Bristol County Agricultural School District

Show detailed information about district and contract

DistrictBristol County Agricultural School District
Shared Contract District
Org Code9100000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyBristol
ESE RegionSoutheast
Urban
Kind of Communityrural economic centers
Number of Schools1
Enrollment441
Percent Low Income Students28
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document Bristol County Agricultural

MEMORANDUM OF UNDERSTANDING

BOARD OF TRUSTEES OF BRISTOL COUNTY AGRICULTURAL HIGH SCHOOL

AND

SEGREGANSET TEACHERS ASSOCIATION

FOR SUCCESSOR AGREEMENT TO CONTRACT THAT EXPIRED

June 30, 2010

This Agreement made and entered into by and between the Segreganset Teachers Association (Association) and the Board of Trustees of the Bristol County Agricultural High School (Trustees).

Whereas, the Association and the Trustees have met to negotiate a successor collective bargaining agreement to that which expired on June 30, 2010; and,

Whereas, the Association and the Trustees have concluded such negotiations and wish to memorialize their outcomes;

Now Therefore, the Association and the Trustees agree as follows;

1.        Article IV - Work Day and Year

a.         The Article shall be amended by deleting the second paragraph of §B and replacing it with the following language:

"Commencing with the third quarter of the 2011-2012 school year and in the first week of the 2012-2013 school year and each year thereafter, bargaining unit members shall remain at work for an additional 1/2 hour (until 3:05 pm) on Monday, Tuesday, Wednesday and Thursday for the purposes of providing extra help to students, contact with parents and professional activities, such as, for example, professional learning committees, test data analysis, accreditation meetings, Department meetings, school-wide meetings for curriculum, planning or professional development, Fall Show, teacher evaluation subcommittee work on new teacher evaluation negotiations and procedures or other professional activities of a similar nature."

b.         As housekeeping, §A shall be amended to read as follows:

(1)    "The work year for academic, vocational and special needs instructors, shall be defined as 184 days which includes the Fall Show and two (2) evening parent/teacher nights. The first "on-duty" day will be the first Tuesday after Labor Day".

(2)    The work year for Guidance Counselors shall be defined as 184 days which includes the Fall Show day and two (2) evening parent/teacher nights. He/she will work be six (6) extra days to make 190 at their 184 day per diem rate. These 6 days shall be approved by the Superintendent/Director."

(3) No Change.

(4)       Delete the previous language and add :

'The work year for Department Chairs* will be as follows: 184 days which includes the Fall Show and two (2) evening parent/teacher nights. The work day for Department Chairs will be one half hour beyond the work day for other members of the bargaining unit (ex. Monday - Thursday until 3:35 p.m. and Friday until 3:05 p.m.).

*(The positions of Department Head and Division Head shall be merged into the single position of Department Chairperson beginning in the school year 2012-2013. The salary for said position shall be that which was set forth in the expired collective bargaining agreement for Division Heads. The salaries of bargaining unit members shall reflect their placement on the appropriate steps and lanes of that prior schedule.

Note:  The Association and the Administration shall meet to resolve any time and duty issues resulting from the merger of these positions.)

2.                   Article XX, 1983 B & E Division shall be deleted.

3.                   Article XXI - Sick Leave

§F shall be amended by changing "sixty (60)" to "eighty (80)".

4.         Article XXIII - Personal Leave

§A shall be amended by the addition of a new second sentence reading as follows:

"Every member of the bargaining unit may convert unused personal days to sick days but personal days shall not carry over from one year to the next."

6.         Preamble to Appendix D

§1 shall be amended by deleting §'s A2 and 3 and replacing them with the following language:

"The work year for the nurse shall be defined as 184 days which includes a Fall Show day, a professional day and two evening parent/teacher nights. The first "on-duty" day will be the first Tuesday after Labor Day. In addition to the work year set forth in the previous sentence, the Nurse shall work an additional five (5) days) which shall be scheduled by the mutual agreement of the Nurse and the Principal. The Nurse shall not be required to attend athletic events."

7.         Salary Schedules:     Teacher, Division Head, School Nurse

a.        For the 2010-2011 school year, the salary schedule which was in effect on June 30, 2010 shall remain in effect (no adjustment).

b.       For the 2011-2012 school year, the salary schedule in effect on June 30, 2011  shall be increased by two percent (2%) across the board.

c.        For the 2012-2013 school year, the salary schedule in effect on June 30, 2012  shall be increased by two percent (2%) across the board.

d.       The same percentages applied to the salary schedules shall also be applied to the extra curricular schedules for the duration of the Agreement.

8.        Article XXXII - Duration

a.        § A shall be amended by changing "July 1, 2007" to "July 1,2010".

b.        §C shall be amended by changing "October 1, 2009" to "October 1, 2012".

Except as modified or amended by this Memorandum of Agreement, all of the provisions of the July 1, 2007 to June 30, 2010 Collective Bargaining Agreement shall remain in full force and effect.

In Witness Whereof, we set our hands on this the    __12th _____  day of    __March_____     , 2012.

_____________________________________       ______________________________________

Segreanset Teachers Association                      Board of Trustees of Bristol County

Agricultural High School

 

 

AGREEMENT

between

THE BOARD OF TRUSTEES

of the

BRISTOL COUNTY AGRICULTURAL HIGH SCHOOL

and

THE SEGREGANSET TEACHERS ASSOCIATION

(M.T.A./N.E.A.)

Effective July 1, 2007

through

June 30, 2010

Bristol County Agricultural High School

P.O. Box 649

135 Center Street

Dighton, MA 02715

 

PREAMBLE

The Board of Trustees of the Bristol County Agricultural High School and the Segreganset Teachers' Association recognize and agree that they have common interest in the educational excellence of the Bristol County Agricultural High School.

To that end the Board of Trustees of the Bristol County Agricultural High School and the Segreganset Teachers' Association hereby declare their mutual intent to work together toward achievement of common aims in a serious and responsible manner as befit representatives of their respective bodies.

It is recognized that the Bristol County Agricultural High School is a unique institution serving a student body whose goals are directed toward agricultural related occupations. The administration and the staff are dedicated to this unique objective by offering a total curriculum encompassing both academic and vocational agricultural subjects preparing the students for the world of work in agricultural related occupations.

Consequently it is hoped that this joint effort will affect the formation of realistic goals and intelligent programs beneficial to all students, instructors and institution alike, and consistent with the best that vocational agricultural education has to offer. It is further hoped that this agreement will serve as the foundation for the creation of a procedure of exchange and communication which will continue harmonious relations between the parties concerned and will contribute in significant measure to the advancement of public vocational agricultural education in Bristol County.

However, it is not to be ignored that the educational buildings are a part of the responsibility of the Trustees, the Administrators, the Staff and the student body. It is further understood that the farm laboratory of 250 acres, more or less, is an integral part of the curriculum and training.

ARTICLE I

Recognition - Jurisdiction - Definitions

A.         Association Recognition: For the purpose of collective bargaining with respect to wages, hours, standards of productivity, performance and dedication to vocational education and other conditions of employment, the Board of Trustees of the Bristol County Agricultural High School (hereinafter referred to as the Trustees) recognizes the Segreganset Teachers' Association - MTA/NEA (hereinafter referred to as the Association) as the exclusive bargaining agent and representatives of all vocational agricultural instructors, related subject instructors, heads of divisions, guidance director, guidance counselor, and the nurse with Bachelor's degree. Nothing in this agreement shall be deemed to limit any of the rights offered employees and their exclusive representative under the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts.

B.         Those people not in the bargaining unit shall not engage in work assigned to those members of the bargaining unit, except that the same or similar work presently being performed by employees of the school not members of the bargaining unit may continue to be so performed and said work may be performed by the non-member's successor or replacement.

C.         Definitions: The term "Trustees" as used in this agreement means the Board of Trustees of the Bristol County Agricultural High School.

The term "Parties" as used in this agreement refers to the Trustees and the Association as participants in this agreement.

The term "School" or "Campus", or "Farm" as used in this agreement means work location or functional divisions maintained by the Bristol County Agricultural High School.

The term "Superintendent/Director" as used in this agreement means the responsible administrator of the school, campus, and farm.

The term "Assistant Superintendent/Director and/or Principal" as used in this agreement shall mean the responsible administrator of the school who is immediately subordinate to the Superintendent/Director.

The term "Principal" as used in this agreement shall mean the responsible administrator for duties as defined in the Education Reform Act of 1993.

The term "Vice-Principal" as used in this agreement shall mean the responsible administrators of the school who are immediately subordinate to the Assistant Superintendent/Director and/or Principal.

The term "School Business Manager" as used in this agreement shall mean the person in charge of all business, financial and accounting responsibilities associated with the school.

The term "Head of Division" as used in this agreement as defined in existing job descriptions refers to the heads of the various agricultural departments who are responsible for the operation of the department. Such individuals are also vocational-agricultural instructors. This definition is not to limit the historical meaning that was developed in vocational agricultural education in this school or within the Department of Education.

The term "Vocational Agricultural Instructor", which includes agricultural farm shop instructor, and the term "Related Subject Instructor", as used in this agreement, means a person employed by the Trustees in the bargaining unit, and is referred to as instructor(s).

The term "Association Representative" as used in this agreement means, the qualified designee of this Association.

The term "Employee" as used in this agreement shall cover any member of the bargaining unit as cited in paragraph A unless specifically excluded.

ARTICLE II

Management Rights

Except as modified by this agreement, the authority and jurisdiction of the Board of Trustees shall be maintained as provided by the General Laws of the Commonwealth of Massachusetts and shall not abrogate any rights, obligations or duties as set out in Chapters 70, 71, 72, 73, 74 and 150E of the General Laws of Massachusetts or past practices. Further, the rights and privileges of persons provided herein are in addition to those provided by County, State or Federal law, rule or regulation, including without limitation all applicable tenure, pension or educational laws and regulations as amended by the Education Reform law of 1993.

ARTICLE III

Association Rights and Responsibilities

A.         Information: Either the Trustees or the Association shall make available to the other party upon specific request such information, statistics and records either party may deem relevant to negotiations or necessary for the proper enforcement of this agreement. The first 20 pages, per incident, will be cost free.

B.         Allowed Time for Association Negotiations: Whenever members of the bargaining unit are mutually scheduled by the parties to participate during working hours in conferences, meetings or negotiations, they shall suffer no loss in pay.

C.         Association Activities at the School Level: The President of the Segreganset Teachers' Association or his/her designee may be given the opportunity to present brief reports and announcements at the staff meeting if he/she so desires.

D.         Uses of the Building: After the close of school on school days the Association shall have the right to use designated areas in school buildings for meetings of instructors, provided there is no interference with any scheduled school activities. The use of such designated areas shall be arranged with the Superintendent/Director in advance. All building use shall conform to the rules and regulations of the Board of Trustees. However, there shall be no cost to the Association for such meeting so long as no overtime custodial cost to the Board is involved.

E.         Distribution of Materials: The Association shall have the right to place Association related notices in the mailboxes of the instructors or to be placed on the bulletin board of the Teachers' Room, provided that such notices are signed by an officer of the Association so designated for the purpose.

F.         Minutes of the Board of Trustees - Advanced Agenda - Minutes: A copy of the advanced agenda and public minutes of all meetings held by the Board of Trustees shall be sent to the President of the Segreganset Teachers' Association.

G.         Association Meetings: The Board of Trustees will allow the Segreganset Teachers' Association to hold association meetings between the hours of 2:20 P.M. and 3:00 P.M. after a twenty-four (24) hour notice. Not more than six (6) such meetings shall be held between those hours during the school year. Other meetings may be held on the school premises but after that hour.

ARTICLE IV

Work Day and Year

A          (1) The work year for the academic, vocational and special needs instructors, shall be defined as 183 days which includes a Fall Show day and two (2) evening parent/teacher nights. The first "on-duty" day will be the first Tuesday after Labor Day.

Commencing with the 2009-2010 school year the work year for the academic, vocational, Guidance Counselor, and special needs instructors, shall be defined as 184 days which includes a Fall Show day, a professional day, and two evening parent/teacher nights. The first "on duty" day will be the first Tuesday after Labor Day.

(2)   A. The work year for the Guidance Counselor shall be defined as 183 days which includes a Fall Show day and two (2) evening parent/teacher nights. He/she will work 6 extra days to make 189 days at their 183 day per diem rate. These 6 days shall be approved by the Superintendent/Director.

(3)   The work year for the Nurse is defined in the "Preamble To Appendix D".

(4) The work year for the Division Heads will be as follows: 183 days which includes a Fall Show day and two (2) evening parent/teacher nights. They will work 26 extra days to make 209 days at their 183 day per diem rate.

The exception to the 26 extra days is the Arborculture Division Head. Because there are no students or foreman working in that department after school, this Division Head will be responsible for curriculum revisions and updates during the school year.

If the Field Crops Division Head performs the duties of the Ag/Mechanic Division Head, he/she shall be paid an additional stipend for such performance in the amount of $2,500.00.

B.         The workday for all staff, except the Division Heads, shall begin at 8:00 A.M. and end at 2:35 P.M. Exception to this time is when all the staff is on until 3:00 P.M. to do one weekly detention/make-up duty.

Commencing with the 2008-2009 school year all staff shall remain at work for an additional hour on Mondays (or Tuesdays when Monday is a holiday) for purposes of providing extra help to students, contact with parents, and professional activities.

C.         The workday for the Division Heads shall begin at 8:00 A.M. and end at 3:00 P.M. during the school year. Exception to this time is when all the staff is on until 3:00 P.M. to do one weekly detention/make-up duty. During the non-academic year the hours for the Division Heads are from 8:00 A.M. to 4:00 P.M.

D.         No later than August 1 instructors shall be notified of the following matters concerning their program for the next year: (1) subject to be taught, (2) grades of subject, (3) number of assignments, (4) number of periods, (5) any other pertinent information. Exception to the July 15 notification date can be made if monies for new positions are forthcoming from the County Advisory Board.

E.         The number of different instructional locations in which assignments occur for instructors shall be held to a minimum.

F.         Every instructor shall be entitled to two (2) preparation modules per day, five (5) days per week during student instruction. Said modules will not necessarily be consecutive.

G.         All members of the bargaining unit are on duty on the school campus during the hours of their established work schedule unless school business demands their presence elsewhere, in which case approval shall be secured from the Assistant Superintendent/Director and/or Principal and notice of absence, destination, purpose of trip and possible time of return shall be recorded at the office prior to departure. All absences require official notification, including farm or home visits, student placement supervision, meetings, trips to purchase supplies on an emergency basis, illness after the start of the workday or personal errands.

H.         The Board of Trustees and the Association recognize that the pupil-teacher ratio is an important aspect of the educational program; therefore, it is the Board's objective to strive for class sizes as follows:

(1)     Academic and related subjects - no more than 30 students per class;

(2)     Vocational Agricultural subjects - no more than 15 students per class.

Further, it is the Board's objective when it becomes necessary for vocational agricultural instructors to teach two (2) grade levels at once, to limit classes of this nature to no more than 15 students.

I.          (1) "On-duty" schedules will be submitted on a form provided by the administration to the Division Heads.    "On-duty" and "off-duty" schedules shall be approved by the Superintendent/Director.

(2) Service for on-duty and off-duty purposes shall begin July 1st in any year and end as of the following June 30th.

J.         The change of work schedules of all employees as stated in the contract (Section A) are contingent upon approval and funding by the County Advisory Board.

K.        Staff Meetings:

(1)       There will be one staff meeting per month between the months of October and June.

(2)       There will be two (2) staff meetings during the month of September.  The first day for the instructors does not count as a staff meeting.

(3)       There will be an additional staff meeting in either the month of May or June.

(4)       The staff meetings are not to exceed one (1) hour and they will start between 2:25 P.M. and 2:30 P.M.

(5)    The Department/Division Head meetings will end at 3:30 P.M.

L          Perfect Attendance:

(1)    An instructor who has perfect attendance for the school year shall receive a $75.00 per diem for two (2) days.

(2)    An instructor who has been absent from work one (1) day only will receive a $75.00 per diem for one (1) day.

M.        All those members of the staff who are on duty the day before Thanksgiving, Christmas and New Year's Day shall not be required to work beyond mod 8 (11:43 A.M.) on those days. All half days will begin after mod 8. Back to back lunches will be served.

N.         All 183 day personnel may be assigned to other educational duties during non-instructional time in May and June.

O.         In the event that students come to school and then are sent home early (i.e., snow day, boiler problems, sewer problems, etc.) all members of the bargaining unit will receive credit for an "on-duty" day. If the students are sent home, all non-essential personnel will be sent home and essential personnel who are required to stay shall receive credit for an additional "on-duty" day. Said compensation shall be taken at the end of the school year.

P.         The following duties will also be done by the instructors:

(1)                Two Parents' Night: 6:00 - 8:00 PM

(2)                A Graduation Duty: There shall be a designated seating area for faculty who are not actively involved in the ceremonies.

(3)                Fall Show: 11:00 AM -5:00 PM

Q.         All Department/Division Heads will be given four (4) mods per week to perform administrative functions in their departments, they will have no supervisory duties during these mods. The only exception to this is when they would have to cover a class in an emergency. These modules are in addition to their prep and lunch times.

R.         Time and Learning: In order to comply with the Department of Education regulations, the following changes will take place:

1.        The three lunch periods will be lengthened by 2 minutes each, and the first period of the school day will begin at 8:04 Am and the last period will end at 2:24 PM.

S.         June 17 will be a regular school day. It will be part of the 183 day work year when it occurs Monday through Friday.

T.         SPED Reports: If a SPED instructor needs additional time during the school day to complete mandated reports, the instructor may request and be granted such time with the prior approval from the Student Services Coordinator.

U.         Parental Communications: To facilitate communications between parents, teachers, and administrators, all teachers will check their mailboxes in the main office at the start of the school day, and before leaving school at the end of the day. Teachers will also check their school provided email address and voicemail each day, and respond to parents/guardians, and school related correspondence and communications. All communications to teachers would be responded to in a timely fashion, not to exceed a twenty-four hour period except when there is a weekend or holiday. The response time to parents, teachers, and administrators after a weekend or holiday will not exceed a twenty-four hour period upon returning on their regularly scheduled workday.

V.         Computer Grading: The teachers will utilize Grade Quick or another approved compatible software program to record students work during the term, calculating students' work, and for collecting and submitting grades. Training will be provided.

ARTICLE V

Evaluation

A.        The purpose of evaluation is to promote professional excellence.

1.              All observations of instructional performance shall be conducted personally and with full knowledge of the instructor.

2.              The Assistant Superintendent/Director and/or Principal and the Department Heads shall have primary responsibility for evaluation of all teachers, but the Superintendent/Director may include an evaluation at his discretion.

3.              Following the evaluation of a teacher, the evaluator and/or supervisor shall meet with the teacher within five (5) school days to comment on and discuss the evaluation. Necessary assistance shall be offered to foster improvement in the teacher's performance.

4.              A teacher not satisfied with the evaluation discussion above shall, once a year at his option, be afforded an opportunity to discuss the report with the Superintendent/Director.

5.              A teacher not satisfied with the evaluation discussion with the Superintendent/Director shall, once a year at his option, be afforded an opportunity to discuss the report with the Personnel sub-committee of the Board of Trustees.

6.              Teachers with professional teacher status will be evaluated every other year and the evaluation process will include a pre-evaluation conference with the teacher to discuss class objectives and pedagogy.

Teachers without professional teacher status may be evaluated more than once each year and the evaluation process will include a pre-evaluation conference with the teacher to discuss class objectives and pedagogy. Teachers without professional teacher status are employees-at-will and their employment is governed by the Educational Reform Law of 1993. No teacher evaluations will be conducted prior to October 15th   or after May 15th.

7.              The observation of teachers will be fair and reasonable and will occur at approximate times within the school year and shall not occur on days preceding or following holidays or school vacation days.

8.              A written evaluation report shall be provided to the teacher within five (5) school days of the observation.   The evaluation report shall be signed by the supervisor and teacher with the express understanding that the teacher's signature in no way indicates an agreement with the contents thereof.

9.             The evaluation shall be free of racial, sexual, religious and other discrimination and biases.

10.         No teacher shall be disciplined, reprimanded, reduced in rank or denied of any professional advantage, except for just cause.

Notwithstanding the above, the Board of Trustees shall retain all rights granted to them by Massachusetts General Laws, Chapter 71, sections 41-42, Chapter 150E and the Education Reform Act of 1993.

11.         In addition to the foregoing, all teachers will be evaluated in accordance with the provisions of 603 C.M.R. 35 in its entirety.

12.         The following evaluation instruments will be used, one for all teachers and one for Department and Division Heads only, (see Instruments attached at end of contact)

B.         In the case of an unsatisfactory performance rating, the person responsible for the rating must have observed the instructor, Professional teacher status or teachers without Professional teacher status, in classroom performance at least three times during the current year. At least one of these times must be for twenty-five (25) minutes.

C.         Information pertaining to the responsibilities of administrative personnel in relation to the management and supervision of instructors will be provided and, when changes are made, instructors shall be notified.

D.         At the written request of an instructor, permission will be granted by appointment to inspect the contents of his/her personnel folder, file cards and records, and to make copies of such contents and records as concerns his/her work. Material which is in any way derogatory to an employee shall not be placed in the employee's personnel file before the employee has had an opportunity to review the material and reply thereto. Further, it shall then be placed in the file and be witnessed by one or two witnesses that it has been inserted in the file and that the employee has had the right to review said material. An employee may waive the witnesses by signing his or her name to the copy to be filed in the personnel file. An employee's signature shall in no way mean that the employee agrees with the content of such material. The employee shall also have the right to answer any such material, in writing, and to have the answer attached to the appropriate document.

ARTICLE VI

Substitute Service

A.           Every effort shall be made to hire substitutes to cover classes of regularly assigned instructors when they are sick or are on legally approved absence. This pertains to all instructors.

B.            Except in cases of emergency, no instructor shall be asked to substitute during preparation or other instructional time; however, said substitution, if required, shall be compensated at a rate of $10.00 per module. This amount shall be paid semi-annually.

C.            The Administration or the Superintendent/Director and the Segreganset Teachers' Association will compile a complete list of substitutes prior to September 1st of each school year and may add to this list during the year.

D.           Substitutes of a short term (Code 110) shall be paid at a rate determined by the Board of Trustees upon the acceptance of this contract and for its duration.

E.            Substitutes for a long term (Code 110) shall be paid the per diem rate of position. This per diem rate shall be implemented when a regular teacher has been absent for more than 15 consecutive days.

F.            No substitute acquires fringe benefits.

ARTICLE VII

Marks

A.         Marks are a determination of scholarship achievement and instructors shall be able to substantiate them by test scores and other objective data which meets the approval of the Superintendent/Director.

B.         If the foregoing is established, the grade given by the instructor shall be final.

ARTICLE VIII

Protection

A.         Damage or loss of Property - No instructor shall be held responsible for loss, damage or destruction of school property or student property when such loss, damage or destruction is not the fault of the instructor where the instructor has exercised good judgment.

B.         The Board of Trustees agrees to abide by the intent and meaning of Chapter 258, section 9 on indemnification. Further, it is the intent of the Board of Trustees to save the teachers harmless in those circumstances as in other political subdivisions. The Board of Trustees in conjunction with the Segreganset Teachers' Association, an affiliate of the Massachusetts Teachers' Association, introduced legislation in the state legislature to amend Chapter 258, section 9 to include teachers in the county school. If said legislation is passed, it shall be controlling.

C.         The school will install video cameras in the school for the purpose of safety and security of students, staff and property. Security cameras/surveillance equipment shall not be used as part of the school's classroom evaluation of teachers as required by M.G.L c. 71, Sec. 38G and contract Article V or to evaluate or discipline staff for instructional deficiencies. All monitoring shall be done on a looped tape or digital system which will be recorded over or destroyed approximately every 60 days or sooner.

ARTICLE IX

Right to Hearing

The following shall apply to all employees hired after July 1, 2001: No teacher with professional teaching status shall be disciplined or discharged without just cause. This provision is not intended by the parties to restrict in any manner the statutory rights of the Superintendent/Director relative to teachers without professional teaching status or its statutory rights relative to teachers with professional teaching status. The Grievance Procedure or Arbitration provisions of this Agreement shall not be invoked by the Association in the event of the exercise by the Superintendent/Director of the statutory powers relative to the teachers without professional teaching status.

ARTICLE X

Notices and Announcements

A.         A systematic method of circulating attendance information shall be devised in order that all instructors may have such information as soon as reasonably possible each day.

B.         A copy of all instructional assignments and non-instructional assignments shall be posted in the main office a soon as practicable. Changes shall be posted promptly.

ARTICLE XI

Transfers

A.         Requests for transfers of any assignments shall be submitted to the Director in writing at any time in the year and renewed annually. All transfer requests shall include the grade and the subject area to which the instructor seeks assignment.

B.         If the transfer is one that normally would not become effective until the beginning of the school year, the request may be filed prior to May 1st of the preceding school year.

C.         Notice of transfer shall be given to an instructor as soon as possible following the granting of the instructor's request.

D.         An involuntary transfer may be made after a meeting between the instructor and the Assistant Superintendent/Director and/or Principal at which time the instructor shall be notified of the reason for the transfer, which must be of an emergency nature and to strengthen the curriculum.

E.         The word "transfer" shall mean a change from one department to another department.

ARTICLE XII

Vacancies and Promotions

A.         When vacancies occur (including extra-curricular activities), notice of such vacancies shall be posted promptly on the appropriate bulletin board for at least two (2) weeks.

B.         Qualifications, requirements, duties, salary and other pertinent information shall be set forth.

C.         In determining who is the best qualified applicant, the Superintendent/Director will give due weight to advanced degrees, seniority, experience, training, capacity and general ability to execute proficiently all the demands of the position.

D.         Such applications shall be in writing and shall set forth the basis on which the applicant solicits consideration. Two weeks shall be allowed for the submission of applications.

E.         Vacancies shall be filled by an applicant within the school if his/her educational qualifications and experience are equal to those of other applicants outside the school.

ARTICLE XIII

Fringe Benefits

A.

The Trustees, through Bristol County, shall apply to the Internal Revenue Service for approval for all employees for an insurance pretax benefit program. The Trustees, through Bristol County, shall provide the cost of 95% of the Blue Cross/Blue Shield PPO/Blue Care Elect plan adopted by the Trustees under M.G.L. c. 32B § 16, as amended. The Trustees, through Bristol County, shall provide the cost of the Healthcare Maintenance Organization (HMO) adopted by the Trustees through M.G.L. c. 32B § 16, as amended, of the General Laws of Massachusetts, as may be provided through Bristol County, at the employer/employee rate of contribution as established by said Chapter 32B § 16 and the Bristol County Commissioners. If the County no longer contracts with Blue Cross/Blue Shield or the HMO, the Union will be provided with such health insurance plan and/or HMO as may be offered by the County. The Union shall accept changes in the health insurance and/or HMO coverage, as may occur from time to time, including, but not limited to, periodic adjustments of the co-payments for medical care, prescription drugs and any changes in the limits and scope of such health insurance and/or HMO coverage. In the event that a lower employer contribution rate is implemented/negotiated through Bristol County, such rate shall be applied to this agreement in the year of implementation. Any change to the health insurance and/or HMO coverage shall only be effective if it is implemented pursuant to M.G.L. c. 32B.

Further, the union shall be given notice and opportunity to bargain over the impact of any changes to the health insurance and/or HMO coverage.

B.         Life Insurance - The County shall provide ninety-nine percent (99%) of the cost of a $4,000.00 life insurance policy as adopted by the Trustees under Chapter 32B of the General Laws of Massachusetts. In the event that a lower employer contribution rate is implemented/negotiated through Bristol County, such rate shall be applied to this agreement in the year of implementation.

C.         Worker's Compensation - Members of the bargaining unit shall be covered by the provisions of the Massachusetts Worker's Compensation Act, General Laws of the Commonwealth, Chapter 152.

D.         The parties agree that all provisions of the Massachusetts Teacher's Retirement Plan shall be made part of this agreement.

E.         In the event that a lower employer contribution rate for health insurance and/or life insurance is implemented/negotiated throughout Bristol County, in such year of implementation/negotiation, the compensation as determined in this article shall also be open for renegotiation.

ARTICLE XIV

Grievance Procedure

A.         A grievance is defined as a claim by an instructor, division head, or guidance counselor, group of instructors, division heads, or guidance counselors, special needs instructor, nurses or the Association that there has been a misrepresentation, inequitable application or violation of any provisions of this Agreement.

B.         The grievance shall state the nature of the dispute, the article or articles violated and the remedy sought:

Level I - The grievant(s) or Association will first discuss the grievance with the Assistant Superintendent/Director and/or Principal.

Level II - If at the end of five (5) school days next following such presentation, the grievance is not disposed to the grievant(s) or Association's satisfaction, the grievant(s) or Association may present the matter in writing to the Superintendent/Director of the School. This shall be accomplished within ten (10) school days (14 calendar days during the non-school year) after the end of the response time to Level I.

The Superintendent/Director within five (5) school days after receipt of the written grievance shall notify and meet with the grievant(s) or Association in an effort to resolve the matter. The Superintendent/Director shall respond in writing with a general explanation for his decision within three (3) school days subsequent to the meeting.

Level III - If the grievance is still unresolved, the grievant(s) or Association shall submit the grievance at the next regularly scheduled Board of Trustees meeting and the said Board of Trustees, at that scheduled meeting or at a meeting designated to be held within seven (7) school days at which a majority of the Board of Trustees are in attendance shall meet with the grievant(s) or Association in an effort to resolve the dispute. The Board shall render a disposition in writing within ten (10) school days (14 calendar days during the non-school year) subsequent to the meeting.

Level IV - If the grievance is still unresolved, within twenty (20) school days of the receipt of the written decision of the Board of Trustees, the Association may submit the grievance to arbitration in accordance with the applicable Voluntary Labor Arbitration rules of the American Arbitration Association or, at the discretion of the Association, the State Board of Conciliation and Arbitration.

The decision of the arbitrator, that is the American Arbitration Association or the State Board of Conciliation and Arbitration, shall be final and binding on both parties and the cost of arbitration shall be borne equally by both parties.

Miscellaneous:

A.        A grievance common to a group of teachers must be initiated at Level I.

B.         No written communication, other document or record relating to any grievance shall be filed in the personnel folder of any employee covered by this agreement.

C.         Nothing in this article shall be construed as limiting the right of an employee from presenting a grievance without intervention of the Association, provided that the Association is afforded the opportunity to be present at such meetings and that any adjustment made shall not be inconsistent with the terms of this agreement.

D.        Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum. The limits may be extended by mutual agreement.

E.         Time Limit - A grievance will be deemed waived if not initiated within fifteen (15) school days of the date of the occurrence of the grievance, or within fifteen (15) days of the date when the employee had first knowledge of the occurrence of the grievance.

F.         No member of the bargaining unit shall be disciplined, reprimanded or reduced in rank or compensation without just cause.

ARTICLE XV

Compensation

A.         Compensation shall be affixed in Appendix A - 7 step instructors, Appendix B - 10 step instructors, Appendix C - 7 step Division Heads, Appendix D - 10 step Division Heads, Appendix E - Nurse, Appendix F - Extra-Curricular. Anyone hired after July 1,2001 will be on a 10 step schedule.

B.         Licenses and fees for said licenses required of an instructor to perform school related work shall be reimbursed to said instructor or member of the bargaining unit, up to a total amount of seventy-five ($75.00) dollars.

C.         Early retirement incentive - in order to access the early retirement incentive an employee must have completed twenty (20) years of full time service at Bristol County Agricultural High School. As a possible incentive for early retirement, a sum of money will be paid as a bonus upon the effective date of retirement. Retirement as used herein shall mean eligibility for retirement under the rules of the Teacher Retirement Board. The bonus will be calculated by multiplying the difference between a Teacher's last annual Appendix A salary, and that for Step I (Bachelor level). The difference is multiplied by a factor of 0.50. This is applicable to people who retire at the age of 55 through the age of 62. It is not meant for people who retire after the age of 62.

ARTICLE XVI

Fair Practices

A.         The Board agrees to continue its policy that no person or persons, department or divisions responsible to the Board shall discriminate against any employee on the basis of race, color, creed, national origin, sex, marital status, or membership in, or associations with the activities of, any organization not operating in conflict with the law.

B.         As sole collective bargaining agent, the Association will continue its policy of accepting into membership all eligible persons without regard to membership in, or association with the activities of, any organizations not operating in conflict with the law.

ARTICLE XVII

Handling of New Issues

Matters of collective bargaining importance not covered by this agreement may, during the life of this agreement, be handled in the following manner:

A.         By the Board of Trustees: With respect to matters not covered by this agreement which are proper subjects for collective bargaining, the Board agrees it will make no changes without prior consultation and negotiation with the Association.

B.         By the Association: In any matter not covered by this agreement which is a proper subject for collective bargaining, the Association may raise the issue with the Board of Trustees for consultation and negotiation; except that the Association shall not seek to renew to be effective during the life of this agreement, any questions introduced, debated, and settled, either negatively or affirmatively, during the bargaining prior to the final settlement.

C.         By mutual agreement, this instrument may be amended at any time by mutual consent.

ARTICLE XVIII

Existing Conditions of Employment

Except as this agreement shall otherwise provide, all conditions of employment applicable to employees covered by this agreement on the effective date of this agreement, as established by the Trustees' rules and regulations in force on the said date, shall continue to be so applicable during the life of this agreement. Nothing in this agreement which changes pre-exiting rules and regulations shall operate retroactively.

ARTICLE XIX

Resolution of Differences by Peaceful Means

The Association and the Board of Trustees agree that differences between the parties shall be settled by peaceful means as provided within this agreement, or any extensions thereof. The Association shall, for the terms of this agreement, not engage in, instigate or condone any strike, work stoppage or any concerted refusal to perform normal work duties.

No lock out of employees shall be instituted by the Employer during the terms of this agreement.

ARTICLE XX

Paychecks

A.         Paychecks will show any and all deductions made.

B.         Commencing July 1, 1998 all 183 day members will receive their next paycheck in September 1998.

C.         Paychecks commencing with the first Thursday/Friday after the start of school for 42 or 52 consecutive weeks.

D.         To cover the 183 day members for the months of August and September, payments for their Health and Life insurance premiums will be deducted from the May and June paychecks.

E.         Only those Division Heads who are working year round will be paid throughout the year in equal installments.

ARTICLE XXI

Sick Leave

A.        With the exception of employees with less than one year's service, members of the bargaining unit will be entitled to fifteen (15) days sick leave per year, from the first day of July of each year, to be accumulated without limit.

B.         After six (6) months but less than one (1) year of service, employees are entitled to the regular rate of one and one-quarter () days per month retroactive to the first month of service

C.         Sick leave will be granted to employees when they are incapacitated as a result of illness, injury, quarantine, or exposure to contagious disease, provided that the Superintendent/Director or his designee may allow up to seven (7) days to be counted as sick leave in case of serious illness in the immediate family of the employee. Immediate family shall include husband, wife, children and other relatives or persons residing in the employee's household, plus parents or spouse's parents, whether or not living in the same household.

Instructors/Nurse may take a total of two (2) half sick days per year in either the AM or PM. Teachers will not receive additional pay to cover for the absent teacher nor will a substitute be hired to cover for the absent teacher.

D.        Notice of absence on account of sick leave shall be given to the Superintendent/Director or his designee on the first day of such absence. For absences of longer than five (5) days at any one time, the Superintendent/Director may require a physician's certificate and bimonthly thereafter.

E.         Employees shall be credited with any time loss through compliance with any regulations requiring prophylactic inoculations or for similar causes.

F.         Sick leave not used in any year may be accumulated; provided that no more than sixty (60) days of such accumulated sick leave may be granted in any one year except on recommendation of the Superintendent/Director with the approval of the Board of Trustees.

G.        The payment of twenty percent (20%) value of his/her accrued unused sick leave will be credited to those employees who retire or die.

H.        The Administration is to publish once each year during the month of September of the scheduled year, the number of accumulated sick leave days that each person covered by this agreement has as of that date in September.

I.          Sick Leave Bank

1.            A sick leave bank will be maintained for use by qualified members whose sick leave accumulation is exhausted through prolonged illness or accident, and who require additional leave to make a full recovery from an extended illness.

2.            The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of the Superintendent/Director or Assistant Superintendent/Director and/or Principal, one member of the Board of Trustees and two members designated by the Association. In the event of a tie vote, the Sick Leave Bank Committee shall choose a mutually acceptable third party to break the tie. The decision of the third party shall be final.

3.            Qualified members of the Sick Leave Bank shall be limited to full time personnel covered by this agreement who have accumulated at least thirty (30) sick days as of any September 1st. Members of the unit cannot contribute to the Sick Leave Bank or received benefits thereunder until they have the required thirty (30) days set forth in this section.

4.            Each qualified member shall have their sick leave accumulation reduced by voluntary donation of one (1) to seven (7) days, and those days shall be deposited in the Bank to be utilized by other bank members who have exhausted their own individual sick leave, both annual and accumulated, and who still have a serious extended illness or injury. Enrollment into the Sick Leave Bank is to be completed by September 15th of the contract year.

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

6.            Applications for benefits may be made prior to the employee's exhaustion of his/her own personal sick leave to expedite benefits, however, drawing upon the Bank will not actually commence until after the employee's own sick leave days are exhausted and adequate medical notification has been provided, and in no event, unless the prolonged illness has exceeded ten (10) consecutive school days.

7.            The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed twenty (20) days.

8.            Upon completion of the twenty (20) day period, additional entitlement may be extended by the Sick Leave Bank Committee upon demonstration of need by the applicant.

9.            Subject to the foregoing requirements, a majority of the Sick Leave Bank Committee will determine the eligibility for the use of the Bank and the amount of leave to be granted. In administering the Bank and determining the amount of leave, the following general criteria shall be applied by the Committee:

a.      Medical evidence of serious extended illness;

b.      Prior utilization of eligible sick leave;

c.      Other facts as a majority of the Sick Leave Bank Committee may deem appropriate.

10     No days may be withdrawn from the Sick Leave Bank for any other illness other than prolonged illness or accident. Days may not be withdrawn to permit the individual to stay home to care for other members of the family. The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding, with any appeal limited to an appeal to the Sick Leave Bank Committee itself.

11     Upon return from extended sick leave, during which benefits were received through the Sick Leave Bank, the recipient shall be entitled to commence a new accumulation of individual sick leave in accordance with the provisions of the collective bargaining agreement and on the same basis as other employees. The accumulation requirements for re-entry into the Bank may be waived by the Sick Leave Bank Committee for such employees in the year of their return.

12     The unused days in the Sick Leave Bank shall be carried over from the current contract to a successor contract.

ARTICLE XXII

Funeral Leave

A.         Funeral leave not to exceed four (4) days may be granted to school employees in the event of the death of a spouse, child, parent or grandparent of the employee or spouse, brother or sister, or a person residing in the household of the employee. Funeral leave will not be chargeable against sick leave.

B.         Funeral leave of one (1) day shall be granted to employees under this contract in the event of the death of a close friend or co-worker.

ARTICLE XXIII

Personal Leave

A.         Every employee will be granted three (3) days personal leave each year (July 1 - June 30) of the Contract. The employee should notify the Superintendent/Director or his designee twenty-four (24) hours in advance of taking a day for personal reasons, except in cases of emergency, when the employee shall notify the Superintendent/Director or his designee as soon as practical, in that a substitute may be engaged.

B.         No more than two (2) members of the faculty may elect to take a personal day before or after a long weekend, holiday, or regular vacation.

ARTICLE XXIII-A

Part Time Employee Benefits

Part time employees will receive only the following benefits:

A.        2 sick days

B.         1 personal day

C.         2 bereavement days

"Day" is defined as each individual's normal working day.

ARTICLE XXIV

Military Leave

Any member who has been granted military leave shall be restored to his/her position with the same status, pay and seniority and such absence shall be construed as absence with leave and, within the discretion of the employer, said leave shall be with pay. Such absence shall not affect the employee's right to receive normal vacation, sick leave, bonus, advancement and other advantages of his/her employment normally anticipated in his/her particular position. Annual military leave shall not exceed seventeen (17) days.

ARTICLE XXV

Maternity Leave/FMLA and Parental Leave

A.         A teacher who is absent from work, during which period of time she bears a child, shall be deemed to be on maternity leave under the terms of either Option A or Option B, as provided herein.

B.         A leave of absence shall be granted for maternity purposes to female professional employees on the terms and conditions set forth in this article.

C.         As soon as an employee determines she is pregnant, she shall notify the Superintendent/Director, in writing, of her pregnancy. The employee shall give at least four (4) weeks notice of the date that she wishes to commence her leave of absence. At the time of the latter notification, the employee shall select, in writing, one of the following two options:

1.            Option A: Extended leave without pay with the entitlement to sick leave benefits for certified disability for childbirth and recovery therefrom during the period of this leave.

2.            Option B: Unpaid Massachusetts Statutory Maternity Leave (M.G.L. Chapter 149, Section 105D) with entitlement to sick leave benefits for certified disability for childbirth and recovery therefrom during the period of this leave.

D.         The provisions of Option A are as follows:

1.         The duration of the leave shall be as follows:

a.          For a maternity leave commencing between January 1st and August 31st, the teacher must return to school on the first workday after January 1st of the next school year or on the first workday after September 1st of the next succeeding school year. When the teacher requests the maternity leave of absence pursuant to Section C above, she must indicate whether she is returning on the first workday after January 1st or on the first workday after September 1st.

b.         For a maternity leave commencing between September 1st and December 31st, a teacher must return to work on the first workday after September 1st of the next school year or on the first workday after January 1st of that school year. When the teacher requests the maternity leave pursuant to Section C above, she must indicate whether she is returning on the first workday after September 1st or the first workday after January 1st.

2.                   In unusual situations, as where a teacher suffers a miscarriage, a teacher may return to work on a date different from the return date set out in Section D, 1(a) and 1(b) above. However, she must notify the Superintendent/Director in writing at least thirty (30) days prior to the date she returns to school.

3.                   When an employee returns to work as prescribed above, she shall be assigned to the same or similar position to the one she held at the commencement of said leave.

E.         The provisions of Option B are as follows:

A female employee who has been employed for at least three (3) consecutive months as a full-time employee, who was absent from such employment for a period of not exceeding eight (8) weeks for the purpose of giving birth, said period to be hereinafter called "maternity leave", and who shall give at least four (4) weeks notice to her employer of her anticipated date of departure and intention to return, shall be restored to her same or similar position with the same status, pay, length of service credit, seniority, whenever applicable, as of the date of her leave.

F.         All benefits to which the employee was entitled at the time her leave of absence commenced, including any unused accumulated sick leave shall, except as otherwise provided herein, be restored to her upon her return. Upon her return, she shall be advanced to the next step on the salary schedule, provided that she has worked a least ninety-one (91) days during the year in which her maternity leave commenced.

G.         A teacher on Maternity Leave Option B shall be eligible to participate in all health and life insurance plans, as described in Article XIII, as if she were not on leave. A teacher on Maternity Leave Option A shall be eligible to participate in all health and life insurance plans, but shall assume the full cost of said plans while on leave.

H.        The provisions of the FMLA shall be applicable to all staff members.

ARTICLE XXVI

Other Leave - General

A.         Any former employee who is reinstated within one year from the date of separation from service shall be credited with the accrued length of service and sick leave attained at the termination of his/her previous service.

B.         Any such employee so reinstated or so employed more than one year and less than two years after separation from service shall be treated as a new employee for the purpose of seniority or sick leave, provided that, at the expiration of one year of continuous service after such reinstatement or employment, he/she shall be credited with the accrued length of service and sick leave attained at the termination of his/her previous service. Any such employee so reinstated or so employed two or more years after separation from service shall not receive credit for a former period of service. This rule shall also apply to a person who transfers from another county or from the service of the Commonwealth.

ARTICLE XXVII

Court Leave

Any employee who is subpoenaed to appear in Court will suffer no loss in pay and will be considered actively employed if he/she is in any way not on a personal day in court, such as for his/her own divorce, etc.

ARTICLE XXVIII

Unpaid Leaves of Absence

A.         Leave of absence without pay may be granted by the Board of Trustees at their discretion.

B.         All benefits to which an employee was entitled at the time the employee's unpaid leave of absence commenced, including, but not limited to, unused accumulated sick leave and length of service credit, will be restored to the employee upon return, and the employee will be assigned to the same or similar position held at the time the leave commenced.

C.         After ten (10) years of service a member of the bargaining unit, upon request to the Board of Trustees, shall be granted one (1) year leave of absence without pay. However, not more than one staff member may exercise such a request during any school year and there must be a six (6) month notification to the Board of Trustees of such a request.

ARTICLE XXIX

Agency Fee

The Trustees agree to require as a condition of employment that all instructors, except those certified as members to the Trustees by the Association, pay annually or by dues deduction to the Association on the 30th day subsequent to the effective date of this agreement, any agency service fee which shall be commensurate with the cost of collective bargaining and contract administration as determined solely by the Association, and which amount shall be certified annually to the Board of Trustees by the Association.

ARTICLE XXX

Dues Deduction

The Board hereby accepts the obligation to authorize all payroll deductions for payment of dues to the Segreganset Teachers' Association, Massachusetts Teachers' Association, National Education Association, as a payroll item, and any one savings plan authorized by the Segreganset Teachers' Association.

ARTICLE XXXI

Seniority

A.         In the event that it becomes necessary to reduce the number of employees included in the bargaining unit because of a decline in pupil enrollment or lack of funds, employees shall be laid off in the inverse order of their initial employment.

B.         An employee whose position has been eliminated shall either (a) be transferred to an open position for which he/she is certified and/or approved under Chapter 74 or (b) replace an employee with the lowest seniority anywhere within the system in an area in which the laid-off employee is certified and/or approved under Chapter 74.

C.         Certified means that the instructor has on file with the Director evidence that he/she possesses the necessary state certification and/or approval under Chapter 74 or can obtain said certification and/or approval under Chapter 74 by the effective day of his/her lay-off.

D.        Seniority means an instructor's length of service in years, months and days in the bargaining unit, provided that the seniority of present instructors as of the effective date of this agreement shall consist of their length of service from their initial date of employment by the Trustees, with no penalty for maternity leave. Instructors shall be credited for seniority purposes with all time spent on any paid leave of absence provided for in this agreement. Seniority shall be assigned for part-time employees based on the percentage of the work day/work year or combination thereof, i.e. Half day schedule all year =  year seniority or full day for half year =  year seniority.

E.         In cases involving identical seniority, retention or recall shall be based on a lottery involving only those individuals with identical seniority.

F.         Instructors who have been laid off shall be entitled to recall rights for a period of two (2) years from the effective date of their respective lay-offs. During the recall period, teachers shall be notified by certified mail to their last address of record, and given preference for positions as they develop in the inverse order of their respective lay-off, and all legally accrued contractual benefits to which the teacher was entitled at the time of the lay-off shall be restored in full upon reemployment within the recall period. During the recall period, teachers who have been laid off shall be given preference on the substitute list if they so notify the Superintendent/Director, in writing, that they desire to be placed on said list.

G.        Services normally performed by a person who has been laid off shall not be performed by anyone who is not a member of the bargaining unit.

H.         Laid-off employees may continue health and life insurance coverage during the recall period as provided by the Trustees and/or County to members of the bargaining unit by forwarding to the County Treasurer the entire premium costs for the group plan. Failure to forward the premium payments to the County Treasurer or refusal to return to employment upon recall will terminate this option.

I.          While members of the bargaining unit continue on lay-off, the Trustees agree not to hire any new instructors unless:

1.                  No instructor on lay-off is certified and/or approved under Chapter 74 to fill the position or could be certified and/or approved under Chapter 74 by the date that the vacancy must be filled.

2.                  All certified instructors on lay-off decline an offer to fill the vacancy.

J.         A list specifying the seniority of each member of the bargaining unit shall be prepared by the Trustees and forwarded to the President of the Association within fifty (50) days following the execution of this agreement. An updated list shall be supplied by the Trustees annually thereafter.

ARTICLE XXXII

Duration

A.         The provisions of this agreement shall become effective on July 1, 2007, and all monies previously approved by the Bristol County Advisory Board effective July 1, 2007, shall be effective and in force. Any monies not approved under this contract, particularly any equitable adjustment under Article XV shall not be effective until approved by the Bristol County Advisory Board and shall be effective and retroactive to July 1, 2007 when approved.

B.         The parties agree to cooperate by using their best efforts to obtain Bristol County Advisory Board funding.

C.         Negotiations for a subsequent agreement will commence on or about October 1, 2009 on all items.

D.         The funding or non-funding of this agreement will not preclude the members of the bargaining unit from receiving any cost of living increase voted by the Bristol County Advisory Board.

E.         Upon ratification of this agreement by the parties, the Trustees shall reduce this agreement to writing and shall cause to have it typed, reproduced and placed in three ring folders so that a copy of this agreement will be provided to each individual covered by this agreement.

F.          During negotiations, any changes agreed to by both parties shall be written and signed by a representative from each side at the meeting where the agreement takes place. Such changes shall be reviewed at the beginning of the next session to be sure that they are correct.

ARTICLE XXXIII

Principles of Evaluation

The parties agree that the following Principles from 603 C.M.R. Section 35 in its entirety are accepted:

1.                   The performance standards shall be measurable.

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

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

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

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

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

7.                   The person being evaluated shall have an opportunity to respond in writing to the evaluation reports.

PREAMBLE TO APPENDICES A, B and C

Pay Scale

1.          The following appendixes depict salaries with percent increases for the following school years:

2007 - 2008 3% increase

2008-2009 3.25% increase

2009-2010:    3.50% increase

The percentage increases will be applied across the salary board as well as to the extra-curricular.

2.                   Newly employed personnel shall be placed on a schedule commensurate with training and experience, subject to available funds.

3.                   Any teacher or long-term substitute (Code 100) who serves one (1) day more than half the on-duty schedule of a position in any year will be entitled to move to the next step of the salary schedule in the following year, if appointed.

4.                   A certification means that a teacher has been certified or approved by the Department of Education.

5.                   Credit beyond Bachelor's degree shall mean graduate course credits unless proper approval is obtained from the Superintendent/Director for undergraduate courses which shall be granted one-half credit, i.e., for an undergraduate course of 3 credits, the applicant would receive one and one-half credits.

6.                   If the instructor by written agreement with the Superintendent/Director takes undergraduate courses, he/she shall receive full graduate course credit.

7.                   Anyone receiving compensation for courses at this time shall not lose said compensation.

PREAMBLE TO APPENDIX D

1.   The Segreganset Teachers' Association and the Board of Trustees agree that they amend the description of the bargaining unit to include the nurse when she becomes (1) certified by the Department of Education, or (2) approved under Chapter 74, or (3) obtains a Bachelor's degree from an accredited school. Until such time the Segreganset Teachers' Association and the Board of Trustees will provisionally agree to the provisions spelled out in the salary schedule. All provisions of the collective bargaining agreement will apply to the nurse except:

A. Work year:

1.                  The nurse will be given the Christmas vacation of the same number of days as the student body.

2.                  2007 - 2008 - The nurse will work 183 days which includes 1 Fall Show day and 2 Parents Nights, and she will continue to do all the home athletic events that she has done for the 1995-96 school year.

3.                  Commencing with the 2009-2010 school year, the work year for the nurse, shall be defined as 184 days which includes a Fall Show day, a professional day, and two evening parent/teacher nights. The first "on duty" day will be the first Tuesday after Labor Day.

2.      The General Laws applicable to Professional Teacher Status shall prevail.

3.      A. Employees whose service is terminated through death, resignation or dismissal shall not be entitled to compensation in lieu of leave not taken, except vacation leave.

B.    Any former employee who is reinstated within one year from the date of separation from service shall be credited with the accrued length of service attained at the termination of his/her previous service, for the purpose of vacation or sick leave.

C.   Any such employee who is reinstated or so employed more than one year and less than two years after separation from service shall be treated as a new employee for the purpose of seniority, vacation, or sick leave, provided that, at the expiration of one year of continuous service after such reinstatement or reemployment, he/she shall be credited with the accrued length of service and leave attained at the termination of his/her previous service.

Any such employee so reinstated or so employed two or more years after separation from service shall not receive credit for former periods of service on account of vacation or sick leave. This rule shall also apply to a person who transfers from another county or from the service of the Commonwealth. In case of transfer from another county or the Commonwealth, the time previously served shall determine the amount of vacation to be granted for future periods, but no vacation or sick leave accumulation shall be granted. Sick leave shall not be credited for leave without pay. Absence with pay is counted as service and sick leave credits accrue for "service".

PREAMBLE TO APPENDIX E

1.                   If a person presently carrying out the duties in Appendix F chooses not to continue in that capacity, then the position shall be posted.

2.                   The Appendix F pay scales for extra-curricular activities are for the years 2007-2008, 2008-2009, 2009-2010.

DATE: _________________________________

SIGNATURES:

PRESIDENT, BOARD OF TRUSTEES:__________________________________________________

MEMBERS OF THE BOARD OF TRUSTEES:

1.       ___________________________________________________________________

2.      ___________________________________________________________________

3.      ___________________________________________________________________

4.      ___________________________________________________________________

5.      ___________________________________________________________________

6.      ___________________________________________________________________

BRISTOL COUNTY AGRICULTURAL HIGH SCHOOL

SUPERINTENDENT/DIRECTOR:

___________________________________________________________________

 

MEMBERS OF THE SEGREGANSET TEACHERS ASSOCIATION NEGOTIATING TEAM

PRESIDENT, S.T.A.

1.      ___________________________________________________________________

2.      ___________________________________________________________________

3.      ___________________________________________________________________

4.      ___________________________________________________________________

5.      ___________________________________________________________________

6.      ___________________________________________________________________

MASSACHUSETTS TEACHERS ASSOCIATION REPRESENTATIVE:

______________________________________________________________________________

EXHIBIT A

M.G.L. c. 71 § 42

§ 42. Discharge of Teachers or Other Employees of the School District.

A principal may dismiss or demote any teacher or other person assigned full-time to the school, subject to the review and approval of the superintendent; and subject to the provisions of this section, the superintendent may dismiss any employee of the school district. In the case of an employee whose duties require him to be assigned to more than one school, and in the case of teachers who teach in more than one school, those persons shall be considered to be under the supervision of the superintendent for all decisions relating to dismissal or demotion for cause.

A teacher who has been teaching in a school system for at least ninety calendar days shall not be dismissed unless he has been furnished with written notice of intent to dismiss and with an explanation of the grounds for the dismissal in sufficient detail to permit the teacher to respond and documents relating to the grounds for dismissal, and, if he so requests, has been given a reasonable opportunity within ten school days after receiving such written notice to review the decision with the principal or superintendent, as the case may be, and to present information pertaining to the basis for the decision and to the teacher's status. The teacher receiving such notice may be represented by an attorney or other representative at such a meeting with the principal or superintendent. Teachers without professional teacher status shall otherwise be deemed employees at will.

A teacher with professional teacher status, pursuant to section forty-one, shall not be dismissed except for inefficiency, incompetency, incapacity, conduct unbecoming a teacher, insubordination or failure on the part of the teacher to satisfy teacher performance standards developed pursuant to section thirty-eight of this chapter or other just cause.

A teacher with professional teacher status may seek review of a dismissal decision within thirty days after receiving notice of his dismissal by filing a petition for arbitration with the commissioner. The commissioner shall forward to the parties a list of three arbitrators provided by the American Arbitration Association. Each person on the list shall be accredited by the National Academy of Arbitrators. The parties each shall have the right to strike one of the three arbitrators' names if they are unable to agree upon a single arbitrator from amongst the three. The arbitration shall be conducted in accordance with the rules of the American Arbitration Association to be consistent with the provisions of this section. The parties each shall have the right to strike one of the three arbitrators' names if they are unable to agree upon a single arbitrator from amongst the three. The board of education shall determine the process for selecting arbitrators for the pool. The fee for the arbitration shall be split equally between the two parties involved in the arbitration.

At the arbitral hearing, the teacher and the school district may be represented by an attorney or other representative, present evidence, and call witnesses and the school district shall have the burden of proof. In determining whether the district has proven grounds for dismissal consistent with this section, the arbitrator shall consider the best interests of the pupils in the district and the need for elevation of performance standards.

The arbitrator's decision shall be issued within one month from the completion of the arbitral hearing, unless all parties involved agree otherwise, and shall contain a detailed statement of the reasons for the decision. Upon a finding that the dismissal was improper under the standards set forth in this section, the arbitrator may award back pay, benefits, reinstatement, and any other appropriate non-financial relief or any combination thereof. Under no circumstances shall the arbitrator award punitive, consequential, or nominal damages, or compensatory damages other than back pay, benefits or reinstatement. In the event the teacher is reinstated, the period between the dismissal and reinstatement shall be considered to be time served for purposes of employment. The arbitral decision shall be subject to judicial review as provided in chapter one hundred and fifty C. With the exception of other remedies provided by statute, the remedies provided hereunder shall be the exclusive remedies available to teachers for wrongful termination. The rules governing this arbitration procedure shall be the rules of the American Arbitration Association as pertains to arbitration.

Neither this section nor section forty-one shall affect the right of a superintendent to lay off teachers pursuant to reductions in force or reorganization resulting from declining enrollment or other budgetary reasons. No teacher with professional teacher status shall be laid off pursuant to a reduction in force or reorganization if there is a teacher without such status for whose position the covered employee is currently certified. No teacher with such status shall be displaced by a more senior teacher with such status in accordance with the terms of a collective bargaining agreement or otherwise unless the more senior teacher is currently qualified pursuant to section thirty-eight G for the junior teacher's position.

INSTRUMENTS OF EVALUATION

BRISTOL COUNTY AGRICULTURAL HIGH SCHOOL Dighton, Massachusetts

Teacher Evaluation Instrument 200__-200_

The Committee on Teacher Evaluation has developed this written instrument of performance standards in compliance with the Education Reform Act and pursuant to Mass. General Laws Chapter 69, Section 1B and Chapter 71, Section 38 and the "Regulations on Evaluations of Teachers and Administrators" (603 CMR 35.00). It is the expressed intent that this instrument be viewed as a positive, informative method of enhancing professional performance by all those involved in the evaluation process.

The fundamental purpose of evaluation is to design and develop alternative and effective techniques of teaching. Teaching will benefit from evaluation by expanding their methods of addressing students' needs. The evaluation process can and will improve teacher's teaching and have a direct correlation in improving students' performances and success.

Effective evaluation and effective teaching identify and define specific goals for successful learning. The Administration will make every reasonable attempt to complete evaluations by May 31, 200.______________________________________

 

 

Meets Standards

Does not Meet Standards

I.

Knowledge of Curriculum

 

 

A.

Keeps current in field

(_____)

(_____)

B.

Frames subject matter through plans, lessons, and assessments    

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the teacher needs to do the following:

 

 

II.

Curriculum and Instruction - Effective Planning & Assessment

 

 

A.

Lesson preparation and presentation indicate that effective planning has occurred.

(_____)

(_____)

B.

Plans and varies student assessment format to accommodate different learning styles.

(_____)

(_____)

C.

Maintains accurate, written records of student's attendance, grades, and assignments.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the teacher needs to do the following:

 

 

III.

Management of Classroom Environment

 

 

A.

Provides an environment conducive to learning and involvement.

(_____)

(_____)

B.

Sets standards of mutual respect, behavior and safety appropriate for class/lab/shop.

(_____)

(_____)

C.

Provides proper maintenance and storage of tools and equipment as well as current inventory of supplies.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the teacher needs to do the following:

 

 

IV.

Instruction

 

 

A.

Provides learning experiences through various learning styles.   

(_____)

(_____)

B.

Integrates a variety of instructional techniques which may include visual, auditory, written, etc.

(_____)

(_____)

C.

Various aides are used to lend enrichment to the lesson.

(_____)

(_____)

D.

Stimulates independent thinking and the development of ideas through questioning techniques.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the teacher needs to do the following:

 

 

V.

Expectations for Student Achievement

 

 

A.

Communicates expectations and standards of excellence to students.

(_____)

(_____)

B.

Accommodates students needing extra help.

(_____)

(_____)

C.

Students are involved in learning activities.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the teacher needs to do the following:

 

 

VI.

Equity and Diversity

 

 

A.

Adapts the learning environment to accommodate the needs of diverse students.

(_____)

(_____)

B.

Demonstrates to students: respect, fairness, courtesy, and a positive attitude.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the teacher needs to do the following:

 

 

VII

VII. Professional Responsibility

 

 

A.

The teacher takes advantage of professional opportunities when they are available.

(_____)

(_____)

B.

Utilizes all possible resources to develop the best possible curriculum, instruction, and" school programs.

(_____)

(_____)

C.

Contributes to improvements in curriculum.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the teacher needs to do the following:

 

 

Signature Sheet

A signature indicates that the teacher involved has read the evaluation. The signature does not necessarily indicate total agreement.

Observation Date and Length:

Conference Date:

Comments:

__________________________________                _______________________________

Evaluator's Signature/Date                                                       Teacher's Signature/Date

BRISTOL COUNTY AGRICULTURAL HIGH SCHOOL Dighton, Massachusetts

Guidance Evaluation Instrument 200_-200_

The Committee on Teacher Evaluation has developed this written instrument of performance standards in compliance with the Education Reform Act and pursuant to Mass. General Laws Chapter 69, Section 1B and Chapter 71, Section 38 and the "Regulations on Evaluations of Teachers and Administrators" (603 CMR 35.00). It is the expressed intent that this instrument be viewed as a positive, informative method of enhancing professional performance by all those involved in the evaluation process.

The fundamental purpose of evaluation is to design and develop effective techniques of designing and delivering guidance services. Guidance staff will benefit from evaluation by expanding their methods of addressing student needs. The evaluation process can and will improve one's ability and have a direct correlation in improving students' performance and success.

Effective evaluation and effective guidance identify and define specific goals for successful learning.

The Administration will make every reasonable attempt to complete evaluation by May 31, 200_.

 

 

Meets Standards

Does not Meet Standards

I.

Competence

 

 

A.

Keeps current in the practice and techniques of counseling   

(_____)

(_____)

B.

Participates in workshops, seminars, and classes when available.

(_____)

(_____)

C.

Uses counseling strategies appropriate to student needs.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the guidance counselor needs to do the following:

 

 

II.

Management

 

 

A.

Maintains records of conferences, testing, placement, and student inventory.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the guidance counselor needs to do the following:

 

 

III.

Service Responsibility

 

 

A.

Provides an atmosphere conducive to counseling.

(_____)

(_____)

B.

Demonstrates sensitivity to students.

(_____)

(_____)

C.

Maintains an open, unbiased, professional atmosphere for counseling.

(_____)

(_____)

D.

Uses various counseling techniques and modifications to accommodate students' needs.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the guidance counselor needs to do the following:

 

 

IV.

 Student Relationships

 

 

A.

Demonstrates concern and respect.

(_____)

(_____)

B

Encourages responsibility in decision making.

(_____)

(_____)

C.

Supports student initiated conferences, et.al, to assist with problem solving.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the guidance counselor needs to do the following:

 

 

V.

Teacher Relationships

 

 

A.

Supports teachers' referrals in a timely fashion

(_____)

(_____)

B.

Promotes teacher involvement in solving educational problems.

(_____)

(_____)

C.

Provide neutral counseling and input in teacher-student conflicts.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the guidance counselor needs to do the following:

 

 

VI.

Duties

 

 

A.

Administers pre-vocational functions, sets and maintains student inventories, and performs informational services.

(_____)

(_____)

B.

Provides appropriate placement and follow-up services for college and work.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the guidance counselor needs to do the following:

 

 

VII.

Professional Responsibilities

 

 

A.

Demonstrates professionalism with students, staff, parents, and community

(_____)

(_____)

B.

Performs professional duties promptly, efficiently, and with appropriate boundaries.

(_____)

(_____)

C.

Works with colleagues to improve and develop curriculum, school programs, and effective instruction

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the guidance counselor needs to do the following:

 

 

 

Signature Sheet

A signature indicates that the guidance counselor involved has read the evaluation. The signature does not necessarily indicate total agreement.

Observation Date and Length:

Conference Date:

Comments:

____________________________                            ______________________________

Evaluator's Signature/Date                                           Guidance Counselor's Signature/Date

BRISTOL COUNTY AGRICULTURAL HIGH SCHOOL Dighton, Massachusetts

School Nurse Evaluation Instrument 200_-200_

The Committee on Nurse Evaluation has developed this written instrument of performance standards in compliance with the Education Reform Act and pursuant to Mass. General Laws Chapter 69, Section 1B and Chapter 71, Section 38 and the "Regulations on Evaluations of Nurses and Administrators" (603 CMR 35.00). It is the expressed intent that this instrument be viewed as a positive, informative method of enhancing professional performance by all those involved in the evaluation process.

This instrument is designed to accurately assess the performance of the school nurse in his or her professional duties. The fundamental purpose is to identify ways and means of improving the performance of these duties. In so much as the role of the school nurse is constantly expanding and the number of responsibilities increasing, new ideas and views resulting from this evaluation will insure more effective ways of providing successful health care to student and staff.

The Administration will make every reasonable attempt to complete evaluations by May 31, 200______________.

NURSE EVALUATION

 

 

Meets Standards

Does not Meet Standards

I.

Currency in Nursing

 

 

A.

Keeps current in field.

(_____)

(_____)

B.

Nurse exhibits knowledge of nursing care.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the nurse needs to do the following:

 

 

II.

Effective Management of Health Room Office

 

 

A.

Works as a member of the school staff following the medical procedures and policies set by the Department of Public Health and Education and in conjunction with school administration.

(_____)

(_____)

B.

Supervises the maintenance of facilities for First Aid, sickness, and for pupil and parent conferences.

(_____)

(_____)

C.

Initiates, organizes, sets up, and maintains appropriate records for medical examinations, immunizations, medical tests, and clinics.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the nurse needs to do the following:

 

 

III.

Effective Nursing

 

 

A.

Provides counseling, guidance, and health information to students, parents, and school personnel.

(_____)

(_____)

B.

Exercises sound nursing judgment regarding the disposition of ill or injured students at school in accordance with established policies.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the nurse needs to do the following:

 

 

IV.

Promotion of High Standards and Good Health Care

 

 

A.

Conducts test for sight and hearing, processes the results, and implements recommendations.

(_____)

(_____)

B.

Provides instruction and guidance to students relative to personal health, First Aid, etc., as a resource person.

(_____)

(_____)

C.

Works cooperatively with staff on curriculum, instruction, and programs when requested.

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the nurse needs to do the following:

 

 

V.

Provides Nursing Care with Equity and Diversity to all Students, including but not limited to: Child & Drug Abuse, Pregnancy and Nutrition

 

 

A.

Responds to health problems including but not limited to the following: Child abuse and neglect

(_____)

(_____)

 

1.Drug use and abuse

 

 

 

2. Human nutrition

 

 

 

3.Teenage pregnancy

 

 

B.

Demonstrates to students: respect, fairness, courtesy and a positive attitude

(_____)

(_____)

VI.

Fulfillment of Professional Responsibilities

 

 

A.

The nurse takes advantage of professional opportunities when they are available and maintains the minimum C.E.U.'s required.

(_____)

(_____)

B.

Demonstrates integrity in exercising professional duties.

(_____)

(_____)

C.

Performs assigned duties in a timely manner.

(_____)

(_____)

D.

Uses appropriate safety precautions at all times

(_____)

(_____)

E.

Maintains professional boundaries with students

(_____)

(_____)

 

Comments:

 

 

 

To meet the performance standards, the nurse needs to do the following:

 

 

 

Signature Sheet

A signature indicates that the nurse involved has read the evaluation. The signature does not necessarily indicate total agreement.

Observation Date and Length:

______________________________________________________________________________

Conference Date:

______________________________________________________________________________

Comments:

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

____________________________                            _______________________________

Evaluator's Signature/Date                                           Nurse's Signature/Date

STA TEACHERS - 7 STEP 2008-2010

Instructors

Step

BA

BA+15

Masters

Masters + 15

2007-2008

1

$38,426.49

$39,498.09

$40,569.68

$41,641.28

3%

2

$42,107.51

$43,179.11

$44,250.71

$45,322.31

183 DAYS

3

$45,435.57

$46,507.16

$47,578.76

$48,650.35

 

4

$49,469.57

$50,541.16

$51,612.76

$52,684.35

 

5

$53,150.59

$54,222.16

$55,293.77

$56,365.38

 

6

$56,831.59

$57,903.19

$58,974.78

$60,046.36

 

7

$59,812.37

$60,883.95

$61,955.55

$63,027.14

 

Instructors

Step

CAGS/MA+30

CAGS+15/MA+45

CAGS+30/MA+60/ PhD

2007-2008

1

$42,712.87

$43,784.46

$44,856.06

3%

2

$46,393.90

$47,465.50

$48,537.10

183 DAYS

3

$49,721.94

$50,793.54

$51,865.14

 

4

$53,755.95

$54,827.55

$55,899.14

 

5

$57,436.97

$58,508.57

$59,580.17

 

6

$61,117.96

$62,189.56

$63,261.16

 

7

$64,098.74

$65,170.34

$66,241.94

 

Instructors

Step

BA

BA+15

Masters

Masters + 15

2008-2009

1

$39,675.35

$40,781.78

$41,888.20

$42,994.62

3.25%

2

$43,476.01

$44,582.43

$45,688.86

$46,795.28

183 DAYS

3

$46,912.22

$48,018.64

$49,125.07

$50,231.48

 

4

$51,077.33

$52,183.75

$53,290.17

$54,396.60

 

5

$54,877.98

$55,984.38

$57,090.82

$58,197.25

 

6

$58,678.61

$59,785.04

$60,891.46

$61,997.87

 

7

$61,756.27

$62,862.68

$63,969.10

$65,075.53

 

Instructors

Step

CAGS/MA+30

CAGS+15/MA+45

CAGS+30/MA+60/ PhD

2008-2009

1

$44,101.03

$45,207.46

$46,313.88

3.25%

2

$47,901.70

$49,008.13

$50,114.55

183 DAYS

3

$51,337.91

$52,444.33

$53,550.75

 

4

$55,503.02

$56,609.44

$57,715.87

 

5

$59,303.68

$60,410.10

$61,516.52

 

6

$63,104.30

$64,210.72

$65,317.14

 

7

$66,181.95

$67,288.37

$68,394.80

 

Instructors

Step

BA

BA+15

Masters

Masters + 15

2009-2010

1

$41,063.99

$42,209.14

$43,354.29

$44,499.44

3.50%

2

$44,997.67

$46,142.81

$47,287.97

$48,433.12

184 DAYS

3

$48,554.15

$49,699.30

$50,844.45

$51,989.58

 

4

$52,865.03

$54,010.18

$55,155.33

$56,300.48

 

5

$56,798.71

$57,943.84

$59,088.99

$60,234.16

 

6

$60,732.36

$61,877.52

$63,022.66

$64,167.80

 

7

$63,917.74

$65,062.87

$66,208.02

$67,353.17

 

Instructors

Step

CAGS/MA+30

CAGS+15/MA+45

CAGS+30/MA+60/ PhD

2009-2010

1

$45,644.57

$46,789.72

$47,934.87

3.50%

2

$49,578.26

$50,723.41

$51,868.56

184 DAYS

3

$53,134.73

$54,279.88

$55,425.03

 

4

$57,445.62

$58,590.77

$59,735.92

 

5

$61,379.30

$62,524.45

$63,669.60

 

6

$65,312.95

$66,458.09

$67,603.24

 

7

$68,498.32

$69,643.47

$70,788.62

 

Instructors

Step

BA

BA + 15

Masters

Masters + 15

2007-2008

1

$38,426.49

$39,498.09

$40,569.68

$41,641.28

3%

2

$40,802.70

$41,874.30

$42,945.89

$44,017.49

183 DAYS

3

$43,178.91

$44,250.51

$45,322.10

$46,393.70

 

4

$45,555.11

$46,626.71

$47,698.30

$48,769.90

 

5

$47,931.32

$49,002.92

$50,074.51

$51,146.11

 

6

$50,307.53

$51,379.13

$52,450.72

$53,522.32

 

7

$52,683.74

$53,755.33

$54,826.93

$55,898.52

 

8

$55,059.95

$56,131.54

$57,203.14

$58,274.73

 

9

$57,436.16

$58,507.74

$59,579.34

$60,650.94

 

10

$59,812.37

$60,883.95

$61,955.55

$63,027.14

 

Instructors

Step

CAGS/MA+30

CAGS+15/MA+45

CAGS+30/MA+60/ PhD

2007-2008

1

$42,712.86

$43,784.47

$44,856.06

3%

2

$45,089.07

$46,160.67

$47,232.27

183 DAYS

3

$47,465.28

$48,536.88

$49,608.47

 

4

$49,841.49

$50,913.09

$51,984.68

 

5

$52,217.70

$53,289.30

$54,360.89

 

6

$54,593.91

$55,665.50

$56,737.10

 

7

$56,970.12

$58,041.71

$59,113.31

 

8

$59,346.33

$60,417.92

$61,489.52

 

9

$61,722.53

$62,794.13

$63,865.73

 

10

$64,098.74

$65,170.34

$66,241.94

 

Instructors

Step

BA

BA+15

Masters

Masters + 15

2008-2009

1

$39,675.35

$40,781.78

$41,888.20

$42,994.62

3.25%

2

$42,128.78

$43,235.21

$44,341.63

$45,448.06

183 DAYS

3

$44,582.22

$45,688.65

$46,795.06

$47,901.49

 

4

$47,035.66

$48,142.08

$49,248.50

$50,354.92

 

5

$49,489.09

$50,595.51

$51,701.93

$52,808.36

 

6

$51,942.53

$53,048.95

$54,155.37

$55,261.79

 

7

$54,395.96

$55,502.38

$56,608.80

$57,715.22

 

8

$56,849.40

$57,955.81

$59,062.24

$60,168.66

 

9

$59,302.83

$60,409.25

$61,515.67

$62,622.09

 

10

$61,756.27

$62,862.68

$63,969.11

$65,075.52

 

Instructors

Step

CAGS/MA+30

CAGS+15/MA+45

CAGS+30/MA+60/ PhD

2008-2009

1

$44,101.03

$45,207.46

$46,313.88

3.25%

2

$46,554.47

$47,660.90

$48,767.31

183 DAYS

3

$49,007.90

$50,114.33

$51,220.75

 

4

$51,461.34

$52,567.76

$53,674.19

 

5

$53,914.77

$55,021.20

$56,127.62

 

6

$56,368.21

$57,474.63

$58,581.06

 

7

$58,821.65

$59,928.07

$61,034.49

 

8

$61,275.08

$62,381.50

$63,487.93

 

9

$63,728.52

$64,834.94

$65,941.36

 

10

$66,181.95

$67,288.37

$68,394.80

 

Instructors

Step

BA

BA+15

Masters

Masters + 15

2009-2010

1

$41,063.99

$42,209.14

$43,354.28

$44,499.44

3.50%

2

$43,603.29

$44,748.45

$45,893.59

$47,038.74

184 DAYS

3

$46,142.60

$47,287.75

$48,432.89

$49,578.04

 

4

$48,681.90

$49,827.05

$50,972.20

$52,117.35

 

5

$51,221.21

$52,366.36

$53,511.50

$54,656.65

 

6

$53,760.52

$54,905.66

$56,050.81

$57,195.95

 

7

$56,299.82

$57,444.96

$58,590.11

$59,735.26

 

8

$58,839.13

$59,984.27

$61,129.42

$62,274.56

 

9

$61,378.43

$62,523.57

$63,668.72

$64,813.86

 

10

$63,917.74

$65,062.87

$66,208.02

$67,353.17

 

2009-2010

1

CAGS/MA+30

CAGS+15/MA+45

CAGS+30/MA+60/ PhD

3.50%

2

$45,644.57

$46,789.72

$47,934.86

184 DAYS

3

$48,183.87

$49,329.03

$50,474.17

 

4

$50,723.18

$51,868.33

$53,013.48

 

5

$53,262.49

$54,407.64

$55,552.78

 

6

$55,801.79

$56,946.94

$58,092.09

 

7

$58,341.10

$59,486.25

$60,631.39

 

8

$60,880.40

$62,025.55

$63,170.70

 

9

$63,419.71

$64,564.85

$65,710.01

 

10

$65,959.02

$67,104.16

$68,249.31

 

 

$68,498.32

$69,643.46

$70,788.62

STA DIVISION HEADS

7 STEP

2008-2010

Division Heads

Step

BA

 

BA+15

 

Masters

 

Masters+15

2007-2008

1

$41,500.62

$

42,657.93

$

43,815.24

$

44,972.54

3%

2

$45,476.13

$

46,633.44

$

47,790.75

$

48,948.06

183 DAYS

3

$49,070.38

$

50,227.69

$

51,385.00

$

52,542.31

 

4

$53,427.13

$

54,584.44

$

55,741.75

$

56,899.06

 

5

$57,402.62

$

58,559.93

$

59,717.24

$

60,874.55

 

6

$61,378.10

$

62,535.41

$

63,692.72

$

64,850.03

 

7

$64,597.36

$

65,754.67

$

66,911.98

$

68,069.28

 

 

 

 

 

 

 

 

 

 

Division Heads

Step

 

 

CAGS/MA+30

 

CAGS+15/MA+45

 

CAGS+30/MA+60/ PhD

2007-2008

1

 

$

46,129.85

$

47,287.16

$

48,444.47

3%

2

 

$

50,105.37

$

51,262.68

$

52,419.99

183 DAYS

3

 

$

53,699.62

$

54,856.93

$

56,014.25

 

4

 

$

58,056.37

$

59,213.69

$

60,371.00

 

5

 

$

62,031.86

$

63,189.17

$

64,346.48

 

6

 

$

66,007.34

$

67,164.65

$

68,321.96

 

7

 

$

69,226.59

$

70,383.90

$

71,541.21

 

Division Heads

Step

BA

BA+15

Masters

Masters + 15

2008-2009

1

$42,849.39

$44,044.31

$45,239.23

$46,434.14

3.25%

2

$46,954.10

$48,149.03

$49,343.95

$50,538.87

183 DAYS

3

$50,665.17

$51,860.09

$53,055.02

$54,249.94

 

4

$55,163.51

$56,358.44

$57,553.36

$58,748.28

 

5

$59,268.21

$60,463.13

$61,658.05

$62,852.98

 

6

$63,372.89

$64,567.81

$65,762.73

$66,957.66

 

7

$66,696.77

$67,891.69

$69,086.62

$70,281.53

 

Division Heads

Step

CAGS/MA+30

CAGS+15/MA+45

CAGS+30/MA+60/ PhD

2008-2009

1

$47,629.07

$48,823.99

$50,018.91

3.25%

2

$51,733.80

$52,928.72

$54,123.64

183 DAYS

3

$55,444.86

$56,639.78

$57,834.71

 

4

$59,943.21

$61,138.13

$62,333.05

 

5

$64,047.90

$65,242.82

$66,437.75

 

6

$68,152.58

$69,347.50

$70,542.42

 

7

$71,476.45

$72,671.37

$73,866.30

 

Division Heads

Step

BA

BA+15

Masters

Masters +15

2009-2010

1

$44,349.12

$45,585.86

$46,822.61

$48,059.34

3.50%

2

$48,597.50

$49,834.24

$51,070.99

$52,307.73

184 DAYS

3

$52,438.45

$53,675.20

$54,911.94

$56,148.69

 

4

$57,094.24

$58,330.98

$59,567.73

$60,804.47

 

5

$61,342.59

$62,579.34

$63,816.08

$65,052.83

 

6

$65,590.94

$66,827.68

$68,064.43

$69,301.17

 

7

$69,031.16

$70,267.90

$71,504.65

$72,741.38

 

Division Heads

Step

CAGS/MA+30

CAGS+15/MA+45

CAGS+30/MA+60/ PhD

2009-2010

1

$49,296.08

$50,532.83

$51,769.58

3.50%

2

$53,544.48

$54,781.23

$56,017.97

184 DAYS

3

$57,385.43

$58,622.18

$59,858.92

 

4

$62,041.22

$63,277.96

$64,514.71

 

5

$66,289.58

$67,526.32

$68,763.07

 

6

$70,537.92

$71,774.66

$73,011.41

 

7

$73,978.13

$75,214.87

$76,451.62

 

STA DIVISION HEADS

10 STEP

2008-2010

Division Heads

Step

BA

BA +15

Masters

Masters + 15

2007-2008

1

$41,500.62

$42,657.92

$43,815.24

$44,972.54

3%

2

$44,066.92

$45,224.23

$46,381.54

$47,538.84

183 DAYS

3

$46,633.23

$47,790.54

$48,947.85

$50,105.14

 

4

$49,199.53

$50,356.84

$51,514.15

$52,671.45

 

5

$51,765.83

$52,923.14

$54,080.45

$55,237.76

 

6

$54,332.14

$55,489.45

$56,646.76

$57,804.06

 

7

$56,898.45

$58,055.75

$59,213.06

$60,370.36

 

8

$59,464.75

$60,622.06

$61,779.36

$62,936.67

 

9

$62,031.05

$63,188.37

$64,345.67

$65,502.97

 

10

$64,597.36

$65,754.66

$66,911.97

$68,069.28

 

Division Heads

Step

CAGS/MA+30

CAGS + 15/MA+45

CAGS+30/MA+60/ PhD

2007-2008

1

$46,129.85

$47,287.16

$48,444.46

3%

2

$48,696.15

$49,853.46

$51,010.77

183 DAYS

3

$51,262.46

$52,419.77

$53,577.08

 

4

$53,828.76

$54,986.08

$56,143.38

 

5

$56,395.06

$57,552.37

$58,709.69

 

6

$58,961.37

$60,118.68

$61,275.99

 

7

$61,527.68

$62,684.99

$63,842.29

 

8

$64,093.97

$65,251.29

$66,408.60

 

9

$66,660.28

$67,817.59

$68,974.91

 

10

$69,226.59

$70,383.90

$71,541.20

 

Division Heads

Step

BA

BA+15

Masters

Masters + 15

2008-2009

1

$42,849.39

$44,044.31

$45,239.24

$46,434.15

3.25%

2

$45,499.10

$46,694.02

$47,888.94

$49,083.85

183 DAYS

3

$48,148.81

$49,343.73

$50,538.65

$51,733.56

 

4

$50,798.51

$51,993.44

$53,188.36

$54,383.27

 

5

$53,448.22

$54,643.14

$55,838.06

$57,032.98

 

6

$56,097.93

$57,292.85

$58,487.78

$59,682.70

 

7

$58,747.65

$59,942.57

$61,137.49

$62,332.40

 

8

$61,397.36

$62,592.28

$63,787.19

$64,982.11

 

9

$64,047.06

$65,241.99

$66,436.90

$67,631.82

 

10

$66,696.77

$67,891.69

$69,086.61

$70,281.53

 

Division Heads

Step

CAGS/MA+30

CAGS+15/MA+45

CAGS+30/MA+60/ PhD

2008-2009

1

$47,629.07

$48,823.99

$50,018.91

3.25%

2

$50,278.78

$51,473.70

$52,668.62

183 DAYS

3

$52,928.49

$54,123.41

$55,318.33

 

4

$55,578.19

$56,773.12

$57,968.04

 

5

$58,227.90

$59,422.82

$60,617.76

 

6

$60,877.62

$62,072.54

$63,267.46

 

7

$63,527.33

$64,722.25

$65,917.17

 

8

$66,177.03

$67,371.96

$68,566.88

 

9

$68,826.74

$70,021.66

$71,216.59

 

10

$71,476.45

$72,671.37

$73,866.29

 

Division Heads

Step

BA

BA+15

Masters

Masters + 15

2009-2010

1

$44,349.11

$45,585.86

$46,822.61

$48,059.34

3.50%

2

$47,091.57

$48,328.31

$49,565.05

$50,801.78

184 DAYS

3

$49,834.02

$51,070.76

$52,307.50

$53,544.23

 

4

$52,576.46

$53,813.21

$55,049.95

$56,286.69

 

5

$55,318.91

$56,555.65

$57,792.40

$59,029.14

 

6

$58,061.36

$59,298.10

$60,534.85

$61,771.59

 

7

$60,803.81

$62,040.56

$63,277.30

$64,514.03

 

8

$63,546.27

$64,783.01

$66,019.74

$67,256.48

 

9

$66,288.71

$67,525.46

$68,762.19

$69,998.93

 

10

$69,031.16

$70,267.90

$71,504.64

$72,741.39

 

Division Heads

Step

CAGS/MA+30

CAGS +15/MA+45

CAGS+30/MA+60/ PhD

2009-2010

1

$49,296.09

$50,532.83

$51,769.57

3.50%

2

$52,038.54

$53,275.28

$54,512.02

184 DAYS

3

$54,780.99

$56,017.73

$57,254.47

 

4

$57,523.43

$58,760.18

$59,996.93

 

5

$60,265.88

$61,502.62

$62,739.38

 

6

$63,008.33

$64,245.08

$65,481.82

 

7

$65,750.78

$66,987.53

$68,224.27

 

8

$68,493.22

$69,729.98

$70,966.72

 

9

$71,235.68

$72,472.42

$73,709.17

 

10

$73,978.13

$75,214.87

$76,451.61

 

STA NURSES SCHEDULE - 7 STEPS

 

2007-2008

2008-2009

2009-2010

 

3%

3.25%

3.50%

 

183 DAYS

183 DAYS

184 DAYS

Step

 

 

 

1

$29,115.26

$30,061.50

$31,113.66

2

$31,123.27

$32,134.77

$33,259.49

3

$33,179.31

$34,257.64

$35,456.66

4

$35,364.35

$36,513.69

$37,791.67

5

$37,147.25

$38,354.54

$39,696.94

6

$39,155.28

$40,427.83

$41,842.80

7

$41,198.93

$42,537.90

$44,026.73

NOTE: AS OF SEPT. 2001 - IF AND WHEN A NEW NURSE IS HIRED THAT NURSE WOULD HAVE A 10 STEP SCHEDULE

STA EXTRA-CURRICULAR 2008-2010

 

 

2007-2008

 

 

 

3%

 

 

Step 1

Step 2

Step3

Positions

 

 

 

Athletic Director

$2,956.74

$3,112.36

$3,579.23

VARSITY Boys B-Ball

$3,345.79

$4,201.70

$5,135.40

JV Boys B-Ball

$2,489.90

$2,956.75

$4,668.54

VARSITY Girls B-Ball

$3,345.79

$4,201.70

$5,135.40

JV Girls B-Ball

$2,489.90

$2,956.75

$4,668.54

VARSITY Cross Country

$2,824.48

$3,151.27

$3,478.08

JV Cross Country

$2,100.83

$2,412.08

$2,770.02

VARSITY Girls V-Ball

$2,824.48

$3,151.27

$3,478.08

JV Girls Volleyball

$2,100.83

$2,412.08

$2,770.02

Cheering Advisor

$1,789.63

$2,100.83

$2,412.07

Academic Dept. Heads

$1,789.63

$2,100.83

$2,412.07

Stud. Council Advisor

$1,556.19

$1,711.80

$1,867.42

FFA Advisors

$3,345.79

$4,201.70

$5,135.40

Fall Show Advisors

$1,206.05

$1,361.67

$1,517.28

Pole Barn Advisors (2)

$750.00

$750.00

$750.00

Yearbook Advisors

$1,789.63

$2,100.83

$2,412.07

Alumni Coordinator

$1,322.76

$1,478.37

$1,633.99

Newspaper Advisor

$1,322.76

$1,478.37

$1,633.99

Audio Visual Coord.

$1,478.37

$1,633.99

$1,789.63

FFA Judging Coaches

$186.75

$186.75

$186.75

Evening School Coord.

$1,400.56

$1,400.56

$1,400.56

Evening Sch. Instructor

$933.71

$933.71

$933.71

Lockers

$311.24

$311.24

$311.24

Tutoring/hour

$32.60

$32.60

$32.60

Saturday Detention

$32.60

$32.60

$32.60

Parking Lot Supervisors

$805.89

$805.89

$805.89

Tech Prep

$1,253.87

$1,253.87

$1,253.87

School to Work

Per Grant

Per Grant

Per Grant

MCAS/Summer Prog.

Per Grant

Per Grant

Per Grant

Jr. Sr. Prom Advisor

$852.14

$852.14

$852.14

Corridor Supervision & Student Arrivals

$774.88

$774.88

$774.88

Vocational Curriculum Coordinator

$5,150.00

$5,150.00

$5,150.00

Academic Curriculum Coordinator

$5,150.00

$5,150.00

$5,150.00

Class Advisors (4)

$1,600.00

$1,600.00

$1,600.00

National Honor Society Advisor

$1,556.19

$1,711.80

$1,867.42

 

 

 

2008-2009

 

 

 

3.25%

 

 

Step 1

Step 2

Step3

Positions

 

 

 

Athletic Director

$3,052.83

$3,213.51

$3,695.55

VARSITY Boys B-Ball

$3,454.53

$4,338.25

$5,302.31

JV Boys B-Ball

$2,570.82

$3,052.84

$4,820.27

VARSITY Girls B-Ball

$3,454.53

$4,338.25

$5,302.31

JV Girls B-Ball

$2,570.82

$3,052.84

$4,820.27

VARSITY Cross Country

$2,916.28

$3,253.69

$3,591.12

JV Cross Country

$2,169.11

$2,490.47

$2,860.05

VARSITY Girls V-Ball

$2,916.28

$3,253.69

$3,591.12

JV Girls Volleyball

$2,169.11

$2,490.47

$2,860.05

Cheering Advisor

$1,847.79

$2,169.11

$2,490.46

Academic Dept. Heads

$1,847.79

$2,169.11

$2,490.46

Stud. Council Advisor

$1,606.76

$1,767.44

$1,928.11

FFA Advisors

$3,454.53

$4,338.25

$5,302.31

Fall Show Advisors

$1,245.25

$1,405.92

$1,566.59

Pole Barn Advisors (2)

$774.38

$774.38

$774.38

Yearbook Advisors

$1,847.79

$2,169.11

$2,490.46

Alumni Coordinator

$1,365.75

$1,526.42

$1,687.09

Newspaper Advisor

$1,365.75

$1,526.42

$1,687.09

Audio Visual Coord.

$1,526.42

$1,687.09

$1,847.79

FFA Judging Coaches

$192.82

$192.82

$192.82

Evening School Coord.

$1,446.08

$1,446.08

$1,446.08

Evening Sch. Instructor

$964.05

$964.05

$964.05

Lockers

$321.36

$321.36

$321.36

Tutoring/hour

$33.66

$33.66

$33.66

Saturday Detention

$33.66

$33.66

$33.66

Parking Lot Supervisors

$832.08

$832.08

$832.08

Tech Prep

$1,294.62

$1,294.62

$1,294.62

School to Work

Per Grant

Per Grant

Per Grant

MCAS/Summer Prog.

Per Grant

Per Grant

Per Grant

Jr. Sr. Prom Advisor

$879.83

$879.83

$879.83

Corridor Supervision & Student Arrivals

$800.06

$800.06

$800.06

Vocational Curriculum Coordinator

$5,317.38

$5,317.38

$5,317.38

Academic Curriculum Coordinator

$5,317.38

$5,317.38

$5,317.38

Class Advisors (4)

$1,652.00

$1,652.00

$1,652.00

National Honor Society Advisor

$1,606.76

$1,767.44

$1,928.11

 

 

 

2009-2010

 

 

 

3.50%

 

 

Step 1

Step 2

Step3

Positions

 

 

 

Athletic Director

$3,159.68

$3,325.99

$3,824.90

VARSITY Boys B-Ball

$3,575.44

$4,490.09

$5,487.89

JV Boys B-Ball

$2,660.80

$3,159.69

$4,988.98

VARSITY Girls B-Ball

$3,575.44

$4,490.09

$5,487.89

JV Girls B-Ball

$2,660.80

$3,159.69

$4,988.98

VARSITY Cross Country

$3,018.35

$3,367.56

$3,716.81

JV Cross Country

$2,245.03

$2,577.64

$2,960.15

VARSITY Girls V-Ball

$3,018.35

$3,367.56

$3,716.81

JV Girls Volleyball

$2,245.03

$2,577.64

$2,960.15

Cheering Advisor

$1,912.46

$2,245.03

$2,577.63

Academic Dept. Heads

$1,912.46

$2,245.03

$2,577.63

Stud. Council Advisor

$1,663.00

$1,829.30

$1,995.59

FFA Advisors

$3,575.44

$4,490.09

$5,487.89

Fall Show Advisors

$1,288.83

$1,455.13

$1,621.42

Pole Barn Advisors (2)

$801.48

$801.48

$801.48

Yearbook Advisors

$1,912.46

$2,245.03

$2,577.63

Alumni Coordinator

$1,413.55

$1,579.85

$1,746.14

Newspaper Advisor

$1,413.55

$1,579.85

$1,746.14

Audio Visual Coord.

$1,579.85

$1,746.14

$1,912.46

FFA Judging Coaches

$199.57

$199.57

$199.57

Evening School Coord.

$1,496.69

$1,496.69

$1,496.69

Evening Sch. Instructor

$997.80

$997.80

$997.80

Lockers

$332.60

$332.60

$332.60

Tutoring/hour

$34.84

$34.84

$34.84

Saturday Detention

$34.84

$34.84

$34.84

Parking Lot Supervisors

$861.20

$861.20

$861.20

Tech Prep

$1,339.93

$1,339.93

$1,339.93

School to Work

Per Grant

Per Grant

Per Grant

MCAS/Summer Prog.

Per Grant

Per Grant

Per Grant

Jr. Sr. Prom Advisor

$910.63

$910.63

$910.63

Corridor Supervision & Student Arrivals

$828.07

$828.07

$828.07

Vocational Curriculum Coordinator

$5,503.48

$5,503.48

$5,503.48

Academic Curriculum Coordinator

$5,503.48

$5,503.48

$5,503.48

Class Advisors (4)

$1,709.82

$1,709.82

$1,709.82

National Honor Society Advisor

$1,663.00

$1,829.30

$1,995.59