary rate, pro-rata, to the number of hours employed. No teacher, however, shall be paid less than a half-day's salary.

(f)                            Nothing herein shall preclude a teacher from volunteering for activities in excess of the maximum standards set forth above.

(g)                    Teachers shall have at least 5 school days from the close of the term to submit grades and 5 school days from the midpoint of the term to submit interim reports. Neither interim reports nor term grades shall be due during a week when a faculty meeting or department meeting is scheduled.

Section 2. Work Year.

(a)                 The normal work year for teachers shall consist of 182 contiguous days.

(b)                 If the Committee is going to increase the teacher work year beyond 182 days, the Committee will negotiate the compensation for such extension with the Association. Nothing in this clause shall be construed to limit the Committee's ability to lengthen the school year. The only question open to bargaining shall be the compensation to be paid to the teachers.

(c)                  Additional Time for Professional Development

One day of the 182 day work year shall be for the purpose of Professional Development, except for teachers new to the Wilmington Public Schools who may be required to attend one additional day before the opening of school.

ARTICLE XIX

EVALUATION

Section 1. While total evaluation of a teacher's performance is not necessarily limited to observation in the classroom, all formal observations of classroom performance of a teacher will be conducted openly and with full knowledge of the teacher.

Section 2. Teachers will review, and on request be given, a copy of any evaluation report prepared by their evaluator. After such review the teacher will sign the report to indicate the fact that the review has been completed.

Section 3. The teachers will have the right to review the content of their personnel file upon request and make copies thereof. Excluded from this would be any document of a "confidential" nature received prior to employment.

Section 4. No material derogatory to a teacher's conduct or service or character will be placed in his/her personnel file unless the teacher has had an opportunity to review the material and affix his/her signature to the copy to be filed, with the understanding that the signature does not necessarily indicate concurrence with the contents thereof. The teacher will also have a right to submit a written answer to such material and have the answer reviewed by the Superintendent and affixed to the file copy.

Excluded from this would be material such as confidential references received at the time of the teacher's initial employment.

Section 5. In the event a teacher without professional teacher status is not to be recommended for re-election, the Superintendent or his/her designee will grant the individual teacher an interview on request for the purpose of discussing the reasons for such action.

Section 6. Appendix E & F shall be the Performance Standards and Evaluation Procedure document of the Wilmington Public Schools.

Section 7. Early Childhood Head Teachers will serve as participants in the evaluation process as do the Curriculum Team Leaders. Title I Coordinator will assist in the process for reading teachers.

Section 8. In the event that a complaint is received by the administration concerning any employee covered by this contract, the employee will be notified of the existence of said complaint within ten (10) working days.

ARTICLE XX

EXTRACURRICULAR ACTIVITIES

Compensation for such activities is set forth in Appendix C and the principles establishing such ratios and the methods of review thereof are set forth under separate cover as agreed to by the parties. The enumeration of certain classes or types of extracurricular services or duties set forth in this schedule neither means that the Committee must continue these in existence nor is it intended to preclude the payment for any other extracurricular duties not specifically included therein.

Extracurricular activities involving additional income should, at the discretion of the Superintendent, be limited to no more than two types of activity per individual.

ARTICLE XXI

EDUCATIONAL ASSISTANTS

The Committee and the Association recognize that educational assistants are beneficial to the schools and will continue to employ educational assistants.

If there is a change in policy regarding the use of educational assistants in Pre-Kindergarten/Kindergarten, the matter will be discussed with the Association.

ARTICLE XXII

ALTERNATIVE EVENING SCHOOL/SUMMER SCHOOL

Section 1. In order to allow more school personnel to teach in Summer School, the Alternative Evening School and federally funded programs during the summer, no one will be allowed to teach more than four (4) successive summers in which school is held.

Section 2. In the event no other qualified person applies for a posted position, Section 1 (above) will not be in effect for that position.

Section 3. The policies and procedures regarding the training and placement of practice teachers for the regular school term shall be observed for the summer school term.

Section 4. Only those provisions of the contract in which the alternative evening school staff are identified are applicable to that staff. The positions covered by this Article include:

a.                                             Alternative Evening School Coordinator

b.                                             Alternative Evening School English Teacher

c.                                             Alternative Evening School Mathematics Teacher

d.                                             Alternative Evening School Social Studies Teacher

e.                                             Alternative Evening School Science Teacher

Section 5. The work year for the Alternative Evening School Coordinator shall be determined by the Superintendent. The work year for Alternative Evening School teachers shall be 72 hours of direct instruction and 32 hours of preparation time. The compensation rate for these positions are included in Appendix B.

Section 6. The Superintendent shall give consideration to the professional background and other attainments of all applicants. The position in the Wilmington Summer School or Alternative Evening School will be filled first by regularly appointed teachers in the Wilmington system (including new teachers who have been hired for the next school year) where, in the opinion of the Superintendent, those teachers possess qualifications equal to or superior to those of candidates from outside the Wilmington School System.

ARTICLE XXIII

TRAVEL EXPENSES

Section 1. Teachers required to travel from one building to another as part of their regular duties and who do not receive any differential for these duties will receive a travel allowance to be determined as follows:

Less than 300 miles per year will be paid                                                                      $50/year

300 miles but less than 500 miles                                                                                    $85/year

500 miles but less than 750 miles                                                                                    $125/year

750 miles or more                                                                                                               $170/year

This allowance is payable in two (2) installments, December and June.

Section 2. For professional personnel required to travel out of town by car, such authorized travel on school business shall be reimbursed at the rate of twenty cents ($.20) per mile.

ARTICLE XXIV

ASSOCIATION RELEASE TIME

The President of the Association and the Chairperson of the Professional Rights and Responsibilities Committee (or a designated representative) shall have a combined availability of twenty (20) days to conduct Association business, upon approval of the Superintendent of Schools.

ARTICLE XXV

PROFESSIONAL GROWTH

Section 1.   Teachers on maximum must earn three (3) graduate credits every three (3) years in order to receive a general wage increase applicable to teachers at the maximum. In-service credits, courses, seminars or workshops approved by the Superintendent may be used for this purpose. Twelve (12) hours of in-service work is the equivalent to one (1) graduate credit. New teachers must earn twelve (12) hours of in-service credit related to technology during their first three (3) years in Wilmington.

Teachers on the step scale must earn three (3) graduate credits, or their equivalent in in-service credits from courses, seminars or workshops, every three years. The courses, credits, seminars or workshops must be approved in advance by the Superintendent. The District will utilize the seniority list to determine when a teacher must meet the requirement. Teachers are required to submit evidence of the completion of this requirement by September 1.

In-service credits may be used for this purpose with twelve (12) hours inservice work being the equivalent of one graduate credit.

Should a teacher who has failed to meet these requirements fulfill the requirements during the next school year, he/she will be restored to his/her position on the salary schedule and will have lost only that one year increment. Should a teacher fulfill the requirements at a subsequent time, the teacher will progress one increment at a time. A teacher at maximum will be placed back on the schedule immediately upon completing the requirement.

Should the Wilmington School Department fail to offer in-service programs applicable for a given teacher's program and/or level in any school year, the plateau requirement to have taken or accumulated credits shall not apply to the subsequent school year in determining placement on the salary schedule.

Section 2. Compensation for advanced degrees shall become effective only on the September 1 of each year. Data substantiating eligibility must be received on or before August 15, or upon completion of the course prior to September 1, if not completed by August 15.

Section 3. In the event the Administration requests a teacher to take a specific course, consistent with the needs of the school system, the Committee, upon successful completion of the course, will pay for the course offering and any books required with respect thereto.

Section 4. Professional Development Committee

A.        A Professional Development Committee (PDC) will be composed of three (3) teachers with one (1) representative from each level being elected by the teachers; one (1) teacher appointed by the Association; three principals, with one (1) representative from each level appointed by the Superintendent and the Assistant Superintendent for Curriculum. The PDC will be co-chaired by a representative of the teachers and a representative of the administration.

B.                             Duties

1.                   The PDC will plan and organize professional development activities for the system which shall include recertification opportunities.

2.                   The PDC will operate under a budget for each school year and will recommend a professional development budget to the Superintendent for the following school year.

3.                   The PDC will review all requests and make a recommendation for reimbursement to the Superintendent based upon but not limited to the following criteria:

a.                                                             District and school goals;

b.                                                             Individual recertification needs;

c.                                                             Course appropriateness based upon teaching assignment;

d.                                                             Curriculum frameworks;

e.                                                             Previous reimbursement support given to the teacher;

f.                                                              In-service credit for activity;

g.                                                             Availability of funds.

C.                             Procedure

1.                   The professional staff member forwards a written proposal to the PDC with a copy concurrently transmitted to the Superintendent/designee.

2.                   The Superintendent will make a final decision based upon the above criteria after receiving a positive recommendation from the PDC.

3.                   If the Superintendent denies the request, me Superintendent will inform the PDC in writing of that determination within two calendar weeks of the decision.

4.                   The decision of the Superintendent shall not be subject to the grievance procedure and arbitration sections of this Agreement.

5.                   The Superintendent or his/her designee will notify the professional staff member in writing of the status of the request with a copy to the PDC.

Section 5 The parties agree that teachers who volunteer to develop curriculum may earn either in-service credit for horizontal movement on the salary schedule or to be compensated at the rate of $25.00 per hour, for work under the direction of the Superintendent or his/her designee.

The parties also agree that a timetable will be jointly developed for these activities to occur when school is not in session.

The Association will encourage participation in this endeavor, consistent with the timetable developed by the School Committee for the implementation of the strategic plan.

ARTICLE XXVI

EARLY RETIREMENT

This article is designed to preserve job opportunities for newly-hired teachers and to provide an incentive for qualified teachers who desire to retire early.

A teacher who has taught in Wilmington for twenty-five (25) years as of June 30 of the year in which he/she retires from the Wilmington School System shall be entitled to receive in that final year $5,000 above the applicable salary schedule in that final year of teaching. In addition, the sick leave buyback for such a teacher provided for in Article VI, Section 5, paragraph3 will be at the rate of $20.00 per day rather than the normal rate of $15.00 per day.

Persons seeking this incentive pay must notify the School Department in writing by December 1 of the year prior to the calendar year in which they would intend to retire in order that appropriate funding may be arranged in that school year's budget. Payment shall be made no later than the time at which sick time buy back payment is made pursuant to Article VII, Section 5.

ARTICLE XXVII

REDUCTION IN FORCE (RIF)

A.            If the Committee in its discretion determines, pursuant to its legal responsibility to make such decisions, that a reduction in the number of teachers employed is necessary, or that a particular type of teaching service should be discontinued the following policy for reduction in personnel will be used:

1.             Inasmuch as possible, normal attrition will be used. That is, teachers who resign will not be replaced if there are qualified teachers available in the district.

2.                   Teachers not holding a regular Massachusetts Teaching License will be laid off first, provided there are fully qualified, fully certified teachers to replace and perform all of the needed duties of the laid off teachers.

3.                   Teachers who are not under contract or who are on temporary status will be laid off next, provided there are fully qualified, fully certified permanent teachers to replace and perform all of the needed duties of the laid off teachers.

4.                   If further reduction is still necessary, then teachers without professional teacher status, with the least number of years teaching in the Wilmington Public School System will be laid off next, provided there are remaining fully qualified, fully certified teachers to replace and perform all of the needed duties of the laid off teachers. The area of assignment shall determine whether there are fully qualified, full certified teachers to replace and perform all the needed duties of a laid-off teacher. Areas shall be defined as elementary (K-6) and secondary (6-12). No unit member shall be involuntarily transferred from one area to another.

Unit members in a K-12 discipline such as Art, Music, Counseling, physical education, special education and reading can be assigned to either of the two areas by action of the Superintendent as specified in Article XIV, Section 4.

5.                                            If further reduction is still necessary, then teachers with professional teacher status with the least number of years of teaching experience in the Wilmington Public Schools System will be laid off next. The area of assignment shall determine whether there are fully qualified, fully certified teachers to replace and perform all the needed duties of a laid-off teacher. Areas shall be defined as elementary (K-6) and secondary (6-12). No unit member shall be involuntarily transferred from one area to another.

B.            In the event it becomes necessary to reduce the number of teachers with professional teacher status, they shall be laid off according to the following procedure:

1.                   Teachers may be laid off on a departmental basis in the secondary schools (district-wide departments).

2.                   Elementary teachers may be laid off by "department" with the following groups defined as departments: pre-school and/or Pre-Kindergarten/Kindergarten, elementary art, elementary vocal music, elementary instrumental music, elementary physical education, elementary librarians, elementary classroom teachers, elementary counselors, elementary reading teachers and special education teachers.

3.             In reaching a decision the following criteria will be followed in the order listed:

a.             Seniority in the district shall be based upon:

1)                   The effective date of such employment

2)                   The date of Committee approval of employment

3)                   Part-time employment, sabbatical, military, and maternity leave shall not be considered as interruption of years of service. Seniority for all other approved leaves shall be computed from the first day of employment minus the time of such leaves

b.               Written evaluation on file in the central office

c.               Qualifications as determined by:

1)                   Areas of certification

2)                   Major or minor

C.            Recall

1.                   Any teacher with professional teacher status who has been laid off, pursuant to this Article, shall be subject to recall for a period of two (2) years measured from the first day of the school year the layoff is in effect. This period shall be extended to include the first work day of the school year following the two year period.

2.                   Teachers shall be recalled in the reverse order of layoff for those positions which they are certified to fill. A teacher on recall shall be eligible to remain in the health insurance and life insurance programs in effect at that time provided that the teacher pays 100 per cent of the premiums.

3.                   The teacher, the Association and the Committee agree that the teacher, for the period of recall, will be treated as if the teacher were on a leave of absence without pay.

ARTICLE XXVIII

SEPARABILITY AND SAVINGS

If any Article or Section of this Agreement or any Riders thereto should be held invalid by operation of law or by any tribunal of competent jurisdiction, or if the compliance with or enforcement of any Article or Section should be restricted by such tribunal pending a final determination as to its validity, the remainder of this Agreement and or any rider thereto, or the application of such Article or Section to persons or circumstances other than those as to which it has been held invalid or as to which compliance with or enforcement of has been restrained shall not be affected thereby.

In the event that any Article or Section is held invalid or enforcement of or compliance with which has been restrained, as set forth above, the parties affected thereby shall enter into the immediate collective bargaining negotiations upon the request of either party for the purpose of arriving at a mutually satisfactory replacement of such Article or Section during the period of the invalidity or restraint.

It is acknowledged by and between the parties that Article III, Section 6 (as it is carried over from the 1972-73 collective bargaining agreement between the parties and set forth below and incorporated herein)1 could become the subject of litigation unless supplementary legislation is passed. In such event, the parties agree to be bound by the decision of a tribunal of competent jurisdiction, such decision shall be the sole remedy for the contractual term hereunder.

ARTICLE XXIX

HEALTH AND SAFETY

The School Committee will strive to provide students and teachers with safe and healthful schools.

ARTICLE XXX

JUST CAUSE

No teacher with professional teacher status shall be suspended or dismissed for disciplinary reasons without just cause. It is understood that the Association may arbitrate disciplinary actions by either the Contract or the Law, but not both.

ARTICLE XXXI

DURATION

Section 1. This Agreement is a complete agreement between the parties covering all subjects of bargaining for the term hereof.

________________________________________________

1      1972 Agreement, Article III, Section 6:

"Should a professional employee covered by this contract die while in the employ of the Wilmington School Committee, all accumulated sick leave, not to exceed one hundred eight (180) days, shall be paid to his estate or other legal representative."

_________________________________________________

The Committee shall not be under an obligation to negotiate with the Association any modifications or additions to this Agreement which are to become effective during the term hereof.

In the event that agreements are mutually reached on a voluntary basis between the Committee and the Association or pursuant to the provisions of Article I, Section 3, they will be reduced to writing, will be signed by the Committee and the Association and will become an addendum to this Agreement.

Section 2. This Agreement shall become effective as of September 1, 2011 and shall continue in full force and effect to and including August 31, 2014 and shall thereafter automatically renew itself for successive one year terms unless by the October 1 next prior to the expiration of the contract year involved either the Committee or the Association shall have given written notice to the other of its desire to modify or terminate this Agreement.

If the Committee and the Association have failed to reach agreement by December 1, they jointly or either of them separately may petition the State Board of Conciliation and Arbitration to initiate the statutory impasse procedures in accordance with the provisions of General Laws Chapter 150E.

IN WITNESS WHEREOF, the parties have set their hand and seal by their duly authorized representatives this 22th day of June, 2011.

FOR THE WILMINGTON                                                FOR THE WILMINGTON

SCHOOL COMMITTEE                                                   TEACHERS ASSOCIATION

__________________________________                 _________________________________

Dr. Leslee Quick                                                                   Joseph Meponis 

Vice-Chair                                                                             President

__________________________________                 _________________________________

Date                                                                                       Date   

APPENDIX A

SALARY SCHEDULES

FY 12

 

 

 

 

 

 

 

 

STEP

B

B+15

M

M+15

M+30

M+45

M+60

D

1

$39,649

$40,639

$43,613

$44,606

$45,597

$46,867

$48,139

$47,579

2

$41,630

$42,625

$45,795

$46,783

$47,777

$49,049

$50,321

$49,759

3

$43,710

$44,606

$48,083

$49,078

$50,266

$51,534

$52,805

$51,543

4

$45,897

$46,586

$50,491

$51,480

$52,335

$53,608

$54,878

$53,527

5

$48,195

$48,569

$53,012

$54,004

$54,993

$56,265

$57,536

$55,509

6

$50,603

$51,543

$53,787

$54,993

$55,985

$57,256

$58,527

$57,492

7

$53,133

$53,527

$57,093

$58,086

$59,079

$60,347

$61,618

$60,464

8

$55,791

$56,501

$59,473

$60,464

$61,455

$62,727

$63,998

$62,446

9

$57,493

$58,484

$61,455

$62,446

$63,441

$64,710

$65,980

$64,430

10

$60,990

$62,121

$64,981

$66,109

$67,462

$68,752

$70,041

$69,445

11

$64,487

$65,760

$68,507

$69,773

$71,485

$72,792

$74,102

$74,458

FY 13

 

 

 

 

 

 

 

 

STEP

B

B+15

M

M+15

M+30

M+45

M+60

D

1

$40,442

$41,452

$44,485

$45,498

$46,509

$47,804

$49,102

$48,531

2

$42,463

$43,478

$46,711

$47,719

$48,733

$50,030

$51,327

$50,754

3

$44,584

$45,498

$49,045

$50,060

$51,271

$52,565

$53,861

$52,574

4

$46,815

$47,518

$51,501

$52,510

$53,382

$54,680

$55,976

$54,598

5

$49,159

$49,540

$54,072

$55,084

$56,093

$57,390

$58,687

$56,619

6

$51,615

$52,574

$54,863

$56,093

$57,105

$58,401

$59,698

$58,642

7

$54,196

$54,598

$58,235

$59,248

$60,261

$61,554

$62,850

$61,673

8

$56,907

$57,631

$60,662

$61,673

$62,684

$63,982

$65,278

$63,695

9

$58,643

$59,654

$62,684

$63,695

$64,710

$66,004

$67,300

$65,719

10

$62,210

$63,363

$66,281

$67,431

$68,811

$70,127

$71,442

$70,834

11

$65,777

$67,075

$69,877

$71,168

$72,915

$74,248

$75,584

$75,947

FY 14

 

 

 

 

 

 

 

 

STEP

B

B+15

M

M+15

M+30

M+45

M+60

D

1

$40,846

$41,867

$44,930

$45,953

$46,974

$48,282

$49,593

$49,016

2

$42,888

$43,913

$47,178

$48,196

$49,220

$50,530

$51,840

$51,262

3

$45,030

$45,953

$49,535

$50,561

$51,784

$53,091

$54,400

$53,100

4

$47,283

$47,993

$52,016

$53,035

$53,916

$55,227

$56,536

$55,144

5

$49,651

$50,035

$54,613

$55,635

$56,654

$57,964

$59,274

$57,185

6

$52,1-31

$53,100

$55,412

$56,654

$57,676

$58,985

$60,295

$59,228

7

$54,738

$55,144

$58,817

$59,840

$60,864

$62,170

$63,479

$62,290

8

$57,476

$58,207

$61,269

$62,290

$63,311

$64,622

$65,931

$64,332

9

$59,229

$60,251

$63,311

$64,332

$65,357

$66,664

$67,973

$66,376

10

$62,832

$63,997

$66,944

$68,105

$69,499

$70,828

$72,156

$71,542

11

$66,435

$67,746

$70,576

$71,880

$73,644

$74,990

$76,340

$76,706

APPENDIX B

OTHER DIFFERENTIALS

1.             Classification A:

Position

Stipend

Coordinator of Student Services

$7,000.00

CTL (Curriculum Team Leader)

$5,265.00

Head Teacher (2)

$7,261.00

Liaison (Art, Music and Physical Education)

$3,700.00

Title I Coordinator

$5,000.00

Elementary Math Leader

$5,165.00

Elementary Language Arts Leader

$5,165.00

MCAS Leader

$5,165.00

Team Leaders (Middle School) (11)

$1,000.00

Sped Team Chairperson

$3,000.00

Middle School Guidance Counselors, High School Guidance Counselors and Guidance CTL shall be paid at a per diem rate of pay for each of the five days of guidance work that is done during the summer.

2.            Alternati ve Evening School

a.                             Alternative Evening School Coordinator: $30.00/hour for each hour worked.

b.                             Alternative Evening School Teachers: $25.00 per hour for seventy-two (72) hours of direct instruction per year, and $25.00 per hour for thirty-two (32) hours of preparation time per year.

A committee consisting of three members selected by the WTA and three (3) members selected by the Administration shall be formed to evaluate proposals for new Appendix C positions. The committee will review each new activity at the end of the first year to determine if the activity should be funded for a second year. The committee will review each new activity at the end of the second year to determine if the activity should be made part of Appendix C and what the proper tier placement is for the activity.

APPENDIX C

EXTRA-CURRICULAR ACTIVITIES

SALARIES

7. Appendix C

 

Level

 

Years of Service

 

 

 

 

1-3

 

4-6

 

7+

 

FY 12

 

 

 

 

 

 

Tier 1

$

6,559

$

6,949

$

7,731

Tier 2

$

3,825

$

4,085

S

4,346

Tier 3

$

2,290

$

2,459

$

2,621

Tier 4

$

1,092

$

1,159

$

1,241

Tier 5

$

570

$

610

$

644

 

Level

 

Years of Service

 

 

 

 

 

1-3

 

4-6

 

7+

 

FY 13

 

 

 

 

 

 

Tier l

$

6,690

$

7,088

$

7,580

Tier 2

$

3,902

$

4,167

$

4,433

Tier 3

$

2,336

$

2,508

$

2,673

Tier 4

$

1,114

$

1,182

$

1,266

Tier 5

$

581

$

622

$

657

 

Level

 

Years of Service

 

 

 

 

 

1-3

 

4-6

 

7+

 

FY 14

 

 

 

 

 

 

Tierl

$

6,757

$

7,159

$

7,656

Tier 2

$

3,941

$

4,209

$

4,477

Tier 3

$

2,359

$

2,533

$

2,700

Tier 4

$

1,125

$

1,194

$

1,279

Tier 5

$

587

$

628

$

664

The Tutor rate is $26.00.

The Detention rate is $ 15.00.

TIER I

Head Varsity Coach, H.S. Football, Boys (1)

TIER II

Head Varsity Coach, H.S. Baseball (1)

Head Varsity Coach, H.S. Basketball, Boys (1)

Head Varsity Coach, H.S. Basketball, Girls (1)

Head Varsity Coach, H.S. Field Hockey (1)

Head Varsity Coach, H.S. Gymnastics (1)

Head Varsity Coach, H.S. Ice Hockey, Boys (1)

Head Varsity Coach, H.S. Ice Hockey, Girls (1)

Head Varsity Coach, H.S. Softball, Girls (1)

Head Varsity Coach, H.S. Soccer, Girls (1)

Head Varsity Coach, H.S. Soccer, Boys (1)

Head Varsity Coach, H.S. Track, Spring, Boys (1)

Head Varsity Coach, H.S. Track, Spring, Girls (1)

Head Varsity Coach, H.S. Track, Winter, Boys (1)

Head Varsity Coach, H.S. Track, Winter, Girls (1)

H.S. Trainer-Fall (1)

_H.S. Trainer - Winter (1)

H.S. Trainer - Spring (1)

Head Varsity Coach, H.S. Volleyball (1)

Head Varsity Coach, H.S. Wrestling (1)

H.S. Football-1st Ass. (2)

System wide Ski Club (2) Gr. 4-12

Head Varsity Coach, H.S. Golf (1)

Head Varsity Coach, H.S. Tennis, Boys (1)

Head Varsity Coach, H.S. Tennis, Girls (1)

Head Varsity Coach, H.S. X-Country (1)

Head Varsity Coach, H.S. Lacrosse, Boys

Head Varsity Coach, H.S. Lacrosse, Girls

TIER III

H.S. Asst. Baseball (1)

H.S. Asst Basketball, Boys (1)

H.S. Asst. Basketball, Girls (1)

H.S. Asst. Field Hockey (1)

H.S. Asst. Football, 2nd (1)

H.S. Asst. Gymnastics (1)

H.S. Asst. Ice Hockey, Boys (1)

H.S. Asst Softball (1)

H.S. Asst. Soccer, Boys (1)

H.S. Asst Soccer, Girls (1)

H.S. Asst. Track, Spring, Boys (1)

H.S. Asst. Track, Spring, Girls (1)

H.S. Freshman Soccer, Boys (1)

H.S. Freshman Soccer, Girls (1)

H.S. Asst. Track, Spring (1)

H.S. Asst. Track, Winter (1)

H.S. Asst. Volleyball (1)

H.S. Asst. Wrestling (1)

H.S. Fresh. Baseball (1)

H.S. Fresh. Basketball, Boys (1)

H.S. Fresh. Basketball, Girls (1)

Head Coach, H.S. Fresh. Football (1)

H.S. Fresh. Asst. Football (1)

H.S. Fresh. Softball (1)

Coach, Freshman Field Hockey (1)

H.S. Asst. Athletic Trainer F (1) W (1)

H.S. Marching Bandmaster (1)

H.S. Band Concert Leader (1)

H.S. Drama Club (1)

H.S. Newspaper (1)

H.S. Science Club (1)

H.S. Senior Class Advisor (1)

H.S. Student Council (1)

H.S. Yearbook (1)

H.S. Faculty Manager F(l) W(l) S (1)

M.S. Yearbook Advisor (1)

M.S. Drama Club (1)

JV HS Lacrosse, Boys (1)

JV HS Lacrosse, Girls (1)

H.S. Environmental Club (1)

TIER IV

H.S. Football Cheerleading (1)

H.S. Basketball Cheerleading (1)

H.S. Chorus (1)

H.S.D.E.C.A. (1)

H.S. Math League/Honor Society

H.S. S.A.D.D. (1)

H.S. Academic Decathlon (1)

H.S. Debate Club (1)

Underclassman Class Advisor (3)

M.S. Library/Media Support (1)

M.S. Mentor Adventure Club Advisor (1)

Elementary Mathematics Olympiad Coach (2) for each intermediate school

Middle School Art (1)

M.S. Newspaper Advisor (1)

M.S. Math Club (1)

M.S. Homework Club (2)

H.S. Mock Trial Club (1)

M.S. Student Council (1)

*Elementary Strings Concert Leader (1)

*Elementary Band

M.S. SADD

TIER V

H.S. National Honor Society (1)

Foreign Language Club (1)

Pre-School Screening (1)

Intermediate Math Olympiad Coaches (4)

H.S. Literary Magazine Advisor (1)

National Junior Honor Society Advisor (1)

M.S. Music Ensemble Advisor (3)

M.S. Technology/Media Club Advisor (3)

M.S. F.S.E.A. Club Advisor (1)

M.S. Intramural, Fall (2)

M.S. Intramural, Winter (2)

M.S. Intramural, Spring (2)

Community Service Club (1)

Gay Straight Alliance (1)

Anime Club (1)

APPENDIX D

MEMORANDUM OF AGREEMENT

In order to solve the grievances filed over the denial of in-service credits for participation in Talents Unlimited and other workshops, the Wilmington Teachers Association and the Wilmington School Department agree to the following terms:

1.     This agreement shall not supersede Article XXIV of the existing agreement, although it shall clarify and amend it.

2.     In-service credits shall be granted within the guidelines of Article XXIV Section 2 of the existing agreement for attendance at approved workshops, conferences, seminars, and courses (all hereinafter referred to as programs) participated in outside regular working hours as well as for such programs participated in during regularly scheduled school system early release days.

3.     Programs provided by the school district, in addition to regularly scheduled in-service programs, during regular working hours at no cost to employees shall not be eligible for in-service credits. Instead, employees who participate in such programs shall receive a certificate of attendance stating the nature of the program and the actual number of hours of instruction. Additionally, the school system shall establish a file for each employee so that this information might be processed for recertification purposes and other appropriate reasons. This file will be consistent with state guidelines for recertification.

4.     The Administration shall establish a file and issue a certificate of attendance, as referenced in #3 of this agreement, for each employee who has attended Talents Unlimited from September 1992 on.

5.     In-service credits can be earned for programs outside the school system attended during regular working hours provided the employee agrees to share knowledge gained through these programs with appropriate team or department members. The method of sharing the information shall be described in a statement on the application for in-service credit.

6.     Granting in-service credits for any purpose other than those outlined in Article XXIV of the existing agreement or this Memorandum of Agreement shall be bargained with the Association.

/s/   Joseph V. Kleponis                                                      /s/   Geraldine A. O'Donnell

Association Representative                                               Superintendent of Schools

February 28, 1994                                                               February 15. 1994

APPENDIX E

PERFORMANCE STANDARDS

AND EVALUATION PROCEDURES

TABLE OF CONTENTS

III.          MASSACHUSETTS DEPARTMENT OF EDUCATION REQUIREMENTS OF THE REGULATIONS

A.                            Specific Purposes                                                                  1

B.                            Principles of Evaluation                                                      1

C.                            Procedures for Evaluation                                                  1

1.                   Responsibilities

2.                   Reporting Results

D.                            Principles of Effective Teaching                                        2

IV.          EVALUATION PHILOSOPHY AND PURPOSE

A.                            Evaluation Philosophy                                                        3

B,                            Purpose of Teacher Evaluation                                         3

V.            PROCEDURES FOR EVALUATION OF TEACHERS

A.                            Orientation                                                                            4

B.                            Frequency of Evaluation                                                    4

C.                            Reporting Responsibilities                                                  4

D.                            Pre-Evaluation Conference                                                5

E.                             Formal Classroom Observation                                        5

F.                             Post-Observation conference                                             5

G.                            Informal Observations and Conferences                        5-6

H.                            Summative Evaluation Report and Conference           6

I.                              Remedial Plan                                                                      7

J.                              Areas of Assessment                                                           8-9

VI.          REPORTS

A.                             Observation Report                                                             10

B.                             Summative Evaluation Report                                         11-15

C.                             Overall Rating Report                                                         16

1.        MASSACHUSETTS DEPARTMENT OF EDUCATION REQUIREMENTS OF THE REGULATIONS (35.00)

THE FOLLOWING SECTIONS ARE REQUIRED FOR INCLUSION BY THE D.O.E. PUBLICATION OF JULY 20, 1995.

SPECIFIC PURPOSES OF EVALUATION (35.01) - Required

a.                             To provide information for the continuous improvement of performance through an exchange of information between the person being evaluated and the evaluator.

b.                             To provide a record of facts and assessments for personnel decisions.

PRINCIPLES OF EVALUATION (35.03) - Required

1.                                                                   The performance standards shall be measurable.

2.                                                                   The performance standards shall reflect and allow for significant differences in assignment and responsibilities. These differences shall be described in evaluation reports the performance standards shall be shared with the person being evaluated in advance of the evaluation process.

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

4.                                                                   The evaluation process shall be tree of racial, sexual, religious and other discrimination and biases as defined in state and federal laws.

5.                                                                   The person being evaluated shall be allowed to gather and provide additional information on his/her performance. Such information must be provided in a timely manner and must be considered by the evaluator.

6.                                                                   The person being evaluated shall have the opportunity to respond in writing to the evaluation report.

PROCEDURES FOR EVALUATION (35.06) - Required

1             Responsibilities

A             The School Committee is responsible for ensuring that adequate resources are available to evaluate all teachers without professional status at least annually and to evaluate teachers with professional status at least once every two years and to assist teachers to improve their performance.

B.            The Superintendent is responsible for ensuring that all evaluators have training in the Principles of Supervision and Evaluation and have, or have available to them, expertise in the subject matter and/or areas to be evaluated.

2.             Reporting Results

A.                            Evaluation reports shall be communicated orally and in writing to the person being evaluated.

B.                            Evaluation reports shall recognize areas of strength and identify all areas needing improvement.

C.                            For any aspect of performance which needs improvement, the evaluation report shall specify what the individual needs to do to meet the performance standards.

D.                            A reasonable amount of time shall be provided to permit the individual to implement the recommendations for improvement of performance and to meet the performance standards.

PRINCIPLES OF EFFECTIVE TEACHING: Required

1.                                             Currency in the Curriculum

A.            The teacher is up to date regarding curriculum content.

2                                              Effective Planning and Assessment of Curriculum and Instruction

A.            The teacher plans instruction effectively.

B.            The teacher plans assessment of student learning effectively.

C.            The teacher monitors students' understanding of the curriculum effectively and adjusts instruction, materials, or assessments when appropriate.

3.                                             Effective Management of Classroom Environment

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

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

4.                                             Effective Instruction

A.            The teacher makes learning goals clear to students.

B.            The teacher uses appropriate instructional techniques.

C.            The teacher uses appropriate questioning techniques.

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

5.                                             Promotion of High Standards and Expectations for Student Achievement

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

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

6.                                             Fulfillment of Professional Responsibilities

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

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

C.            The teacher is a reflective and continuous learner.

7.                                             Promotion of Equity and Appreciation of Diversity

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

B.            The teacher demonstrates appreciation for the sensitivity to the diversity among individuals.

II.  EVALUATION PHILOSOPHY AND PURPOSE

EVALUATION PHILOSOPHY

We believe that an effective teacher supervision and evaluation process is critical to improve student learning. Teaching is a highly skilled and complex craft. Instructional skills can be identified, observed and described. For this process, the Wilmington Public School System has adopted a common language based on the information contained in The Skillful Teacher by Jon Saphier and Robert Gower.

The Superintendent or designee shall provide all new faculty and current faculty who have not taken a course in Saphier methodology with a brief, introductory course on an annual basis or as needed by faculty. The Wilmington Public Schools will provide each teacher with a copy of The Skillful Teacher.

In addition, the role of a teacher transcends classroom performance. It includes other activities integral to a successful school system. We recognize that teachers are also learners and thrive in a collegial and supportive atmosphere. We consider teachers to be members of the total school community and as such share the responsibility for accomplishing the goals of the school system.

PURPOSE OF TEACHER EVALUATION

We have prepared this guide to assist teachers and administrators in their continuing efforts to improve instruction for our students.

Our values are clear. We believe:

2.                    That teaching and teachers are the heart of the educational process.

3.                    That the teacher's performance makes a difference in the achievement of students, as well as students' sense of fulfillment and feeling of well being.

4.                    That what teachers do and how they do it are important.

5.                    That the purpose of the evaluation system are:

B.                            To provide information between the teacher and the evaluator.

C.                            To provide a record of facts and assessments for personnel decisions.

III.          PROCEDURES FOR EVALUATION OF TEACHERS

ORIENTATION

In September of each year, all teachers who are scheduled for an evaluation will meet with their evaluator for an orientation to the evaluation procedures. It is the intent of this meeting to allow all staff the opportunity to enter the evaluation system with full and open knowledge of the process. All teachers will be given a copy of the current teacher evaluation package which includes the evaluation instrument and all explanatory notes.

FREQUENCY OF EVALUATION

Teachers without Professional Teacher Status will be evaluated every year. These professional personnel will receive a minimum of two (2) evaluations including a summative Teacher Evaluation Report during each school year. Deadlines for submission to the Superintendent of Schools are as follows:

Interim Evaluation                                                             November 30

Final Evaluation                                                                  March 15

Teachers with Professional Teacher Status will be evaluated every other year. Each year the Superintendent shall compile a list of teachers who will be formally evaluated in that school year, and a copy of this list will be forwarded to the President of the Wilmington Teachers' Association on or before September 15th. No copy of that list shall be posted in any school building. Professional personnel with Professional Teacher Status will receive a minimum of one (1) evaluation every other school year. Deadlines for submission on the biannual evaluations (Summative Teacher Evaluation Report) to the Superintendent of Schools are as follows:

Biannual Evaluation                                                          April 30

Other Evaluations                                                               May 30

REPORTING RESPONSIBILITIES

The evaluator will carry out the evaluation process of the teachers assigned to him/her as follows:

Classroom observation,

Formal written observation reports,

Summative Teacher Evaluation Report.

All evaluators shall be:

Trained in the principles of supervision and evaluation,

Have expertise in the subject matter and/or areas to be evaluated.

Be currently certified according to 603 CMR 7.10 (34) through (38).

Early Childhood Hood Teachers are participants in the evaluation process as are Curriculum Team Leaders. Title I Coordinator will assist in the process for Reading Teachers.

A list of all evaluators will be forwarded to the President of the Association prior to the commencement of each year.

PRE-EVALUATION CONFERENCE

On or before October 15, evaluators shall meet individually with each teacher without professional teacher status. On or before November 15, evaluators shall meet with each teacher with professional teacher status in the formal evaluation year.

In these pre-evaluation conferences, the teacher and the evaluator will reach a shared focus for the year, and discuss strengths of the teacher, relationship between current and previous evaluations, and support available. When a teacher is assigned teaching responsibilities outside his or her area of certification, the teacher and the evaluator will discuss the issues related to the assignment with the understanding that the biannual evaluation of the teacher will not be negatively impacted by the assignment. The minority portion of a teacher's teaching assignment shall not constitute the majority portion of his/her evaluation.

FORMAL CLASSROOM OBSERVATIONS

All monitoring or observation of work performance will be conducted openly and with the full knowledge of the teacher. For teachers with professional teacher status, evaluators will conduct at least two (2) formal observations, totaling not less than sixty (60) minutes, of those teachers who are in the evaluation cycle for a given year. For teachers without professional teacher status, this cycle will occur twice. Informal observations may occur as frequently as is desired by either the administrator or the teacher. Any information gathered during an informal observation which may ultimately appear in the Summative Teacher Evaluation Report will be shared with the teacher as specified in this process (below).

At least two days prior to the post-observation conference, the teacher will be given a copy of all observation notes. These notes shall serve as the basis for completing the Summative Teacher Evaluation Report but shall not be attached to it. When the evaluation process is completed, all preliminary documents including all observation notes will be destroyed.

POST-OBSERVATION CONFERENCE

A post-observation conference shall be held within ten (10) workdays of the classroom observation, unless the evaluator and the teacher agree to waive the ten (10) day time line and arrange another mutually convenient date.

INFORMAL OBSERVATIONS AND CONFERENCES

Administrators are encouraged to informally observe and work with teachers at various times during the school year. Teachers may invite administrators to their classrooms to observe lessons on which they desire feedback; these observations will not be recorded as part of the Report.

On other informal classroom visits, the data collected by administrators may be used in the teacher's evaluation that year if the teacher is scheduled to be evaluated, but may not be held over for use in the following year:

If in the course of an informal observation, an evaluator observes teacher behavior which the evaluator intends to include in the teacher's final evaluation, then the evaluator shall notify the teacher of this intention and complete an observation form within ten (10) working days of the observation.

Teachers will be encouraged to visit other teacher's classrooms as part of an ongoing effort to promote collegiality and professionalism in the school system. However, observations resulting from teachers collegially visiting other classrooms will not become part of the formal evaluation process.

SUMMATIVE TEACHER EVALUATION REPORT AND CONFERENCE

The Summative Teacher Evaluation Report will be written in a narrative format with a structure that uses a series of claims, evidence, interpretations, judgments and suggestions.

Claim:                   A statement that a teacher performs a certain teaching skill or carries out a certain pattern in his/her instruction (thus a generalization)

Evidence:             Quote or literal description of something said or done

Interpretation:    A statement of what the behavior accomplished or intended to accomplish or what was significant about it (i.e., the effect on students)

Judgment:            A sentence, phrase, or adjective that lets the reader know what the writer thought of the behavior

All teachers will be given a complete draft of the Summative Teacher Evaluation Report one week prior to a conference scheduled with the evaluator for the purpose of discussing the draft report. The teacher and the evaluator will discuss the draft and changes will be made to the final report as mutually agreed to by the evaluator and the teacher.

Teachers will have the right to submit a written answer to any evaluation report. If this situation occurs, both documents will become the final Summative Teacher Evaluation Report. A copy of the final Report will be provided to the teacher prior to its final submission to the Superintendent and/or personnel file.

All Summative Teacher Evaluation Reports must be signed by the evaluator and the teacher. The signature should not be considered as an indication of a teacher's formal approval of the written evaluation, but only as evidence that he/she has seen and discussed it with his/her evaluator.

The final Summative Teacher Evaluation Report must be submitted to the Superintendent not later than November 30 and March 15 for teachers without professional status and April 30 for teachers with professional status.

REMEDIAL PLAN

When a Professional Teacher Status teacher receives an overall rating of "Needs Improvement" in a given category and agrees with the rating, then a prescription for improvement is required. If the teacher does not agree with the rating he/she has the option of exercising his/her contractual rights concerning evaluations. This decision must be made within ten (10) working days of the summative evaluation conference.

The written prescription for improvement must address the specific category which has been rated as "Needs Improvement" and will be developed by both the evaluator and the teacher involved. This plan for improvement must be agreed upon within ten (10) working days of the acceptance of the need for the plan for improvement

The written prescription for improvement must address the specific category which has been rated as needs improvement and will be developed by both the evaluator and the teacher involved. This plan for improvement must be agreed upon within ten (10) working days of the acceptance of the need for the plan for improvement.

In the event that the teacher and the evaluator cannot agree on a prescription for improvement, the teacher or the evaluator may request a meeting with a committee of disinterested parties composed of the following:

2.                   A Wilmington teacher chosen by the teacher,

3.                   A Wilmington administrator chosen by the administrator.

4.                   A third party chosen by the above two disinterested parties.

A meeting will be held within ten (10) working days of the request for a meeting. The role of the committee is limited to helping the teacher and evaluator resolve their dispute concerning the prescription. The committee must render a decision within five (5) working days of the meeting. The decision of the committee shall be final.

It is understood that the time allowed for a teacher to show improvement is not less than one calendar year after the prescription has been agreed to by both parties. Each prescription shall include a minimum of two written evaluations during the prescription year. The time for these evaluations shall be jointly established and agreed upon by both parties and shall take place on or before the following:

First Evaluation                                                                                   January 31

Second Evaluation                                                                              April 30

A teacher placed on a prescription who receives a "satisfactory" rating will then be placed within the evaluation cycle for the next school year.

AREAS OF ASSESSMENT

In forming an assessment of a teacher's performance, the evaluator will focus on the following eight major areas, using the stated criteria as basis for his/her conclusion.

I.                             Currency in Curriculum

B.            Demonstrates a working knowledge of the core curriculum of the teacher's assignment.

C.            Shows willingness to engage in continued learning. At a minimum, the teacher maintains State Certification.

II.                                            Effective Planning

B.            Plans lessons to achieve long and short term objectives of class.

C.            Follows the prescribed curriculum of the Wilmington Public Schools. This presupposes that the teacher has received a copy, or has access to a copy, of the latest approved curriculum for his/her grade or subject.

D.            Plans instruction modifications to meet the previously identified special learning needs of the students.

III.                                          Effective Instruction

B.            Uses appropriate teaching techniques.

2.                   Integrates the teaching of reading, listening, writing, speaking, viewing and the use of appropriate learning tools (calculators, computers, etc.) within the discipline, when available.

3.                   Uses a variety of instructional materials and/or techniques in presentations when appropriate.

4.                   Uses a variety of teaching strategies, including cooperative, peer and project based learning; audio-visual presentations, lecture, discussions and inquiry, practice and application; and the teaching of others.

C.            Makes learning goals clear to students.

D.            Uses evaluation of student performance to adjust instruction.

IV.                                          Effective Assessment of Curriculum and Instruction

B.            Communicates clearly to the students the standards and evaluation procedures that will be used to assess their performance.

C.            Evaluates student performance through various means of assessment.

D.            Prepares and maintains an accurate and appropriate record of the quality of student performance.

V.                                            Effective Management of Classroom Environment

B.            Promotes productive use of classroom time, appropriate standards of behavior, mutual respect and safety.

2.                   Establishes classroom procedures that maintain an appropriate level of students' time on task.

3.                   Applies classroom management techniques appropriate to learning activities.

4.                   Applies discipline in a fair manner which is consistent with established written school policy.

5.                   Establishes an atmosphere of mutual respect between student and teacher.

VI.                                          Promotion of High Standards and Expectations

B.            Communicates learning goals, standards and expectations to students.

C.            Regularly provides appropriate feedback.

D.            Communicates standards, expectations and guidelines regarding quality and quantity of students' work, work procedures and interpersonal behavior to students.

VII.                                         Promotion of Equity and Appreciation of Diversity

B.            Provides opportunities to include all students in the full range of academic programs and activities and extra-curricula activities.

C.            Addresses the needs of the diverse student population by applying and adapting constitutional and statutory laws and Board of Education policies and guidelines.

VIII.                                       Fulfillment of Professional Responsibilities

B.            Assists in enforcing school rules and policies throughout the school building and grounds.

C.            Is prompt and dependable in the performance of assigned tasks.

D.            Communicates effectively with parents. Responds promptly and professionally to parents' inquiries/requests.

E.            Communicates and works cooperatively with administration and staff members concerning school related matters.

F.             Responds appropriately when an individual student is having social and or emotional difficulties which interfere with learning and/or participation in class.

WILMINGTON PUBLIC SCHOOLS

OBSERVATION REPORT

TEACHER___________________________________SCHOOL_______________________________

GRADE/SUBJECT___________________________________DATE___________________________

OBSERVER__________________________ANNOUNCED__________UNANNOUNCED_________

BEGINNING TIME__________________________ENDING TIME___________________________

OBSERVATION NOTES

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

TEACHER COMMENTS (OPTIONAL)

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

Signature of Observer______________________________ Date___________________________

Signature of Teacher______________________________ Date____________________________

These notes shall serve as the basis for completing the summative evaluation but shall not be attached to it. The Teachers' signature on this form indicates that he/she has seen all the comments on the form. The teacher's signature does not necessarily indicate agreement with the observation report.

WILMINGTON PUBLIC SCHOOLS

SUMMATIVE TEACHER EVALUATION REPORT

NAME_____________________________________________________________________________

YEARS IN SYSTEM___________________________________________________________________________

SCHOOL___________________________________________________________________________

SUBJECT/GRADE___________________________________________________________________

PROFESSIONAL TEACHER STATUS________________________________

NON-PROFESSIONAL TEACHER STATUS___________________________

DATES AND TIMES OF OBSERVATIONS

1. ___________________________________       ___________________________________

2. ___________________________________       ___________________________________

3. ___________________________________       __________________________________

DATE OF SUMMATIVE CONFERENCE      _______________________________________________

NAME _____________________________________________________________________________

Record evaluation decision by checking the appropriate box. All evaluators are encouraged to comment on each section but are required to do a narrative report on a rating of "Needs Improvement". The report will be written with a balance of claims, evidence, interpretations and judgments. These elements are essential to effective feedback to teachers about teaching.

I.             CURRENCY IN CURRICULUM

Meets standards _____ Needs Improvement_____

When reaching a conclusion in this area the evaluator will base his/her conclusion on the following criteria:

C.                            Demonstrates a working knowledge of the core curriculum of the teacher's assignment.

D.                            Shows willingness to engage in continued learning. At a minimum, the teacher maintains State Certification.

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

II.            EFFECTIVE PLANNING

Meets standards _____ Needs Improvement_____

When reaching a conclusion in this area the evaluator will base his/her conclusion on the following criteria:

C.                            Plans lessons to achieve long and short term objectives of class.

D.                            Follows the prescribed curriculum of the Wilmington Public Schools. This presupposes that the teacher has received a copy, or has access to a copy, of the latest approved curriculum for his/her grade or subject.

E.                            Plans instruction modifications to meet the previously identified special learning needs of the students.

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

NAME _____________________________________________________________________________

III.          EFFECTIVE INSTRUCTION

Meets standards _____ Needs Improvement_____

When reaching a conclusion in this area the evaluator will base his/her conclusion on the following criteria:

C.                            Uses appropriate teaching techniques.

3.                   Integrates the teaching of reading, listening, writing, speaking, viewing and the use of appropriate learning tools (calculators, computers, etc.) within the discipline, when available.

4.                   Uses of a variety of instructional materials and/or techniques in presentations when appropriate.

5.                   Uses a variety of teaching strategies, including cooperative, peer and project based learning; audio-visual presentations, lecture, discussions and inquiry, practice and application; and the teaching of others.

D.                            Makes learning goals clear to students.

E.                            Uses evaluation of student performance to adjust instruction.

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

IV.          EFFECTIVE ASSESSMENT OF CURRICULUM AND INSTRUCTION

Meets standards _____ Needs Improvement_____

When reaching a conclusion in this area the evaluator will base his/her conclusion on the following criteria:

C.                            Communicates clearly to the students the standards and evaluation procedures that will be used to assess their performance.

D.                            Evaluates student performance through various means of assessment.

E.                            Prepare and maintains an accurate and appropriate record of the quality of student performance.

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

NAME _____________________________________________________________________________

V.            EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

Meets standards _____ Needs Improvement_____

When reaching a conclusion in this area, the evaluator will base his/her conclusion on the following criteria:

C.                            Promotes productive use of classroom time, appropriate standards of behavior, mutual respect and safety.

3.                   Establishes classroom procedures that maintain an appropriate level of students' time on task.

4.                   Applies classroom management techniques appropriate to learning activities.

5.                   Applies discipline in a fair manner which is consistent with established written school policy.

6.                   Establishes an atmosphere of mutual respect between student and teacher.

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

VI.          PROMOTION OF HIGH STANDARDS AND EXPECTATIONS

Meets standards _____ Needs Improvement_____

When reaching a conclusion in this area the evaluator will base his/her conclusion on the following criteria:

C.                            Communicates learning goals, standards and expectations to the students.

D.                            Regularly provides appropriate feedback.

E.                            Communicates standards, expectations and guidelines regarding quality and quantity of students' work, work procedures and interpersonal behavior to students.

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

NAME _____________________________________________________________________________

VII.         PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

Meets standards _____ Needs Improvement_____

When reaching a conclusion in this area the evaluator will base his/her conclusion on the following criteria:

C.                            Provides opportunities to include all students in the full range of academic programs and activities and extra-curricular activities.

D.                            Addresses the needs of the diverse student population by applying and adapting constitutional and statutory laws and Board of Education policies and guidelines.

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

VIII.       FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

Meets standards _____ Needs Improvement_____

When reaching a conclusion in this area the evaluator will base his/her conclusion on the following criteria:

C.                            Assists in enforcing school rules and policies throughout the school building and grounds.

D.                             Is prompt and dependable in the performance of assigned tasks.

E.                            Communicates effectively with parents. Responds promptly and professionally to parents' inquiries/requests.

F.                             Communicates and works cooperatively with the administration and staff members concerning school related matters.

G.                            Responds appropriately when an individual student is having social and or emotional difficulties which interfere with learning and/or participation in class.

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

OVERALL RATING REPORT

 

 

Meets

Needs

 

 

Standards

Improvement

I. 

CURRENCY IN CURRICULUM

________

________

II.

EFFECTIVE PLANNING

________

________

III. 

EFFECTIVE INSTRUCTION

________

________

IV.

EFFECTIVE ASSESSMENT OF CURRICULUM AND INSTRUCTION

________

________

V.

EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

________

________

VI.

PROMOTION OF HIGH STANDARDS AND EXPECTATION

________

________

VII.

PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

________

________

VIII.

FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

________

________

IX.

PRESCRIPTION (IF REQUIRED)

________

________

Signature of Evaluator______________________________________________ Date ________________

Signature of Teacher ______________________________________________Date__________________

The teacher's signature on this form indicates that he/she has seen all the comments on the form. The teacher's signature does not necessarily indicate agreement with the summative evaluation report. Comments from teacher are welcomed.

Appendix F

Evaluation/Professional Cycle for Teachers with

Professional Teacher Status

Teachers who have attained Professional teacher Status may enter the Evaluation/Professional. Growth Cycle described below provided that they continue to perform in manner consistent with satisfactory execution of the Principles of effective Teaching referenced in Appendix E, Performance Standards and evaluation Procedures. Annually for the duration of the contract he superintendent and the WTA President will meet to discuss and resolve issues of mutual concern regarding the evaluation process. This meeting will take place no later than June 15th.

Teachers earning Professional teacher Status at the start of the first day of school in their fourth year of employment will begin the evaluation process at State II.

Stage of the Cycle

Each stage takes place over one (1) school year.

Stage I - Traditional evaluation

The teacher's performance will be evaluated according to the format outlined in Part III of Appendix E. If the teacher's performance is satisfactory the teacher will then move into stage II of the evaluation process. Teachers whose performance does not Meet the Standards would follow the process outlined in the Remedial Plan.

Stage II - Professional Growth Reflecting & Planning

During this stage of the evaluation/Professional Growth cycle, the teacher will reflect on hi/her professional goals and will develop a plan and timetable for a Professional Growth Activity to be carried out in the subsequent Stage. The Professional Growth Activity may be an individual or collaborative project, its only limitations are that it must advance the teacher's professional practices and be aligned with the district and school goals. In no instance shall a teacher be required to expend his/her own funds to compete the plan, but the teacher may do so if he/she chooses. The plan will be submitted, on the form provided in this section, to the teacher's primary evaluator on or before April 1st of the work year. By no later than April 15th, the primary evaluator will have met with the teacher to review the plan, approve the plan-and sign it. The primary evaluator will submit approved plans to the Superintendent no later than June 1st of the work year to be placed in the teacher's personnel file.

In the unlikely event that the primary evaluator does not approve of the teacher's Professional Growth plan, they should work collaboratively from April 15th to April 30th to resolve the dispute. They may each choose a colleague to help resolve this disagreement. If the disagreement cannot be resolved by April 30th, then the Superintendent and at eh WTA President will render a resolution no later than May 15th .

Stage III - Professional Growth Activity

During this stage of the evaluation/Professional Growth Cycle, the teacher will carry out his/her Professional Growth Activity as planned during Stage II. On or before April 15 of the work year, the teacher will submit a Professional Growth Reflection and Assessment Report. This report will be submitted to the primary evaluator and shall answer the following questions:

1.       To what extent did I meet my goals?

2.       How did this plan help me to effectively meet my goals? How might I have modified my goals?

3.       How did these experiences affect my professional development/

4.       How did my plan connect to the goals as outlined in the strategic plan/district goals?

If needed, the primary evaluator and the teacher will meet by December 15th to discuss the project.

On or before May 1st the primary evaluator will meet with the teacher and give the teacher a written analysis (one page), which will answer the following questions:

         How were the identified Principles of effective teaching realized?

         Were other Principles of effective teaching addressed by this project?

         How did the teacher connect the plan to the strategic plan/district goals?

The teacher will sign the primary evaluator's analysis, indicating receipt of the report. The teacher, if he/she so wishes, may attach a response to this analysis. Both the teacher's report and the primary evaluator's report shall be submitted by the primary evaluator to the Superintendent no later than June 1st for including in the teacher's personnel file.

Stage IV - Extended Professional Growth Reflecting and Planning

During this phase of the evaluation/Professional Growth Cycle, the teacher will reflect further on Professional Growth Activity carried out in the previous year. The teacher will make the choice whether to follow up on their previous activity with another Professional Growth Activity, a new professional Growth activity, or return to a full or a formal evaluation in Stage V. This decision must be made not later than April 1st.

If a teacher chooses to complete a follow-up Professional Growth Activity to their previous one or begin a new Professional Growth activity, they will start the process again at Stage II during the current stage.

Stage V - Professional growth Activity or evaluation

Teachers choosing a follow-up Professional Growth activity to their previous one or beginning a new Professional Growth activity will be entering Stage III. Teachers choosing a full evaluation will start the process at Stage I.

 WILMINGTON PUBLIC SCHOOLS

Evaluation/Professional Cycle for Teachers with Professional Teacher Status PROFESSIONAL GROWTH PLAN

NAME __________________________________SCHOOL ____________________Date________

Check one:  __________ Stage 2 _________Stage 3_________Stage 4

PROPOSAL________________________________________________________________________

1.       GOALS: State the goals of the proposal as related to the comprehensive evaluation.

2.       ACTIONS: State the actions or procedures planned to accomplish the goals.

3.       TIME LINE: State the time line for completion.

4.       EVIDENCE: Describe the evidence to be provided to demonstrate completion.

5.       COLLABORATING PROFESSIONALS: Identify the collaborating teachers or other professionals involved in the proposal. Describe their roles and responsibilities.

6.       ADMINISTRATIVE SUPPORT: Indicate, if any, the type of support (materials, time, staff development meetings) which might be needed from the administration to complete the proposal.

Date of conference_________________________________

Staff Member's Signature_________________________________ Date _________________________

Evaluator's(s') Signature(s) _________________________________ Date________________________

FINAL REPORT on PROFESSIONAL GROWTH PLAN Check one:     ___ Stage 2     Stage 3  Stage 4

Check one: Year 2 - Collaborative Year OR Year 4 - Individual Study

NAME___________________________ SCHOOL _____________________ Date _____________

Report on your professional growth by commenting on the relevant aspects of your Professional Growth Plan. For example: Did you achieve your goals? Did the actions/procedures go according to plan? Have you provided the evidence required? How did the planned collaboration actually work? Were there sufficient time and support?

After addressing the implementation of the plan, make an assessment of the knowledge and/or skills you gained during the year. You might consider questions such as these: What did you learn and how will this knowledge impact on your professional performance? How will the year's professional growth activities affect future goal setting? What new or improved skills will make you a better professional, and how might you share them in future collaborative roles?

N.B The staff member and the evaluator(s) should sign and date this final report which will be attached to the Professional Growth Plan and placed in the staff member's personnel file.

Date of conference_________________________________

Staff Member's Signature_________________________________ Date _________________________

Evaluator's(s') Signature(s) _________________________________ Date________________________

Suggested Activities:

NOTE: Most of these suggestions can be tailored to fit staff members' needs and desires, and to satisfy the requirements of either a Collaborative Year or an Individual Study Year.

         PEER OBSERVATION: Teachers agree to observe each other's classes several times during the year and provide and receive feedback important to their goals.

         STUDY GROUPS: Teachers meet with colleagues in groups to learn new strategies, experiment with these strategies and share the results of their experiments, and to problem solve. Study groups can be developed to feature content which would support a teacher's goals.

         ACTION BASED RESEARCH: A teacher develops a hypothesis and a research project to test that hypothesis. A teacher might propose the hypothesis that the use of cooperative learning strategies will improve student achievement in U.S. history. The teacher can then identify a section or sections in which to use the strategy and measure student achievement. Findings could be briefly presented in a paper and discussed with other teachers.

         ANALYSIS OF A PORTFOLIO OF ARTIFACTS: A teacher could develop a file of appropriate

artifacts/documents in order to analyze certain relationships, such as between the instructional strategies used and student achievement. A final report could be prepared and shared with other teachers.

         PREPARING AND PRESENTING A STAFF DEVELOPMENT PROGRAM: A teacher with interest and expertise in a particular area of instruction could develop and present a program on the topic to other interested staff. The presentation should include what participants will know or be able to do as a result of participating in the program, why it is important to learn it, and how it relates to student learning.

         PREPARING AND PRESENTING A PARENT EDUCATION PROGRAM: This is similar to the development of a staff development program, but specifically designed to attract parents. Topics such as how to help children with their homework or how to help children become better readers are only two of many possibilities.

         TEAM TEACHING WITH AN ADMINISTRATOR, PRINCIPAL, and OR ANOTHER PROFESSIONAL: The "team" would create, teach, and evaluate an integrated unit of instruction. All involved share responsibility and work together to assess the unit by identifying its problems and successes.

         SELF-ANALYSIS OF VIDEOTAPES: A teacher could videotape several lessons during the course of the year, analyze the lessons, and write up an assessment on the effectiveness of each.

         MENTORING: A teacher could develop and/or extend mentoring relationships throughout the school. The mentoring process should include observing the new teacher at several points during the year, providing feedback, being observed by the new teacher, and holding frequent discussions about teaching.

         CURRICULUM OR INSTRUCTIONAL STRATEGY DEVELOPMENT: A group of teachers could develop and then pilot a substantively new curriculum based on state and/or local goals or requirements. A thorough process of assessing the pilot program must be prepared, implemented, and written up. Or the teachers could apply an instructional strategy such as cooperative learning to a new curriculum or to where it has not been previously used. A plan to assess the effectiveness must be prepared, implemented, and written up.

          COURSE WORK: A teacher could participate in substantive in-service professional development and/or take a course.

          SUBMISSION OF ARTICLES FOR PUBLICATION: A teacher could prepare and present one or more articles on instruction and/or curriculum for publication in professional journals.

          OTHER: (Subject to administrative review and approval)