Worcester

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DistrictWorcester
Shared Contract District
Org Code3480000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyWorcester
ESE RegionCommissioners Districts
UrbanUrban Supt Network
Kind of Communityurbanized centers
Number of Schools45
Enrollment23988
Percent Low Income Students72
Grade StartPK or K
Grade End12
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AGREEMENT

between the

WORCESTER SCHOOL COMMITTEE

and the

EDUCATIONAL ASSOCIATION OF WORCESTER

September 1, 2013 – August 31, 2016

AGREEMENT

This Agreement is made and entered into this 16th day of December 2013, in accordance with the provisions of Chapter l50E of the General Laws of Massachusetts, by and between the WORCESTER SCHOOL COMMITTEE (hereinafter called the "Committee") and the EDUCATIONAL ASSOCIATION OF WORCESTER (hereinafter referred to as the "Association").

PREAMBLE

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

A.        Under the Laws of Massachusetts, the Committee elected by the citizens of Worcester, has final responsibility for establishing the educational policies of the public schools of Worcester, for management of said schools and for directing their operation - a responsibility which, in the Committee's judgment, includes the duty to maintain public elementary and secondary schools and such other educational activities as it finds will best serve the interests of the City of Worcester; to give the children of Worcester as nearly equal advantages as may be practicable; to decide the need for school facilities; to determine the care, maintenance and operations of buildings, lands, apparatus and other property used for school purposes; to determine the number, age and qualifications of the pupils to be admitted into each school; to transfer teachers;   to designate the schools which shall be attended by the various children within the city; to make such provisions as will enable each child of school age, residing in the city, to attend school for the period required by law and to provide for the transportation of children wherever it is reasonable and desirable; to prescribe rules for the management, studies, classification and discipline for the public schools; to decide the textbooks to be used; to make rules for the arrangement, use and safekeeping of the school libraries and to approve the books selected therefore and to approve the plans for school buildings; to prepare and submit budgets to the City Council and, in its sole discretion, expend monies appropriated by the City for the maintenance of the schools, and to make such transfers of funds within the appropriated budget as it shall deem desirable.

B.        The Superintendent of Schools of Worcester (hereinafter referred to as "Superintendent") has the responsibility for carrying out the policies so established, to employ, assign teachers, to suspend or dismiss the teachers of the schools in the manner provided by statute or ordinance.

C.        The Administrators and the teaching staff of the public schools of Worcester have the responsibility for providing in the classrooms of the schools, education of the highest possible quality.

D.        Fulfillment of these respective responsibilities and formulation and application of policies relating to wages, hours, and other conditions of employment for the administrative and teaching staffs can be facilitated and supported by consultations and free exchange of views and information among the Committee, the Superintendent, and the Association.

E.         To fulfill these declarations, therefore, the following principles and procedures are hereby adopted.

SAVINGS

If any provisions of this Agreement or an application of the Agreement to an employee or group of employees shall be found invalid by a court of competent jurisdiction, then such provisions or applications shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force.   If a provision of this Agreement is deemed to be invalid by a court of competent jurisdiction, the parties will meet within twenty (20) days after such holding becomes final for the purpose of renegotiating the invalidated provision.

VOCATIONAL SCHOOL:      See Vocational Appendix

ARTICLE I

RECOGNITION

For the purpose of collective bargaining with respect to wages, hours, and other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising there under, the Committee recognizes the Association as the exclusive bargaining agent and representative of all professional instructional employees excluding from both units all Superintendents and Executive Assistants, Personnel Manager, Business Manager, Special Education Director, Information Systems Manager, Quadrant Managers, Manager of NCLB/Curriculum and Professional Development Student and Staff Support Manager and Director of Transportation.

Unit A:All classroom teachers, guidance personnel, librarians, and department heads inthe Elementary, Junior High and Senior High Schools and Vocational High School and Assistants to the Principal in the Elementary Schools.

Unit B:All full-time Administrators including all Assistant Principals (regularly electedfull time non-teaching Assistant Principals).

This Contract and Recognition Article will not be applicable to any administrators found to be excluded from coverage under the Act as managerial or confidential employees or to other employees who, by agreement of the parties, have been excluded from the bargaining unit.

ARTICLE II

GRIEVANCE PROCEDURE

A.        A "grievance" shall be a dispute involving a specific violation of an express provision of this contract.

B.        Grievances, if informal discussion does not resolve the difference, shall be handled in the following manner:

1.          An aggrieved party must institute proceedings hereunder within ten (10) working days of the event or events giving rise to the grievance or within ten (10) working days from the date the aggrieved party had knowledge or reasonably should have had knowledge of the event or events giving rise to the grievance.

2.         A teacher or administrator with a grievance shall present it in person to his/her immediate superior or principal, whoever is appropriate.   The immediate superior or principal shall make a determination, which shall be final unless the aggrieved party elects to appeal said decision to the next level as hereinafter set forth:

(a)        In the event that the grievance shall not have been disposed of to the satisfaction of the aggrieved employee at the level of the immediate superior or principal, or in the event that no decision has been reached within five (5) working days after presentation of the grievance, the aggrieved party may reduce the grievance to writing and submit it within ten (10) working days to the immediate superior and/or principal for written endorsement and comment.   The grievance shall be answered in writing:   Two (2) copies of the endorsement and comment must be given to the employee - one of which he/she will submit to the appropriate Supervisor.

(b)       The appropriate Supervisor and/or Personnel Manager within five (5) working days thereafter, shall meet with the aggrieved person and Chairperson of the Association's Grievance Committee and attempt to settle the grievance.   The grievance shall be answered in writing.   In the event that the grievance shall not have been disposed of to the satisfaction of the aggrieved employee at the level of the appropriate Supervisor, or, in the event that no written answer has been received within five (5) working days after the meeting, the aggrieved party may forward the grievance with a copy of the answer, if any, to the appropriate Assistant Superintendent within ten (10) working days.

(c)        The appropriate Assistant Superintendent or his designee, shall meet within five (5) working days thereafter with the aggrieved person and the Chairperson of the Association's Grievance Committee and attempt tosettle the grievance.   The grievance shall be answered in writing.   In the event that the grievance shall not have been disposed of to the satisfaction of the aggrieved employee at the level of the Assistant Superintendent, or, in the event that no written answer has been received within five (5) working days after the meeting on the grievance, the aggrieved employee may forward the grievance with a copy of the answer, if any, to the Superintendent within ten (10) working days.

(d)       The Superintendent or his designee, shall meet within ten (10) working days thereafter with the aggrieved person and the Chairperson of the Association's Grievance Committee and attempt to settle the grievance. The grievance shall be answered in writing.   In the event that the grievance shall not have been disposed of to the satisfaction of the aggrieved employee at the level of the Superintendent, or, in the event that no written answer has been received within ten (10) working days after the meeting on the grievance, the aggrieved employee may then forward the grievance with a copy of the answer, if any, to the School Committee within ten (10) working days.   The School Committee will hold a hearing on said grievance within fifteen (15) working days.   Said hearing to be open only at the mutual consent of both parties.   The School Committee shall render its decision within fifteen (15) working days of said hearing. Issues involving hiring, assignments, promotions and disciplinary matters will bypass the School Committee level and go directly to arbitration.

(e)        In the event that the employee alleging a grievance is not satisfied with the decision of the School Committee, the Association, within ten (10) working days, may file a request with the Committee for arbitration for final disposition of the matter.   The arbitrator shall be selected by agreement between the parties.   If the parties cannot agree on an arbitrator within fifteen (15) days of filing, the request will be submitted to the AAA.   Any arbitration shall be conducted in accordance with the AAA Voluntary Labor Arbitration Rules and shall be final and binding on both parties to the Agreement.   The School Committee reserves the right to insist upon a court determination of the jurisdiction of the arbitrator.

(f)        The function of the arbitrator shall be to determine whether a specific violation of an express provision of the contract has occurred.   The arbitrator shall be without authority to make any decision which violates or which would alter, add to, detract from, or modify the terms of the Agreement.

(g)       Each party shall bear the expense arising from the preparation and presentation of its own case.   The fees and expenses, if any, of thearbitrator and the AAA shall be shared equally by the Association and the Committee.

(h)Monetary awards as a result of a continuing violation will not beretroactive beyond sixty (60) days of the date of the specific violation used as the basis for the grievance brought to arbitration.

3.         Failure at any level of this procedure of the employee and/or the Association to appeal the grievance to the next level within ten (10) working days of receipt of the answer at the previous level shall be deemed to be acceptance of the decision rendered at that level.

4.         A grievance that affects a group or class of teachers or administrators, or is of a general nature, may be commenced by the Association by submitting it in writing to the Superintendent or his designee.

5.         General Provisions:

(a)  The grievant shall have the right to use in his/her presentation of any level of this grievance procedure representation of his/her choosing but not normally to exceed one representative.

(b) Documents in a personnel file which are the basis for a grievance shall only be removed from said file in the event that a contention by a grievant that such documents shall not be placed therein shall be agreed to by the School Committee or its designee, or by an arbitrator's award substantiating the contention of the grievant.

(c)   Hearings on grievance procedures should be held during non-school hours. If hearings pursuant to the grievance procedure are held during school hours, then the necessary parties to such grievance procedure shall be relieved of their duties without loss of pay to the extent necessary to attend such meetings (Formerly Article XXIV paragraph A).

ARTICLE III

DEFINITION OF DEGREES AND ADVANCED GRADUATE STUDY

A.        Salary Schedule - See Appendix "A".

B.        Definition of Degrees and Advanced Graduate Study:

l.Bachelor's Degree is defined as a baccalaureate degree earned at a college oruniversity accredited by one of the six Regional Accrediting Agencies, or other institutes mutually agreed upon by the Association and the Committee.

2.         Master's Degree is defined as a graduate degree earned at a college or university accredited by one of the six Regional Accrediting Agencies, or those institutes recommended by the Superintendent and mutually agreed upon by the Association and the Committee.

3.         CAGS is defined as a certificate received for 30 hours of graduate study beyond the Master's Degree in a concentrated area of specialization as put forth by a college or university accredited by one of the six Regional Accrediting Agencies, or those institutes mutually agreed upon by the Association and the Committee.

4.         Doctorate Degree is defined as a graduate degree at a college or university accredited by one of the six Regional Accrediting Agencies, or those institutes mutually agreed upon by the Association and the Committee.

C.        Advanced Credit is defined as advanced credits earned at a college or university accredited by one of the six Regional Accrediting Agencies, or those other institutes mutually agreed upon by the Association and the Committee.

Courses taken for advanced credits must be approved by the Administration.

D.        Step and Column Placement Criteria

A teacher entering the System other than on step one, will be placed on the appropriate step of the Salary Schedule minus the professional teacher status increment which he/she will receive upon attaining professional teacher status in the system.

Payments for Levels of Training in addition to the Bachelor's Degree will be as follows:

BA+15**, MA, MA+15**, MA+30, CAGS/2MA, Doctorate

(Teachers and administrators with two or more Masters Degrees shall be placed on the CAGS salary column.)

**These 15 credits must be obtained in the teacher's major area of concentration, such courses to be approved by the Principal, Supervisor, and Assistant Superintendent for Education, and filed with the Director of Professional Personnel.   In exceptional cases, courses not in the teacher's area of concentration may be accepted if designated and/or approved by the Superintendent.

Teachers completing the course requirements for all levels of training above the Bachelor's Degree shall receive the above stated differentials as follows:

1.          For courses completed in the Fall semester, payment will be effective February 1.

2.         For courses completed in the Spring Semester, and Summer Session, payment will be effective September 1.

Restrictions for credits beyond the Bachelor's Degree apply only to Bachelor's plus 15 and Master's plus 15.   The current practice for approval of courses towards Master's Degree, and Master's plus 30 remains unchanged.

VOCATIONAL SCHOOL:   See Vocational Appendix and Vocational Salary Schedule

ARTICLE IV

SICK LEAVE

A.        All employees covered by this Contract during their first year of service and each year thereafter shall be granted sick leave not to exceed fifteen (15) days per year.   Any such earned sick leave not used may accumulate not to exceed two hundred (200) days.   If a teacher has accumulated 200 sick days, his/her sick bank donation and sick days will be taken from the fifteen (15) days allotted at the beginning of the school year.   Each employee shall be notified of his/her sick leave.

B.        Rules of the School Committee, Section 3.14 (Sick Leave for Instructional Personnel), Subsections 2 through 13 are incorporated as follows:

2.         Long-term Substitutes shall receive one and one quarter days sick leave for each twenty (20) days continuous service.

3.         Holidays, part days, and days not included in a normal work week shall not be deductible from sick leave credit.

4.         Permanent part-time employees shall be allowed earned sick leave credit and accruals to the extent and amount their part-time service bears to the full-time service.

5.         Absences due to quarantine periods shall be paid in full, and not apply against absence for sick leave.

6.         The School Committee shall delegate the Superintendent to enforce and administer the rules of this section and may make rules and regulations not inconsistent with said section for their enforcement and administration.

7.                     (a)A doctor's certificate shall be required for personal illness of six (6) or more consecutive school days.   It must be presented to the Superintendent before the employee returns to duty.

(b)At any time the Superintendent may request an employee, who, onthe basis of evidence has established a pattern of absences that appears toindicate misuse of the sick leave, to verify by a doctor's certificate the listing of an absence as a charge against sick leave.

8.         Teachers or other employees may be granted leaves of absence on account of ill health at any time without change of status in reference to assignment.   Such approval shall not be unreasonably withheld.

9.         Successive leaves of absence for illness may be granted up to a maximum of two (2) years, or the equivalent thereof, and approval shall not be unreasonably withheld.   Absence for illness preceding a request for leave shall be regarded as an involuntary leave and shall be added to the request period.   At the end of two school years, or the equivalent thereof, an employee on leave for illness must present to the Superintendent certificates of good health and fitness for duties from three medical authorities, the employee's private physician, a physician selected by the Superintendent, and a third physician or medical specialist selected by these two.   If in the judgment of two of these medical authorities, the employee is not competent to assume his or her duties, the Superintendent shall submit the report to the School Committee for consideration.

10.       At any time, by vote of the School Committee, in Executive Session, the Superintendent may be authorized to require any employee to be examined (at employer expense) by a medical authority of the Committee's choosing, if in the judgment of the Committee and the Superintendent, that employee appears to be physically or mentally incompetent to perform his or her duties.   The employee shall select a physician or other medical authority.   These two authorities shall then select a third medical authority who shall be a recognized specialist in the area in which the employee is alleged to be deficient.   The findings of the medical panel shall be submitted by the Superintendent to the School Committee for consideration in Executive Session.

The employee, in order to be entitled to pay and fringe benefits during the examination period must cooperate with the three (3) doctors involved and appear for a medical examination at the time and place designated.

The examination and findings of the medical panel, unless otherwise mutually extended by both parties, shall be completed within thirty (30) working days of the original vote of the Committee requesting the examination.

If, during the examination period, the employee is required to temporarily cease his or her employment, all wages and fringe benefits will be continued until such time as the employee is terminated or returned to his or her duty assignment.

11.       Absence Compensated Under G.L. Chapter 152: Persons allowed sick leave by this Section of the Rules shall not receive sick leave payment for any injury, accident or illness for which compensation is payable under the provisions of G.L. Chapter 152 except that such person having accrued sick leave credit may requestsuch portion of sick leave payment as when added to the amount of compensation payable under said Chapter 152 will result in the full payment of his/her salary or wages.

12.       No pay shall be allowed to any employee of the School Department by virtue of these rules if he or she shall refuse to be examined by the City Physician, at the request of the School Committee, unless he or she files with the Clerk a statement in writing signed by a reputable physician, certifying to his or her disability.

13.       Sick leave allowance shall not be granted to employees while they are out of the State of Massachusetts.   The Superintendent may bring any recommended exceptions to the attention of the School Committee.

14.       Teachers may use up to a maximum of ten (10) sick days per year to attend to the illness of a spouse, child or parent.

C.        The School Committee agrees to include the Provisions of the Sick Leave Bank Report in the School Committee Policies for the duration of the Agreement.

D.        Information of the accumulated sick leave for each teacher and administrator shall be sent to each teacher or administrator upon request.   All teachers and administrators shall be informed in writing of their total number of sick days available at the close of the prior school year, at the time of their first pay check in the current year.

E.         Members of the bargaining unit serving in a Worcester Public School System for a minimum of 20 years, inclusive of approved Leaves of Absence, shall upon termination, except for dismissal for just cause, receive compensation for unused accumulated sick leave at the rate of ten dollars ($10.00) per day for the first 165 days, and twenty-five dollars ($25.00) per day for any days accumulated beyond 165 days so long as the average annual sick leave absences do not exceed the average of the average teacher over a seven (7) year period.   The maximum entitlement under this section is two thousand five hundred and twenty-five dollars ($2,525.00).   In the event of any employee's death while in the service of the Worcester Public Schools, the compensation as outlined above will be paid to the estate of the deceased employee provided the employee would have otherwise qualified for this benefit.

1.         The Committee may withhold the entire payment of sick leave buyback to any employee whose most recent seven year average of sick leave usage exceeds the most recent seven year average of all Worcester Public Schools teachers; and

2.         The Committee is not required to utilize progressive discipline or any other provisions of this contract as a pre-requisite to withholding an employee’s sick leave buyback payment; and

3.The Administration will exempt any absences due to long term and/orchronic illness.

F.         Severance Program

Effective September 1, 2006, institute severance program providing that teacher with 175 accumulated sick days at time of payment may receive payment for 15 days at per diem rate of pay.   This shall be in lieu of the contractual sick leave redemption benefit provided for at Article IV.E.   One year advance notice is required.   For 2006-07 academic year only, notice of intended retirement must be made by October 2, 2006, for retirement no earlier than January 1, 2007.

1.         Members of Unit A and Unit B will have until December 22, 2006, to withdraw their intent to retire.

2.         Members of Unit A and Unit B may rescind their intent to retire at any time under the following special circumstances:

a.         Death, disability or unemployment of a spouse; and/or

b.         Disability of the employee which prohibits them from working through intended date of retirement; and/or

c.         Unless otherwise mutually agreed upon by the Educational Association of Worcester and the Worcester Public Schools.

G.        When a teacher is disabled to teach in a regular classroom, the Superintendent or his/her designee, after consultation with the teacher, shall have the right to assign the teacher to a task for which the teacher is physically able to perform.   During this light duty assignment the teacher will not be formally evaluated.   If the teacher’s doctor reports that the teacher is unable to perform the assignment, the teacher will be examined by the School Committee’s doctor.   If there is a disagreement between the two doctors, then those two doctors will select a third doctor to examine the teacher, whose decision will be final.

VOCATIONAL SCHOOL:   See Vocational Appendix.

ARTICLE V

LEAVES OF ABSENCE WITH PAY

A.Leaves of Absence with pay shall be granted to all elected professional personnel as setforth below:

l.To receive a degree at a college - one day.

2.         To serve as official delegate to Conventions of Veterans, Civil, Professional, Educational or Benevolent Organizations subject to the express approval of the Superintendent or his designee - up to three days.

3.         Absences for legal cause for attendance in court for the purpose of giving testimony in cases in which the employee is or is not a principal party, the employee shall be paid a day's pay when the decision with respect to the time and place of the court hearing is beyond the control of the employee, but in no instance will absence for legal cause with pay be permitted when the legal matter relates exclusively to the discharge of duties connected with a summer or part-time job or position.

4.         The School Committee shall grant leave of absence with pay to observe religious holy days where the tenets of one’s recognized religion, as referenced by the NCCJ obligate abstention from work or where the required religious observation of the day necessarily conflicts with the school day.   Such day shall not exceed two (2) days for any one individual in any given year.

5.         When the death of wife, husband, father, mother, step-mother, step-father, mother-in-law, father-in-law, son-in-law, daughter-in-law,   brother, sister, child, step-child, grandchild or relative living in the same household, or someone who has acted in loco parentis occurs in the family of a teacher or administrator, such teacher or administrator, is entitled to a leave of absence of up to five consecutive days or Memorial Week for people of the Jewish faith, without loss of salary, such leave to take effect from the date of death.

If the death occurs on a school day and the teacher or administrator has worked all or part of said day the five days will commence the following day.   Such five consecutive days include vacation periods. Saturdays Sundays and Holidays are specifically excluded and shall not be counted.

In the event that the funeral services are not held immediately after the death, then the bereavement leave may be delayed to better coincide with the funeral services. Such delay may be requested by the employee and approved by the Human Resources Manager, which approval will not be unreasonably withheld. When the bereavement leave is delayed pursuant to this paragraph, such leave shall be delayed to the date of the funeral and shall be taken only in consecutive days, with no splitting up of the benefit days. Saturdays, Sundays and Holidays are specifically excluded and shall not be counted.

6.         Funerals:

(a)Grandmother, grandfather, cousin, niece, nephew, uncle, aunt, brother-in-law, sister-in-law - one day.

(b)       In the case of the funeral of an employee, present or past, a delegation of a limited number of teachers may attend the funeral services at the discretion of the Principal and Superintendent.

(c)        In the case of the death of a friend, necessary time may be granted by the Principal to attend funeral services.

7.(a)Three days personal leave without loss of pay for personal reasons withoutthe requirement to submit any reason shall be granted.   Personal reasons shall include but not be limited to the following:

1.         Emergency, serious illness or injury in the family

2.         Attendance at graduations, ordinations, weddings, confirmations or funerals of close friends requiring a full day’s attendance.

(b)       In the event of the personal day being immediately prior to and/or following a holiday or vacation period, a request with reason will be offered to the principal or supervisor.   Personal reasons shall be limited to the following:

1.         Emergency, serious illness or injury to the employee or in the family of the employee.

2.         Attendance at graduations, ordinations, weddings, confirmations or funerals of close friends requiring a full day’s attendance.

The principal or supervisor shall not unreasonably withhold the personal day as outlined in paragraph 7b.

(c)        Unused personal days may be carried over from year to year and converted to sick leave, subject to the two hundred (200) day limit imposed at Article IV, Paragraph A.

Abuse of the provisions of these paragraphs shall be cause for disciplinary actions.

8.                   A teacher or administrator in the Federal or State Reserve Service called to duty on a non-voluntary basis within the school year shall receive his or her regular salary for the period of his/her absence within the statutory limitation.   When one's reserve duty could have been served during a vacation period, but instead was served during a school period, that teacher shall only receive the difference between the teacher's pay and the reserve pay.

9.                   In any school year, the number of leave days taken under Article V, Sections A(l), (2), (3), (6a) and/or (7) will not exceed a total of six (6) days.

B.        Grants:

Persons receiving summer grants by any Federal, State Municipal or private agency may be granted a leave with pay for up to five days for attendance at such programs when such programs commence in June or extend into September when attendance is required. The Superintendent at his discretion may extend such a leave by up to five days.   Any teacher or administrator allowed such paid leave shall submit a written report upon completion of leave to the Superintendent.   Such a report shall be made to the Superintendent describing the activities involved in the study, the benefit derived by the recipient, and projected benefits to the Worcester Public Schools.

C.        Jury Duty:

Teachers and administrators required to perform jury duty shall receive leave with pay for the duration of such duty.   Compensation shall be the difference between jury duty pay, exclusive of mileage reimbursement, and the teacher's or administrator's regular salary, including all or any part of compensation for stipendiary positions held at the time of such jury duty.

VOCATIONAL SCHOOL:   See Vocational Appendix.

ARTICLE VI

LEAVES OF ABSENCE WITHOUT PAY

A.        Military leave without pay shall be granted to any teacher or administrator who is recalled, inducted or enlists in any branch of the armed forces of the United States.   Upon return from such leave, a teacher shall be placed on the salary schedule at the level which he/she would have attained had he/she remained actively employed in the system during the period of his/her absence up to a maximum of four (4) years.   Non-tenure teachers, however, must pass all tenure requirements prior to election to tenure and receipt of the tenure increments.

B.        Any teacher with professional teacher status or any administrator covered by this Contract, upon his/her written request, may be granted an unpaid leave by the School Committee to accept an appointment by the EAW, MTA, NEA - such leave not to extend for more than one (l) year.

C.        Upon the recommendation of the Superintendent and approval of the School Committee teachers and administrators may be granted leaves of absence for study and travel.   Leave of absence for study and travel shall take effect at the beginning of the semester and close at the end of the semester.   Leave of absence for study or travel shall be limited to two semesters.

Instructional personnel in the Worcester Public School System who have been granted a leave for study (travel is expressly excluded) shall be allowed to advance to thatincrement step which they would have achieved had they spent the year teaching in Worcester.

The implementation of this rule shall be in accordance with the following procedure:

Application for leave shall be filed in the office of the Personnel Manager at the earliest possible date.   The application is to include reference to the program of study to be followed, the sponsoring agency, and the advantage which will accrue to the Worcester Public School System upon return to service.   As goals, November l and April l should be viewed as application dates.   Federal Programs such as United States Office of Education Exchange Programs, National Science Foundation Programs, National Defense Education Act Programs, Fulbright Fellowships, and other federal government awards or programs, as well as scholarships or grants from fully accredited universities or colleges and even admission to such institutions are frequently not announced with sufficient time to permit substitute arrangements.   Every effort will be made administratively to permit teachers desirous of such leaves to take advantage of them, but the Superintendent reserves the right to deny recommendation for approval when application is received without sufficient time to arrange adequate substitution.

D.        A leave of absence without pay of up to one (l) year will be granted for the purpose of caring for a sick member of the teacher's or administrator's family where said teacher's or administrators personal attention is required. This leave shall run concurrently with any FMLA leave time to which the employee is eligible, up to the maximum of twelve (12) weeks of FMLA time.

E.         In the interest of good education, such extended leaves shall begin and end with the school year or semester thereof.

F.         The Committee may grant a leave of absence without pay to any teacher or administrator to serve in any elected public office - not to exceed one term.   Upon return from such leave a teacher or administrator will be placed on his/her former rank and receive the salary exclusive of unearned increments.

G.        Other leaves of absence without pay may be granted by the Superintendent upon request. Leaves limited to one term upon request, may be extended at the discretion of the Superintendent.

H.With regard to all leaves in this Article, an attempt shall be made to return the personreturning from leave to his/her specific job, but in the event that this is not possible, he/she shall be assigned the most comparable position available.

I.Upon recommendation of the Superintendent, the School Committee may grant a leave toany teacher or administrator for the purposes of exploring an alternative career. Employees going on such leave shall return to school at the beginning of the academic year following the commencement of the leave if such leave begins prior to February l.Employees beginning an alternative career leave on February l or later may return at the beginning of the next academic year or at the beginning of the second academic year following the commencement of the leave.   There will be no extensions of alternative career leaves.   Leave may not be taken under this provision for the purpose of taking another teaching or school administrative position.

ARTICLE VII

MATERNITY, PATERNITY, AND ADOPTION LEAVE

A.        A member of the bargaining unit who becomes pregnant shall notify the Personnel Manager in writing as soon as her pregnancy has been established.   When notifying the Personnel Manager the member shall, where possible, notify the Administration of any request for leave on account of pregnancy and the dates of such leave.

B.        A member of the bargaining unit may continue at her assigned position.   However, continued employment shall depend on the physical condition and ability of the teacher to perform her usually assigned duties without danger to herself or students.

C.        The Committee may require the member to submit adequate medical evidence (including the results of a medical examination by a physician of her choice) of the member's ability to continue employment and perform her usually assigned duties without possibility of danger or harm.

D.        The parties agree that the following criteria will be used in establishing flexible guidelines for leave on account of pregnancy:

1.          Under ordinary circumstances, the member will request and be granted a leave of absence commencing prior to the anticipated date of delivery.

2.         Such leave will ordinarily end no later than the September 1st following the child's birth if the child is born before the preceding January 1st.   In the event of the birth on or after January 1st such leave will ordinarily end no later than the first day of the second school semester of the following school year.

E.         Leaves of Absence because of the member's pregnancy which shall be granted by the Committee on submission of adequate medical evidence, shall be without pay or increment, unless a finding by a Court of competent Jurisdiction shall rule otherwise.

F.         The member of the bargaining unit shall notify the Superintendent or his designee in no less than thirty (30) days prior to the date she desires to return to work.

G.        When a member of the bargaining unit returns from Maternity Leave, the school administration will attempt to assign the member to the same subject or grade level which she held at the time the leave commenced.   If the same position is not available (that is ifit is filled by a permanent professional teacher status or non-professional teacher status teacher), the teacher will be assigned to the most nearly equivalent position which is available at the time of her return and for which she is qualified.   A teacher without professional status out on Maternity Leave shall not earn professional teacher status while on said leave.

H.Nothing herein shall be construed as requiring a pregnant teacher to leave heremployment (by voluntary termination or leave of absence) for any reason other than her continued ability to perform her usually assigned duties.   Upon termination of the member's pregnancy, her return to work will be governed by the above standards.

I.The parties agree that the criteria set out in Section D herein are guidelines only andsituations involving pregnancy will be treated individually on a case by case basis with reference to a member's health and continued ability to work.   These provisions shall be liberally interpreted so as to permit total compliance with Federal and State (Massachusetts) laws and regulations governing leave on account of pregnancy.

J.Maternity, Paternity, and Adoption Leave

1.         On the occasion of the adoption of a child by the employee’s immediate family, male and/or female employees will be allowed to utilize up to four (4) weeks of accumulated paid sick leave during authorized absence at the time of the adoption. The use of up to four weeks of accrued sick leave under the provisions of Paragraph J shall be in addition to the use of any of the ten sick days per year provided for under Article IV, Paragraph B(14) and which have not already been used by the affected employee; and

2.         At the time of the birth of his child, male employees will be allowed to utilize up to four (4) weeks of accumulated paid sick leave during an authorized absence at the time of the birth of the child; and

3.         This Agreement is not intended to expand the use of sick leave for any other circumstances; and,

4.         This Agreement does not affect the use of sick leave by female employees for periods of authorized absence at the time of the birth of their child, which leave shall be under the same terms and conditions as prior to the execution of this Agreement; and

5.         This Agreement satisfies any and all bargaining obligations which may have existed in connection with the rescission of the adoption leave policy by the School Committee and any implementation of the terms stated herein.   As such, the union will not pursue any matter at the State Labor Relations Commission regarding any duty to bargain claim involving this change, nor will it pursue any grievance or arbitration in this connection.   To the extent that any such claim hasbeen filed under the collective bargaining agreement or with the State Labor Relations Commission, the union agrees to withdraw same with prejudice; and

6.         This Agreement is entered into in order to effectuate the intent of the Committee to address certain aspects of its leave policy and to allow for the use of paid sick leave during the circumstances described herein; and,

7.         This Agreement is expressly conditional upon all labor unions representing employees of the School Department executing this identical Side Letter and upon the imposition of the same terms on all non-represented employees of the School Department.   This is required in order to ensure consistent and equitable provision of leave under the circumstances contemplated herein, irrespective of gender; and

8.         In the event that any labor union representing employees of the School Department refuses to execute the Side Letter or in the event of any inability to impose the same terms on non-represented employees of the School Department, the School Committee will so notify all labor unions and will take whatever steps are necessary; and,

9.         This Side Letter is intended to govern the use of accumulated paid sick leave during periods of authorized absence at the time of the adoption or birth of a male employee’s child or at the time of the adoption of a female employee’s child, and is otherwise not precedent setting.   It shall supersede any previous policy, agreement, or practice with regard to leave under the circumstances described herein.

ARTICLE VIII

PAID LEAVES FOR STUDY OR RESEARCH

Paid Leave for Study or Research shall be granted upon the following conditions and terms:

1.          A teacher or administrator shall propose an area of study to the Superintendent for his consideration prior to October 15 of each year.

2.         The Superintendent shall designate, by November 15th, an area or areas of study or research which, in his opinion, required special training of personnel for the purpose of upgrading the Worcester Public School System.

3.         Notwithstanding the above, any teacher or administrator may submit an application to the Superintendent for paid leave for study or research by February 15th.

4.         The Superintendent shall recommend such application(s) as he approves to the School Committee for their approval or disapproval.

5.         Any teacher or administrator so applying shall have completed at least seven (7) consecutive full years of service in the Worcester Public School System and must agreeto return to employment in the Worcester Public School System for a period of three times the length of the leave if the leave is for one year, and at least to the second June following termination of the leave, if the leave is for half a year.

While on such approved leave, the individual will receive full salary if the length of the leave is for a half year period.   If the period of approved leave is to cover a full school year, the individual will receive one-half the salary he/she would have received had he/she remained on active service in the Worcester Public School System.   Individuals on full-year leave may elect to receive said half pay in thirteen or in twenty-six equal payments.

6.Any teacher or administrator allowed such paid leave shall submit a written report uponcompletion of leave to the Superintendent.   Such a report shall be made to the Superintendent describing the activities involved in the study, the benefit derived by the recipient, and projected benefits to the Worcester Public School System.

ARTICLE IX

TEACHER ASSIGNMENT

A.        Any teacher or administrator whose assignment for the ensuing school year involves a change of building or class shall be given written notice of such change as soon as practicable, and if possible, by June l.

B.        In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned, except temporarily and/or for good cause, outside the scope of their teaching certificate of their major and minor fields of study.

C.        It is recognized that the Superintendent in the best interest of the educational needs of the system shall have the power to assign teachers to grades and subject. However, to the extent possible, changes in grade assignments within the elementary schools and subject assignments in the secondary schools will be voluntary.

D.        Teachers assigned to more than one school within one day will receive a mileage allowance for all driving between schools done by them.   Said allowance per mile shall be that as currently in effect by the City Manager's regulations.

E.        The employer shall provide itinerant teachers with notice of the main school to whichthey will be assigned for the following school year by July 15th where practicable.   Such assignments may be altered as a result of changes in student enrollments or other situations beyond the employer’s control.

VOCATIONAL SCHOOL:   See Vocational Appendix.

ARTICLE X

TRANSFERS

Although the Committee and the Association recognize that some transfers of teachers and administrators, from one school to another is unavoidable, they recognize that the frequent transfer of teachers and administrators disrupts the educational process and interferes with optimum teacher performance.   Therefore, they agree as follows:

A.When a reduction in the number of teachers in a school is necessary, volunteerswill be transferred first, provided it is in the best interest of the school system.

When there are no volunteers, a teacher's area of competence, major and/or minor field of study, quality of teaching performance, and length of service in the Worcester School System will be considered in determining which teacher is to be transferred.

B.When a vacancy occurs in a professional position, the Committee shall give equalweight to the following criteria in determining transfers to fill said vacancies: 1.     Educational preparation   2.   Quality of performance within the educational profession, which shall include an interview with the building principal of the building with the vacancy; and   3.   Length of service as a professional educator within the Worcester Public Schools.

a.         Upon request, a teacher or administrator is to be notified in writing as to the reasons why he or she is not to be recommended for said transfer.

b.         Voluntary transfers to a similar position must be for a duration of not less than two (2) years. This shall not preclude a teacher or administrator from applying for a transfer to a position in a different or higher pay category.

C.The employer shall notify all personnel of existing known vacancies by way of       twoseparate bid lists, with the first occurring no later than May 1st and the second occurring no later than June 1st.     Return dates will be set early enough to permit adequate processing.   Vacancies which occur after the May or June bid lists will appear on the next bid list.

DItinerant vacancies which involve assignment to a single school for 80% of the week ormore shall be listed as such on the bid list.

E.         The employer shall identify all positions appearing on the bid lists by number and shall provide the EAW with a list which identifies the successful bidder for each numbered bid list position. This list shall be provided after the completion of the bid process or at such other times as agreed to by the parties.

F.         Time off for the purpose of visiting schools at which such vacancy exists will be given provided that arrangements are made on days in which incidence of absentees is not great and provided that arrangements are made with principals of both schools priorto such visitation.   A teacher shall consult with the principal of the school where the vacancy exists.   The principal of such school shall have an opportunity to observe said teacher before the transfer is made.   The period of observance shall not exceed a full period or one hour, whichever is the greater.

G.Positions Ineligible for Bidding

The parties recognize that it is in the best interest of newly hired teachers to have continuity of assignment from year to year.   Accordingly, in those cases where vacancies which have arisen after the preparation of the semi-annual bid lists are filled by long-term substitutes or by teachers under contract, but on a temporary basis, that such positions shall not be eligible to be bid by unit members for the year in which they are filled and one additional year.   The decision to exempt the position from the bid process and to have the teacher remain in the assignment shall be by mutual agreement of the affected teacher and the building principal.   The exempted position shall be noted on the bid list but designated as deferred.   The position shall then be placed on the first bid list in the second year.   This language shall not apply to newly hired teachers at Extended Day Schools. (Formerly Attachment “E”)

H.Length of service for administrators to be based on the date such administrator isappointed by the School Committee to an administrative title.   When more than one appointment is made on the same date to that title (ex. Principal), the order of standing will refer to their previous rank according to the promotional system.

I.l.No administrator will be involuntarily transferred without 30 days' written notice.

2.Reasons for the transfer will be specified in writing before the transferoccurs.

J.Department Head positions are advertised internally by paper and e-mail among

Worcester Public secondary schools. Worcester Public School does not recruit or advertise for Department Heads outside the system. Candidates may apply by submitting a resume and a cover letter, but will not be required to submit a Training and Experience report. All licensed candidates will be interviewed. The Principal in the school where the vacancy exists will conduct the interview and will include a minimum of one and a maximum of three teachers from the department as well as any other relevant personnel who the Principal believes would assist in the selection process. Each interview panelist will complete a strengths and weakness form for each candidate.

K.When a vacancy occurs in an Instructional Coach or Team Chair position, the vacanciesshall be posted internally and externally concurrently. The selection regarding Instructional Coaches shall be made by the Building Principal. The selection regarding Team Chairs shall be made by the Manager of Special Education. In the cases of both these positions, the selection process to be utilized shall be the Strength and Weaknesses Process.

VOCATIONAL SCHOOL:   See Vocational Appendix

ARTICLE XI

REDUCTION IN FORCE

SECTION A:   TEACHERS

1.          Definitions

Reduction in Force - The process by which one or more teachers with professional teacher status are laid off.

Seniority is defined in terms of the number of years, months, and days of consecutive service (exclusive of unpaid approved leaves) within the professional ranks of the Worcester Public Schools as determined by the actual date of service for pay, as an elected and/or appointed professional employee.

Recall - The process by which one that is laid off is returned to service in a similar capacity in the Worcester Public Schools.

Education Preparation - Undergraduate and graduate course work and/or graduate degrees with greater weight being given to that course work that has a direct relationship to the position involved in the R.I.F.

Transfer - As defined in Article X of this Agreement.   Vocational School:   See Vocational Appendix.

Professional Employee shall mean all teachers with professional teacher status and appointed administrators employed by the Worcester Public Schools.

2.         Initiation of R.I.F. Process

The Committee retains the right to determine the number of teaching positions and other professional positions which are needed.   The Superintendent also retains the right to determine the employees to be laid off and recalled subject to the provisions of this article.   When a layoff of a teacher with professional teacher status is to occur, volunteers for transfers to available positions, according to Article X, Section A (Involuntary transfers) will be enlisted first.   Vocational School:   See Vocational Appendix.

3.         Layoff Procedures

After all voluntary and involuntary transfers have been made, then the person with the least seniority within the discipline being reduced and within the building, or department where the reduction is to be made will have the opportunity to replace the least senior person within the discipline in the school system.   If the opportunity is not taken then the aforesaid teacher will be laid off.   Otherwise, the most junior teacher within the discipline who is bumped will be laid off, or a teacher whose position is eliminated and/or who isscheduled to be laid off will be allowed to transfer to an open position for which he or she is certified at the time of the layoff.

For the purpose of this section disciplines shall be:

1.   Elementary PreK-6

13.   Health

2.   English

14.   Industrial Arts

3.   Social Studies

15.   Home Economics

4.   Science

16.   Guidance

5.   Mathematics

17.   Dist. Education

6.   Music

18.   Reading

7.   Art

19.   Special Education

8.   Foreign Language

20.   Library/Media Service

9.   Bilingual

21.   Psychologists

10. E.S.L.

22.   School Adjustment Counselor

11. Business Education

23.   Coping Instructor

12. Physical Education

24.   Computer Instructor

VOCATIONAL SCHOOL DISCIPLINES

 

Vocational & Technical Disciplines at Worcester Technical High School

25

Auto Collision

26

Automotive Technology

27

Biotechnology

28

Business Information Systems

29

Carpentry

30

Cosmetology

31

Culinary Arts

32

Drafting

33

Early Childhood

34

Electrical

35

Electromechanical

36

Environmental Technology

37

Finance & Marketing

38

Graphic Communications

39

Health Assisting

40

Heating,Ventilation,AC & Refrigeration

41

Hotel, Restaurant & Tourism

42

Machine Technology

43

Painting & Design

44

Plumbing

45

Sheet Metal

46

Telecommunications

47

Veterinary Assistant

48

Welding Technology

Teachers will hold their system-wide seniority as defined in No. l above, only in the single discipline in which they are teaching at the commencement of a given school year.

Teachers assigned to positions not falling within one of the seventy-five designated disciplines, will continue to be assigned to the discipline of their last assignment.   When seniority is equal, educational preparation will be a second criterion to be considered.   It is agreed that the Superintendent may exercise his/her own discretion in laying off teachers without professional status.

4.         Notification

If possible, between July l and 15, final notification by Registered Mail will be sent to those who will be affected by a reduction in force effective September l of that year.

5.         Recall

(a)        The recall period shall be a maximum of three years.

(b)       Professional employees who have been laid off as a result of the R.I.F. provisions will, at any time in the school year, be recalled in reverse order of layoff for any position which they are certified and qualified to fill.   When recalled, the assignment in which they are placed will be a temporary assignment for that school year.   The position will be subject to normal transfer procedures as provided for in the Agreement.

(c)        It will be the obligation of the employee to provide up-to-date information to the Personnel Office regarding his or her certification status and present address.   The School Committee shall notify a teacher to be recalled by certified mail to their last address of record.   If the teacher fails to notify the Superintendent affirmatively within 10 days of delivery of the notice of recall, and to report for duty within 30 days of notice, he or she shall forfeit all such recall rights.

(d)       A copy of all recall notices shall be provided to the EAW at the same time they are provided to the recalled.

(e)        A recalled employee shall be placed on the salary schedule at the level that he or she had attained at the time of the layoff, but employees will be given full credit for salary or promotion purposes for any teaching experience or approved training received during the recall period.

(f)        Upon recall, an employee shall be granted any and all sick leave benefits that he or she had accrued up to the point of layoff, including those benefits associated with the sick leave bank.

6.         Recall Rights

One who is unemployed and on recall due to R.I.F. procedures shall be entitled to the same privileges and benefits of a professional employee who is on an approved unpaid leave of absence for the length of the recall period.

Before any new person is hired to fill a position in the bargaining unit, an attempt will be made to fill the position through established recall procedures.

All teachers laid off pursuant to a reduction in staff shall be placed at the head of the substitute list of the Worcester Public Schools, provided that a written request for such placement is made by the affected teacher.

7.Affirmative Action

The lay-off of any teacher with professional teacher status or any administrator will be governed by the Reduction in Force Policy and the intent expressed by the School Committee in the Affirmative Action Plan adopted on January 18, 1979, and the Affirmative Action Policy Statement adopted by the School Committee on June 26, 1978.

SECTION B:   ADMINISTRATORS

1.         Definitions

Reduction in Force - The process by which one or more professional teacher status administrators are laid off.

Seniority is defined in terms of the number of years, months, and days of consecutive service (exclusive of unpaid approved leaves) within the administrative position the administrator presently holds within the Worcester Public Schools as determined by the actual date of service for pay in that position.

Recall - The process by which one who is laid off is returned to service in the same administrative position in the Worcester Public Schools.

2.         R.I.F. Decision

The Committee retains the right to determine the number of administrative positions which are needed.   The Superintendent also retains, subject to the provisions of this article, the right to determine the employees to be laid off and recalled.

This R.I.F. article does not apply to situations wherein an administrative position has been eliminated and there are no remaining similar administrative positions.

3.         Layoff Procedures

When the Committee decides to reduce a particular administrative position, the professional teacher status administrator with the least seniority within the particular tenured administrative position shall be laid off first.   He or she will have no bumpingrights within other administrative positions.   He or she will have bumping rights within unit A, provided he or she has sufficient seniority and is certified for the position.

When seniority is equal, administrative evaluations will be a second criteria to be considered.

It is agreed that the Superintendent may exercise his/her own discretion in laying off administrators without professional teacher status.

4.         Notification

If possible, between July l and 15, final notification will be sent to those who will be affected by a reduction in force effective September l of that year by registered mail.

5.         Recall

The recall period shall be a maximum of three years.   A professional teacher status administrator who has been laid off as a result of the R.I.F. provisions will, at any time in the school year, be recalled in reverse order of layoff for a vacancy in an administrative position from which they were laid off.

It will be the obligation of the administrator to provide up-to-date information to the Personnel Office regarding his or her status and present address.   The Superintendent shall notify an administrator to be recalled by certified mail to their last address of record. If an administrator fails to notify the Superintendent affirmatively within 10 days of delivery of the notice of recall, and to report for duty within 30 days of notice, he or she shall forfeit all such recall rights.   A copy of all recall notices shall be provided to the E.A.W. at the same time they are provided to the recalled.   A recalled administrator shall be placed on the salary schedule at the level that he or she had attained at the time of the layoff.

Upon recall, an administrator shall be granted any and all sick leave benefits that he or she had accrued up to the point of layoff, including those benefits associated with the sick leave bank.

6.         Recall Rights

One who is unemployed and on recall due to R.I.F. procedures shall be entitled to the same privileges and benefits of a professional employee who is on an approved unpaid leave of absence for the length of the recall period.

All administrators laid off pursuant to a reduction in staff shall be placed at the head of the substitute list of the Worcester Public Schools, provided that a written request for such placement is made by the affected administrator.

ARTICLE XII

UNIT B PROMOTIONS

The following process shall be used for the filling of unit B vacancies (Formerly Appendix F)

A.      The Weights assigned to the two components of the promotion procedure shall be as follows:

a.       Training & Experience Report (85 points)

b.       Interview (100 points)

B.      1.Type and length of training and experience shall be credited as follows:

a.       Training (25 points)

This section encourages applicants to list all of their job-related professional training, including any training now in progress.   Items to be listed include degrees, courses, workshops and seminars.

b.       Professional Experience - Length (10 points)

One (1) point a year for up to ten (10) years of experience.

c.       Professional Experience - Quality (30 points)

Professional experience is defined as a job or position for which one had functioned and received compensation (not an experience of volunteerism).

d.       Written Narrative (20 points)

This section allows the applicant to relate the specific training and experience to the responsibilities of the position.

The Training and Experience Report will be rated by a panel of trained individuals representing both the Community and the Worcester Public Schools.   It is the responsibility of the panel to determine which candidates are to move on to the interview (described below).

C.      Interview (100 points)

1.       A panel shall evaluate the candidate's ability to communicate concepts during a stressful situation in a clear and substantive manner.   Each panel member shall evaluate the applicant's ability to communicate by rating the candidate's responses to the same job-related questions asked of all candidates.

2.       Each interviewer shall evaluate the candidate's ability in following categories:

a.present ideas in a logical and convincing manner

b.present ideas in a substantive manner

A candidate can gain a possible 100 points from the interview component.

3.       The Rating Sheet utilized by interviews to assess the candidate's responses to questions will be unsigned.

4.       The Personnel Manager will determine the candidate's final score for the interview component by dropping the high and low scores of all interviewers and averaging the remaining scores.

VOCATIONAL SCHOOL:   See Vocational Appendix.

ARTICLE XIII

SUPERVISION AND EVALUATION

A.EDUCATOR EVALUATION CONTRACT LANGUAGE

Table of Contents

(1)

Purpose of Educator Evaluation

(2)

Definitions

(3)

Evidence Used in Evaluation

(4)

Rubric

(5)

Evaluation Cycle:   Training

(6)

Evaluation Cycle:   Annual Orientation

(7)

Evaluation Cycle:   Self-Assessment

(8)

Evaluation Cycle:   Goal Setting and Educator Plan Development

(9)

Evaluation Cycle: Observation of Practice and Examination of Artifacts – Educators without PTS

(10)

Evaluation Cycle:   Observation of Practice and Examination of Artifacts – Educators with PTS

(11)

Observations

(12)

Evaluation Cycle:   Formative Assessment

(13)

Evaluation Cycle :   Formative Evaluation for Two-Year Self-Directed Plans Only

(14)

Evaluation Cycle:   Summative Evaluation

(15)

Educator Plans :   General

(16)

Educator Plans:   Developing Educator Plan

(17)

Educator Plans:   Self-Directed Growth Plan

(18)

Educator Plans:   Directed Growth Plan

(19)

Educator Plans:   Improvement Plan

(20)

Timelines

(21)

Career Advancement

(22)

Rating Impact on Student Learning Growth

(23)

Using Student feedback in Educator Evaluation

(24)

Using Staff feedback in Educator Evaluation

(25)

Transition from Existing Evaluation System

(26)

General Provisions

1)          Purpose of Educator Evaluation

A)         This contract language is locally negotiated and based on M.G.L., c.71, § 38; M.G.L. c.150E; the Educator Evaluation regulations, 603 CMR 35.00 et seq.; and the Model System for Educator Evaluation developed and which may be updated from time to time by the Department of Elementary and Secondary Education. See 603 CMR 35.02 (definition of model system).   In the event of a conflict between this collective bargaining agreement and the governing laws and regulations, the laws and regulations will prevail.

B)         The regulatory purposes of evaluation are:

i)To promote student learning, growth, and achievement by providing Educatorswith feedback for improvement, enhanced opportunities for professional growth, and clear structures for accountability, 603 CMR 35.01(2)(a);

ii)To provide a record of facts and assessments for personnel decisions,35.01(2)(b);

iii)To ensure that every school committee has a system to enhance theprofessionalism and accountability of teachers and administrators that will enable them to assist all students to perform at high levels, 35.01(3); and

iv)To assure effective teaching and administrative leadership, 35.01(3).

2)          Definitions (* indicates definition is generally based on 603 CMR 35.02)

A)         *Artifacts of Professional Practice: Products of an Educator’s work and student work samples that demonstrate the Educator’s knowledge and skills with respect to specific performance standards.

B)         Caseload Educator:   Educators who teach or counsel individual or small groups of students through consultation with the regular classroom teacher, for example, school nurses, guidance counselors, speech and language pathologists, and some reading specialists and special education teachers, adjustment counselors, physical therapist, and occupational therapist.

C)         Classroom teacher:   Educators who teach preK-12 whole classes, and teachers of special subjects as such as art, music, library, physical education, alternative education, and CVTE. May also include special education teachers and reading specialists who teach whole classes.

D)         Categories of Evidence: Multiple measures of student learning, growth, and achievement, judgments based on observations and artifacts of professional practice, including one unannounced observations of practice of no less than fifteen (15) minutes; and additional evidence relevant to one or more Standards of Effective Teaching Practice (603 CMR 35.03) (See Sections 9 and 10).

E)         *District-determined Measures: Measures of student learning, growth and achievement related to the Massachusetts Curriculum Frameworks, Massachusetts Vocational Technical Education Frameworks, or other relevant frameworks, that are comparable across grade or subject level District-wide. These measures may include, but shall not be limited to: student portfolios approved commercial assessments and District-developed pre and post unit and course assessments, and capstone projects, common interim assessments, department, grade and classroom assessments.

F)          *Educator(s): Inclusive term that applies to all classroom teachers and caseload Educators, unless otherwise noted.

G)         *Educator Plan: The growth or improvement actions identified as part of each Educator’s evaluation. The type of plan is determined by the Educator’s career stage, overall performance rating, and the rating of impact on student learning, growth and achievement. There shall be four types of Educator Plans:

i)Developing Educator Plan shall mean a plan developed by the Educator and theEvaluator for one school year or less for an Educator without Professional Teacher Status (PTS); or, at the discretion of an Evaluator, for an Educator with PTS in a new assignment.

ii)Self-Directed Growth Plan shall mean a plan developed by the Educator for oneor two school years for Educators with PTS who are rated proficient or exemplary.

iii)Directed Growth Plan shall mean a plan developed by the Educator and theEvaluator of one school year or less for Educators with PTS who are rated needs improvement.

iv)Improvement Plan shall mean a plan developed by the Evaluator of at least 30school   days and no more than one school year for Educators with PTS who are rated unsatisfactory with goals specific to improving the Educator’s unsatisfactory performance. In those cases where an Educator is rated unsatisfactory near the close of a school year, the plan may include activities during the summer preceding the next school year.

H)*ESE:   The Massachusetts Department of Elementary and Secondary Education.

I)*Evaluation:   The ongoing process of defining goals and identifying, gathering, andusing information as part of a process to improve professional performance (the “formative evaluation” and “formative assessment”) and to assess total job effectiveness and make personnel decisions (the “summative evaluation”).

J)*Evaluator: Any WPS employee designated by a superintendent who has primary orsupervisory responsibility for observation and evaluation. The superintendent is responsible for ensuring that all Evaluators have training in the principles of supervision and evaluation. Each Educator will have one primary Evaluator at any one time responsible for determining performance ratings.   Observations must be conducted by the building principal, assistant principal who are certified as building administrators, or department heads of the subject area being evaluated or another District administrator.

i)Primary Evaluator shall be the person who determines the Educator’sperformance ratings and evaluation.

ii)Supervising Evaluator shall be the person responsible for developing, withinput from the Educator,   the Educator Plan, supervising the Educator’s progress through formative assessments, evaluating the Educator’s progress toward attaining the Educator Plan goals, and making recommendations about the evaluation ratings to the primary Evaluator at the end of the Educator Plan. The Supervising Evaluator may be the primary Evaluator or his/her designee.

iii)Observations must be conducted by a department head or certified administrator.

iv)Teaching Staff Assigned to More Than One Building: Each Educator who isassigned to more than one building will be evaluated by the appropriate administrator where the individual is assigned most of the time. The principal of each building in which the Educator serves must review and sign the evaluation, and may add written comments.   In cases where there is no predominate assignment, the superintendent will determine who the primary Evaluator will be.

v)Notification:   The Educator shall be notified in writing of his/her primaryEvaluator and supervising Evaluator, if any, at the outset of each new evaluation cycle. The Evaluator(s) may be changed upon prior notification of ten (10) work days   in writing to the Educator.

K)Evaluation Cycle: A five-component process that all Educators follow consisting of 1)Self-Assessment; 2) Goal-setting and Educator Plan development; 3) Implementation of the Plan; 4) Formative Assessment/Evaluation; and 5) Summative Evaluation.

L)*Experienced Educator:   An Educator with Professional Teacher Status (PTS).

M)*Family: Includes students’ parents, legal guardians, foster parents, or primarycaregivers.

N)*Formative Assessment: The process used to assess progress towards attaining goals setforth in Educator plans, performance on standards, or both. This process may take place at any time(s) during the cycle of evaluation, but typically takes place at mid-cycle.

O)*Formative Evaluation: An evaluation conducted at the end of Year 1 for an Educatoron a 2-year Self-Directed Growth plan which is used to arrive at a rating on progress towards attaining the goals set forth in the Educator Plan, performance on Standards and Indicators of Effective Teaching Practice, or both.

P)*Goal: A specific, actionable, and measurable area of improvement as set forth in anEducator’s plan. A goal may pertain to any or all of the following: Educator practice in relation to Performance Standards, Educator practice in relation to indicators, or specified improvement in student learning, growth and achievement. Goals may be developed by individual Educators, by the Evaluator, or by Teams, departments, or groups of Educators who have the same role.   In the first year of implementation each Educator shall have one professional practice goal and one student learning goal.

Q)*Measurable: That which can be classified or estimated in relation to a scale, rubric, orstandards.

R)Multiple Measures of Student Learning: Measures must include a combination ofclassroom, school and District assessments, student growth percentiles on state assessments, if state assessments are available, and student MEPA gain scores.   This definition may be revised as required by regulations or negotiated agreement of the parties upon issuance of ESE guidance expected by July 2012.

S)*Observation:   A data gathering process that includes notes and judgments made duringone or more classroom or worksite visits(s) one of which will be of fifteen (15) minutes duration by the Evaluator and may include examination of artifacts of practice including student work. Classroom or worksite observations conducted pursuant to this article must result in feedback to the Educator.     Normal supervisory responsibilities of department, building and District administrators will also cause administrators to drop in on classes and other activities in the worksite at various times as deemed necessary by the administrator.   Carrying out these supervisory responsibilities, when they do not result in targeted and constructive feedback to the Educator, are not observations as defined in this Article.

T)Parties: The Association or any successor collective bargaining representative and theSchool Committee are parties to the agreement.

U)*Performance Rating: Describes the Educator’s performance on each performancestandard and overall.   There shall be four performance ratings:

Exemplary: the Educator’s performance consistently and significantly exceeds the requirements of a standard or overall. The rating of exemplary on a standard indicates that practice significantly exceeds proficient and could serve as a model of practice on that standard District-wide.

Proficient: the Educator’s performance fully and consistently meets the requirements of a standard or overall. Proficient practice is understood to be fully satisfactory. To be rated Proficient overall, an Educator shall at a minimum, have been rated Proficient on the Curriculum, Planning, and Assessment and the Teaching All Students standards for Educators, 603 CMR 35.03(1) and 35.03 (2).

Needs Improvement: the Educator’s performance on a standard or overall is below the requirements of a standard or overall, but is not considered to be unsatisfactory at this time. Improvement is necessary and expected.

Unsatisfactory: the Educator’s performance on a standard or overall has not significantly improved following a rating of needs improvement, or the Educator’s performance is consistently below the requirements of a standard or overall and is considered inadequate, or both.

V)*Performance Standards: Locally developed standards and indicators pursuant to

M.G.L. c. 71, § 38 and consistent with, and supplemental to 603 CMR 35.00. The parties may agree to limit standards and indicators to those set forth in 603 CMR 35.03.

W)*Professional Teacher Status: PTS is the status granted to an Educator pursuant toM.G.L. c. 71, § 41.

X)Rating of Educator Impact on Student Learning: A rating of high, moderate or lowbased on trends and patterns on state assessments and District-determined measures.   The parties will negotiate the process for using state and District-determined measures to arrive at an Educator’s rating of impact on student learning, growth and achievement, using guidance and model contract language from ESE, expected by July 2012.

Y)Rating of Overall Educator Performance:   The Educator’s overall performance ratingis based on the Evaluator’s   professional judgment and examination of evidence of the Educator’s performance against the four Performance Standards and the Educator’s attainment of goals set forth in the Educator Plan, as follows:

i)Standard 1:   Curriculum, Planning and Assessment

ii)Standard 2:   Teaching All Students

iii)Standard 3:   Family and Community Engagement

iv)Standard 4:   Professional Culture

v)Attainment of Professional Practice Goal(s)

vi)Attainment of Student Learning Goal(s)

Z)*Rubric:   A scoring tool that describes characteristics of practice or artifacts at differentlevels of performance.   The rubrics for Standards and Indicators of Effective Teaching Practice are used to rate Educators on Performance Standards, these rubrics consists of:

i)Standards:   Describes broad categories of professional practice, including thoserequired in 603 CMR 35.03

ii)Indicators:   Describes aspects of each standard, including those required in 603CMR 35.03

iii)Elements:   Defines the individual components under each indicator

iv)Descriptors:  Describes practice at four levels of performance for each element

AA)*Summative Evaluation: An evaluation used to arrive at a rating on each standard, anoverall rating, and as a basis to make personnel decisions.   The summative evaluation includes the Evaluator’s judgments of the Educator’s performance against Performance Standards and the Educator’s attainment of goals set forth in the Educator’s Plan.

BB)*Superintendent: The person employed by the school committee pursuant to M.G.L. c.

71 §59 and §59A. The superintendent is responsible for the implementation of 603 CMR 35.00.

CC)*Teacher: An Educator employed in a position requiring a certificate or license asdescribed in 603 CMR 7.04(3)(a, b, and d) and in the area of vocational education as provided in 603 CMR 4.00. Teachers may include, for example, classroom teachers, librarians, guidance counselors, or school nurses.

DD)*Trends in student learning: At least three to four years of data from the District-determined measures and state assessments used in determining the Educator’s rating on impact on student learning as high, moderate or low.   Additional measures produced by the Educator within ten (10) working days of being made aware of his/her impact rating may be considered.

EE)Forms:   All forms shall be made available to Educators by the District electronically.Electronic submissions will be acceptable.   Hard copies will be provided to the front office in each school building.

FF)New Assignments:   A change in building assignment, change in teaching discipline, oran Educator requested change in grade level at the elementary level.

3)Evidence Used In Evaluation

The following categories of evidence shall be used in evaluating each Educator:

A)         Multiple measures of student learning, growth, and achievement, which shall include:

i)Measures of student progress on classroom assessments that are aligned with theMassachusetts Curriculum Frameworks or other relevant frameworks and are comparable within grades or subjects in a school;

ii)At least two District-determined measures of student learning related to theMassachusetts Curriculum Frameworks or the Massachusetts Vocational Technical Education Frameworks or other relevant frameworks that are comparable across grades and/or subjects District-wide.   These measures may include:   student portfolios, approved commercial assessments and District-developed pre and post unit and course assessments, capstone projects, common interim assessments, department, grade and classroom assessments.   One such measure shall be the MCAS Student Growth Percentile (SGP), or Massachusetts English Proficiency Assessment gain scores or currently utilized state mandated assessments, if applicable, in which case at least three to four years of data is required.

iii)Measures of student progress and/or achievement toward student learning goalsset between the Educator and Evaluator for the period of time established in the Educator Plan.

iv)For Educators whose primary role is not as a classroom teacher, the appropriatemeasures of the Educator’s contribution to student learning, growth, and achievement set by the District. The measures set by the District should be based on the Educator’s role and responsibility.

B)         Judgments based on observations and artifacts of practice including:

i)Unannounced observations of practice including one of at least fifteen (15)minutes duration.

ii)Announced observation(s) for non-PTS Educators in their first year of practice ina school, Educators on Improvement Plans, and as determined by the Evaluator.

iii)Examination of Educator work products.

iv)Examination of student work samples.

C)Evidence relevant to one or more Performance Standards, including but not limited to:

i)Evidence compiled and presented by the Educator and discussed with theEvaluator, including :

(a)         Evidence of fulfillment of professional responsibilities and growth such as self-assessments, peer collaboration, professional development linked to goals in the Educator plans, contributions to the school community and professional culture;

(b)        Evidence of active outreach to and engagement with families;

(c)        Evidence of fulfillment of Standard I Curriculum, Planning, and Assessment;

(d)        Evidence of fulfillment of Standard II Teaching All Students

ii)         Evidence of progress towards professional practice goal(s);

iii)Evidence of progress toward student learning outcomes goal(s).

iv)Student and Staff Feedback – see # 23-24, below; and

v)Any other relevant evidence from any source that the Evaluator shares with theEducator.     Other relevant evidence could include information provided by other administrators such as the superintendent.

4)Rubric

The rubrics are a scoring tool used for the Educator’s self-assessment, the formative assessment, the formative evaluation and the summative evaluation. The Parties agree that the rubric attached to the agreement shall be used so long as such rubric is determined to be in compliance with applicable regulations.

5)          Evaluation Cycle:   Training

A)         Prior to the implementation of the new evaluation process contained in this article, Districts shall arrange training for all Educators, principals, and other Evaluators that outlines the components of the new evaluation process and provides an explanation of the evaluation cycle. The District through the superintendent shall determine the type and quality of training based on guidance provided by ESE.

B)         By November 1st of the first year of this agreement, all Educators shall complete a professional learning activity about self-assessment and goal-setting satisfactory to the superintendent or principal.   Any Educator hired after the November 1st date, and who has not previously completed such an activity, shall complete such a professional learning activity about self-assessment and goal-setting within three months of the date of hire. The District through the superintendent shall determine the type and quality of the learning activity based on guidance provided by ESE.

6)          Evaluation Cycle:   Annual Orientation

A)At the start of each school year, the superintendent, principal or designee shall conduct ameeting for Educators and Evaluators focused substantially on Educator evaluation. The superintendent, principal or designee shall:

i)Provide an overview of the evaluation process, including goal setting and theEducator plans.

ii)Provide all Educators with directions for obtaining a copy of the forms used bythe District. These may be electronically provided.

iii)The faculty meeting may be digitally recorded to facilitate orientation ofEducators hired after the beginning of the school year.

B)Prior to December 15th and March 15th of each school year, Educators shall beprovided with no less than forty-five (45) minutes, which may or may not be provided in a block, to receive guidance and training   for the practice of gathering and providing evidence relative to the four standards and goals.   This time may be provided during common planning, grade level Teams, department meetings, principals’ meetings, or other contractual time.

7)          Evaluation Cycle:   Self-Assessment

A)Completing the Self-Assessment

i)The evaluation cycle begins with the Educator completing and submitting to thePrimary or Supervising Evaluator a self-assessment by October 7th or within four weeks of the start of their employment at the school.

ii)The self-assessment includes:

(a)         An analysis of evidence of student learning, growth and achievement for students under the Educator’s responsibility.

(b)        An assessment of practice against each of the four Performance Standards of effective practice using the District’s rubric.

(c)         Proposed goals to pursue:

(1st)At least one goal, but not more than two, directly related toimproving the Educator’s own professional practice.

(2nd)       At least one goal, but not more than two, directly related to improving student learning.

B)Proposing the goals

i)Educators must consider a goal for grade-level, subject-area, department Teams,or other groups of Educators who share responsibility for student learning and results, except as provided in (ii) below. Educators may meet with Teams to consider establishing Team goals.   Evaluators may participate in such meetings. Prior to the goal setting process, student data and school goals will be made available.

ii)For Educators in their first year of practice, the Evaluator or his/her designee willmeet with each Educator by October 1st (or within four weeks of the Educator’s first day of employment if the Educator begins employment after September 15th) to assist the Educator in completing the self-assessment and drafting the professional practice and student learning goals which must include induction and mentoring activities.

iii)Unless the Evaluator indicates that an Educator in his/her   second or   third yearsof practice should continue to address induction and mentoring goals pursuant to 603 CMR 7.12, the Educator may address shared grade level or subject area Team goals.

iv)For Educators with PTS and ratings of proficient or exemplary, the goals may beTeam goals. In addition, these Educators may include individual professionalpractice goals that address enhancing skills that enable the Educator to share proficient practices with colleagues or develop leadership skills.

v)For Educators with PTS and ratings of needs improvement or unsatisfactory, theprofessional practice goal(s) must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject area Team goals.

8)Evaluation Cycle: Goal Setting and Development of the Educator Plan

A)         Every Educator has an Educator Plan that includes, but is not limited to, at least one goal, but not more than two, related to the improvement of practice; at least one goal,   but not more than two, for the improvement of student learning.   The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress.   Goals may be developed by individual Educators, by the Evaluator, or by Teams, departments, or groups of Educators who have the similar roles and/or responsibilities.   See Sections 15-19 for more on Educator Plans.

B)         To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator’s self-assessment and other sources that Evaluator shares with the Educator. The process for determining the Educator’s impact on student learning, growth and achievement will be determined after ESE issues guidance on this matter. See #22, below.

C)         Educator Plan Development Meetings shall be conducted as follows:

i)Educators in the same school may meet with the Evaluator in Teams and/orindividually at the end of the previous evaluation cycle or by October 15th of the next academic year to develop their Educator Plan.   Educators shall not be expected to meet during the summer hiatus.

ii)For those Educators new to the school, the meeting with the Evaluator toestablish the Educator Plan must occur by October 15th or within six weeks of the start of their assignment in that school

iii)The Evaluator shall meet individually with Educators with PTS and ratings ofneeds improvement or unsatisfactory to develop professional practice goal(s) that must address specific standards and indicators identified for improvement.   In addition, the goals may address shared grade level or subject matter goals.

D)         The Evaluator completes the Educator Plan by November 1st. The Educator shall sign the Educator Plan within 5 school days of its receipt and may include a written response. The Educator’s signature indicates that the Educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator’s Plan.

E)         The following data shall be made available to Educators on or about the third week in September and after each quarter:

1.       Gender

2.       Home Language

3.       English Language Proficiency

4.       Formally Limited English Proficiency

5.       Special Education (status and IEP)

6.       Absences

7.       MCAS (scaled score, proficiency level/Spring, Winter, Fall and “s.g.p.”)

8.       MAP (Fall, Winter)

9.       Core subject Grades (Secondary/English, Math, Science, Social Studies)

10.     PSAT (high school)

11.     DIBELS (elementary)

12.     Tardiness

13.     ACCESS (formerly MEPA) or equivalent State and/or District assessments

9)Evaluation Cycle:   Observation of Practice and Examination of Artifacts – Educatorswithout PTS or PTS Educators on a Developing Plan

A)In all years of service without professional teacher status or for professional teacherstatus Educators on a developing plan:

i)The Educator shall have at least two announced observations during the schoolyear using the protocol described in section 11B, below.   There is no maximum number of announced observations, although the expected norm would be not more than four (4) announced observations.   In the event that the Evaluator determines to exceed this norm of four (4), he or she shall notify the Superintendent in writing, with a copy to the teacher, as to his or her reason for doing so.

ii)The Educator shall have at least three unannounced observations during theschool year, with one of those being a minimum of fifteen (15) minutes in duration.   There is no maximum number of unannounced observations, although the expected norm would be not more than five (5) unannounced observations. In the event that an Evaluator determines to exceed this norm of five (5), he or she shall notify the Superintendent in writing, with a copy to the teacher, as to his or her reason for doing so.

10)Evaluation Cycle:   Observation of Practice and Examination of Artifacts – Educators withPTS

A)         The Educator whose overall rating is proficient or exemplary on Self-Directed Growth Plan   must have at least one unannounced observation of at least fifteen (15) minutes in duration during the evaluation cycle.   There is no maximum number of unannounced observations, although the expected norm would not be more than three (3) unannounced observations.   In the event that an Evaluator determines to exceed this norm of three (3), he or she shall notify the Superintendent in writing, with a copy to the teacher, as to his or her reason for doing so.

There is no requirement that any announced observations be conducted.   There is no maximum number of announced observations, although given that there is no requirement that any announced observations be conducted, it is expected that there would likely not be more than two (2) announced observations.   In the event that the Evaluator determines to exceed two (2), he or she shall notify the Superintendent in writing, with a copy to the teacher, as to his or her reason for doing so.

B)         The Educator whose overall rating is needs improvement on a Directed Growth Plan must be observed according to the Directed Growth Plan during the period of Plan which must include at least two unannounced observations, with one being at least fifteen (15) minutes in duration.       There is no maximum number of unannounced observations, although the expected norm would be not more than four (4) unannounced observations. In the event that an Evaluator determines to exceed this norm of four (4), he or she shall notify the Superintendent in writing, with a copy to the teacher, as to his or her reason for doing so.

There is no requirement that any announced observations be conducted. There is no maximum number of announced observations, although given that there is no requirement that any announced observations be conducted, it is expected that there would likely not be more than four (4) announced observations. In the event that an Evaluator determines to exceed four (4), he or she shall notify the Superintendent in writing, with a copy to the teacher, as to his or her reason for doing so.

C)The Educator whose overall rating is unsatisfactory must be observed according to theImprovement Plan which must include both unannounced and announced observation. The number and frequency of the observations shall be determined by the Evaluator, but in no case, for improvement plans of one year, shall there be fewer than two announced and three unannounced observations. For Improvement Plans of six months or fewer, there must be no fewer than one announced and two unannounced observations.   In the case of any inconsistency between this language and the language of the improvement plan, the language of the improvement plan prevails.

11)Observations

The Evaluator’s first observation of the Educator should take place by November 15. Observations required by the Educator Plan should be completed by May 15th.   The Evaluator may conduct additional observations after this date.

The Evaluator is not required nor expected to review all the indicators in a rubric during an observation.

A)Unannounced Observations

i)Unannounced observations may be in the form of partial or full-period classroomvisitations, Walkthroughs, or any other means deemed useful by the Evaluator, principal, superintendent or other administrator.   These observations shall not include instructional rounds, learning walks or auditory or video recordings.

ii)The Educator will be provided with brief written feedback from the Evaluatorwithin 3-5 school days of the observation.   The written feedback shall be delivered to the Educator in person, by email, placed in the Educator’s mailbox or mailed to the Educator’s home.

iii)An observation resulting in one or more standards judged to be unsatisfactory orneeds improvement for the first time must be followed by at least one observation of at least 30 minutes in duration within 30 school days.

B)Announced Observations

i)All non-PTS Educators in their first year in the school, and   PTS Educators onImprovement Plans and other Educators at the discretion of the Evaluator shall have at least two Announced Observations.

(a)         The Evaluator shall select the date and time of the lesson or activity to be observed and discuss together with the Educator any specific goal(s) for the observation.

(b)        Within 5 school days of the scheduled observation, upon request of either the Evaluator or Educator, the Evaluator and Educator shall meet for a pre-observation conference. In lieu of a meeting, the Educator may inform the Evaluator in writing of the nature of the lesson, and the student population served, and any other information that will assist the Evaluator to assess performance in the discretion of the Educator.

(1st)The Educator shall provide the Evaluator a draft of the lessonplan, or equivalent documentation consistent with the Educator’s role, i.e., student conference, IEP plan or activity. If the actual plan is different, the Educator will provide the Evaluator with a copy prior to the observation.

(2nd)       The Educator will be notified as soon as possible if the Evaluator will not be able to attend the scheduled observation. The observation will be rescheduled with the Educator as soon as reasonably practical.

(c)         Within 5 school days of the observation, the Evaluator and Educator shall meet for a post-observation conference.   This timeframe may be extended due to unavailability on the part of either the Evaluator or the Educator, but shall be rescheduled within 24 hours if possible.

(d)        The Evaluator shall provide the Educator with written feedback within 5 school days of the post-observation conference.   For any standard where the Educator’s practice was found to be unsatisfactory or needs improvement, the feedback must:

(1st)Describe the reason or reasons for the Evaluator’s judgment.

(2nd)       Describe actions the Educator should take to improve his/her performance.

(3rd)        Identify support and/or Resources the Educator may use in his/her improvement.

(4th)State that the Educator is responsible for addressing the need forimprovement.

12)Evaluation Cycle:   Formative Assessment

A)         A specific purpose for evaluation is to promote student learning, growth and achievement by providing Educators with feedback.   Evaluators are expected to make unannounced visits to classrooms.   Evaluators are expected to give specific constructive feedback to Educators based on their observations of practice, and examination of artifacts.   In addition, Evaluators shall give specific constructive feedback based on an analysis of multiple measures of student learning, growth and achievement in relation to the Standards and Indicators of Effective Teaching Practice.

B)         Formative Assessment may be ongoing throughout the evaluation cycle but typically takes places mid-cycle when a Formative Assessment report is completed.   For an Educator on a two-year Self-Directed Growth Plan, the mid-cycle Formative Assessment report is replaced by the Formative Evaluation report at the end of year one.   See section 13, below.

C)         The Formative Assessment report provides written feedback and ratings to the Educator about his/her progress towards attaining the goals set forth in the Educator Plan, performance on Performance Standards and overall, or both

D)         No less than four weeks before the due date for the Formative Assessment report, which due date shall be established by the Evaluator with written notice to the Educator, the Educator shall provide to the Evaluator evidence of   family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The Educator may provide to the Evaluator additional evidence of the Educator’s performances against the four Performance Standards.

E)         Upon the request of either the Evaluator or the Educator, the Evaluator and the Educator will meet either before or after completion of the Formative Assessment Report.

F)          The Evaluator shall complete the Formative Assessment report and provide a copy to the Educator. All Formative Assessment reports must be signed by the Evaluator and   shall only be delivered face-to-face, by email or to the Educator’s school mailbox or home.

G)         The Educator may reply in writing to the Formative Assessment report within 5 school days of receiving the report.

H)The Educator shall sign the Formative Assessment report within 5 school days ofreceiving the report. The signature indicates that the Educator received the Formative Assessment report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

I)As a result of a Formative Assessment Report, that needs improvement or unsatisfactoryrating is determined, the Evaluator must conference with the Educator and   may change the activities in the Educator Plan.

J)If the rating in the Formative Assessment report differs from the last summative ratingthe Educator received, the Evaluator may place the Educator on a different Educator Plan, appropriate to the new rating.

13)Evaluation Cycle:   Formative Evaluation for Two Year Self-Directed Plans Only

A)         Educators on two year Self-Directed Growth Educator Plans receive a Formative Evaluation report near the end of the first year of the two year cycle.   The Educator’s performance rating for that year shall be assumed to be the same as the previous summative rating unless evidence demonstrates a significant change in performance in which case the rating on the performance standards may change, and the Evaluator may place the Educator on a different Educator plan, appropriate to the new rating.

B)         The Formative Evaluation report provides written feedback and ratings to the Educator about his/her progress towards attaining the goals set forth in the Educator Plan, performance on each performance standard and overall, or both.

C)         No less than two weeks before the due date for the Formative Evaluation report, which due date shall be established by the Evaluator with written notice provided to the Educator, the Educator shall provide to the Evaluator evidence of   family outreach and engagement, fulfillment of professional responsibility, and progress on attaining professional practice and student learning goals. The Educator may also provide to the Evaluator additional evidence of the Educator’s performance against the four Performance Standards.

D)         The Evaluator shall complete the Formative Evaluation report and provide a copy to the Educator. All Formative Evaluation reports must be signed by the Evaluator and shall only be delivered face-to-face, by email or to the Educator’s school mailbox or home.

E)         Upon the request of either the Evaluator or the Educator, the Evaluator and the Educator will meet either before or after completion of the Formative Evaluation Report.

F)          The Educator may reply in writing to the Formative Evaluation report within 5 school days of receiving the report.

G)         The Educator shall sign the Formative Evaluation report within 5 school days of receiving the report. The signature indicates that the Educator received the Formative Evaluation report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

H)As a result of a Formative Evaluation report, where a needs improvement orunsatisfactory rating is determined, the Evaluator must conference with the Educator   and may change the activities in the Educator Plan.

I)If the rating in the Formative Evaluation report differs from the last summative rating theEducator received, the Evaluator may place the Educator on a different Educator Plan, appropriate to the new rating.

14)Evaluation Cycle:   Summative Evaluation

A)         The evaluation cycle concludes with a summative evaluation report.   For Educators on a one or two year Educator Plan, the summative report must be written and provided to the Educator by May 15th.

B)         The Evaluator determines a rating on each standard and an overall rating based on the Evaluator’s professional judgment, an examination of evidence against the Performance Standards and evidence of the attainment of the Educator Plan goals.

C)         The professional judgment of the primary Evaluator shall determine the overall summative rating that the Educator receives. To be rated Proficient overall, an Educator shall at a minimum, have been rated Proficient on the Curriculum, Planning, and Assessment and the Teaching All Students standards for Educators, 603 CMR 35.03(1) and 35.03(2).

D)         For an Educator whose overall performance rating is exemplary or proficient and whose impact on student learning is low, the Evaluator’s supervisor shall discuss and review therating with the Evaluator and the supervisor shall confirm or revise the Educator’s rating. In cases where the superintendent serves as the primary Evaluator, the superintendent’s decision on the rating shall not be subject to review.     It is anticipated that impact on student learning ratings will not be issued for the first time until October of 2016.

E)         The summative evaluation rating must be based on evidence from multiple categories of evidence.   MCAS Growth scores shall not be the sole basis for a summative evaluation rating.

F)          To be rated proficient overall, the Educator shall, at a minimum, have been rated proficient on the Curriculum, Planning and Assessment and the Teaching All Students Standards of Effective Teaching Practice.

G)         No less than   four weeks before the due date for the Summative Evaluation report, which due date shall be established by the Evaluator with written notice provided to the Educator, the Educator will provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility, and progress on attaining professional practice and student learning goals. The Educator may also provide to the Evaluator additional evidence of the Educator’s performance against the four Performance Standards.

H)The Summative Evaluation report should recognize areas of strength as well as identifyrecommendations for professional growth.

I)The Evaluator shall only deliver a signed copy of the Summative Evaluation report to theEducator face-to-face, by email or to the Educator’s school mailbox or home no later than May 15th.

J)The Evaluator shall meet with the Educator rated needs improvement or unsatisfactory todiscuss the summative evaluation. The meeting shall occur by June 1st.

K)The Evaluator may meet with the Educator rated proficient or exemplary to discuss thesummative evaluation, if either the Educator or the Evaluator requests such a meeting. The meeting shall occur by June 10th.

L)Upon mutual agreement, the Educator and the Evaluator may develop the Self-DirectedGrowth Plan for the following two years during the meeting on the Summative Evaluation report.

M)The Educator shall sign the final Summative Evaluation report by June 15th. Thesignature indicates that the Educator received the Summative Evaluation report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

N)The Educator shall have the right to respond in writing to the summative evaluationwhich shall become part of the final Summative Evaluation report.

O)A copy of the signed final Summative Evaluation report shall be filed in the Educator’spersonnel file.

15)        Educator Plans – General

A)         Educator Plans shall be designed to provide Educators with feedback for professional growth, and leadership; and to ensure Educator effectiveness and overall system accountability. The Plan must be aligned to the standards and indicators and be consistent with District and school goals.

B)         The Educator Plan shall include, but is not limited to:

i)At least one goal, but not more than two, related to improvement of practice tiedto one or more Performance Standards;

ii)At least one goal, but not more than two,   for the improvement the learning,growth and achievement of the students under the Educator’s responsibility;

iii)An outline of actions the Educator must take to attain the goals and benchmarksto assess progress. Actions must include specified professional development and learning activities that the Educator will participate in as a means of obtaining the goals, as well as other support that may be suggested by the Evaluator or provided by the school or District.   Examples may include but are not limited to coursework, self-study, action research, curriculum development, study groups with peers, and implementing new programs.     The District will list PDP offerings, on the employee portal, as they become available.

C)         It is the Educator’s responsibility to attain the goals in the Plan and to participate in any trainings and professional development provided through the state, District, or other providers in accordance with the Educator Plan.

16)        Educator Plans:   Developing Educator Plan

A)         The Developing Educator Plan is for all Educators without PTS, and, at the discretion of the Evaluator, Educators with PTS in new assignments.   (See definition of new assignments)

B)         The Educator shall be evaluated at least annually.

17)        Educator Plans:   Self-Directed Growth Plan

A)         A Two-year Self-Directed Growth Plan is for those Educators with PTS who have an overall rating of proficient or exemplary, and after 3-4 years of data is collected and tabulated pursuant to Section 2DD   whose impact on student learning is moderate or high.   A formative evaluation report is completed at the end of year 1 and a summative evaluation report at the end of year 2.

B)         A One-year Self-Directed Growth Plan is for those Educators with PTS who have an overall rating of proficient or exemplary, and after 3-4 years of data is collected and tabulated pursuant to Section 2DD whose impact on student learning is low.   In this case, the Evaluator and Educator shall analyze the discrepancy between the summative evaluation rating and the rating for impact on student learning to seek to determine the cause(s) of the discrepancy.

18)        Educator Plans:   Directed Growth Plan

A)         A Directed Growth Plan is for Educators with PTS whose overall rating is needs improvement.

B)         The goals in the Plan must address areas identified as needing improvement as determined by the Evaluator.

C)         The Evaluator shall complete a summative evaluation for the Educator at the end of the period determined by the Plan, but at least annually, and in no case later than June 1st.

D)         For an Educator on a Directed Growth Plan whose overall performance rating is at least proficient, the Evaluator will place the Educator on a Self-Directed Growth Plan for the next Evaluation Cycle.

E)         For an Educator on a Directed Growth Plan whose overall performance rating is not at least proficient, the Evaluator will rate the Educator as unsatisfactory and will place the Educator on an Improvement Plan for the next Evaluation Cycle.

19)        Educator Plans:   Improvement Plan

A)         An Improvement Plan is for those Educators with PTS whose overall rating is unsatisfactory.

B)         The parties agree that in order to provide students with the best instruction, it may be necessary from time to time to place an Educator whose practice has been rated as unsatisfactory on an Improvement Plan of no fewer than 30 school days and no more than one school year.   In the case of an Educator receiving a rating of unsatisfactory near the

close of one school year, the Improvement Plan may include activities that occur during the summer before the next school year begins provided that the Improvement Plan is implemented as written, or as amended by mutual agreement of the Resource Team and the Educator.

C)         The Evaluator must complete a summative evaluation for the Educator at the end of the period determined by the Evaluator for the Plan.

D)         An Educator on an Improvement Plan shall be assigned a Supervising Evaluator (see definitions). The Supervising Evaluator is responsible for providing the Educator with guidance and assistance in accessing the Resources and professional development outlined in the Improvement Plan.   The primary Evaluator may be the Supervising Evaluator.

E)         The Improvement Plan shall define the problem(s) of practice identified through the observations and evaluation and detail the improvement goals to be met, the activities the Educator must take to improve and the assistance to be provided to the Educator by the District.

F)          The Improvement Plan process shall include:

i)Within ten school days of notification to the Educator that the Educator is beingplaced on an Improvement Plan, the Evaluator shall schedule a meeting with the Educator to discuss the Improvement Plan and to create the appropriate Resource Team support.   The Evaluator will develop the Improvement Plan, which will include the provision of specific assistance to the Educator.

ii)The Educator may request that a representative of the EmployeeOrganization/Association attend the meeting(s).

iii)If the Educator consents, the Employee Organization/Association will beinformed that an Educator has been placed on an Improvement Plan.

G)         The Improvement Plan shall:

i)Define the improvement goals directly related to the performance standard(s)and/or student learning outcomes that must be improved;

ii)Describe the activities and work products the Educator must complete as a meansof improving performance;

iii)Describe the assistance that the District will make available to the Educatorconsistent with the improvement goals and/or student learning outcomes;

iv)Articulate the measurable outcomes that will be accepted as evidence ofimprovement;

v)Detail the timeline for completion of each component of the Plan, including at aminimum a mid-cycle formative assessment report of the relevant standard(s) and indicator(s);

vi)Identify the individuals assigned to assist the Educator which must includeminimally the Supervising Evaluator; and,

vii)Include the signatures of the Educator and Supervising Evaluator and theImprovement Plan Resource Team Members.

viii)Resource Team

The Resource Team consists of the principal or the supervisor as the primary Evaluator and teachers assigned for the purpose of improving instruction in the classroom. The Resource Team is utilized as an element of an Improvement Plan and will be of a duration of 30 school days to one school year plan.

a.)    Professional Environment of the Resource Team

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

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

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

b.)   General Description

1.The Resource Team shall consist of three to five teachers/administrators from appropriate curriculum and administrative areas and shall include the principal or the supervisor as the primary Evaluator.

2. Normal reimbursement for travel expenses shall be provided.

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

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

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

c.)    Responsibilities:

The Resource Team shall:

1.Meet with the Human Resource Manager to clarify expectations anddevelop a schedule.

2. Consult with the Evaluating Staff and the teacher.

3. Spend time in observation of the classroom situation.

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

d.)   Suggestions as to how the Resource teacher may be helpful:

1.Plan lessons with the classroom teacher.

2.Hold conferences with the classroom teacher.

3.Make suggestions for grouping of children.

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

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

6.Suggest management techniques.

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

8.Suggest methods of evaluating the work of pupils.

9. Help the teacher set up realistic goals.

10.Suggest techniques for improving communications with parents.

11.Arrange opportunity for teachers to visit and observe other teachers.

e.)    The Resource Team shall be selected by a Team comprised of the Principal, Quadrant Manager and Human Resource Manager.   The appropriate supervisor/director will also be utilized for itinerant staff and for teachers in a special subject area.

f.)     Qualifications

1.Five years of successful experience in the Worcester Public Schools at the appropriate level in which they are offering assistance.

2.Experience in working with classes of varied economic and social background is desirable.

3.An ease and facility in working with teachers and principals. g.)   The Development of the Improvement Plan

1.   The Human Resource Manager meets with the primary Evaluator and the Resource Team members to determine the area(s) of focus, and to schedule visits and observation dates.

2.   The Human Resource Manager forwards a letter to the Educator including names of the Resource Team members, the area(s) of focus, and the schedule visits and observation dates. The letter will include the date of the meeting to be held with the Educator, the primary Evaluator, the EAW President or designee and the Human Resource Manager.

3.   The Educator, the primary Evaluator, the EAW President or designee and the Human Resource Manager meet to discuss the plan, affording the Educator the opportunity to obtain clarification on the areas of focus of the plan.

H)A copy of the signed Plan shall be provided to the Educator. The Educator’s signatureindicates that the Educator received the Improvement Plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

I)Decision on the Educator’s status at the conclusion of the Improvement Plan.

i)All determinations below must be made no later than June 1.   One of threedecisions must be made at the conclusion of the Improvement Plan:

(a)         If the Evaluator determines that the Educator has improved his/her practice to the level of proficiency, the Educator will be placed on a Self-Directed Growth Plan.

(b)        In those cases where the Educator was placed on an Improvement Plan as a result of his/her summative rating at the end of his/her Directed Growth Plan, if the Evaluator determines that the Educator is making substantial progress toward proficiency, the Evaluator shall place the Educator on a Directed Growth Plan.

(c)         In those cases where the Educator was placed on an Improvement Plan as a result of his/her Summative rating at the end of his/her Directed Growth Plan, if the Evaluator determines that the Educator is not making substantial progress toward proficiency, the Evaluator shall recommend to the superintendent that the Educator be dismissed.

(d)        If the Evaluator determines that the Educator’s practice remains at the level of unsatisfactory, the Evaluator shall recommend to the superintendent that the Educator be dismissed.

20.Timelines

EDUCATOR EVALUATION TIMELINES

2013-2014 school year

Educators on One Year Plan (Developing, Self-Directed Year 1)

Activity:

Completed By:

Superintendent, principal or designee meets with Evaluators and Educators to explain evaluation process

September 15

Evaluator meets with Educators in Teams or individually to assist in self-assessment and goal setting process

Educator submits self-assessment and proposed goals

October 7

Evaluators meet with Educators in Teams or individually to establish Educator plans (Educator Plan may be established at Summative Evaluation Report meeting in prior school year)

Evaluator completes Educator Plans

November 1

Evaluator should complete first observation of each Educator

*observations on standards and indicators   may begin at any time; observations on goals may begin after goals are accepted.

November 15*

Educator submits evidence on parent outreach, professional growth, progress on goals (and other standards, if desired)

* or four weeks before Formative Assessment Report date established by Evaluator

January 5*

Evaluator should complete mid-cycle Formative Assessment Reports for Educators on one-year Educator Plans

* or four weeks after submission of evidence of parent outreach, professional growth, progress on goals (and other standards, if desired)

February 1*

Evaluator holds Formative Assessment Meetings if requested by either Evaluator or Educator

February 15

Educator submits evidence on parent outreach, professional growth, progress on goals (and other standards, if desired)

*or 4 weeks prior to Summative Evaluation Report date established by Evaluator

April 20*

Evaluator completes Summative Evaluation Report

May 15

Evaluator meets with Educators whose overall Summative Evaluation ratings are Needs Improvement or Unsatisfactory

June 1

Evaluator meets with Educators whose ratings are proficient or exemplary at request of Evaluator or Educator

June 1

Educator signs Summative Evaluation Report and adds response, if any within 5 school days of receipt

June 6 to sign response before next school year

Educators with PTS on Two Year Plans (Self Directed Year 2)

Activity:

Completed By:

Evaluator completes unannounced observation(s)

Any time during the 2-year evaluation cycle

Evaluator completes Formative Evaluation Report

June 1 of Year 1

Evaluator conducts Formative Evaluation Meeting, if any

June 1 of Year 1

Evaluator completes Summative Evaluation Report

May 15 of Year 2

Evaluator conducts Summative Evaluation Meeting, if any

June 1 of Year 2

Evaluator and Educator sign Summative Evaluation Report

June 6 of Year 2

Educators on Plans of Less than One Year (Directed, Improvement)

The timeline for Educators on Plans of less than one year will be established in the Educator Plan.

Educator Evaluation Timeline

Educators on Summative Plan (Developing, Self-Directed Year 1)

Completed by

Educators on Formative Plan (Self-Directed Year 2) Completed by

Superintendent, principal or designee meets with evaluators and educators to explain evaluation process

September 15

September 15

Evaluator meets with Educators in teams or individually to assist in self-assessment, goal setting and plan development process. Educator submits self-assessment, proposed goals and plan.

October 7

October 7th

Evaluator should complete first observation of each Educator. *observations on standards and indicators may begin at any time; observations on goals may begin after goals are accepted.

November 15*

No deadline

Educator submits evidence on parent outreach, professional growth, progress on goals (and other standards, if desired) * or four weeks before Formative Assessment Report date established by Evaluator

January 5*

NA

Evaluator should complete mid-cycle Formative Assessment Reports for Educators on one-year Educator Plans *or four weeks after submission of

February 1*

NA

evidence of parent outreach, professional growth, progress on goals (and other standards, if desired)

 

 

Evaluator holds Formative Assessment Meetings if requested by either Evaluator or Educator

February 15

NA

Educator submits evidence on parent outreach, professional growth, progress on goals (and other standards, if desired) *or 4 weeks prior to Summative Evaluation Report date established by evaluator

April 20*

April 20

Evaluator completes Summative or Formative Evaluation Report

June 1

June 1

Evaluator meets with Educators whose overall Summative Evaluation ratings are Needs Improvement or Unsatisfactory

June 6

June 6

Evaluator meets with Educators whose ratings are proficient or exemplary at request of Evaluator or Educator

June 6

June 6

Educator signs Summative Evaluation Report and adds response, if any within 5 school days of receipt

June 6 to sign – responses before next school year.

June 6

The timeline for Educators on Plans of less than one year will be established in the Educator Plan (Directed, Improvement).

Note: If date falls on a non-school day or a day when the Evaluator or Educator is not present at work, the deadline for completion will be on the next school day when both the Evaluator and the Educator are present.

21.Career Advancement

A)         In order to attain Professional Teacher Status, the Educator should achieve ratings of proficient or exemplary on each Performance Standard and overall no later than at the end of their third year of employment. A principal considering making an employment decision that would lead to PTS for any Educator who has not been rated proficient or exemplary on each performance standard and overall on the most recent evaluation shall confer with the superintendent by May 1. The principal’s decision is subject to review and approval by the superintendent.

B)         In order to qualify to apply for a teacher leader position, the Educator must have had a Summative Evaluation and/or a formative performance rating of proficient or exemplary for at least the previous two years.

C)         Educators with PTS whose summative performance rating is exemplary and, after 2013-14 whose impact on student learning is rated moderate or high, shall be recognized and rewarded with leadership roles, public commendation or other acknowledgement as determined by the District through collective bargaining where applicable.

22.        Rating Impact on Student Learning Growth

The Parties anticipate ESE will provide guidance on rating Educator impact on student learning growth based on state and District-determined measures of student learning. The Parties agree to bargain with respect to the impact of this guidance, to the extent required by Mass. G.L. c. 150E.

23.        Using Student feedback in Educator Evaluation

ESE will provide model contract language, direction and guidance on using student feedback in Educator Evaluation by June 30, 2013. Upon receiving this model contract language, direction and guidance, the parties agree to bargain with respect to this matter.

24.        Using Staff feedback in Educator Evaluation

ESE will provide model contract language, direction and guidance on using staff feedback in Administrator Evaluation by June 30, 2013. Upon receiving this model contract language, direction and guidance, the parties agree to bargain with respect to this matter.

25.        Transition from Existing Evaluation System

A)At the time of transition to the new evaluation system, as more fully described herein,

Educators were placed on Educator plans in accordance with the following table. Subsequent placement of these Educators on Educator plans shall be in accordance with the recommendations of the Evaluator consistent with the negotiated language.

OLD Eval Cycle

NEW

Stat Summ 1

PTS Self-Directed Growth Summative

Stat Form 2

PTS Self-Directed Growth Formative

w/o Status 1

Non PTS Developing 1 Summative

w/o Status 2

Non PTS Developing 2 Summative

w/o Status 3

Non PTS Developing 3 Summative

Resource Team

Improvement Summative

ReccApprop Staff Development

Directed Growth Summative

B)         For the 2012/2013 school year only, and not thereafter, guidance counselors, school adjustment counselors, school psychologists, Unit B administrators, and non-teaching elementary assistant principals shall follow the previously utilized formative evaluation process (Stat Form 2/goal-setting only).   Beginning with the 2013/2014 school year, guidance counselors, school adjustment counselors, school psychologists, Unit B administrators, and non-teaching elementary assistant principals will transition from the OLD   Eval   Cycle to the NEW.

C)        The existing evaluation system will remain in effect until the provisions set forth in this

Article are implemented. The relevant timeframe for adopting and implementing new systems is set forth in 603 CMR 35.11(1).

26.General Provisions

A)         Only licensed Principals, Assistant Principals and Department Heads of the subject area being evaluated, or another District Administrator, may serve as primary Evaluators of Educators.     Department Heads of the subject area being evaluated shall not be required to prepare summative evaluations.   System-wide Department Heads may be required to prepare summative evaluations.

B)         Evaluators shall not make negative comments about the Educator’s performance, or comments of a negative evaluative nature, in the presence of students, parents or other staff. Nothing in this paragraph is intended to limit an administrator’s ability to investigate a complaint, respond to an area of immediate behavioral concern, or secure assistance to support an Educator.

C)         The superintendent shall insure that Evaluators have training in supervision and evaluation, including the regulations and standards and indicators of effective teaching practice promulgated by ESE (35.03), and the evaluation Standards and Procedures established in this Agreement.

D)         Should there be a serious disagreement between the Educator and the Evaluator regarding an overall summative performance rating of unsatisfactory, the Educator may meet with the Evaluator’s supervisor to discuss the disagreement. Should the Educator request such a meeting, the Evaluator’s supervisor must meet with the Educator and, if requested by the Educator an Association representative.   The Evaluator may attend any such meeting at the discretion of the superintendent.

E)     Should issues arise regarding evaluation processes and procedures, the WPS and EAW shall meet to review, discuss and consider adjustments to the foregoing evaluation language on a monthly basis, if needed.   The Party who requests such a meeting shall identify in writing the issues to be discussed together with any proposed adjustments to the evaluation contract language at least one week prior to the meeting.   The parties may, by mutual agreement, amend this contract and implement such adjustments through aside letter of agreement.   Any such side letter of agreement shall be incorporated into the contract at the time of the next printing so long as such side letter of agreement remains operative under its terms.

F)     Violations of this article are subject to the grievance and arbitration procedures.   Thearbitrator shall determine whether there was substantial compliance with the totality of the evaluation process. When the evaluation process results in the termination or non-renewal of an Educator, then no financial remedy or reinstatement shall issue if there was substantial compliance.

B.     The Parties have agreed to retain the following paragraphs which were operative prior to the adoption of the new evaluation language included above, and they remain operative even with the adoption of the above language contained in this Article.

1.Teachers with professional teacher status may grieve an evaluation only on procedures, as set forth in said evaluation report.

Non-Status Teachers and Evaluation Process:

Non-PTS teachers shall have the right to grieve and arbitrate process only during the first and second years of their employment.   During the third year of employment, the teacher may grieve process, but such grievance rights shall not include the right to proceed to arbitration.   Process shall not include issues such as the adequacy or selection of support services from other professionals in the building.

2. To the extent possible, with each printing of the contract, the then applicable evaluation instrument(s) shall be included as an attachment to the Collective Bargaining agreement. Doing so will not change the current grievance rights and limitations applicable thereto and as expressed in Paragraph B (1) of Article XIII.

3.  No evaluator may mark a teacher or administrator who is an immediate relative of the evaluator.

4. Teachers in underperforming schools:   A school’s status relative to NCLB or its Composite Performance Index will not result in a negative individual evaluation ofteacher assigned to that building.   A teacher’s performance evaluation will continue to be the product of the Principal’s overall assessment.   This language does not create absolute immunity against underperforming status of school or CPI from being a consideration in overall assessment.

5. English Immersion:   The finding that an individual student requires an additional year in an English Immersion classroom shall not result in a negative individual evaluation of that student’s teacher.   A teacher’s performance evaluation will continue to be the product of the Principal’s overall assessment.   This language does not create absolute immunity against English immersion status from being a consideration in overall assessment.

6. A teacher or administrator shall at all times be entitled to have present a representative of the Association when he/she is required to meet with administrative personnel other than his/her principal, or in the case of an administrator other than his/her immediate superior, for an alleged infraction of discipline or delinquency in professional performance.   Said teacher or administrator shall be informed of the nature of the alleged infraction no later than twenty-four (24) hours prior to the meeting.

7. No material derogatory to a teacher or administrator's conduct, service, character, or personality shall be placed in the files unless the teacher or administrator shall acknowledge that he/she has read such material by affixing his/her signature on the actual copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed.   Such signature does not necessarily indicate agreement with its contents.

8. The teacher or administrator shall have the right to answer any material filed and his or her answer shall be reviewed by the Human Resources Manager and attached to the file copy.

9. All personnel shall have the right upon request to review the contents of his/her personal file.

10. Upon receipt of a written request the teacher or administrator shall have the right to inspect and make copies of his or her records pursuant to General Laws of Massachusetts, Chapter 71, Section 42C.

VOCATIONAL SCHOOL:   See Vocational Appendix.

ARTICLE XIV

DISCIPLINE

A.        The 1980 Discipline Report, drawn up by the Joint Discipline Committee of the Worcester Public Schools, will serve as the basis for disciplinary policy.   Copies of the Report shall be placed on file in each school.

B.        A Joint Study Committee shall be established to review the Code of Discipline annually and when the need arises they may submit recommendations to the School Committee for their consideration.

ARTICLE XV

INFORMATION TO TEACHERS AND THE ASSOCIATION

A.        A copy of the current teaching schedules, non-teaching assignments, administrative and planning periods will be available at each school as of October1st of each school year.   As soon as all extra-curricular assignments are made, a roster of set assignments shall be maintained at the building level.

B.        Association shall be supplied with a current seniority list of all members of thebargaining units by October 1st of each school year.

C.        The Association shall have a current copy of the Committee's Rules and Regulations.

D.        Copies of this Agreement will be printed at a joint expense and a copy given toeach teacher and administrator. (Formerly Article XXIV, paragraph H)

ARTICLE XVI

SERVICE TO TEACHERS

The School Committee will continue the following teacher service which became effective in January of 1968.

Additional secretarial help or lunch guards will be provided to the principals by the Administration on the basis of need.   Individual requests may be submitted by principals for consideration.

ARTICLE XVII

SCHOOL COMMITTEE MEETINGS

1.         Twelve copies of the School Committee calendars shall be sent to the Association within twenty-four (24) hours after such calendar has been delivered to members of the Committee.

2.         When a supplementary calendar is found to be necessary, copies shall be given to the President of the Association and to the Executive Secretary at the same time as to the School Committee members.

3.         The Association shall have the right to place items in the form of petitions on the regular School Committee calendar.

4.         In any Executive Session involving a teacher or administrator, the Committee shall have the right to discuss such matters in the absence of the person under discussion but, in the event such person is permitted to be present, the person under discussion shall have the right to be accompanied by the Executive Secretary and President of the Association and counsel if desired at the Association's expense.   Any Executive Session involving a teacher or administrator shall conform to the legal requirements of Chapter 39, Section 23B.

5.         A copy of the proposed budget shall be made available to the Association at the same time it is made available to the press.

6.         The Association will be provided with twelve copies of the printed minutes of the Committee meetings.

7.         Three copies of all documents distributed to the Committee members for discussion or consideration at open meetings will be distributed also to the Executive Secretary and President of the Association at the same time it is distributed to Committee members, provided that such documents are not privileged or confidential as determined by the Committee.

ARTICLE XVIII

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

A.        The Committee will pay the reasonable expenses (including fees, meals, lodgings and/or transportation) incurred by teachers who attend workshops, seminars, conferences, or other professional improvement sessions at the request and/or with the advance approval of the appropriate Superior or Superintendent subject to the approval of the City Manager if such approval is necessary.

B.        During each of the two first five-year periods of service in the Worcester Public Schools, all teachers holding one degree must present to the Human Resources Manager satisfactory evidence of the completion of six semester hours of study in the teacher's field of work or equivalent activities or in any field approved in advance.   Teachers holding two degrees must present credit for three semester hours for each of the two first five-year periods of service under the same conditions.   The proposal to undertake a course must receive the approval of the Principal and/or Director and be forwarded for the approval of the Supervisor and Assistant Superintendent of Education and filed with the Personnel Manager before the close of the enrollment period for that course.   At the end of each five-year period, evidence of completion must be filed by September 1st of the following year.   Courses taken in excess of the required number may be countedtoward the requirement of the succeeding five-year period.   The earning of the sixth year increment shall be conditioned upon the completion of the preceding five years requirement.

B.  Upon the request of the teacher or administrator, and with the approval of the Superintendent or his designee, leaves shall be granted for the purpose of visiting other schools or attending meetings or conferences of an educational nature.   Such approval shall not be unreasonably withheld.

C.  The Parties have agreed to the formation of a study committee, comprised of an equal number of union members and representatives of the administration for purposes of study, and if warranted, making recommendations regarding the implementation of a so-called Professional Review Board to assist teachers in improving their professional performance.   The concept is one that would involve a process separate and distinct from the existing evaluation system and resource team process.   In the event that the Study Committee issues a recommendation regarding the implementation of a Professional Review Board, no such implementation will occur unless the terms and conditions of such implementation have been ratified by the EAW and the School Committee.   In the absence of ratification by all Parties, no such implementation will occur.

VOCATIONAL SCHOOL:   See Vocational Appendix.

ARTICLE XIX

TEACHER FACILITIES

A.The Association recognizes and the Committee agrees to continue the presentpolicy in planning of new schools to make provisions for adequate and proper work and rest areas for professional staff and attest to its intent to provide the same whenever possible in old school buildings.   Existing school buildings should include, whenever possible, the following facilities:

1.          Space in the school where each teacher may safely store a reasonable amount of instructional materials and supplies and, where possible, a desk for each teacher.

2.         An appropriate room for reporting before school for teachers in the secondary school who are not assigned home room duty.

3.     The Parties agree that as part of annual building assessments, the District will include in such assessments a review of the available space for special education teachers without classrooms and itinerant teachers.

B.        In connection with the construction of new school buildings, or a major reconstruction of existing school buildings, the Committee shall endeavor to include the following facilities.

1.          Space in the school where each teacher may safely store a reasonable amount of instructional materials and supplies and, where possible, a desk for each teacher.

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

3.         An appropriately furnished room, to be reserved for the exclusive use of the teachers as a faculty lounge.   This room, which will contain a pay telephone, if the telephone company agrees to the installation of one, will be provided in addition to the aforementioned teachers' work area.

4.         A separate, private dining area for the exclusive use of the teachers.

5.         An adequate portion of the parking lot at each school to be reserved for teacher parking.

6.         An appropriate room for reporting before school for teachers who are not assigned a homeroom.

C.        It is understood that the School Committee's authority is limited only to recommending the facilities listed and described in paragraphs A and B above.

D.        The Committee will establish a procedure through the audio-visual program to make available to the teacher upon reasonable request adequate audio-visual material.

ARTICLE XX

TEACHER PROTECTION

A.Principals and teachers shall be required to report and investigate any case of tortincluding assault on teachers and principals, in connection with their employment, to their immediate superior who will file a copy of the report and the results of the investigation with the Superintendent.   The Superintendent shall acknowledge receipt of such reports and shall report this information to the Committee.

B.        In addition, any student involved in an assault on a teacher or administrator will be suspended by the principal, until a hearing is held by the principal, who shall report his findings to the Superintendent.

C.        If an assault on a school department employee is by an adult who is not a pupil, the principal will promptly report the incident to the proper law enforcement authorities and the Superintendent of Schools.

D.        If a teacher or administrator is assaulted, the appropriate administrator will render any and all at-the-scene assistance to the assaulted employee.

E.         Indemnification of the teachers and administrators will be governed by State Statute.

F.         Whenever a teacher or administrator is absent from his/her duties as a result of personal injury caused by assault occurring in the course of his/her employment, he/she will be paid his/her salary, less workmen's compensation payments, for the period of such absence up to two years from the date of injury and no part of such absence will be charged to his/her annual sick leave.

ARTICLE XXI

SUBSTITUTE TEACHERS

To the extent possible, all long-term substitute positions shall be filled by personnel who have met State Certification requirements.

The Superintendent agrees to provide the Association, when requested in writing, up-to-date names and assignments of personnel filling long-term substitute positions.

A.Definitions of Long-Term Substitutes

1.          A long-term substitute is one who has been initially assigned to fill a position made available by reasons specified in Section B, and which assignment shall cover a period for a semester or more.

or

2.         A long-term substitute is one who has been assigned in the system for a period covering forty-five (45) or more consecutive pay days including authorized leave with pay during the same school year.   Authorized leave without pay will result in a break in the continuity of service.   However, itwill not necessarily cause forfeiture of the consecutive days worked for the purpose of computing the forty-five consecutive days.

B.        Long-Term Substitute Position Assignments as defined in A-1 above shall include the following situations:

1.          Assignments required to fill temporary vacancies which occur through approved leaves of absence or temporary assignment.

2.         Assignments required to fill temporary vacancies which occur as a result of employee long-term illness (as).

3.         Assignments required to fill vacancies which occur due to death, retirement, resignation, or promotion.

4.         Assignments required to fill temporary vacancies which occur during the school year as a result of a new position being created.   Any such newly created position, if continued and filled in the subsequent school year shall be considered a permanent position for purposes of this article.

5.         Designated assignments, not to exceed thirty at any one time during the school year, to fill permanent positions to provide for unknown situations which may result from declining enrollment or other valid cause.* However, no regularly contracted teacher shall be laid off when said teacher is certified to fill a position being filled by a long-term substitute as described in this Paragraph Five.   (*The 30 positions referred to in Paragraph 5 may be increased by up to five (5) positions in the event that a teaching area has contracted teachers on an authorized leave and all positions in that area are filled by elected teachers.   This increase will only be implemented on a need basis.)

6.         Except as provided for in Paragraph Five above, no permanent position shall be filled by a long-term substitute for a period exceeding the school year in question.   This paragraph shall not have application as it relates to long-term substitutes filling in for employees on approved leave, temporary assignment or long-term illness.

C.        Compensation for Long-Term Substitutes:

Long-term substitutes shall be paid at the Bachelor Step I level.

Professional employees who attain the long-term substitute status as a result of Section A2 of this Article, shall be paid according to the appropriate schedule above, retroactively to the 20th day minus the daily substitute rate previouslypaid.   Long-term substitutes as defined in Section A1 shall be paid in accordance with the appropriate schedule at the outset.

D.        No employee who qualifies as a long-term substitute pursuant to this article shall be subject to removal during the assignment unless such action is recommended to the Superintendent by the building principal and appropriate supervisor, except for a layoff situation as described in Paragraph Five.

E.         Credit for Service as a Long-Term Substitute:

Long-term substitutes, who are subsequently contracted to a regular position in the Worcester Public School System, will receive credit on the salary schedule for years of service rendered.   Additionally, consecutive school years of long-term substitute service immediately preceding contract shall be applicable for professional teacher status purposes.

It shall not be the policy of the Committee to require teachers to use their preparation time to substitute for other teachers.   The Committee will make every reasonable effort to provide substitutes in situations where substitutes are necessary; but, if substitute teachers are not available, the principal may assign a teacher to use a preparation period for substituting.   Such assignments shall be distributed equitably among all teachers in each school during the school year.

The use of substitutes is subject to budgetary and economic considerations.

ARTICLE XXII

USE OF SCHOOL FACILITIES

A.        The Association shall have the use of any school auditorium for meetings twice a month during the regular school year with the approval of the Assistant Superintendent for Business and with the further understanding that such use shall not be in conflict with any prior school use.   Such approval shall not be unreasonably withheld.

B.        The Association will have the right to use the athletic facilities and equipment at a high school without cost one (l) evening each week.   The schedule and other related matters will be approved in advance by the Business Manager.   Such approval shall not be unreasonably withheld.

C.        There will be one (l) bulletin board in each school building which will be placed in the faculty lounge for the purpose of displaying notices, circulars, and other material including Association material.   Copies of all such materials will be given to the Building Principal, but his or her advance approval is not required.

ARTICLE XXIII

AGENCY SERVICE FEE AND PAYROLL DEDUCTION

A.        The Committee agrees to requiring the payment of an Agency Service Fee equivalent to the Association dues for all new teachers and administrators.

B.        The Committee agrees that all present teachers and administrators who are now members of the Association and who may later disenroll from membership shall be required to pay an Agency Service Fee equivalent to the Association dues.

C.        The Committee agrees that for all present teachers and administrators, who as of August 12, 1974, were not members of the Association shall be required to pay an Agency Service Fee which shall be proportionate to the cost of Association dues commensurate with the cost of negotiating and administering this Agreement. The amount of such proportionate fee shall be transmitted to the Business Manager of the Worcester School System by the Executive Committee of the EAW on or before September l of each year.   The Agency Service Fee shall not become effective for Unit B until July l, 1976.

D.        The Committee agrees to have deducted by the Treasurer of the City of Worcester for teachers' and administrators' salaries money for MTA, NEA and EAW services and programs as said teachers and administrators individually and voluntarily authorize the committee to deduct and to transmit the monies in one lump sum promptly to said Association.   It is expressly understood that deductions which a teacher or administrator may authorize the Committee to take from his/her earnings will be deducted in ten (10) equal installments from ten (10) consecutive paychecks received by said teacher or administrator during the year. The number of deductions is subject to the approval of the Treasurer of the City of Worcester.

ARTICLE XXIV

GENERAL

A.Negotiations meetings should be called upon such dates and such times as aremutually agreed upon by the Sub-Committee and Negotiations Representatives of the EAW   Such meetings should take place during non-school hours so as to minimize the disruption of orderly class procedure.   If in an emergency it becomes necessary to hold such meetings during school hours, the representatives of the Negotiations Committee of the Association, not to exceed a quorum of theNegotiations Committee, shall be relieved of their regular duties without loss of pay in order to permit their participation in such meetings.

B.        In the event that any present employee is receiving the maximum salary for a particular category as a result of the twenty-five (25) year provision, he/she shall continue to do so, but no future payments shall be made under this provision.

C.        All Study Committees agreed upon herein will be appointed by the School Committee and EAW in equal numbers.   Study Committees shall be formed prior to November l and will meet initially prior to November 15, unless stated otherwise elsewhere in this Agreement.   Each Committee will elect a Chairperson and submit interim and final reports to the School Committee and the EAW Committees will reflect a cross section of professional school personnel. Additional members may be selected from the public by mutual consent.   The Superintendent shall be Chairperson ex-officio of all Study Committees agreed upon in the Agreement.

D.        There will be no disciplinary measures of any kind taken against any teacher or administrator by reason of his/her membership in the Association or participation in its activities.

E.         All teachers and administrators assigned to laboratory or shop classes shall be provided with appropriate protective clothing and equipment.   Such order would be requested yearly in accordance with the existing requisition procedures.

F.       Involvement in the elementary school lunch and breakfast program on the part of the professional employees has not yet been determined.   Present practices in the secondary schools will continue.   Any planned involvement that increases the amount of services required by the staff will be negotiated prior to the implementation.

G.     The Association and its members agree not to strike pursuant to Massachusetts General Laws, Chapter l50E.

VOCATIONAL SCHOOL staff shall be covered by Sections A, C, D, H, and K of this Article.

ARTICLE XXV

DISMISSAL

No teacher or administrator shall be dismissed or denied reappointment without just cause and due process. Only those covered by this contract shall be covered by this clause.

The decision of the Superintendent/Principal as to the dismissal, reappointment or non-reappointment of a non-tenured teacher is not subject to the grievance and arbitration procedures of this contract.

The decision of the Superintendent/Principal as to the discharge or suspension of a professional teacher status teacher or administrator shall be subject to the Massachusetts General Laws, Chapter 71, Section 42.

No teacher or administrator with professional teacher status shall be reprimanded without just cause.

This section does not apply to extra paying positions such as coaches, night life, summer school, etc.

ARTICLE XXVI

FACULTY MEETINGS

1.       A regular monthly faculty meeting for each building will be scheduled for September through June beginning no later than 15 minutes after the close of the normal school day and lasting no more than 90 minutes.   The dates for each building will be announced before September 15 for the entire academic year. Effective with the 2011-2012 school year, the regular monthly faculty meeting time shall be reduced by a total of three hundred (300) minutes, which shall be accomplished through the reduction of the first meeting in September from ninety (90) minutes to sixty (60) minutes, and the elimination of the second ninety (90) minute meetings in the months of December, February, and June.

2.         Individual schools may create flexible schedules under Article XXVI, Section 1 of the contract with the following provisos:

A.        The cumulative total time of faculty meetings in any academic year shall not exceed 900 minutes.   Effective the 2011-2012 school year the cumulative total time of regular monthly faculty meetings in any academic year shall not exceed 600 minutes.

B.        All meetings shall be on the first or second Monday of the month, beginning no later than fifteen (15) minutes after the close of the normal school day.

C.        At the discretion of the principal, the meetings may be scheduled in blocks of time up to but not exceeding 120 minutes.

D.        The dates for each building will be announced before September 15th for the first semester and January 15th for the spring semester.

E.         Meeting dates may be changed with a minimum of thirty days notice.

F.         In the event of such changes, however, staff members who can demonstrate the existence of a previous commitment on the day such a meeting is rescheduled, such a staff member shall be excused from the rescheduled meeting.

(Formerly Attachment “B”)

3.         Attendance at monthly faculty meetings is an individual professional obligation of the same rank as the conduct of regularly assigned classes.

4.         The principal or assistant principal, in recognition not to waste the time of the faculty in mere formalities, will cancel a regular monthly meeting or substitute departmental or smaller group meetings, if, in his/her judgment, there is insufficient business to warrant a building-wide meeting.

5.         Nothing in this Article shall prevent the calling of a reasonable number of smaller meetings of teachers in a course group or related courses, or department in accordance with prevailing practices, nor the calling of emergency meetings of a building faculty upon 24 hours notice provided that no meeting shall start more than half an hour before the start of the school day or after 4:00 P.M.   Attendance at such meetings is a normal professional obligation.

6.         There will be a monthly meeting of Department Heads with members of their department.   Directors in special areas will be responsible for arranging such meetings for their teachers in all schools.

7.         A sincere effort will be made to minimize the number of meetings a teacher or administrator is required to attend.   In no event shall the number exceed seventeen 17 in any year exclusive of meetings on released time (which are not within the scope of this Agreement).

8.         When needed, the Committee and/or the administration may require the attendance of employees at in-service programs.   From time to time, all employees will be required to attend seminars in teaching skills and methods. Such required attendance is not to exceed eight (8) hours per year.   These meetings are in addition to the meetings set forth in Sections l-6 of this Article. To the extent possible, this time will be scheduled at the end of the employee's work day.   Advance notice will be given.

VOCATIONAL SCHOOL:   See Vocational Appendix.

ARTICLE XXVII

WORK YEAR, HOURS AND WORK LOAD

1.          It is recognized that during the term of this Agreement, the School Committee may change the starting and dismissal times for the students in the various schools based on a demonstrated need.

However such changes, while affecting the starting and dismissal times, shall not increase the current length of the school day, unless required by law.

Prior to instituting such changes, the Association will be notified and provided with an explanation for the reasons involved.

When the state requires longer school days to meet maximum requirements, the Committee may lengthen the work day.

2.         Except when unusual circumstances exist, the work day of teachers will begin ten (10) minutes before the starting time for students. Said starting time is subject to modification by the Committee, provided, however, that no such modification will increase the length of the teachers[  ] work day. Commencing in the 1995-96 school year, in secondary schools that do not have an extended day, teachers will begin ten minutes before the starting time for students. Further, in those schools, the teaching day will be extended by thirteen (13) minutes.

3.          Secondary School teachers shall be required to remain at work not more than one period after their normal work day once each week for the sole purpose of aiding students. In the event that no students remain, the teacher shall not be required to remain more than fifteen (15) minutes. An administrator must be present in the building.

4.         In Elementary Schools, no child shall be prevented from entering the class ten (10) minutes before the start of school. The first bell shall ring five (5) minutes before the start of class.

5.          The teacher's work year shall consist of one hundred and eighty (180) teaching days plus the day preceding the opening of school, plus two staff development days. The day preceding the opening of school shall be a full length work day if deemed necessary by the principal.

6.         Each teacher shall remain on duty after the close of school for a period of time, which he/she finds, or the principal instructs him/her, is necessary to take care of details usually connected with the closing of the daily session (including brief consultation with pupils). The parties to this contract agree that fifteen (15) minutes may, on occasion, be insufficient to perform such professional duties asmeeting with the Principal upon request; meeting with parents or pupils who wish assistance or advice; supervising of detention sessions in accordance with present administrative practice; and handling emergency situations beyond the control of school officials.   On such occasions, the fifteen (15) minute limit does not apply.

7.         (a)For purposes of this Agreement, twelve-month administrators are thosescheduled to work 220 days.

(b)For purposes of this Agreement, extended year administrators include allSecondary School Assistant Principals.

8.         (a)For 12-month administrators, during the pupil session days, the currenthours now in effect will remain the same (seven hours/day: 8:30-4:30 with one hour for lunch).   It is understood that these hours may be exceeded during the daytime in order to fulfill administrative responsibilities.

(b)       Because of the time required to fulfill increased administrative duties during the summer, the work day will now be 9:00-4:00, with one hour for lunch for a total of 30 hours per week.   It is understood that these hours may be exceeded during the daytime in order to fulfill the administrative duties.

(c)        Accrued time to attend evening meetings at the direction of the administration will be compensated (time off) during the work year, but not to exceed 60 hours during any year.   The scheduling of time off will be arranged with the immediate supervisors, but, it will be understood that in no case will the time off affect job performance.   It is agreed that this compensatory time off shall not exceed three hours in any given day.

(d)       The work year will be 220 days with vacation periods to be jointly worked out with his/her supervisor.

9.         Secondary School Assistant Principals

(a)        Secondary School Assistant Principals (regardless of the length of their workday as defined below) shall be on duty fifteen (15) minutes before the start of the school day and shall remain thirty (30) minutes after, and one administrator shall remain until the last teacher present in the building shall have left.

(b)       Secondary School Assistant Principals appointed on or after June 30, 1986, will work the following work year and work day:

1)         The length of the work year shall be pupil session days plus twenty (20) days.

2)         The length of the pupil session work day shall be 7 1/2 hours in an 8-hour day.

(c)        Secondary School Assistant Principals appointed prior to June 30, 1986, will work the following work year and work day, for as long as they hold their Secondary Assistant Principal positions.

1)         The work year shall be pupil session days plus fifteen (15) days.

2)         The length of the pupil session day shall be increased by 1/2 hour.

(d)       The length of non-pupil session days for all Secondary Assistant Principals shall be the same as for Secondary Principals (i.e., they will average six (6) hours (30 hours per week), for a maximum of one-hundred twenty (120) hours.

(e)        Work schedules on non-pupil session days for all Secondary Assistant Principals will be arranged by the administrator's appropriate immediate superior after consultation with the administrator.

(f)        Secondary Assistant Principals will have prorated time for the coverage of home athletic games.

10.       The Employer, at its discretion, may require Unit B employees to perform administrative tasks for a period of one and one-half (1 1/2) hours immediately at the end of the administrator's work day on a one day per week basis to serve the needs of the school system.

11.       At the Superintendent's discretion, the Central Office Administrators and all twelve (12) month administrators in the school system shall report to work whether or not school is in session.

12.       Teachers shall have a duty-free lunch period of thirty (30) minutes duration and coinciding as nearly as possible with the lunch periods of their students.

13.       Middle and Senior High School teachers shall not be assigned more than an average of five (5) teaching periods a day and shall have on the average of one (l) preparation period each day.   In any event, a teacher shall have at least five (5) preparation periods per week and shall not have more than twenty-five (25) teaching periods per week.

In the event of emergency, the principal shall have the right to assign temporarily, an additional class or study. Such assignment shall be made on an equitable basis and each principal shall maintain a record of such assignment.

14.       Use of Preparation Periods for Coverage

Without affecting the Committee’s right to assign teachers temporarily in an emergency situation only, to an additional class or study pursuant to Article XXVII, Paragraph 13, the parties agree that the Committee may utilize one or more teachers in order to cover up to three sections or three extra periods in a particular subject area on a temporary basis for up to an entire year.   Teacher participation in activities covered by this article shall be voluntary.   It is not the intent of the parties to utilize this provision in order to avoid the hiring of a full-time teacher.   Accordingly, in the event that the Committee utilizes this provision in order to fill more than three sections, then such use shall be limited to two months.   In such case, the Committee shall solicit volunteers to assume these added teaching responsibilities, subject to a determination that the teacher is certified in the subject area and is otherwise qualified to teach in the subject area. In exchange for assuming these teaching duties, the teacher shall be paid an amount equal to one-fifth (1/5) of his/her per diem pay for each period assumed. In addition, the teacher shall forfeit his/her prep period on that day.   The Committee shall advise the teacher volunteering to fill the position as to the probable length of time such assignment shall be in effect.   The Committee expressly reserves the right to fill the position on a permanent basis at any time, but will provide at least one week’s advance notice to the teacher who is filling the position pursuant to this section.   In exercising this provision, preference shall be given to professional status teachers. (Formerly Attachment “C”).

15.       Department heads with four (4) or less teachers under their supervision may be required to teach a fifth period in lieu of a supervisory period.

As of the first day of the 2011-2012 school year, special education department heads shall have a reduced teaching load of one fewer teaching period than regular classroom teachers.

16.       Every effort will be made to insure that secondary school teachers will not be required to teach more than two (2) subjects within a department, nor be assigned more than three (3) teaching preparations per day.   Classes will be distributed equitably according to pupil ability level.

17.       Commencing in September of 1998 the Committee will provide at least three (3) preparation periods per week to elementary classroom teachers and special education teachers who supervise and conduct a class.

Commencing in September of 1998 the Committee will use its best efforts to attain the objective of four (4) preparation periods per week to elementaryclassroom teachers and special education teachers who supervise and conduct a class.

Whenever possible, preparation periods will be available for elementary specialists and special education teachers.   In the event of an emergency, the principal may require the classroom teacher to temporarily perform his/her classroom responsibilities in lieu of his/her preparation period.

18.       The length of a period in the comprehensive high school with a seven-period day shall not exceed fifty-three (53) minutes or multiples thereof.

19.       Teachers not on duty shall be free to leave the building provided that the principal gives his/her permission and the teacher indicates his/her time of departure and return.

20.       An attempt will be made to keep all classes as small as possible.

21.       Each secondary teacher's average class size shall not exceed twenty-seven (27) This language shall cease to be operative after August 31, 2005 or on the last day prior to the beginning of the 2005/2006 school year, whichever is earlier, and the language shall revert to the previously operative language (i.e. “Each secondary teacher’s average class size shall not exceed twenty-five (25).” Effective September 1, 2005, or the start of the 2005/2006 school year, whichever is earlier. This sunset provision is unaffected by any extension of the contract during the pendency of negotiations for a successor contract.   The increase to an average of twenty-seven (27) shall not apply to teachers at the Vocational High School.   The School Committee shall continue its philosophy of keeping elementary class size to a number of pupils per class to insure continued quality education.

Elementary Class Size Payment.

In the event that teacher’s class size in grades 1 through 6 is between 27 and 30 students on October 1st, the teacher shall receive a lump sum stipend of $250.00. Teachers in grades 1 through 6 whose class size is 31 or above on October 1st, shall receive a lump sum stipend of $375.00.   These payments will be made on or about February 1st.   In the event that a teacher’s class size in grades 1 through 6 is between 27 and 30 students on February 1st, the teacher shall receive a lump sum stipend of $250.00.   Teachers in grades 1 through 6 whose class size is 31 or above on February 1st, shall receive a lump sum stipend of $375.00.   These benefits shall be paid on or about June 30th

22.       A three (3) day orientation program is to be required for newly appointed teachers and administrators.

23.       Teachers will be present at their assigned schools on the night designated by the principal as "Know Your School Night," however, no teacher shall be required to be present more than one (l) such night.

24.       Principals shall distribute all non-instructional duties fairly and equitably among all Unit A members assigned to a building either full or part time.

25.       Teacher participation in extra-curricular activities is recognized as an integral part of the teacher's responsibilities and all teachers are expected to handle a fair share of the extra assignments and duties.   Each principal will maintain a roster of said duties and the assignments thereof in the office.

Because of the nature of certain assignments, some Senior High School advisors will be paid a stipend as set forth in Appendix C.

26.       The Committee retains the right to schedule classes and the school day.   However, the Committee shall not increase the current length of the school day unless required by law.   The Committee also retains the exclusive right to determine the number of periods and/or modules in a school day.   When and if budget constraints require the Committee to restructure the school day which may include the reduction of the number of periods and/or modules in a school day, it will give the Association reasonable advance notice of said reduction.

It is understood that Article XXVII, Section 17 (53-minute periods) shall not apply in those schools where a reduction in the number of periods/modules takes place.   It is also understood that the same rights and practices to a preparation allotment of time which presently exist will exist in schools where a reduction in the number of periods/modules takes place; but that the allotment of time may be less than presently exists (e.g. 20 minutes).

27.       In addition to attending Know Your School Night, each elementary teacher will make a reasonable effort to meet with the parent(s) of each pupil in his/her class, at least once during the academic year prior to February 1.   The teacher may make this initial effort by letter, addressed to the parent(s), inviting the parent(s) to contact the teacher to arrange for this meeting at a mutually convenient time.   If the parent(s) do not respond, the teacher shall contact the parent(s) by telephone during the regular work day of the teacher for this purpose.   If a meeting is not feasible, a reasonable effort should be made to make contact and interact with the parent(s).   The teacher may use reasonable professional discretion in carrying out the teacher’s responsibilities under this paragraph.

28.       Commencing with the start of the 1996-1997 school year, the Committee retains the right to implement program(s) relative to new trends in education for increasing educational hours and days for students.   If the Committee enlarges theschool day and/or school year in certain buildings in order to extend the educational day and year for certain students, it agrees that effective in 1996-1997 pay for extended day or year will be converted from a stipend to pro-rata pay based on the formula below.   Annual salary divided by 183 days for a daily rate; then apply a percentage derived by dividing the number of extended minutes by four hundred minutes, e.g. forty-five minutes divided by four hundred minutes equals .1125.   This formula is only applicable for increased time in the academic extended time classroom.

29.       At each secondary school, teachers will distribute to students at the beginning of each semester, an overview of the content to be taught for that period; expectations of student classroom progress, books to be read and projects to be undertaken.   Appropriate forms and/or formats will be mutually developed in each building department by the department head and the teachers in that department.

Elementary schools will maintain their current practices of communication with parents/guardians in addition to the obligations set forth in Article XXVII, Section 27.

30.       Common Planning:   “When, in the discretion of the principal, a teacher is not needed to perform supervisory duties, the principal may assign that teacher to a common planning period for the purpose of planning interdisciplinary or grade level curriculum and instruction.   In no event will a teacher be required to participate in common planning more than three times per week.   Principals will make every effort to include teachers and other unit personnel at all grade levels and in all subject areas, in common planning activities.”

In an extended day school where a teacher is part of a team, the teacher's schedule shall include five teaching periods; one preparation period; one non-instructional duty; and one team planning period and no hourly rate stipend will be paid.

31.       In negotiations leading to the agreement effective January 1, 1998, through December 31, 2000, the parties agreed to the terms for the Performance Based Awards Program.

Special legislation has been enacted which has established a revolving account exclusively for the Worcester school system for the special purpose of allowing the school system to reward particular school buildings within the Worcester Public School system which demonstrate successful performance based outcomes. The aim is to reward buildings which demonstrate growth and improvement when measured against their respective past outcomes.   It is not the aim to encourage buildings to compete intensively against each other.   The revolving account will be designed to accommodate private contributions.

The School Committee in FY 96 deposited $250,000 into this revolving account as seed money.   The Committee will continue to deposit up to $250,000 for each school year, subject to the terms of this Article.   Participation in the awards program will be voluntary on the part of each school building as determined by the principal after consultation with the faculty and the School Council.

The number of awards granted in a given year will be dependent upon the number of buildings participating in a given year.   The aim is to distribute awards on an equitable basis among the three educational levels and among the quadrants.

The categories and criteria for the awards in a given year will be determined by a committee consisting of three union designees, two school administrators - one of which will be a school principal, and two parent members of school councils.   The categories shall include in any given year a student-based outcome; and among other categories may include:

1)         Building attendance;

2)         Improved student attendance;

3)         Creation of building-based staff-development opportunities;

4)         Increased parent involvement;

5)         Improved student test scores as compared to prior years;

6)         Increased community involvement;

7)         Effective business partnerships;

8)         Improved building appearance and atmosphere;

9)         Improved public relations.

A selection committee consisting of three EAW representatives, three School Committee representatives and three community representatives will determine which buildings receive the awards and the amount of each award for each building.   No award shall be less than $10,000 nor more than $20,000.

The distribution and use of the monetary award in each building will be determined by vote of the faculty in the awardees building.   The money can be used, for example, for schoolbooks and supplies, professional development, computers, banquets, retreats, etc.

If financial constraints occur which would cause unit member(s) to be laid off, then first the annual appropriation to the performance based fund will be suspended or reduced in order to avoid lay off(s).

32.       Release Time for Parent Conferences.   Pursue pilot program discussed by Parties previously.

33.      All teachers will be required to complete three professional development programs froma menu of offerings, which menu of offerings shall include but not be limited to: Eagle Hill (Five Day Mentoring Institute); Beginning Teacher Institute; Effective Reflective Teacher; Content Institutes; Data Analysis; and Category Training. These three professional development programs must be completed within the teacher’s first three years of employment. It is expressly understood that one of the three required professional development activities must be Category Training and it shall count for two of the three required programs. The third program shall be at the discretion of the teacher and shall be selected from the approved list of offerings. The new teacher training for vocational instructors shall count as one of the three required courses. This requirement shall become effective as to teachers hired after the ratification of this Memorandum of Agreement (i.e., those hired to begin with the 2011-2012 school year). In addition, a subcommittee consisting of an equal number of union members and representatives of the administration shall be established to determine whether any additional course offerings are appropriate for inclusion on the menu of course offerings. Absent agreement by the subcommittee, no additions shall be made to the menu of course offerings.

34.     Flex Time - The principal may schedule professional staff on a voluntary basis for times that are outside the traditional school day. The length of the day would continue to be consistent with the current contract language.

Examples: Designated staff members would volunteer for a daily schedule that would begin after the regular start time and end after the regular end time.

Designated staff members (e.g., guidance counselors) would volunteer to work a flex schedule at different times during the year to accommodate specific school needs.

These non-traditional schedules will be for a duration determined by the principal and consented to by the teachers, but in no event will the schedule be longer than one school year. Once committed, the teacher agrees to fulfill the schedule for the defined term.

It is agreed that a joint study committee will be formed to study concepts of flex time; staggered schedules and job-sharing. (Formerly Attachment “F”)

VOCATIONAL SCHOOL: See Vocational Appendix.

ARTICLE XXVIII

TERMINATION OF CONTRACTS OF INSTRUCTIONAL PERSONNEL

1.          In the event of the termination of a teacher's or administrator's service during the school year for any cause - retirement, leave of absence, discharge, or death - there shall be payable to such teacher or administrator, or to his or her estate, that proportion of the teacher's or administrator's salary as the number of days of actual services, plus compensation for unused sick leave, if eligible, as provided elsewhere in this Agreement, plus other authorized paid leave exclusive of sabbatical leave, bears to total number of days in the school year as voted by the School Committee.   Salary accrued to date of termination of service shall be payable on the salary payment date following termination of service, except that whenever termination of service shall occur less than ten (10) days before any salary payment date, such accrued salary shall be paid on the salary date next succeeding.   All resignations shall be subject to the Rules of the School Committee respecting notice of resignation unless notice is expressly waived by the School Committee.

2.         In the event of termination, for any cause, of a teacher's or administrator's service at the end of a work year, the annual salary provided in such teacher's contract shall be deemed fully earned if the teacher or administrator has served the entire work year.   Installments of salary payable in July and August shall be made to such teacher or administrator, who has earned said salary, as in the case of teachers or administrators remaining in the service.   In case of death of a teacher or administrator, or termination of employment during the school year the School Committee shall pay all unpaid monies due immediately to the deceased employee's estate or to the terminated employee.

ARTICLE XXIX

HEALTH INSURANCE

This below-cited health insurance language is subject to and conditional upon the School Committee possessing the legal right and authority to agree to said health insurance language which is controlled by Massachusetts General Laws, Chapter 32B:

1.   Effective on July 1, 2011 or as soon as practicable thereafter, health insurance for bargaining unit members shall be limited to the three plans known as Network Blue N.E. Options Plan (with Three Tiers); the City of Worcester Advantage Plan – Direct; or the City of Worcester Advantage Plan – Advantage (with Two Tiers).   Plan design shall be in accordance with the attached benefit summary.   The City shall no longer offer the previously offered health insurance plans following implementation of the above-referenced plans. Plan design shall be in accordance with the attached benefit summary, Attachment B.

2.   The Parties agree that effective July 1, 2011, all members of the bargaining unit will be required to contribute twenty-five percent (25%) and the City will contribute seventy-five percent (75%) of the premium for all health insurance plans provided by the City.   Assumedthat there will no longer be a Master Medical Plan at 60% City and 40% employee contribution.

3.     It is understood and agreed, as an exception to any savings clause or similar language which may be contained in the collective bargaining agreement between the Parties, that if any portion of the health insurance changes set forth in this Article XXIX, including those effective during the term of this Agreement and those historic changes described in the Collective Bargaining Agreement for the periods of September 1, 2005 through August 31, 2006 And September 1, 2006 through August 31, 2009, which are and were essential components of the Parties’ contract settlements, are held invalid by a tribunal of competent jurisdiction, or if compliance or enforcement of any such provisions is in any way restrained, then the City/School Committee shall be relieved of the obligation to pay or to continue to pay those benefits agreed to and conferred by the City/School Committee   in exchange for the union’s agreement to such health insurance changes.   In the event that a final judgment is rendered and not appealed or is not further appealable which declares such provisions valid or removes any restraint on their enforcement, then the City/School Committee shall continue to pay or resume paying the benefits agreed to and conferred by the City/School Committee in exchange for the union’s agreement to such health insurance changes, to the extent otherwise continuing to be applicable.   In determining which benefits were conferred in exchange for which design and contribution changes and in order to define for   the Parties both   the intent of the parties with respect to the enforcement of this language and the manner, scope and terms of the enforcement, the Parties will refer to the applicable terms of the Collective Bargaining Agreement for the periods of September 1, 2005 through August 31, 2006 And September 1, 2006 through August 31, 2009; and the applicable terms of the Memoranda of Agreement for the periods of September 1, 2009 through August 31, 2010; and September 1, 2010 through August 31, 2013, which applicable contract terms and applicable terms of the Memoranda of Agreement are incorporated by reference for the purposes of enforcing this Paragraph.

The EAW will not initiate, pursue or finance any challenge to the health insurance changes negotiated in this and prior contracts and will notify the MTA that the EAW does not want the MTA to initiate, pursue or finance such a challenge on behalf of the EAW.   This language shall not preclude a representative of the MTA or the EAW from complying with a lawfully issued subpoena so long as the representative did not initiate or bring about the issuance of the subpoena.

4.         The provisions of sections 1 thru 3 of this article shall prevail over any conflicting provisions in this article and shall be the exclusive health insurance program for the school department and the E.A.W. units.

5.         The City shall offer to all employees a basic dental insurance plan. The employee shall pay 100% of the premium for this plan.

6.         The City of Worcester shall increase the amount of its basic life insurance plan from $2,000 to $5,000, effective November 1, 1988.

7.         The City agrees to study whether the employee cost of health insurance premiums may be deducted from gross earnings prior to determining taxable income.   If such a practice is legal and may be done without additional cost, the City agrees to implement within six to eight months, upon approval of the Insurance Coalition Bargaining Committee.

8.         Whereas it is in the best interest of the employee and employer to obtain health insurance at the lowest possible cost, the City may, upon sixty (60) days' notice to the Association, substitute another major medical insurance carrier for Blue Cross/Blue Shield, whenever a determination has been made by the City that it is able to obtain health insurance coverage equivalent to that presently provided by Blue Cross/Blue Shield at lower cost from another provider. Said determination as to equivalent coverage is subject to the grievance and arbitration procedure.

A letter will be written to the President of the E.A.W. and signed by the Worcester Public Schools attorney which will read as follows in reference to the insurance: This letter will confirm any representation regarding any grievances filed by the Association on the application or interpretation of Article XXIX, Paragraphs l and 2 of the contract between the Worcester School committee and the E.A.W.:

A. If the E.A.W. files a grievance on Article XXIX, Paragraphs l and 2, said grievance may be filed at the School Committee level.

B. If such grievance is filed initially at the School Committee level, the Committee shall respond within seven (7) days of the receipt by the Committee of the grievance.

C. The Worcester School Committee agrees that the issue of equivalent coverage, as used in Article XXIX is an arbitrable issue. During negotiations for the 1986-87 contract, the Committee agreed that the issue of equivalent coverage as usedin Article XXIX is an arbitrable issue.

D. Except as provided herein, the grievance procedure of the contracts shall be complied with for all Article XXIX grievances.

E. Administration of the insurance program for teachers and Department Needs will be in accordance with the provision of General Laws, Chapter 32B, AS AMENDED.

F. The Committee agrees that the following items shall be taken into consideration when determining "Equivalency" under Article XXIX of the contract betweenthe School Committee and the E.A.W.:

1) Semi-private room at hospital.

2) 80% reimbursement of office visits; prescription drugs; and ambulance service.

3) In-patient services, covered in full.

4) In hospital physician services.

5) Outpatient physical therapy services, reimbursement.

6) Subscriber has freedom of choice to choose physician and hospital without loss of benefits, to the extent that subscribers have freedom of choice under the BC/BS plan.

All of the above items are subject to the medical necessity rule and the deductible provision.

The Committee understands that in making his decision about whether the new plan is equivalent to the present Blue Cross/Blue Shield plan, the arbitrator shall compare but is expressly not limited to the six (6) elements set forth in the paragraph above.

9.         The City and the insurance carrier, including self-insurance carrier ("the carrier"), will not provide payment for non-emergency hospitalizations, unless the following criteria are met:

a) Pre-admission Review. All inpatient admissions for non-emergency, nonmaternity care shall be reviewed and approved by the carrier for medicalnecessity before the employee is admitted to the hospital.

b) Concurrent Review. The carrier shall be allowed to monitor the patient's care during hospitalization and to determine the length of appropriate hospitalization subject to reimbursement.

c) Discharge Planning. The carrier shall be allowed to coordinate with the hospital a continued course of treatment for the patient in the appropriate health care setting, including but not limited to a skilled nursing care facility or home.

d) Second Surgical Opinion. Whenever an employee has made a determination to undergo elective or non-emergency surgery, the cost of which would be reimbursed by the carrier, said employee may be required by the carrier to first obtain a second opinion from a qualified physician prior to undergoing the surgery. (The second opinion will be advisory only and would be paid for by the carrier.)

These procedure(s) outlined in this Section shall not go into effect until the City notifies the Union that the carrier is ready to implement said procedures. The procedures listed in 10(a) through 10(d) may be implemented by the carrier on an individual basis (e.g. 10(c) only) or a complete basis (10(a) through 10(d)).

10.       Pursuant to the provisions of Chapter 32B, the City may, at any time during the life of this agreement, approach the Insurance Coalition or this individual Association regarding collective bargaining to increase the number of health insurance providers by offering additional health plans to members of the bargaining unit. Any new plans will be additions to the insurance plans presently provided, and will not be substitutions for the present plans.

11.Pursuant to the provisions of Chapter 32B, the Committee may at any time during the life ofthis agreement approach the Association for collective bargaining on the issue of health insurance.   The Association agrees to honor any such request.

ARTICLE XXX

MISCELLANEOUS SALARY PROVISIONS AND LONGEVITY

1.         Method of Payment:   All persons on the Salary Schedule will be paid in twenty-six (26) equal installments during the contract year.

a)         Bi-weekly payment schedule to be worked in cooperation with the City Treasurer, City Auditor, and Worcester Public Schools Business Office.

b)         Procedure for lump sum payments for summer pay to be worked out in cooperation with the City Treasurer, City Auditor, and Worcester Public Schools Business Office.

2.         The specifications contained in the current Official Salary Schedule Booklet of the Worcester Public Schools will be included in this Agreement.

3.         All employees shall be required to utilize direct deposit in connection with the payment of all salaries and other compensation.   The School Committee and/or the City shall not be required to mail paystubs or advice of deposit, but shall distribute same in a secure manner through interoffice mail and distribution or through the employee portal.   In the event that an employee does not have a bank account in which to deposit his or her salary and other compensation, that employee shall be required to pick-up his or her paycheck at the Payroll Office at the Durkin Administration Building or such other location as is designated by the School Committee and/or the City.

4.         Longevity

Teachers and administrators who have taught for at least ten years in the Worcester Public schools will be eligible to receive an annual longevity stipend according to the following schedule:

Effective the first day of the 2012-2013 school year the following longevity schedule shall be in effect:

After 10 years

$ 800

15 years

$1,300

20 years

$1,800

25 years

$2,300

30 years

$2,800

Effective the first day of the 2014-2015 school year the following longevity schedule shall be in effect:

After 10 years

$ 950

15 years

$1,450

20 years

$1,950

25 years

$2,450

30 years

$2,950

Effective the first day of the 2015-2016 school year the following longevity schedule shall be in effect:

After 10 years

$1,100

15 years

$1,600

20 years

$2,100

25 years

$2,600

30 years

$3,100

Longevity requires a minimum of 10 full years of Worcester Public Schools professional service, exclusive of unpaid days.

Once the 10 year longevity threshold is attained, non-Worcester Public School time, which is defined as similar professional experience (requiring a minimum of a Bachelors Degree) shall be combined with WPS time for longevity purposes. Creditable non-WPS time explicitly excludes adjunct, per-diem, and or other part-time employment.

5. Initial Step Placement (Formerly Attachment “A”)

This language is subject to the grievance arbitration procedure.

a.   On or before June 15, 2001, the Committee will notify the EAW of the critical shortage areas that it has identified. Thereafter, the Committee will notify the EAW on or before February 1 of each year.

b.   Commencing on May 10, 2001, the Committee will only hire new employees who are not certified and/or who are placed on a step higher than step one for related non-teaching experience only when exigent circumstances and the needs of the school system so require.

In the next school year and thereafter, cross discipline transfers in critical shortage areas will be offered prior to hiring others with non-teaching experience consistent with Article X.

c.   On or before June 15, 2001, and also on or before September 15, 2001, the EAW will be notified of those non-certified teachers who are hired; and those teachers who are placed on a step higher than step one for related experience.   Thereafter, this notice willbe provided on a semi-annual basis.   This notice will include name, position, salary, step and resume (subject to confidentiality requirements).

d.     Commencing September 1, 2001, the following formula will apply to initial stepplacement:   One step for every two years of related experience, but in no event will someone be placed on the maximum step.

Recognizing the fluidity of the critical shortage problem and the supply/demand cycles, it is recognized that this formula is subject to modification on a semi-annual basis.   A permanent joint sub-committee will be established to monitor the formula and the attendant problems.   This committee will have the authority to modify the formula so that the equity of payment to teachers and quality of education is respected.

If the school system confronts an emergency in providing qualified teachers for students during the life of this contract, this formula may be dissolved after discussion with and agreement by the EAW.

ARTICLE XXXI

NON-MEDICAL PROCEDURES

1.   Wherever mandated by law or where medically warranted, health procedures in the school buildings will be performed by a registered nurse.

2.   In situations where paragraph 1 (above) does not apply, school staff personnel will perform certain health procedures for students, but will be periodically supervised by medical personnel in the performance of these duties.

3.   Wherever appropriate, the school staff member involved with health procedures for a student will be allowed to participate in the team meeting involving said student.

4.   School staff personnel involved in implementing, rendering, and assisting in health procedures for students will receive training for these duties by an appropriate party. This may include the parent(s), nurse, school doctor or other medical personnel.

5.   The School Committee will provide all necessary equipment and attire to insure the safety of the school staff members (i.e., goggles, gloves, gowns).

6.   The School Committee will provide access to materials or equipment necessary to safely dispose of all materials used in performing these medical procedures.

7.   The School Committee will follow the procedures outlined in 105 CMR 210.000 Administration of Prescription Medications in Private and Public Schools.

8.     Pursuant to MGL C.258, S2, the School Committee will indemnify a school staff member who is found liable for injury suffered by a student as a result of health procedures rendered by the school staff member while acting within the scope of his/her official duties of employment.

ARTICLE XXXII

HEALTHY BUILDING LANGUAGE

A copy of all reports on cleanliness and maintenance of HVAC, air quality and other reports pertaining to the health of each building will be kept in the Durkin Administration Building available for review.

ARTICLE XXXIII

WAIVER

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

ARTICLE XXXIV

UNDERPERFORMING SCHOOLS

If a school is deemed underperforming by the Department of Education, the following will take place to develop a corrective plan:

1.         The professional staff of the building along with the building administration and any appropriate DAB administrators will meet to mutually write an educational plan to bring the school out of underperforming status.   This will be a jointly shared responsibility between staff and administration.

2.         This plan may require the waiving of certain articles of the contract.   The plan will also have one year duration.

3.         The provisions of the contract that will not be altered are the following:   Grievance Procedure, Leaves of Absence, Sick Leave, Reduction in Force, Dismissal of Teachers and the Salary Grid.

4.         Once the plan has been written, it shall be submitted to both the EAW Board of Directors and School Committee for approval.   Such approval shall not be unreasonably withheld.

5.         Once the plan has been approved by the EAW and the School Committee, it will be voted on by EAW members in said building by Australian Ballot overseen by both EAW and Administration.   In order for the plan to be approved it must have 2/3 majority vote.

6.         If during the course of the year the plan needs to be revised, the above process will govern.

7.         Time to write the plan will be provided during the school day; if not, the EAW members will be reimbursed at the after-school rate.

8.         The Association and the School Committee agree to abide by all rules, statutes, regulations and other laws promulgated by the Board of Education and implemented by the Department of Education.

ARTICLE XXXV

LEVEL 4 SCHOOLS

A.   Upon the removal of a school from Level 4, the Superintendent may elect to continue in place for a period of up to two additional school years, the extended day and common planning requirements described in Appendix C, Paragraph I, Subparagraph F (Level 4 School Stipend), and teachers working at such school shall continue to receive the Level 4 School Stipend appearing at Appendix C, Paragraph I, Subparagraph F for such extended period of time as authorized by this Paragraph. To the extent that state law authorizes the continuation of improvement plan elements, such as those identified herein, for a period of time longer than two years, then the language of this paragraph shall remain operative for up to the longer period of time authorized by state law.

ARTICLE XXXVI

DURATION

The Parties have agreed to a contract duration of three (3) years, from September 1, 2013 through August 31, 2016. It is understood that the School Committee agreed to enter into this Agreement in response to the Association’s promise to negotiate the successor contract such that it will revert to a cycle ending on a December 31st.   As such, it is expressly agreed that when the Parties resume negotiations for a successor contract, the Association agrees to negotiate a contract which will expire on a December 31st.   In the event that the School Committee is agreeable to negotiating a term other than one ending on a December 31st, the Parties will be authorized to negotiate some alternative contract term.

APPENDIX A

TEACHER SALARY SCHEDULE

TEACHERS (except Vocational School Trade Teachers & Vocational School Department Heads)

First day of 2013-2014 school year (2.0%)

STEP

BACH

B+15

MAST

MA+15

MA+30

CAGS/2M

DOC

1

43,310

45,517

48,993

50,256

52,013

53,908

59,590

2

45,672

47,880

51,357

52,623

54,380

56,275

61,955

3

49,088

51,292

54,768

56,034

57,790

59,688

65,370

4

51,453

53,662

57,135

58,400

60,159

62,054

67,736

5

53,820

56,027

59,502

60,766

62,524

64,418

70,100

6

56,183

58,393

61,865

63,132

64,888

66,783

72,467

7

58,552

60,756

64,232

65,500

67,256

69,152

74,831

8

63,786

65,993

69,469

70,737

72,492

74,387

80,068

9

67,858

70,066

73,801

75,433

76,928

78,928

84,660

First day of 2014-2015 school year (1.0%)

STEP

BACH

B+15

MAST

MA+15

MA+30

CAGS/2M

DOC

1

43,743

45,972

49,483

50,758

52,533

54,448

60,186

2

46,129

48,359

51,870

53,149

54,924

56,838

62,574

3

49,579

51,805

55,316

56,595

58,368

60,285

66,023

4

51,968

54,199

57,707

58,984

60,761

62,674

68,414

5

54,358

56,587

60,097

61,373

63,149

65,062

70,801

6

56,745

58,977

62,484

63,764

65,537

67,451

73,191

7

59,138

61,363

64,875

66,155

67,929

69,843

75,579

8

64,424

66,652

70,164

71,445

73,217

75,130

80,869

9

68,536

70,766

74,539

76,188

77,697

79,717

85,507

92nd day of 2014-2015 school year (1.0%)

STEP

BACH

B+15

MAST

MA+15

MA+30

CAGS/2M

DOC

1

44,181

46,432

49,978

51,266

53,058

54,992

60,788

2

46,590

48,843

52,389

53,680

55,473

57,406

63,200

3

50,075

52,323

55,869

57,161

58,952

60,888

66,684

4

52,487

54,741

58,284

59,574

61,369

63,301

69,098

5

54,902

57,153

60,698

61,987

63,781

65,713

71,509

6

57,312

59,567

63,109

64,401

66,193

68,125

73,923

7

59,729

61,977

65,523

66,817

68,608

70,542

76,335

8

65,068

67,319

70,865

72,159

73,949

75,882

81,677

9

69,222

71,474

75,284

76,950

78,474

80,514

86,362

First day of 2015-2016 school year (2.0%)

STEP

BACH

B+15

MAST

MA+15

MA+30

CAGS/2M

DOC

1

45,064

47,360

50,978

52,291

54,120

56,092

62,004

2

47,522

49,819

53,437

54,754

56,582

58,555

64,464

3

51,077

53,369

56,987

58,304

60,131

62,106

68,017

4

53,537

55,836

59,449

60,765

62,596

64,567

70,480

5

56,000

58,296

61,912

63,227

65,056

67,027

72,939

6

58,459

60,758

64,371

65,689

67,517

69,488

75,402

7

60,924

63,216

66,834

68,153

69,980

71,953

77,862

8

66,369

68,665

72,283

73,602

75,428

77,399

83,311

9

70,606

72,903

76,790

78,489

80,044

82,124

88,089

School Volunteer Coordinator

VOCATIONAL SCHOOL TRADE TEACHERS

First day of 2013-2014 school year (2.0%)

 

LEVEL1

LEVEL2

LEVEL2A

LEVEL3

L EVEL4

LEVEL5

LEVEL6

LEVEL 7

LEVEL7

STEP

BACH

B+15

 

MAST

MA+15

MA+30

CAGS/2M

NO DOC

DOC

1

43,310

45,517

46,666

48,993

50,256

52,013

53,908

55,627

59,590

2

45,672

47,880

49,033

51,357

52,623

54,380

56,275

57,993

61,955

3

49,088

51,292

52,444

54,768

56,034

57,790

59,688

61,409

65,370

4

51,453

53,662

54,811

57,135

58,400

60,159

62,054

63,774

67,736

5

53,820

56,027

57,173

59,502

60,766

62,524

64,418

66,138

70,100

6

56,183

58,393

59,541

61,865

63,132

64,888

66,783

68,506

72,467

7

58,552

60,756

61,911

64,232

65,500

67,256

69,152

70,867

74,831

8

63,786

65,993

67,144

69,469

70,737

72,492

74,387

76,105

80,068

9

67,858

70,066

71,477

73,801

75,433

76,928

78,928

80,646

84,660

First day of 2014-2015 school year (1.0%)

 

LEVEL1

LEVEL2

LEVEL2A

LEVEL3

LEVEL4

LEVEL5

LEVEL6

LEVEL 7

LEVEL7

STEP

BACH

B+15

 

MAST

MA+15

MA+30

CAGS/2M

NO DOC

DOC

1

43,743

45,972

47,133

49,483

50,758

52,533

54,448

56,183

60,186

2

46,129

48,359

49,523

51,870

53,149

54,924

56,838

58,573

62,574

3

49,579

51,805

52,969

55,316

56,595

58,368

60,285

62,023

66,023

4

51,968

54,199

55,359

57,707

58,984

60,761

62,674

64,411

68,414

5

54,358

56,587

57,745

60,097

61,373

63,149

65,062

66,799

70,801

6

56,745

58,977

60,137

62,484

63,764

65,537

67,451

69,191

73,191

7

59,138

61,363

62,530

64,875

66,155

67,929

69,843

71,576

75,579

8

64,424

66,652

67,815

70,164

71,445

73,217

75,130

76,866

80,869

9

68,536

70,766

72,192

74,539

76,188

77,697

79,717

81,453

85,507

92nd day of 2014-2015 school year (1.0%)

 

LEVEL1

LEVEL2

LEVEL2A

LEVEL3

LEVEL4

LEVEL5

LEVEL6

LEVEL 7

LEVEL7

STEP

BACH

B+15

 

MAST

MA+15

MA+30

CAGS/2M

NO DOC

DOC

1

44,181

46,432

47,604

49,978

51,266

53,058

54,992

56,745

60,788

2

46,590

48,843

50,018

52,389

53,680

55,473

57,406

59,158

63,200

3

50,075

52,323

53,499

55,869

57,161

58,952

60,888

62,643

66,684

4

52,487

54,741

55,913

58,284

59,574

61,369

63,301

65,055

69,098

5

54,902

57,153

58,323

60,698

61,987

63,781

65,713

67,467

71,509

6

57,312

59,567

60,738

63,109

64,401

66,193

68,125

69,883

73,923

7

59,729

61,977

63,155

65,523

66,817

68,608

70,542

72,291

76,335

8

65,068

67,319

68,494

70,865

72,159

73,949

75,882

77,635

81,677

9

69,222

71,474

72,914

75,284

76,950

78,474

80,514

82,267

86,362

First day of 2015-2016 school year (2.0%)

 

LEVEL1

LEVEL2

LEVEL2A

LEVEL3

LEVEL4

LEVEL5

LEVEL6

LEVEL 7

LEVEL7

STEP

BACH

B+15

 

MAST

MA+15

MA+30

CAGS/2M

NO DOC

DOC

1

45,064

47,360

48,556

50,978

52,291

54,120

56,092

57,880

62,004

2

47,522

49,819

51,019

53,437

54,754

56,582

58,555

60,342

64,464

3

51,077

53,369

54,569

56,987

58,304

60,131

62,106

63,896

68,017

4

53,537

55,836

57,031

59,449

60,765

62,596

64,567

66,356

70,480

5

56,000

58,296

59,489

61,912

63,227

65,056

67,027

68,817

72,939

6

58,459

60,758

61,953

64,371

65,689

67,517

69,488

71,281

75,402

7

60,924

63,216

64,418

66,834

68,153

69,980

71,953

73,737

77,862

8

66,369

68,665

69,864

72,283

73,602

75,428

77,399

79,188

83,311

9

70,606

72,903

74,372

76,790

78,489

80,044

82,124

83,913

88,089

Only those teachers who have been on Step 8 for one full school year or more will advance to Step 9

Vocational Agriculture Teachers shall be paid, in addition to the regular teachers salary, 10% of the Bachelor’s Degree salary at the appropriate step.   Credit for advanced degrees to be paid in accordance with the regular schedule.

Said teachers will be reimbursed for mileage expenses in accordance with the provisions of Article IX, Section D.

Vocational Schools Department Heads

First day of 2013-2014 school year (2.0%)

 

LEVEL1

LEVEL2

LEVEL2A

LEVEL3

LEVEL4

LEVEL5

LEVEL6

LEVEL 7

LEVEL7

STEP

BACH

B+15

 

MAST

MA+15

MA+30

CAGS/2M

NO DOC

DOC

1

54,485

56,689

57,841

60,165

61,435

63,191

65,085

66,804

70,765

2

56,863

59,066

60,220

62,544

63,812

65,568

67,461

69,179

73,143

3

59,231

61,436

62,588

64,913

66,182

67,936

69,831

71,550

75,512

4

61,601

63,803

64,957

67,280

68,548

70,307

72,201

73,919

77,882

5

63,979

66,183

67,335

69,659

70,926

72,683

74,578

76,296

80,259

6

66,346

68,547

69,701

72,025

73,293

75,050

76,945

78,660

82,623

7

69,223

71,429

72,582

74,904

76,173

77,931

79,822

81,541

85,504

8

72,876

75,080

76,494

78,818

80,449

81,946

83,945

85,663

89,677

First day of 2014-2015 school year (1.0%)

 

LEVEL1

LEVEL2

LEVEL2A

LEVEL3

LEVEL4

LEVEL5

LEVEL6

LEVEL 7

LEVEL7

STEP

BACH

B+15

 

MAST

MA+15

MA+30

CAGS/2M

NO DOC

DOC

1

55,030

57,256

58,420

60,767

62,049

63,823

65,736

67,472

71,473

2

57,431

59,657

60,822

63,169

64,450

66,224

68,136

69,870

73,874

3

59,823

62,051

63,214

65,562

66,844

68,615

70,530

72,266

76,267

4

62,217

64,441

65,607

67,953

69,233

71,010

72,923

74,658

78,661

5

64,619

66,845

68,009

70,356

71,636

73,410

75,324

77,059

81,062

6

67,010

69,233

70,398

72,745

74,026

75,801

77,714

79,446

83,449

7

69,916

72,143

73,307

75,653

76,934

78,710

80,620

82,357

86,360

8

73,605

75,831

77,259

79,606

81,253

82,765

84,785

86,519

90,573

92nd day of 2014-2015 school year (1.0%)

 

LEVEL1

LEVEL2

LEVEL2A

LEVEL3

LEVEL4

LEVEL5

LEVEL6

LEVEL 7

LEVEL7

STEP

BACH

B+15

 

MAST

MA+15

MA+30

CAGS/2M

NO DOC

DOC

1

55,581

57,828

59,004

61,375

62,669

64,461

66,393

68,146

72,188

2

58,006

60,253

61,430

63,801

65,095

66,886

68,817

70,569

74,613

3

60,421

62,671

63,846

66,218

67,512

69,301

71,235

72,988

77,030

4

62,839

65,086

66,263

68,632

69,926

71,721

73,652

75,405

79,448

5

65,265

67,513

68,689

71,059

72,352

74,144

76,077

77,830

81,873

6

67,680

69,925

71,102

73,473

74,766

76,559

78,491

80,241

84,283

7

70,615

72,865

74,040

76,410

77,704

79,497

81,426

83,180

87,223

8

74,341

76,589

78,031

80,402

82,066

83,593

85,633

87,385

91,479

First day of 2015-2016 school year (2.0%)

 

LEVEL1

LEVEL2

LEVEL2A

LEVEL3

LEVEL4

LEVEL5

LEVEL6

LEVEL 7

LEVEL7

STEP

BACH

B+15

 

MAST

MA+15

MA+30

CAGS/2M

NO DOC

DOC

1

56,692

58,985

60,184

62,602

63,923

65,750

67,721

69,509

73,632

2

59,166

61,458

62,659

65,077

66,396

68,224

70,193

71,980

76,105

3

61,630

63,925

65,123

67,542

68,863

70,687

72,660

74,448

78,570

4

64,096

66,387

67,588

70,005

71,324

73,155

75,125

76,913

81,037

5

66,571

68,863

70,063

72,481

73,799

75,627

77,598

79,387

83,510

6

69,033

71,324

72,524

74,942

76,262

78,090

80,061

81,846

85,969

7

72,027

74,322

75,521

77,938

79,258

81,087

83,055

84,844

88,968

8

75,828

78,121

79,592

82,010

83,707

85,265

87,345

89,132

93,309

APPENDIX A-1

ELEMENTARY NON-TEACHING ASSISTANT PRINCIPAL

First day of 2013-2014 school year (2.0%) receives $9,291 above teacher's salary

STEP

BACH

B+15

MAST

MA+15

MA+30

CAGS/2M

DOC

1

52,601

54,808

58,284

59,547

61,304

63,199

68,881

2

54,963

57,171

60,648

61,914

63,671

65,566

71,246

3

58,379

60,583

64,059

65,325

67,081

68,979

74,661

4

60,744

62,953

66,426

67,691

69,450

71,345

77,027

5

63,111

65,318

68,793

70,057

71,815

73,709

79,391

6

65,474

67,684

71,156

72,423

74,179

76,074

81,758

7

67,843

70,047

73,523

74,791

76,547

78,443

84,122

8

73,077

75,284

78,760

80,028

81,783

83,678

89,359

9

77,149

79,357

83,092

84,724

86,219

88,219

93,951

First day of 2014-2015 school year (1.0%) receives $9,291 above teacher's salary

STEP

BACH

B+15

MAST

MA+15

MA+30

CAGS/2M

DOC

1

53,034

55,263

58,774

60,049

61,824

63,739

69,477

2

55,420

57,650

61,161

62,440

64,215

66,129

71,865

3

58,870

61,096

64,607

65,886

67,659

69,576

75,314

4

61,259

63,490

66,998

68,275

70,052

71,965

77,705

5

63,649

65,878

69,388

70,664

72,440

74,353

80,092

6

66,036

68,268

71,775

73,055

74,828

76,742

82,482

7

68,429

70,654

74,166

75,446

77,220

79,134

84,870

8

73,715

75,943

79,455

80,736

82,508

84,421

90,160

9

77,827

80,057

83,830

85,479

86,988

89,008

94,798

92nd day of 2014-2015 school year (1.0%) receives $9,291 above teacher's salary

STEP

BACH

B+15

MAST

MA+15

MA+30

CAGS/2M

DOC

1

53,472

55,723

59,269

60,557

62,349

64,283

70,079

2

55,881

58,134

61,680

62,971

64,764

66,697

72,491

3

59,366

61,614

65,160

66,452

68,243

70,179

75,975

4

61,778

64,032

67,575

68,865

70,660

72,592

78,389

5

64,193

66,444

69,989

71,278

73,072

75,004

80,800

6

66,603

68,858

72,400

73,692

75,484

77,416

83,214

7

69,020

71,268

74,814

76,108

77,899

79,833

85,626

8

74,359

76,610

80,156

81,450

83,240

85,173

90,968

9

78,513

80,765

84,575

86,241

87,765

89,805

95,653

First day of 2015-2016 school year (2.0%) receives $9,291 above teacher's salary

STEP

BACH

B+15

MAST

MA+15

MA+30

CAGS/2M

DOC

1

54,355

56,651

60,269

61,582

63,411

65,383

71,295

2

56,813

59,110

62,728

64,045

65,873

67,846

73,755

3

60,368

62,660

66,278

67,595

69,422

71,397

77,308

4

62,828

65,127

68,740

70,056

71,887

73,858

79,771

5

65,291

67,587

71,203

72,518

74,347

76,318

82,230

6

67,750

70,049

73,662

74,980

76,808

78,779

84,693

7

70,215

72,507

76,125

77,444

79,271

81,244

87,153

8

75,660

77,956

81,574

82,893

84,719

86,690

92,602

9

79,897

82,194

86,081

87,780

89,335

91,415

97,380

Appendix B – Administrative Positions

Administrative Positions – Group I

First day of 2011-2012 school year

Reconfigured Salary schedule

Step

Base

M+30

CAGS/2M

D

1

64,156

72,523

74,342

79,805

2

66,561

74,929

76,749

82,210

3

68,971

77,336

79,153

84,619

4

71,377

79,743

81,565

87,026

5

73,782

82,147

83,972

89,430

6

77,593

86,062

87,985

93,494

First day of 2012-2013 school year (2.0%)

Step

Base

M+30

CAGS/2M

D

1

65,439

73,973

75,829

81,401

2

67,892

76,428

78,284

83,854

3

70,350

78,882

80,736

86,311

4

72,805

81,338

83,196

88,767

5

75,258

83,790

85,651

91,219

6

79,145

87,784

89,745

95,364

Administrative Positions – Group II

First day of 2011-2012 school year

Reconfigured Salary schedule

Step

Base

M+30

CAGS/2M

D

1

66,561

74,929

76,749

82,210

2

68,971

77,336

79,153

84,619

3

71,377

79,743

81,565

87,026

4

73,782

82,147

83,972

89,430

5

76,191

84,557

86,379

91,840

6

80,003

88,470

90,390

95,902

First day of 2012-2013 school year (2.0%)

Step

Base

M+30

CAGS/2M

D

1

67,892

76,428

78,284

83,854

2

70,350

78,882

80,736

86,311

3

72,805

81,338

83,196

88,767

4

75,258

83,790

85,651

91,219

5

77,715

86,248

88,107

93,677

6

81,603

90,239

92,197

97,820

Administrative Positions – Group III

First day of 2011-2012 school year

Reconfigured Salary schedule

Step

Base

M+30

CAGS/2M

D

1

73,782

82,146

83,970

89,430

2

76,190

84,557

86,379

91,840

3

78,596

86,964

88,782

94,249

4

81,004

89,370

91,193

96,653

5

83,412

91,779

93,601

99,061

6

85,821

94,185

96,006

101,467

7

89,631

98,099

100,017

105,528

First day of 2012-2013 school year (2.0%)

Step

Base

M+30

CAGS/2M

D

1

75,258

83,789

85,650

91,219

2

77,714

86,248

88,107

93,677

3

80,168

88,703

90,558

96,134

4

82,624

91,157

93,017

98,586

5

85,080

93,614

95,473

101,042

6

87,538

96,069

97,926

103,496

7

91,423

100,061

102,018

107,639

Administrative Positions Group IV - A

First day of 2013-2014 school year (2.0%)

Step

Base

M+30

CAGS/2M

D

1

76,763

85,465

87,363

93,043

2

79,268

87,973

89,869

95,550

3

81,772

90,477

92,369

98,056

4

84,277

92,981

94,877

100,558

5

86,781

95,487

97,382

103,063

6

89,289

97,990

99,885

105,566

7

91,789

100,496

102,387

108,071

8

96,801

105,502

107,398

113,078

9

100,763

109,572

111,574

117,305

First day of 2014-2015 school year (1.0%)

Step

Base

M+30

CAGS/2M

D

1

77,531

86,320

88,236

93,974

2

80,061

88,853

90,768

96,506

3

82,589

91,382

93,293

99,037

4

85,119

93,910

95,826

101,563

5

87,649

96,441

98,356

104,093

6

90,181

98,970

100,883

106,622

7

92,707

101,501

103,411

109,152

8

97,769

106,557

108,472

114,209

9

101,770

110,668

112,690

118,478

92nd day of 2014-2015 school year (1.0%)

Step

Base

M+30

CAGS/2M

D

1

78,306

87,183

89,119

94,913

2

80,861

89,742

91,675

97,471

3

83,415

92,296

94,226

100,027

4

85,971

94,850

96,784

102,579

5

88,526

97,406

99,340

105,134

6

91,083

99,960

101,892

107,688

7

93,634

102,516

104,445

110,243

8

98,746

107,623

109,557

115,351

9

102,788

111,774

113,816

119,663

First day of 2015-2016 school year (2.0%)

Step

Base

M+30

CAGS/2M

D

1

79,872

88,927

90,901

96,812

2

82,479

91,536

93,509

99,420

3

85,084

94,141

96,110

102,028

4

87,690

96,747

98,720

104,631

5

90,296

99,354

101,326

107,237

6

92,905

101,959

103,930

109,842

7

95,506

104,567

106,534

112,448

8

100,721

109,775

111,748

117,658

9

104,844

114,010

116,093

122,056

Development Specialist

Secondary Assistant Principals

Administrative Assistant to Special Ed. Director

Systemwide Student Assignment Officer

Administrative Positions – Group IV-B

First day of 2013-2014 school year (2.0%)

Step

Base

M+30

CAGS/2M

D

1

78,604

87,512

89,453

95,178

2

81,171

90,084

92,023

97,747

3

83,740

92,649

94,587

100,315

4

86,305

95,214

97,155

102,880

5

88,872

97,784

99,723

105,448

6

91,444

100,350

102,289

108,014

7

94,006

102,918

104,857

110,579

8

99,141

108,050

109,989

115,713

9

103,165

112,182

114,229

120,000

First day of 2014-2015 school year (1.0%)

Step

Base

M+30

CAGS/2M

D

1

79,390

88,387

90,347

96,130

2

81,983

90,985

92,944

98,724

3

84,577

93,575

95,533

101,319

4

87,168

96,166

98,126

103,909

5

89,761

98,762

100,721

106,502

6

92,359

101,354

103,311

109,094

7

94,946

103,947

105,906

111,685

8

100,132

109,131

111,088

116,870

9

104,197

113,304

115,372

121,200

92nd day of 2014-2015 school year (1.0%)

Step

Base

M+30

CAGS/2M

D

1

80,184

89,271

91,251

97,091

2

82,803

91,895

93,873

99,711

3

85,423

94,511

96,489

102,332

4

88,039

97,128

99,108

104,948

5

90,659

99,749

101,728

107,567

6

93,282

102,367

104,345

110,185

7

95,895

104,986

106,965

112,802

8

101,134

110,222

112,199

118,039

9

105,239

114,437

116,525

122,412

First day of 2015-2016 school year (2.0%)

Step

Base

M+30

CAGS/2M

D

1

81,787

91,056

93,076

99,033

2

84,459

93,732

95,751

101,706

3

87,131

96,401

98,418

104,378

4

89,800

99,070

101,090

107,047

5

92,472

101,744

103,762

109,719

6

95,148

104,415

106,431

112,389

7

97,813

107,086

109,104

115,058

8

103,156

112,426

114,443

120,400

9

107,344

116,726

118,856

124,860

Alternative and Gerald Creamer Center

Coordinator of Alternative Schools

AdministrativePositions – Group IV-C

First day of 2011-2012 school year

Reconfigured Salary schedule

Step

Base

M+30

CAGS/2M

D

1

73,782

82,146

83,970

89,430

2

76,190

84,557

86,379

91,840

3

78,596

86,964

88,782

94,249

4

81,004

89,370

91,193

96,653

5

83,412

91,779

93,601

99,061

6

85,821

94,185

96,006

101,467

7

88,224

96,594

98,411

103,875

8

92,038

100,505

102,426

107,937

First day of 2012-2013 school year (2.0%)

Step

Base

M+30

CAGS/2M

D

1

75,258

83,789

85,650

91,219

2

77,714

86,248

88,107

93,677

3

80,168

88,703

90,558

96,134

4

82,624

91,157

93,017

98,586

5

85,080

93,614

95,473

101,042

6

87,538

96,069

97,926

103,496

7

89,989

98,526

100,380

105,952

8

93,879

102,515

104,475

110,096

Administrative Positions – Group V

First day of 2013-2014 school year (2.0%)

Step

Base

M+30

CAGS/2M

D

1

83,773

92,473

94,369

100,051

2

86,273

94,979

96,877

102,556

3

88,779

97,481

99,379

105,063

4

91,282

99,990

101,882

107,563

5

93,788

102,491

104,389

110,066

6

96,292

104,998

106,892

112,573

7

98,796

107,499

109,396

115,078

8

102,761

111,573

113,570

119,302

First day of 2014-2015 school year (1.0%)

Step

Base

M+30

CAGS/2M

D

1

84,611

93,397

95,313

101,051

2

87,136

95,928

97,845

103,581

3

89,667

98,456

100,373

106,114

4

92,195

100,989

102,900

108,639

5

94,726

103,516

105,433

111,166

6

97,254

106,048

107,961

113,698

7

99,784

108,574

110,490

116,228

8

103,788

112,689

114,705

120,495

92nd day of 2014-2015 school year (1.0%)

Step

Base

M+30

CAGS/2M

D

1

85,457

94,331

96,266

102,062

2

88,008

96,888

98,824

104,617

3

90,564

99,441

101,377

107,175

4

93,117

101,999

103,929

109,725

5

95,673

104,551

106,487

112,278

6

98,227

107,108

109,041

114,835

7

100,782

109,660

111,595

117,391

8

104,826

113,816

115,852

121,700

First day of 2015-2016 school year (2.0%)

Step

Base

M+30

CAGS/2M

D

1

87,166

96,218

98,192

104,103

2

89,768

98,826

100,800

106,710

3

92,375

101,429

103,404

109,318

4

94,979

104,039

106,008

111,920

5

97,586

106,642

108,617

114,523

6

100,192

109,251

111,222

117,132

7

102,798

111,853

113,827

119,738

8

106,923

116,092

118,169

124,134

Coordinator CouPsy Com Outreach Wraparound Zone Project Manager (08/01/11)

Director of    Career & Technical Education (07/25/11)

Director of Intramural and Interscholastic Athletics

Assistant Director of Special Education

Director of Supplemental Academic Programs and Services

Administrative Positions – Group VI

As a result of collective bargaining, the Director of Special Education has been removed from the unit effective the date of ratification

Administrative Positions – Group VII

First day of 2011-2012 school year

Reconfigured Salary schedule

Step

Base

M+30

CAGS/2M

D

1

88,204

96,572

98,390

103,853

2

90,613

98,978

100,801

106,261

3

93,021

101,384

103,209

108,668

4

95,425

103,792

105,612

111,077

5

97,835

106,202

108,021

113,486

6

100,242

108,608

110,428

115,891

7

102,647

111,014

112,837

118,296

8

108,868

117,335

119,255

124,767

First day of 2012-2013 school year (2.0%)

Step

Base

M+30

CAGS/2M

D

1

89,968

98,503

100,358

105,930

2

92,425

100,958

102,817

108,386

3

94,881

103,412

105,273

110,842

4

97,333

105,868

107,724

113,299

5

99,791

108,326

110,182

115,755

6

102,247

110,780

112,636

118,209

7

104,700

113,234

115,093

120,662

8

111,045

119,682

121,640

127,262

APPENDIX C

EXTRA - PAID POSITIONS

I.        TEACHER DIFFERENTIALS

A.The rates of pay for Department Heads and other extra-curricular positions are asfollows:

DEPARTMENT HEADS -       Effective September 1, 2008:

Category 1 (0-9 teachers) - $1591 above the regular salary

Category 2 (10-15 teachers) - $2122 above the regular salary

Category 3 (16 and over) - $2758 above the regular salary

DEPARTMENT HEADS -       Effective August 25, 2014 for District Specialistswith Evaluative Responsibility:

Category 3 (16-25 employees) - $2758 above the regular salary

Category 4 (26-31 employees) - $3,800 above the regular salary

Category 5 (32+ employees) - $4,600 above the regular salary

* As of 9/1/01 there will be special education department head positions with no diminished teaching load.   Compensation at the rate indicated in Appendix C. This does not apply to the Alternative School and Comprehensive Skill Center.

As of the first day of the 2011-2012 school year, special education department head’s shall have a reduced teaching load of one fewer teaching period than regular classroom teachers.

VOCATIONAL INSTRUCTOR IN CHARGE – Effective 8/26/13 $600 above the regular salary. This stipend only applies to Worcester Technical High School.

READING CONSULTANTS – Effective 9/1/05 $2400; effective 9/1/07 $2472; effective 9/1/08 $2546 above the salary of a classroom teacher.

CHAIRMAN OF DEPARTMENT HEADS – Effective 9/1/05 $1800; effective 9/1/07 $1854; effective 9/1/08 $1910 above the regular salary.

COORDINATOR OF DEPARTMENT HEADS, CITY-WIDE – Effective   9/1/08 $3891 above the regular salary.

AGRICULTURAL TEACHERS - receive 10% additional on Bachelor's level (per Appendix A, Section D).

ASSISTANT TO THE DIRECTOR-BILINGUAL - Regular salary plus 25% of regular salary.

FISCAL MONITOR - Regular salary plus 25% of regular salary.

T. V. INSTRUCTOR -                   Effective September 1, 2005 - $2678

Effective September 1, 2007 - $2758

Effective September 1, 2008 - $2841

CURRICULUM SPECIALISTS, Occupational Education -

Effective September 1, 2005 - $1406

Effective September 1, 2007 - $1446

Effective September 1, 2008 - $1491

DIFFERENTIAL FOR THE FOLLOWING GROUPS:

Remedial Reading -   Effective September 1, 2005 - $769

Effective September 1, 2007 - $792

Effective September 1, 2008 - $816

Head Guidance Counselor - Effective September 1, 2005$2500

Effective September 1, 2007 - $2575

Effective September 1, 2008 - $2652

The stipend includes payment for 20 hours worked theweek before and the 20 hours worked the week after the school year.

INSTRUCTIONAL COACHES

Effective September 1, 2008 - $2841 above the salary of a classroom teacher.

TEAM EVALUATION CHAIRPERSON – Effective 9/1/08 $6214; effective 8/25/14 $8,214 in addition to whatever step teacher is on.   (Teacher work year, plus 10 days.) Effective September 1, 2013 Evaluation Team Chairs shall be reimbursed for the cost of parking at the Durkin Administration Building.

CURRICULUM LIAISONS - Effective 9/1/08 $3090, includes summer work of sixty (60) hours. Curriculum Liaisons also receive the Coordinator of Department Heads stipend of $3891.

 

8/26/13

8/25/14

92ndday

1st day

SENIOR HIGH SCHOOL ADVISORS:

 

 

 

2015

Yearbook

$1,335

$1,349

$1,362

$1,389

Yearbook Business Manager

$857

$865

$874

$892

Student Newspaper

$1,093

$1,104

$1,115

$1,138

Student Council

$1,093

$1,104

$1,115

$1,138

Senior Class

$1,335

$1,349

$1,362

$1,389

Junior Class

$1,335

$1,349

$1,362

$1,389

Sophomore Class

$857

$865

$874

$892

Freshman Class

$857

$865

$874

$892

Math League - per competition

 

 

 

 

Varsity

$1,093

$1,104

$1,115

$1,138

Junior Varsity

$857

$865

$874

$892

Academic Olympics

$1,093

$1,104

$1,115

$1,138

DECA**

-

$1,200

$1,200

$1,224

Environmental Technology*

-

$1,200

$1,200

$1,224

COACHES:

 

 

 

 

Drama Club

$1,093

$1,104

$1,115

$1,138

Debate Club

$857

$865

$874

$892

Student Congress

$857

$865

$874

$892

Musical Play Director

$591

$596

$602

$614

SYMPHONY ORCHESTRA COACHES

 

 

 

 

- per session   *A session consists of three hours and meets once a week

44

45

45

46

TREASURER OF SCHOOL ACTIVITIES:

 

 

 

 

High Schools

$1,734

$1,751

$1,769

$1,804

University Park and Claremont

$1,338

$1,352

$1,365

$1,392

MIDDLE SCHOOL ADVISORS:

 

 

 

 

Yearbook

$669

$676

$683

$696

Newspaper

$669

$676

$683

$696

Treasurer/Student Accounts

$1,051

$1,061

$1,072

$1,093

**Effective August 25, 2014 both DECA Advisor and Environmental Technology Coach were added with a maximum of one person in each position.

B.      Teachers assigned to ALTERNATIVE SCHOOLS shall be paid an additional stipend of10% of the Bachelors, Step 1 with a cap of $4,000 per year effective 9/1/2006. This extra stipend also applies to counselors, psychologists, full-time long-term subs, and physical ed teachers (pro-rata); this also applies to the Fanning Building.   The Superintendent retains the exclusive right to appoint these teachers on an annual basis from the pool of applicants.   Said staffing decisions will not be subject to the grievance and arbitration procedure. Effective on the first day of the 2011-2012 school year the cap of $4000 per year shall no longer apply.

C.      Team Evaluation Chairpeople will be hired on an as-needed basis for any work neededbeyond their normal work year.   The chairpeople would be paid per diem for this work. That per diem would be determined by dividing their current annual salary by the number of days they are required to work (pupil session days plus 10).   Extra days would be assigned by seniority except in cases where chairpeople would have specific skills such as Bilingual, Early Childhood, etc.   Exception to seniority would also be made in those cases already assigned to a particular team chairperson.

D.      ELEMENTARY ASSISTANTS TO THE PRINCIPAL:

Elementary Teaching Assistants to the Principal shall receive a salary differential in the amount of $9291 effective 9/1/08.   In addition, the Superintendent, at his/her discretion, may require elementary assistant principals to perform administrative tasks for two and one-half (2 1/2) hours immediately at the end of the work day on a one (l) day per week basis to serve the needs of the school system.

Non-Teaching Assistant Principals - Same stipend increase and increased time as above, new Appendix A-1 created.

E.        Effective January 1, 2005, to June 30, 2005, the parties agree to the following stipends:

1.      Title I Afterschool Academic Program Teacher Stipend - $1,300 (Teachers work three (3) days per week for fifteen (15) weeks.)

2.      Title I Afterschool Academic Program Site Administrator Stipend - $1,500 (Site Administrators work three (3) days per week for fifteen (15) weeks.)

3.      MCAS Afterschool Teacher Stipend - $875

(Teachers work two (2) days per week for fifteen (15) weeks.)

4.      MCAS Afterschool Site Administrator Stipend - $1,000

(Site Administrators work two (2) days per week for fifteen (15) weeks.)

F.Level 4 School Stipend: Effective July 1, 2011, teachers working at a school designatedas Level 4 as that designation is defined by DESE shall receive an annual stipend in the amount of $ 14,895.00, which represents a required ninety minutes of additional instructional time compensated at a rate of $45.00 per hour and thirty minutes per day of common planning time at a rate of $30.00 per hour.   Teachers assigned to these Level 4 schools are required to work the additional ninety minutes of instructional time and to perform the additional common planning time. In addition to this Level 4 stipend, teachers working at a school designated as Level 4 are required to perform ninety (90) hours of professional development, which shall be compensated at the hourly rate of $30.00 per hour.   This additional instructional time, common planning time and professional development time is over and above any requirements imposed by the terms of the collective bargaining agreement; applies in all subsequently designated Level 4 schools as that designation is defined by DESE; and is intended to clarify compensation issues which arose as a result of the implementation of the so-called JRC Award issued in 2010.   The Level 4 stipend shall cease when a school ceases to be designated Level 4.

II.HOURLY RATE FOR AFTER SCHOOL PROGRAMS, SUMMER SCHOOL, ETC.AND OTHER MISCELLANEOUS POSITIONS:

A.

Holistic Scorers

9/1/03

8/25/14

8/31/15

 

Curricular Writers

$30.00

$32.50

$35.00

 

Workshops

 

 

 

 

Community School After School Program

 

 

 

B.

EVENING SCHOOL:

 

 

 

 

High School

9/1/03

8/25/14

8/31/15

 

Principal

$35.00

$37.50

$40.00

 

Assistant Principal

$35.00

$37.50

$40.00

 

Teacher

$30.00

$32.50

$35.00

 

Adult Basic Education

$30.00

$32.50

$35.00

C.

SUMMER SCHOOL

 

 

 

 

Principal

35.00

$37.50

$40.00

 

Assistant Principal

$35.00

$37.50

$40.00

 

Teacher

$30.00

$32.50

$35.00

 

SPECIAL EDUCATION SUMMER SCHOOL

 

 

 

 

Head Teacher

$35.00

$37.50

$40.00

 

Teacher

$30.00

$32.50

$35.00

IIIA.   All administrative extra-paying positions directing the activities of teachers will befilled by members of the Worcester Public School Staff whenever a qualified staff member applies for said position (e.g. Evening School, Federal Projects, Naturalization,etc.).   This agreement will not apply to a person who has held such positions for three or more years. (Formerly Article 24, paragraph C)

B. In order to distribute extra-paying positions equitably, individuals will be limited to one such position within the system at a time.   This shall not preclude a person from holding consecutive extra-paying positions within one (l) year.   It is recognized, however, that emergency situations will arise where individuals may hold more than one extra-paying position.   The availability of such extra-paying positions shall be posted in the schools during school time or sent to the EAW central office at vacation time, as soon as possible after such positions exist or vacancies occur. All extra-paying positions shall be defined as any position for which a teacher or administrator receives a separate paycheck.

1.   In filling extra positions, other than athletic coaching positions, due weight will be given to the following criteria:

(a)        Educational preparation;

(b)       Quality of performance within the educational profession; and

(c)        Length of service within the educational profession.

2.   In filling athletic coaching positions, due weight will be given to the following criteria:

(a)        Preparation and qualifications in area of sport to be coached;

(b)       Quality of performance as a coach, assessment of which will include performance evaluations as a coach; and

(c)        Length of service as a coach.

3.   The appointment to extra positions other than athletic coaching positions shall be for a one-year term and employees must apply for said positions each year at the conclusion of the one-year term.

4.   The appointment to athletic coaching positions shall continue from year to year unless, at the discretion of the Employer, it is determined to open up the position for applicants after the conclusion of a particular season. Generally, the decision to open up the position to applicants will be the result of an unsatisfactory performance evaluation, but the Employer retains the right to open it for other reasons.

IV.        Physical Therapists - Same Salary as Teachers

Occupational Therapists - Same Salary as Teachers

APPENDIX D

ATHLETICS - COACHES SALARY SCHEDULE

Coaches shall be required to reapply for positions every three years.

 

First Day of School 2008

First Day of School 2013

First Day of School 2014

 

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Varsity Football

4164

4513

4863

4247

4603

4960

4290

4649

5010

Assistant JV Football

2398

2630

2863

2446

2683

2921

2470

2709

2950

Freshman Football

2398

2630

2863

2446

2683

2921

2470

2709

2950

Varsity Soccer B/G

3119

3235

3351

3181

3299

3418

3213

3332

3453

JV Soccer B/G

2124

2240

2356

2165

2284

2403

2189

2307

2427

Varsity Field Hockey

2885

3235

3351

2942

3299

3418

2972

3332

3453

JV Field Hockey

2124

2240

2356

2166

2284

2403

2188

2307

2427

Cross Country

2469

2584

2701

2518

2636

2755

2543

2662

2763

Volleyball B/G

2469

2584

2701

2518

2636

2755

2543

2602

2783

JV Volleyball B/G

 

 

 

2166

2285

2403

2188

2308

2427

Golf B/G

2144

2260

2377

2187

2305

2425

2209

2328

2499

Varsity Basketball B/G

3940

4056

4173

4019

4137

4256

4059

4178

4299

JV Basketball B/G

2505

2620

2741

2555

2673

2796

2580

2700

2824

Freshman Basketball

2505

2620

2741

2555

2673

2796

2580

2700

2824

Indoor Track

2469

2584

2701

2518

2636

2755

2543

2662

2783

Varsity Hockey

3940

4056

4173

4019

4137

4256

4059

4178

4299

Asst./JV Hockey

2508

2624

2741

2558

2676

2796

2584

2703

2824

Swimming B/G

3725

3840

3957

3799

3917

4036

3837

3956

4077

Wrestling

3115

3230

3347

3177

3295

3414

3209

3328

3448

Varsity Baseball

3221

3337

3453

3285

3403

3522

3318

3437

3558

JV Baseball

2144

2260

2377

2187

2305

2425

2209

2328

2449

Varsity Softball

3221

3337

3453

3285

3403

3522

3316

3437

3558

JV Softball

2144

2260

2377

2187

2305

2425

2209

2328

2449

Tennis B/G

2174

2289

2406

2217

2335

2454

2239

2359

2479

Outdoor Track

2741

2857

2974

2796

2914

3033

2824

2943

3064

Lacrosse B/G

3006

3121

3238

3066

3184

3303

3096

3215

3336

JV Lacrosse

2124

2240

2356

21662284

 

2403

2188

2307

2427

Crew Fall/Spring

3006

3121

3238

3066

3184

3303

3096

3215

3336

Head Crew

 

 

3768

 

 

3844

 

 

3882

High School Intramurals

 

 

836

 

 

 

 

 

 

Middle School Basketball

 

 

836

 

 

 

 

 

 

Middle School Intramurals

 

 

836

 

 

853

 

 

861

Middle School Coordinator

 

 

933

 

 

 

 

 

 

Unified Sports

 

 

836

 

 

 

 

 

 

Unified Sports Coordinator

 

 

933

 

 

 

 

 

 

Elementary School Coaches

 

 

836

 

 

 

 

 

 

Elementary League Directors

 

 

1126

 

 

 

 

 

 

Elementary Coordinator

 

 

933

 

 

 

 

 

 

Cheerleading

 

 

 

116

 

2165

 

 

2187

 

 

92ndDay of School 2014-15

First Day of School 2015

 

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Varsity Football

4333

4696

5060

4419

4790

5161

Assistant JV Football

2495

2736

2979

2545

2791

3039

Freshman Football

2495

2736

2979

2545

2791

3039

Varsity Soccer B/G

3245

3366

3487

3310

3433

3557

JV Soccer B/G

2210

2330

2452

2254

2377

2501

Varsity Field Hockey

3001

3366

3487

3061

3433

3557

JV Field Hockey

2210

2330

2452

2254

2377

2501

Cross Country

2569

2689

2810

2620

2743

2867

Volleyball B/G

2569

2689

2810

2620

2743

2867

Golf B/G

2231

2351

2474

2254

2377

2500

Varsity Basketball B/G

4100

4220

4342

4182

4304

4426

JV Basketball B/G

2606

2727

2852

2658

2781

2909

Freshman Basketball

2606

2727

2852

2658

2781

2909

Indoor Track

2569

2689

2810

2620

2743

2867

Varsity Hockey

4100

4220

4342

4182

4304

4428

Asst./JV Hockey

2610

2730

2852

2662

2784

2909

Swimming B/G

3876

3996

4117

3953

4076

4200

Wrestling

3241

3361

3483

3306

3429

3552

Varsity Baseball

3351

3472

3593

3418

3541

3665

JV Baseball

2231

2351

2474

2276

2398

2523

Varsity Softball

3351

3472

3593

3418

3541

3665

JV Softball

2231

2351

2474

2276

2398

2523

Tennis B/G

2262

2382

2504

2307

2430

2554

Outdoor Track

2852

2973

3094

2909

3032

3156

Lacrosse B/G

3127

3248

3369

3190

3313

3436

JV Lacrosse

2210

2330

2452

2254

2377

2501

Crew Fall/Spring

3127

3248

3369

3190

3313

3436

Head Crew

 

 

3921

 

 

3999

High School Intramurals

 

 

 

 

 

 

Middle School Basketball