Carlisle

Show detailed information about district and contract

DistrictCarlisle
Shared Contract District
Org Code510000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS MembersConcord-Carlisle
Vocational HS MembersMinuteman RVTSD
CountyMiddlesex
ESE RegionGreater Boston
Urban
Kind of Communityresidential suburbs
Number of Schools1
Enrollment698
Percent Low Income Students2
Grade StartPK or K
Grade End8
download pdf version of this document view accessible version of this document CONTRACT

CONTRACT

Between

The Carlisle Teachers’ Association

and

The School Committee

of the

Town of Carlisle, Massachusetts

July 1, 2012 - June 30, 2015

CONTRACT BETWEEN CARLISLE TEACHERS' ASSOCIATION

AND THE SCHOOL COMMITTEE OF THE TOWN OF CARLISLE, MASSACHUSETTS

JULY 1, 2012 - JUNE 30, 2015

 

Contents

Page

 

Preamble

1

A.

Establishes Committee's responsibility

 

B.

Oversight by Superintendent

 

C.

Responsibilities of Administrators

 

D.

Responsibilities of Professional Staff

 

E.

Facilitation of fulfillment of responsibilities of all parties

 

F.

Beginning of Agreement

 

 

Article I -Recognition

2

A.

CTA as exclusive bargaining agent

 

B.

Compliance with Statutes of Commonwealth of Massachusetts

 

C.

Entirety of Agreement

 

D.

Changes and modifications

 

E.

Copies to be provided

 

 

Article II - Grievance Procedure

3

A.

Definition of Grievance

 

B.

Purpose of Grievance Procedure

 

C.

Steps in Grievance Procedure

 

D.

Grievances involving more than one teacher

 

E.

Notation of grievance in personnel file

 

 

Article III - Teacher Evaluation and Personnel Files

4

A.

Time Frame

 

B.

Full knowledge of teacher

 

C.

Frequency/Waivers

 

D.

Discretion

 

E.

Opportunity for discussion/Confidentiality

 

F.

Right to review personnel file

 

G.

Placement of written material

 

H.

Right of response to complaint

 

I.

Modification to Evaluation Plan

 

J.

Levels established for evaluation language

 

K.

Assistance Plan for significant concerns

 

L.

Peer Observation Program

 

-

Task Force on Professional Standards

 

 

Article IV - Professional Time Responsibilities

7

A.

Work Year/Def. of School Day/ Calendar

 

B.

Work Day

 

 

Article V - Professional Consultations

9

A.

At Association's Request

 

B.

At Committee's Request

 

C.

Grievances excluded

 

D.

Purpose of Consultations

 

E.

Task Force on conditions of learning and teaching

 

F.

CTA President release time

 

 

Article VI - Teacher Assignment

10

A.

Notification Deadline

 

B.

New Teachers

 

C.

Changes

 

D.

Definition of assignment

 

E.

Qualification

 

F.

Request for change in assignment

 

G.

Preference to incumbent teachers

 

H.

Position sharing

 

 

Article VII - Vacancies and Promotions

11

A.

Posting of positions

 

B.

Application

 

C.

Preference

 

D.

Acting appointments

 

E.

Replacements

 

 

Article VIII - Reduction in Force

12

A.

By normal attrition

 

B.

Selection in the event of layoff

 

C.

Seniority/Qualifications

 

D.

Deadline for notification of layoff or reduction

 

E.

Deadline for notification of failure to fund

 

F.

Recall procedure

 

 

Article IX - Professional Development & Educational Improvement

13

A.

Professional Development Reimbursement

 

 

1.   Advance approval by the Superintendent

 

 

2.   Reimbursement, proof required

 

 

3.   Reimbursement, time allowed

 

 

4.   Eligibility for funding

 

 

5.   Deadline for reimbursement requests

 

 

6.   Disposition of unexpended funds

 

 

7.   Remaining funds to Professional Improvement Program The Carlisle Professional Improvement Program

 

B

The Carlisle Professional Improvement Program

 

 

1.   Carlisle Professional Improvement Commission

 

 

2.   Carlisle Professional Improvement Faculty Development Program

 

 

3.   Carlisle Professional Improvement Faculty Grants Program

 

 

4.   Compensation for Commission members

 

C

Induction and Mentoring

 

 

Article X - Teacher Facilities

16

A.    

   In each building

 

B.    

   Parking

 

C.       

Pathways

 

D.       

Building hours

 

E.       

Child care center

 

 

Article XI - Use of School Facilities

17

A.       

Right to use School Buildings

 

B.       

Provision of Bulletin Boards

 

C.       

Access to teachers

 

D.      

 Announcements

 

 

Article XII - Substitutes and Aides

17

 

Article XIII - Leave of Absence with Pay

18

A.       

Sick Leave

 

B.        

Maternity Leave

 

C.       

Personal and Bereavement Leave

 

D.      

 Leave for Religious Observance

 

E.      

 Professional Leave

 

F.       

Legal Proceedings

 

G.       

Service on Evaluating Committees

 

H.       

Proration for part time teachers

 

I

Compensatory Leave for overnight trips

 

 

Article XIV - Sabbatical Leave

20

 

Article XV - Leave of Absence without Pay

21

A

Family Leave and Medical Act of 1993

 

B.       

Additional Parental Leave

 

C.      

 Exploring alternative careers

 

D.       

Health Insurance during leave

 

 

Article XVI - Procedure for Payment of Salaries

22

 

Article XVII - Insurance and Annuity Plan

23

A.       

Percentage to be Paid

 

B.       

Tax Sheltered Annuity deductions

 

C

Request to consider expanding benefits package

 

 

Article XVIII - Salary Policy

24

A

  Salary - table, scales, increments

 

 

1.  Placement on Scales

 

 

2.   Increments

 

 

3. Kindergarten compensation formula

 

B.       

Compensation for additional services

 

C.      

 Task Force on stipends

 

D.       

Locally Assessed Incentives

 

E.       

National Board for Professional Teaching Standards Certification

 

 

Article XIX - Summer Employment

28

 

Article XX - Early Retirement

29

A

Intent

 

B.      

 Eligibility

 

C.       

Base salary additions

 

D.       

Deadline for notification of intent to participate

 

E.      

  Deadline for final decision

 

F.        

Revocation of intention to participate

 

 

Article XXI - Role of Professionals

30

A

  Intent

 

B.     

  Sub-contracting

 

C.       

Instructional Aides

 

D.      

 Notification of Absence

 

 

Article XXII - Faculty Children

31

A

Attendance in Carlisle Schools

 

B.     

  No additional expenses

 

C.      

 Right to remain

 

 

Article XXIII - Effect and Duration

32

 

Appendix - Definitions

33

 

Memorandum of Understanding – Task Force on alternative compensation models

34

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this agreement is made as of July 1st, 2012 by the SCHOOL COMMITTEE OF THE TOWN OF CARLISLE (hereinafter sometimes referred to as the “Committee”) and the CARLISLE TEACHERS’ ASSOCIATION (hereinafter sometimes referred to as the “Association”).

Preamble

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

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

B.        The Superintendent of the Carlisle Public Schools has responsibility for carrying out the policies so established and for overseeing the operation of the school system;

C.        The Administrators of the Carlisle Public Schools have responsibility for supporting the policies established by the Committee and those recommended by the Superintendent. They shall provide guidance for the teaching staff and encouragement of a climate conducive to excellent performance;

D.       The professional staff of the Carlisle Public Schools below the administrative levels has the responsibility for providing in the classrooms of the schools education of the highest quality;

E.        Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information among the Committee, the Superintendent, the Administration, and the teaching staff regarding the formulation and application of policies relating to wages, hours and other conditions of employment for the teaching staff;

F.        To give effect to these declarations, the parties hereto hereby agree as follows:

Article I

RECOGNITION

A.       Subject to the provisions of General Laws, Chapter 150 E et seq. and applicable amendments or provisions of state laws now or hereafter in effect, the Committee recognizes the Association as the exclusive bargaining agent and representative of all members of the professional staff of the Carlisle Public Schools, including general educators, special educators, special service providers, specialists, and curriculum specialists (as defined in “Appendix”, and referred to hereinafter as “teachers”), but expressly excluding the Superintendent, any principals and assistant principals, director of student services, school business manager, substitutes, aides and all other employees of the Carlisle Public Schools, for the purposes of collective bargaining with respect to all matters relating to “wages, hours or other conditions of employment” within the meaning of G.L. d. 150, S 2.

B.        The Committee is a public body established under and with powers provided by the Statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall be deemed to derogate from, or impair, any power, right or duty conferred upon the Committee or the Superintendent by statute or any rule or regulation of any agency of the Commonwealth except as specifically provided in G.L. c150E.

Subject only to the terms expressly set forth herein, as to every matter not specifically mentioned, or provided for in this Agreement, the Committee and the Superintendent retain all the powers, rights and duties that it has by law and may exercise the same at its discretion without any such exercise being made the subject of a grievance or arbitration proceeding hereunder.

C.        This Agreement incorporates the entire understanding of the parties during the term hereof, and neither party shall be required to negotiate with respect to any matter, whether or not covered by this Agreement, and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement.

D.       The parties are agreed that the relations between them shall be governed by the terms of this Agreement only. No change or modifications of this Agreement shall be binding on either the Association or the Committee unless reduced to writing and executed by their respective duly authorized representatives.

E.        The Committee shall provide copies of this agreement to all teachers within a reasonable time frame after execution. The Committee shall provide a copy of this agreement to newly employed teachers.

Article II

GRIEVANCE PROCEDURE

A.       For the purpose of this Agreement, a grievance shall be defined as any complaint by a teacher that he/she has been subject to a violation, inequitable application or misinterpretation of a specific provision of this Agreement.

B.        The purpose of this grievance procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise affecting the welfare or working conditions of the teachers. The parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

C.        A grievance must be presented within ten (10) school days of the time of the occurrence of the alleged grievance, or within ten (10) days of the time when the aggrieved party reasonably should have had knowledge of the alleged grievance and must be processed in accordance with the steps, time limit and conditions set forth below. A grievance not initiated within the time specified shall be deemed waived. It is the intention of the Association and the Committee that, during this ten (10) day period, efforts to be made to resolve the grievance informally, failure to appeal or submit to arbitration, as the case may be, a decision within the time limit specified shall mean that the grievance shall be deemed to have been settled on the basis of the decision last made and shall not be eligible for further appeal or arbitration, as the case may be. Failure to render a decision within the time limit specified shall mean that the appeal (or submission to arbitration, as the case may be) may be taken to the next step immediately. The above time limitations may be waived by mutual agreement of the parties.

Step 1           The aggrieved party must present the grievance in writing to the Superintendent who shall render a decision in writing within ten (10) school days of receipt of the grievance during the school year and within three weeks during summer vacation. If the aggrieved party is not satisfied with such decision, the aggrieved party shall discuss the grievance with the Professional Procedures Committee of the Association (P.P.C.) and if, after such discussion he wishes to proceed, the aggrieved party (with a representative of the P.P.C. if he so desires) shall proceed in accordance with Step 2.

Step 2           If the grievance is not resolved in Step 1, the aggrieved party and the P.P.C. shall, within ten (10) school days after the receipt of the decision of the Superintendent, notify the Superintendent and present the grievance in writing to the Committee. Within ten (10) school days thereafter, the Committee shall conduct a hearing on the grievance notifying all parties of the date, time and place thereof. A decision shall be rendered by the Committee in writing to all parties interested within ten (10) school days of that hearing. Should said hearing be conducted during the summer vacation period, said decision shall be rendered within two weeks of such hearing. Step 2 is not automatic, but rather depends upon whether the grievance is appropriate for presentation to the School Committee in light of the Education Reform Act of 1993.

Step 3           If the decision of the Committee rendered in accordance with Step 2 is not acceptable to the Association, the Association may, within ten (10) days after receipt of the Committee’s decision, submit the grievance for arbitration to the American Arbitration Association for disposition in accordance with the applicable rules of said Association. The arbitrator may interpret the provisions of the Contract using the law of the Commonwealth of Massachusetts and apply them to the circumstances of the grievance under consideration, but shall have no authority to add to, subtract from, or modify the provisions of this contract. The award and decision so made shall be final and binding upon the School Committee, the Carlisle Teachers’ Association, and the aggrieved employee or employees, and shall be enforceable by a court of competent jurisdiction. The expenses of such arbitration shall be shared equally by the parties of this contract.

D.       In any grievance involving more than one teacher, the P.P.C. shall initiate the grievance procedure at Step 1.

E.        No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the School Department of Carlisle for any employee involved in presenting such grievance, unless such material in the absence of the grievance would properly be a part of the personnel file.

Article III

TEACHER RIGHTS AND PERSONNEL FILES

A.       No bargaining unit member with professional teacher status shall be disciplined, suspended, dismissed, or reduced in rank without just cause.

B.        No teacher shall receive derogatory comments from any administrator regarding the teacher’s performance in the presence of students or other teachers.

C.        Each teacher shall have an opportunity to discuss the evaluation report prepared by the Administration. After such discussion, the teacher shall sign the report for the purpose of acknowledging that he has read and discussed it, but the teacher’s signature shall not necessarily indicate agreement with the contents of the report. If the teacher does not agree with any part of the evaluation, he or she may submit a statement of such disagreement and the reasons thereof to be kept in the same file with the evaluation in question.

The entire evaluation package must be kept confidential, notwithstanding legal obligations, and submitted to the personnel file of the teacher. All Committee members shall have access to the evaluation package with the provision that such access shall occur within the administrative offices of the school.

D.       A teacher shall have the right, upon written request twenty-four hours in advance, to review the contents of his/her personnel file and copies of such contents thereof as concern his/her work or him/herself shall be furnished him/her upon request.

E.        No written material originating after hiring which reflects adversely upon a teacher’s conduct, service, character or personality shall be placed in his/her personnel file unless the teacher has had an opportunity to review such material.

F.        Any serious complaints regarding a teacher made to any member of the Committee, or any administrator by any parent, student or other person will promptly be called to the attention of the teacher involved and such teacher shall have the right to respond, provided that the Superintendent or other appropriate administrator in the exercise of his/her discretion may have a discussion of the complaint with the complaining party prior to bringing the complaint and the name of the complainant to the attention of the teacher involved.

Article IV

TEACHER EVALUATION

Evaluation of teacher performance is an administrative function. In the Carlisle School System, the responsibility for teacher evaluation rests primarily with the Superintendent. The parties agree that administrative judgments made regarding teacher performance shall not constitute a grievance or be the subject of the grievance procedure beyond the level of the School Committee (Step 2) as set forth in Article II of this Agreement; provided however that a grievance with respect to conformance with the guidelines and procedures hereafter set forth may be brought to arbitration. The question to be determined by the arbitrator shall be limited to procedural issues. The contents of the evaluation and the conclusions reached by the Superintendent or his/her representative contained therein or based thereon shall not be open to review in any such arbitration procedure. The following guidelines and procedure shall apply to the evaluation process.

A.     Teacher observation and evaluation shall begin early and continue throughout the school year. By October 15 of each year, a set of goals for the school year shall be developed by the teacher and his/her evaluator. Teacher performance shall be evaluated in light of all evidence pertinent to the discharge of the teacher’s professional responsibilities and his/her exercises of professional judgment and not solely by his/her work in the classroom.

B.      All classroom (or equivalent in the case of specialists) observations of any teacher shall be conducted openly and with the full knowledge of the teacher. No public address or audio system or other device permitting monitoring or observation of work other than by an individual present in the room shall be employed except with the prior knowledge and consent of the teacher.

C.      For those teachers who are to be formally observed, no evaluation of any teacher shall be completed and filed unless and until the Superintendent or his/her representative (a professional administrator) shall have observed the teacher at work at least twice. Prior to the first classroom observation, a teacher shall have a pre-observation conference with the evaluator. Absent extenuating circumstances, the Evaluator shall complete all observations in accordance with the evaluation calendar. Within 10 school days of receipt of the written observation, the evaluator shall meet with the teacher for the purpose of discussion of the observation. A teacher may request one additional observation (including pre-and post-conferences) and such request shall be granted; however, such additional observation may take place after placement of the evaluation by the Superintendent in the personnel files and any changes resulting from such observation shall be placed by the Superintendent in the personnel files.

D.     To improve professional practice, a Peer Observation Program has been established. Professional status teachers are eligible to apply for this program. The Superintendent’s approval is required for participation in this program. In the event that approval is denied, reasons for the denial shall be communicated in writing.

In lieu of formal observations by an administrator, teachers approved for the Peer Observation Program pair up with a colleague and focus on a particular aspect of their teaching. They observe each other’s classes three times and schedule follow up discussions. Participants may arrange coverage for the observations. Copies of observation notes will be submitted to the Administration after each session. In lieu of a Self Evaluation (see 1996 Evaluation Plan), teachers will submit a formal product or report, which will be entered into the teachers’ personnel files. All observations, submission of observation notes, and submission of formal product or report shall be completed by March 30. Administrators will meet with teachers prior to implementation and post implementation to discuss the product and the report. A formal response to the project shall be submitted by the evaluator to the teacher’s personnel folder by April 30.

E.      The Evaluation Plan, as revised in September 1996, shall not be changed until the evaluation subcommittee returns recommendations to the bargaining teams, subject to ratification by the bargaining unit and approval by the School Committee, or as provided by law in the event the parties are unable to reach agreement. The evaluation subcommittee shall be formed and shall consist of two (2) representatives selected by the CTA President and two representatives selected by the School Committee / Superintendent. The work of the subcommittee will be submitted to the respective bargaining teams and the bargaining teams will consider the work of the subcommittee. Upon agreement by the respective bargaining teams the document will be presented for ratification by the bargaining unit and approval by the School Committee. Upon ratification and approval the document will become Appendix A of the Contract between the Association and the Committee.

F.      For the purpose of establishing consistency in references to evaluation language, the following chart is included:

Level I          Meets or exceeds Carlisle Standards

Level II         Satisfactory (up to Carlisle standards with qualifications)

Level III        Unsatisfactory (not up to Carlisle standards)

G.       In cases of significant concern, the evaluator will help the teacher analyze the concern and document steps for improvement including other resources, such as peer consultation, additional observations, workshops, conferences, professional literature and relevant support. In an interim year when a formal observation is not scheduled, supervision of teachers will be ongoing in order to maintain a high quality of instruction. Any notes taken by the supervisor are anecdotal and shall not become part of the teacher’s permanent record. In cases of significant concern that have been shared in writing with the teacher, the parties will meet to discuss steps for improvement. If there is not satisfactory improvement, the Principal will meet with the parties and may decide to place the teacher in the evaluation cycle immediately.

At the conclusion of an evaluation year during which written concerns have been shared with the teacher, if the evaluator has determined that a teacher who has professional status has performance that has been “Unsatisfactory” (a Level III evaluation rating) the Principal will review the evaluation, if the Principal is not already the evaluator. The Principal will meet with the teacher and then may recommend to the Superintendent that the teacher be moved to “Teacher In Need of Assistance Plan”. The Superintendent may decide either to continue the teacher in the regular evaluation cycle or to approve the recommendation for movement to the “Teacher In Need of Assistance Plan”. In such cases, the Superintendent will notify the teacher in writing within fifteen (15) calendar days regarding movement to the “Teacher In Need of Assistance Plan”.

Upon the recommendation for a “Teacher in Need of Assistance Plan”, the Principal will notify the teacher in writing the areas of concern and the reasons for those concerns.

Teacher in need of Assistance Plan: The Principal and the teacher will meet to discuss the areas of needed improvement. The teacher may request the presence of a support person, i.e. a representative of the CTA or any member of the professional staff, at this meeting. At the beginning of the Assistance Plan, the teacher, the evaluator and the Principal will meet to delineate support services for the teacher. This support may take a variety of forms, e.g. peer consultation, workshops, conferences, professional literature, a teacher coach, and other relevant support. The Assistance Plan will occur for a minimum of 120 school days. Both parties shall sign the plan and a copy shall be sent to the Superintendent.

1.        The Assistance Plan will include a minimum of 3 observations with written feedback and 3 conferences between the parties during each 30-day calendar period. These observations and conferences will focus on the stated areas of concern.

2.        At the conclusion Assistance Plan, the Principal, the teacher and the support person (if requested by the teacher) will meet. At that time, the Principal will document the steps taken during the length of the Assistance Plan and the success of the teacher in remedying the stated areas of concern. The Principal will either declare that the teacher return to the regular evaluation cycle, or recommend to the Superintendent the extension the Assistance Plan for a period of no less than 120 school days or make a recommendation for dismissal.

3.        At the conclusion of any extension of the assistance plan, if the teacher has not been placed on the regular evaluation cycle by the principal, the Superintendent will meet with the Principal, the teacher, the evaluator and the support person (if previously involved and requested by the teacher) and will review the documentation developed throughout the entire evaluation process. After this meeting, the Superintendent will inform the teacher in writing within 15 calendar days of his/her decision either to continue the teacher on the “Teacher in Need of Assistance Plan” for period of not less than 90 school days, return the teacher to the regular evaluation cycle or to dismiss the teacher.

H. Administration and CTA agree to abide by the following evaluation calendar:

Administration provide staff with District Goals                              by October 1 IPDP/Goals meeting with evaluator for all teachers             by October 15

First observation and write-up                                                            between October 7 and December 15

 for teachers on full evaluation cycle

Second Observation and write-up                                                      between January 5 and March 7

 for teachers on full evaluation cycle

Self-evaluation due                                                                                between March 5 and March 30

Peer observation report due                                                                 between March 15 and March 30

Final Evaluation to teachers                                                                 by April 30

Teacher assignments                                                                            within 10 days of final action on school budget

Article V

PROFESSIONAL TIME RESPONSIBILITIES

A.      Work Year

1.        The work year of the teachers in no event shall be longer than the number of days the pupils are required by Massachusetts laws or regulations to be in attendance, except as specifically provided below.

The standard calendar shall include five System Professional Days for teachers during which school will not be in session for students. It is understood that of the five days, two shall be scheduled before school opens for administrative and team meetings. Of these two days, at least one full day is reserved for teachers to coordinate within and among teams and with specialists and special educators. Two System Professional Days shall be scheduled during the school year for the specific purpose of parent conferences, and one during the course of the school year for the specific purpose of working toward system goals.

A sixth System Professional Day for working toward system goals may be added, if agreed upon by the Association and the Administration when the calendar is formulated during the previous spring.

In addition, the work year for newly employed teachers shall commence no earlier than one week prior to the work year of other teachers. During that week, new teachers shall not be required to work for more than two days. The district may provide opportunities for newly employed teachers to attend district-mandated professional development courses and training such as Open Circle, EDCO Everyday Mathematics, Research for Better Teaching Understanding Teaching training, etc. at other points during the summer when they are being offered. The Carlisle Public Schools shall pay the cost of any such courses.

It is agreed that all teachers will have adequate notice of their particular close of school duties based upon their regular individual professional responsibilities. The professional activities in which teachers will be engaged during those work days when pupils are not in attendance shall be planned by the Administration, seeking ideas and suggestions from the staff. Teaching professionals recognize their obligation to meet all other professional responsibilities related to the opening and closing of school.

On scheduled parent conference days, teachers have the option to schedule parent conferences in the afternoon and evening in lieu of normal work hours. The intent of this option is to provide flexibility for parents and teachers.

A school day is defined as any day when teachers and/or students are expected to be in attendance.

2.        The calendar for each work year shall be prepared jointly by the Administration and the Carlisle Teachers’ Association for approval of the Committee, subject to the following:

a.    The calendar for the following school year shall be established by April 1. It is understood and agreed,

however, if circumstances arise that cause a delay in the construction of the calendar, the CTA will be informed in writing of such delay and the cause thereof by March 15.

b.    The calendar for students shall not begin earlier than the Monday before Labor Day.

c.    The calendar shall include state and federal legal holidays.

d.    The week containing Thanksgiving Day shall have one holiday half-day, which shall fall on the Wednesday before Thanksgiving.

e.    The Winter vacation week shall be scheduled for the week in which Washington’s Birthday is celebrated as a legal holiday, and the Spring vacation week shall be scheduled for the week in which Patriot’s Day is celebrated as a legal holiday. It is agreed, however, in the event an emergency arises which causes closing of school so that closing of the school year for the pupils would be unduly delayed (examples of such emergencies being excessive loss of school days due to severe weather conditions, breakdown of heating or other plant systems, fire), the loss of such school time may, with the consent of the teachers, be made up in whole or in part by shortening or eliminating either or both the Spring and Winter vacation weeks.

f.     Christmas vacation shall include December 24, 25 and January 1.

g. The calendar shall include ten so-called Early Release Days, in which pupils shall be released from school at a time which is earlier than the regular time for dismissal of school and on which teachers shall have time to perform certain duties and activities including duties related to curriculum development and professional development. Every such early release day shall be counted as a full day toward the number of days established by law as the minimum number of days on which pupils are required to attend school.

h. One afternoon per month shall be reserved for exclusive use of Carlisle Teachers Association for the purpose of holding meetings.

i.        The Superintendent may call up to 3 staff meetings per year to be held after school, typically one hour in duration. Attendance by teachers will be required.

B.      Work Day

1.        Teachers are expected to be available during each day whenever necessary to discharge properly their professional responsibilities.

2.        Preparation Time - All teachers, including specialists, shall have a minimum of 200 minutes per week, which shall be utilized as preparation time. At an individual teacher’s discretion, such preparation periods may be utilized for activities involving students. General educators shall have a minimum of 260 minutes per week, which shall be utilized as preparation time. One period of this time shall be scheduled and designated as “Common Planning Time” for each grade level team and for Specialists. During this time, teams of teachers will work together and be available to administrators or coordinators as necessary.

3.        Lunch Period - All teachers shall have a minimum of 30 minutes on full school days, including Early Release days, for a duty-free lunch period during the time in which the cafeteria is in normal operation for student lunches.

4.        Teaching Time - for purposes of this Agreement, a class period shall be no longer than fifty-five minutes at all grade levels except as agreed upon for the purposes of block scheduling.

(a)       A Middle School general educator shall be assigned no more than five teaching and no more than a total of six teaching and supervisory class periods per day, calculated on a weekly average, or the equivalent number of minutes when warranted by the program, without his/her consent. Supervisory duties shall be considered a study hall, homeroom, or activity involving small groups of students.

(b)        Under no circumstances will the teaching and supervisory time assigned to Elementary general educators, or specialists exceed on a weekly average that established above for Middle School staff. The school department shall make its best efforts to ensure that no member of the collective bargaining unit shall work a schedule which includes both an early morning Middle School class (1st period in the 2009 – 2010 schedule) and a late afternoon Elementary School class (9th Period in the 2009 - 2010 schedule) on the same day.

(c)       No Middle School general educator shall be required to teach any more than two subject areas in any one semester without his/her consent. For purposes of this Agreement, subject areas are mathematics, social studies, science, language arts, foreign language and computer science.

(d)       No Middle School general educator shall be required to teach more than four separate class preparations per day without his consent. It is agreed that the teaching of two sections of any one grade in a day constitutes only one class preparation.

(e)       Teachers not involved in the extended middle school schedule will attend a regular one-hour team meeting to be scheduled at the team’s discretion. This time shall be reserved for the exclusive use of the grade level team members, including the special educator, to continue to work together on development of curriculum and any other grade level items as necessary. At the discretion of the grade level team, administration, coordinators, specialists and support personnel may be invited to attend these meetings.

Article VI

PROFESSIONAL CONSULTATIONS

In recognition of the professional standing of teachers and the fact that teachers’ ideas and opinions are of significant value in developing the educational program offered by, as well as the efficient and economical operation of, the Carlisle Public Schools, it is agreed that:

A.       Not more frequently than once every two months (unless otherwise mutually agreed), the Committee and/or the Superintendent will upon request of the Association meet at a mutually agreeable place and time with the Association (and the Administration if requested by the Association or the Committee) to consult about matters of professional concern or interest to the members of the Association, the agenda to be submitted in writing by the Association at least one week prior to the consultation and the consultation to be limited to subjects on the agenda;

B.        The Association will upon request of the Committee and/or the Superintendent consult with the Committee about matters of concern and interest to it, with consultations to follow the same procedures as provided in (A) above;

C.        A grievance (as defined in this Agreement) shall not be a proper subject for such consultations;

D.       Such consultations are for the purpose of facilitating a free exchange of professional ideas, concerns and interests and they shall not be used for the purpose of collective bargaining negotiations. The participation by the Committee and/or the Superintendent or the Association in such consultations shall not be construed or interpreted in any way to alter, modify, change or limit the authority, rights and powers of the Committee and/or the Superintendent or the Association.

E.        A task force may be formed to explore conditions of learning and teaching in Carlisle.

F.        During the school year, The CTA President shall be allowed two hours per week for him/herself or his/her designee to conduct Association business.

Article VII

TEACHER ASSIGNMENT

A.       Teachers shall be informed in writing of their teaching assignment for the following school year within one week of final Town action on the school budget.

B.        New teachers who are hired for the ensuing school year shall be informed in writing of their assignments at the time of hiring after April 30, or 10 days after final action on the school budget if the position is potentially impacted by Town action, except as hereinafter provided. It is understood and agreed that in exceptional circumstances such assignments may be delayed.

C.         No changes shall be made in the assignment of any teacher without prior consultation with that teacher. Changes in assignment without approval of the teacher involved shall only be made when, in the judgment of the Administration, the best interest of the education program will be served.

D.       In the case of general educators, a teaching assignment shall be defined as the teaching of any one of the Elementary School grades pre-kindergarten through four or the teaching of a particular academic subject at the Middle School level. In the case of special subject teachers, a teaching assignment may include the teaching of a particular special subject at the Elementary School level, at the Middle School level, or at both the Elementary and Middle School levels.

E.        No teacher shall be required to teach a grade, a level, or a subject for which the teacher is not qualified according to the nature of the teacher’s training or experience. No teacher who teaches any one of the Elementary grades pre-kindergarten through four shall be required to teach at the Middle School level. No teacher who teaches an academic subject at the Middle School level shall be required to teach at the Elementary School level.

F.        A teacher who desires a change in grade and/or subject assignment shall file a written statement of such desire with the Superintendent not later than March 1. The Superintendent shall answer such a request in writing not later than April 30, or 10 days after final action on the school budget if the position is potentially impacted by Town Meeting action. If the request is denied or cannot be acted upon definitively by April 30 and/or an assignment becomes available after that date, the teacher’s written request shall be reconsidered automatically.

G.       Two teachers with professional status who desire to share a single position shall file a written statement of such desire with the Superintendent not later than March 1. The statement shall include the rationale and plan for the shared teaching assignment, including how the percentage of time shall be allocated (e.g. one teacher at 60% and the other 40%). The Superintendent shall answer such request in writing not later than April 30. Any accepted shared teaching arrangement shall continue solely at the discretion of the Superintendent to be reviewed at least annually. Each teacher in a shared teaching assignment shall enjoy the benefits expressed elsewhere in this contract based upon the agreed percentage of participation.

Article VIII

VACANCIES

A.       Whenever any vacancy or new professional position occurs, it shall be publicized within a reasonable time by the Superintendent by means of a notice e-mailed to all members of the Bargaining Unit. Such notice shall clearly set forth the specifications, qualifications, and compensations of the position all to the extent then known. During summer months, notice will be given to the President of the Carlisle Teachers’ Association or his/her designee, of any such vacancy and/or new professional position. A copy of every such notice shall be available to the Association upon request.

B.        All teachers will be given an opportunity to make application for such positions in writing with the Superintendent within a reasonable period following the posting of such notice, and the Superintendent agrees to give due weight to the professional background and attainments of all applicants.

C. Preference in filling vacancies shall be given to teachers already in the Carlisle School System if their educational qualifications and experience for the position shall, in the judgment of the Administration, be substantially equal to those of any other applicants not already in the Carlisle School System. A teacher whose application is denied shall be informed of the reasons for this denial in writing. However, the exercise of judgment by the Administration in making such decision shall not constitute a grievance or be the subject of the grievance procedure set forth in Article II of this Agreement.

D.       Nothing in the Contract shall prevent the Superintendent from making acting appointments as provided in this Contract.

E.        Teachers hired to replace teachers who have permanently left the system shall be entitled to the full benefits of this Contract.

Article IX

REDUCTION IN FORCE

“Reduction in Force” shall mean the elimination or reduction of an existing position. In the event a reduction in force is to be implemented the following provisions shall apply:

A.       Normal attrition will be used where possible to accomplish reductions in force.

B.        If a teacher who has attained “professional teacher status” must be laid off or reduced, selection shall be according to the average of the overall evaluation ratings of the prior three year’ evaluations. (See Article IV.)

C.        If a teacher who has attained “professional teacher status” is due to be laid off or reduced, he or she may bump a teacher with less seniority in the Carlisle Public School System from another discipline or level only if specifically qualified. Qualifications include certification and experience at a given level or within a given discipline, at least one school year of which shall have been in the Carlisle schools. If more than one teacher is qualified to fill a given position and such teachers are of equal seniority, preference will go to the teacher with higher earned degrees. If degrees are equal, earned credits beyond degrees up to Masters plus 30 credits shall be given preference.

D.       In the event of layoff or reduction, the teacher or teachers affected shall be notified by June 15 of the year preceding the layoff.

E.        Any teacher whose position may be eliminated due to failure of the Carlisle Town Meeting to approve the recommended School Committee budget shall be notified of the possibility by June 15. Within seven days of Town Meeting action on the School Committee budget, such teachers shall be notified that:

1)        Their position has been eliminated due to the Town Meeting action or

2)        Town Meeting action enables the School Committee to continue funding their position.

F.        Recall shall be in reverse order of layoff or reduction for a period extending from date of layoff or reduction, through the end of that school year, for one additional school year and to the opening day of the following school year. Recall shall be by registered mail, and teachers so notified shall have 14 days to respond.

Article X

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

A.      Professional Development Reimbursement

The School Committee will place in the school budget:

2012-2013 School Year: $30,000

2013-2014 School Year: $30,000

2014-2015 School Year: $30,000

said sums to be used for professional development during each such school year.

Each eligible teacher shall be entitled to a portion of the budgeted sum equal to the total budgeted sum divided by the number of eligible teachers.

The Committee shall reimburse this amount to defray the cost of tuition and fees for professional development completed by Carlisle teachers at colleges, universities, professional training schools, conferences, workshops and summer courses with, where applicable, a grade sufficient for credit toward an advanced degree, subject to the following. Hotel rooms rates and travel costs associated with approved professional development activities shall be reimbursable as part of the total individual allocation.

By September 15th of each year, the School Business Manager will confirm the number of contracted teachers with the CTA Treasurer. The amount of professional development money per teacher for that year will be verified.

1.    All courses, workshops, and conferences shall be approved in advance by the Superintendent and shall be relevant to the teacher’s current assignment or part of a degree program consistent with the teacher’s professional goal in the Carlisle System; such approval shall not be withheld unreasonably. The Carlisle Public Schools will pay the cost of tuition and fees for district-mandated courses, workshops, conferences, or specialized training (such as Open Circle, Research for Better Teaching). This amount will be funded separately from professional development reimbursement funds.

2.     Evidence of successful completion and proof of payment must be submitted prior to reimbursement.

3.     Reimbursement shall be made within 30 days after all previous requirements have been met.

4.     All contracted teachers who are employed at 50% F.T.E. or greater are eligible to participate in these provisions.

5.    All requests for reimbursement for the current school year must be submitted by July 10. All requests for reimbursement must be submitted within 30 days of receipt either of a grade report or other evidence of successful completion.

6.     If, after the July 10th deadline, the entire budgeted amount has not been expended, individual teachers whose professional development expenses have exceeded the amount to which they were entitled will be eligible to receive additional reimbursement. Such reimbursement will be an amount equal to the total amount of the unexpended funds in this account divided by the number of teachers eligible for such reimbursement, provided total individual reimbursement does not exceed the total amount spent by the teacher.

A list of all approved professional development reimbursements to include the teachers’ names, amount requested, and amount reimbursed, will be compiled by the Carlisle School System for each fiscal year. The list will be given to the CTA Executive Board on December 1, March 1, and June 1.

7.     If, after Section 6 above has been administered, there are still funds available in this Professional Development account, the remaining funds shall be made available for the Professional Improvement Program, designed to advance the Carlisle School system goals.

By July 15, the Carlisle School System will provide to the CTA Executive Board a final accounting of the disbursement of these funds.

8.   All professional development, as defined in Section A of this Article X, initiated in the current school year but not completed before July 1 and all professional development beginning July 1 or later is eligible for full reimbursement of the allocated amounts from the Professional Development Fund of the following school year.

B.      The Carlisle Professional Improvement Program

1.    The Carlisle Professional Improvement Program is designed both to advance the system goals of the Carlisle Public Schools and to provide an opportunity for professional growth for teachers. The Program has a Faculty Development component (Carlisle College) and a Faculty Grants component (the Odden Pool). Both components of the Program are administered by the Carlisle Professional Improvement Commission. The Carlisle Professional Improvement Commission (hereinafter referred to as the Commission) will be formed yearly to serve as the screening committee for all functions of the Carlisle Professional Improvement Program. It will be composed of two representatives of the Carlisle Teachers Association and the Superintendent or her designee.

Responsibilities of the Carlisle Professional Improvement COMMISSION

a.   The Commission shall arrive at its decisions by consensus. It may designate a chair for purposes of organizing meetings and preparing agendas.

b.   The Commission will meet at least once a month during the school year at an agreed upon time.

c.   If no proposals need to be approved or credits awarded, a meeting need not be held.

d.  The Commission will provide assistance in the development of course proposals.

e.   The Commission will review proposals prior to each scheduled meeting.

f.   The Commission will approve/disapprove all proposals and make recommendations when appropriate.

g.  The Commission will review completed courses/projects, records of attendance and participant evaluations to determine credit.

2.  The Carlisle Professional Improvement FACULTY DEVELOPMENT PROGRAM (Carlisle College) consists of a series of locally based courses offered by Carlisle teachers to Carlisle staff designed to give teachers an opportunity to further their professional development and earn credits for movement to the M+30 and M+60 lanes. Faculty development for earning credit for the M+30 and M+60 lanes may also include a cluster of other professional activities, for example, mentoring and publishing. The Commission shall make final judgment for credit value of activities associated with the Faculty Development Program.

Carlisle College Procedures

a. Instructor Guidelines

1.        Courses shall involve substantial time, rigor and a final project or instructor-selected assessment instrument. The instructor may receive assistance in proposal development from the Commission.

2.        The instructor will submit the course proposal according to deadlines established by the Commission.

3.        The course proposal must include a syllabus and an anticipated student product or means of demonstrating student proficiency.

4.        Upon completion of the course, the instructor will submit to the Commission:

a) Participant attendance records

b) Participant evaluation sheets

c) Completed course work and projects

b. Participant Guidelines

1.        Staff will submit a Registration Form to the Commission. Acceptance will be on a “first come, first served” basis. Space may be limited.

2.        Staff may not receive credit for the same course twice.

3.        Staff are expected to attend course sessions and to complete course work and projects.

4.        Staff is responsible for keeping copies of their PDP certificates. The Administration shall also retain copies of the certificates.

c. Independent Activities Guidelines

1.        Proposals for other faculty development activities must be pre-approved by the Commission if they are to be credited for lane advancement.

2.        The proposer may receive assistance in proposal development from the Commission.

3.        When the project or activity is completed, the proposer will return to the Commission for a review of completed work.

d. Credit Guidelines

1.       Ten hours of contact class time earns one course credit (and 10 PDP’s). A similar ratio shall apply to independent projects.

2.       Credits will be granted by the Commission upon successful completion of the course/project.

3.       Instructors will receive double the approved course credits the first time a course is offered, but shall receive no additional credits toward the M+30 or M+60 lanes for subsequent offerings of the same or a substantially similar course.

4.        Compensation for instructors may be in the form of course credits or Professional Improvement Grants (Odden Pool) funds, but not both.

3.        The Carlisle Professional Improvement FACULTY GRANTS PROGRAM (The Odden Pool) will be funded by a sum of money allocated by the Carlisle School Committee.

2012-2013 School Year:               $35,732

2013-2014 School Year:               $35,732

2014-2015 School Year:               $35,732

The intent of this program is to provide a financial incentive for a teacher or group of teachers to develop and carry out proposals designed to advance system goals. Such proposals must involve a time commitment on the part of the teacher or teachers well beyond the normal time and tasks associated with carrying out normal professional responsibilities.

a.        The System Goals shall serve as the basis for the Commission’s development of guidelines and awarding of funds.

b.        Members of the Commission are not eligible for the Faculty Grants Program.

c.        The Commission shall review the guidelines annually and amend them as needed.

d.        Compensation for teachers working on approved Odden Pool projects shall be at a rate of $45 per hour, $60 per hour for contact time with students.

4.        Compensation for Commissioners

a.       Association members of the Commission shall be compensated, from the Faculty Grants funds, an amount equal to a Category III stipend.

C.       Induction and Mentoring Program

1)        The Carlisle Public Schools shall maintain a comprehensive mentoring program for new teachers in their first three years in Carlisle. Consistent with state law, each new teacher shall be assigned a Mentor. For experienced teachers new to Carlisle, for all teachers in their second or third year in Carlisle, and for those within the system asked to make a significant change in assignment a Guide shall be furnished.

2)        The Professional Improvement Commission shall have oversight of the Mentor Program. The Professional Improvement Commission shall also oversee any Induction Program.

3)        The Superintendent shall post available positions according to procedures outlined in Article VIII.

4)        Time shall be provided at least once per term for the new teacher to observe other classes or personnel within his/her professional certification.

5)        Mentors who fulfill the responsibilities shall receive compensation of a Category II stipend. Guides who fulfill the responsibilities shall receive compensation of a Category I stipend.     Specific responsibilities, including submission of logs and attendance at meetings, shall be determined by the Professional Improvement Commission.

6)        The Mentor Coordinator shall be compensated with a Category V stipend.

Article XI

TEACHER FACILITIES

The Committee shall, to the extent possible within the limitations of the existing school buildings and facilities, provide the following teacher facilities:

A.       Each building will have:

1. Space in which each teacher may safely and conveniently store instructional material and supplies; A teacher work and lunch room containing adequate equipment and supplies to aid in the preparation of instructional materials; Separate well-lighted and clean teacher rest rooms for men and women.

B.        Adequate parking areas shall be reserved for teacher parking. The Committee shall use its best efforts to cause the parking areas to be plowed before teachers arrive at school in snowy weather; however, the teachers acknowledge that the plowing is accomplished by the Town of Carlisle Highway Department and not by the School Department.

C.        The School Committee shall use its best efforts to see that all pathways to and from school buildings shall be plowed before the beginning of the school day.

D.       During the school year, buildings shall be open to teachers from 6:30 am until 10:00 pm on Mondays through Thursdays when school is in session. During summer recess, a schedule shall be distributed showing when buildings are inaccessible to teachers owing to cleaning, construction or other reasons. For two weeks prior to the opening of school for students, buildings shall be accessible to teachers.

E.        The School Committee shall request that the School Building Committee make every effort to provide in its master planning process and design for building and renovation the dedication of appropriate space for use as a child-care center for the children of teachers in the Carlisle Public School system. Provisions for such a child-care center shall be the responsibility of the Carlisle Teachers Association.

The CSC recognizes the value that such a child-care center would represent for the school community, providing, as it would, opportunities for teacher-parents to have their young children close by and allowing these professionals to carry out tasks after school hours without the need to rush to pick up children cared for farther away.

Article XII

USE OF SCHOOL FACILITIES

A.       The Association shall have the right to use school buildings without cost for meetings and will apply for such use through the Administration.

B.        There shall be one bulletin board in each building, which will be placed in the faculty lounge for the purpose of displaying notices, circulars and other Association materials.

C.        The Association shall have access to teachers at their place of assignment after the pupils have been dismissed.

D.       The Association shall have the opportunity to make announcements of meetings and events at regularly scheduled faculty meetings.

Article XIII

SUBSTITUTES AND AIDES

A.       Whenever possible, qualified substitutes will be hired in the event of the absence of a teacher.

Article XIV

LEAVE OF ABSENCE WITH PAY

 A.      Sick Leave

1.        Each teacher who has completed one or more consecutive years of employment in the Carlisle Public Schools as of July 1, 2001 shall be guaranteed annually 75 days of available sick leave for his or her term of employment at the Carlisle Public Schools. For these teachers unused sick leave days may not be carried forward.

Teachers hired on or after July 1, 2001 will be awarded 15 available sick leave days for use during their first year of service, plus 15 days for each subsequent year, subject to the maximum cap of 75 available sick leave days. For these teachers, unused sick leave days may be carried forward and added to the 15 days awarded each year, until a cap of 75 days is reached. An accounting of available sick days shall be made available to each member of the Bargaining Unit at the beginning of each school year.

2.        In addition, each teacher shall be guaranteed up to five family sick days annually in the event of serious illness requiring bedside care or household attention of the teacher’s spouse, child, parent or member of the immediate household. These family sick days will not be cumulative from year to year. No teacher shall be entitled to any residual benefits in any form whatsoever from any sick leave days which are not taken during the course of the school year.

3.        A medical certificate or other suitable evidence may be required in the discretion of the Administration for all absences exceeding five consecutive school days. For all absences exceeding 30 consecutive school days, the Superintendent shall require the teacher to submit to a medical examination which will be conducted by a reputable practitioner or medical firm selected by the Superintendent after consulting the CTA. Such examinations shall be repeated every 60 days. The Superintendent may deny continued payment for sick leave if the results of the examination indicate that a teacher may resume normal teaching duties. The School Committee will pay for such examinations. The Superintendent may waive these examinations upon demonstration of extraordinary circumstances. In cases where a teacher exceeds seven days cumulative sick leave in each of two consecutive school years, the Superintendent in his/her discretion, may require a medical certificate or other suitable evidence of illness after the seventh day of sick leave in the second year.

a.        A Sick Leave Bank shall be available for use by teachers who have exhausted their own sick leave and have serious illness.

b.        The Sick Leave Bank will annually include 300 days.

c.        The initial grant of sick leave by the Sick Leave Bank Committee shall not exceed fifty (50) days. Upon completion of the fifty (50) day period, the period of entitlement may be extended by the Sick Leave Bank Committee upon demonstration of need by the applicant.

d.        The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of three (3) members. One (1) member shall be designated by the Superintendent and two (2) by the Association. Decisions shall be made by majority vote.

e.        The following criteria shall be used by the Sick Leave Bank Committee in administering the bank:

1. Adequate medical evidence of serious illness

2. Prior utilization of all eligible sick leave

3. Length of service in the Carlisle School System

f.         The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and not subject to grievance and arbitration procedures.

4. The provisions herein regarding sick leave shall apply to teachers employed for less than a full year on a prorated basis.

5.  Situations involving absences longer than the stated sick leave may be given special consideration by the Superintendent.

B.        Maternity and Adoption Leave

The leave granted under these provisions is to be considered Family and Medical Leave Act leave. A female employee is entitled to utilize and be paid her current salary for 40 school days of FMLA leave for the purpose of giving birth and recovery. An employee is also entitled to utilize and be paid his or her current salary for 40 school days of FMLA leave for the purpose of adopting a child. If two members of the collective bargaining unit are part of the same household, no more than one member of the household may utilize this benefit for any one adoption. The employee shall give at least two weeks notice to the Superintendent of the anticipated date of departure and of the intention to return. Upon returning to employment, the teacher shall be restored by the Superintendent to the previous position or to a similar position, with the same status, length of service credit, and seniority which the teacher had upon leaving to take the leave of absence. In addition, the teacher shall have restored all of the benefits and rights to which the teacher was entitled upon taking the leave. Employees giving birth or adopting during summer recess shall be entitled to maternity leave calculated as follows: Forty weekdays shall be counted following the birth or adoption of the child. Those weekdays which fall during school days shall be paid.

C.       Personal Business Leave and Bereavement Leave

1.        Each teacher shall be entitled to a total of three days of leave with pay during each school year non-cumulative, which shall be only for personal business reasons or for other unusual and imperative reasons. Teachers must secure authorization for personal business leave in advance. Personal business leave will not be granted on the day or successive days immediately preceding or immediately following a holiday or vacation period, or on a Monday or Friday separated from a holiday or vacation period by a weekend; however, exceptions may be granted in emergencies.

2.        Bereavement leave shall be granted by the Administration not to exceed three days per year non-cumulative. Such leave is to be granted without loss of pay in the event of the loss of the following: husband, wife, child, mother, father, brother, sister, grandparents, in-laws, or member of the immediate household. Any further bereavement leave shall be taken from personal business leave.

3.        Exceptions to the foregoing rules relating to bereavement leave and personal business leave may be granted in special situations at the discretion of the Administration.

D.       Leave for Religious Observances

Each teacher may be granted up to three days’ absence from school duties without loss of salary for the observance of religious holidays not regularly included in the school holiday schedule. Advance notification to the individual’s immediate supervisor is a prerequisite to the granting of leave for religious observances.

E.        Professional Leave

1.    Any teacher, upon application and permission of the Administration, may be granted leave not to exceed 5 days to attend conferences or meetings, or to visit schools for professional purposes. Professional leave will be scheduled to avoid days immediately adjacent to holidays and vacation periods or days separated from holidays and vacation periods by weekends. Only when conferences or meetings are set by others and not within the power of the applicant teacher to control will such application be considered.

2.    Teachers may be granted additional leave not to exceed 3 days to work in teams or groups on curriculum or projects, or to attend conferences or meetings, or to visit schools for professional purposes, as approved by the Administration. In a year in which Middle School grade level teams are scheduled for at least three common planning periods (in addition to 200 minutes of individual planning time), Middle School grade level teams shall not be granted more than one such day when the entire grade level team is out of the classroom simultaneously. Individual team members may be granted the remaining professional leave days as part of other curriculum teams and sub-sets of grade level teams.

F.        Legal Proceedings

Any teacher shall be given time necessary for appearance in any legal proceeding connected with the teacher’s employment in which the teacher is not a party.

G.       Service on Evaluating Committees

Any teacher chosen to be on an evaluating committee for Carlisle or another school system shall, at the discretion of the Administration, be granted leave with full pay for such time as may be required to accomplish the evaluation.

H.       Teachers who are employed on less than a full-time basis shall participate in these provisions regarding leaves of absence with pay on a prorated basis, based on the percentage of their employment.

I.        Teachers who participate in any approved overnight activity program such as the Outdoor Education program shall be granted additional personal days of leave equal to one-half the number of school days during which the participating teacher attended the program.

Article XV

SABBATICAL LEAVE

Sabbatical leave for approved study, research or travel, considered to be in the interests of the school system, may be granted members of the professional staff by the Superintendent after the staff member has served at least seven (7) consecutive years in the Carlisle Public Schools.

The granting of sabbatical leave shall be dependent upon the staff member’s entering into a written agreement with the Superintendent that upon termination of such leave, he/she will return to service in the Carlisle Public Schools for a period equal to twice the length of such leave and that, in default of completing such service, he/she will refund to the Town an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered. Sabbatical leave may be granted for a maximum of one year. It may be granted for less.

During a one year period of sabbatical leave, a member will receive one half of his/her regular base salary plus one half of any superior service awards granted, under any preceding contract, or full salary and superior service awards during one-half year periods of sabbatical leave. The period of leave will be considered a period of teaching for purposes of measuring teaching experience for salary determination. Sabbatical leave will not affect “professional teacher status” or other benefits earned as a member of the staff.

Sabbatical leave shall be granted to not more than one (1) member of the staff of the Carlisle Public Schools for any one period. Requests for sabbatical leave for the ensuing school year will be presented to the Superintendent of Schools in writing by 1 February of the previous school year. Requests will state the purpose of the leave and outline a plan of action for the period of leave. Upon request the applicant will file a detailed sabbatical leave plan including a statement of objectives and the procedures whereby these objectives are to be achieved.

Article XVI

LEAVE OF ABSENCE WITHOUT PAY

A.       The Family Leave and Medical Act of 1993. Upon receipt of an application, the Superintendent shall approve a maximum of twelve (12) weeks unpaid, job-protected leave each year for specified family and medical reasons consistent with the FLMA. For purposes of FLMA, the year is defined as the twelve consecutive months immediately preceding the requested leave date.

B.        A teacher who has attained “professional teacher status” shall be entitled to take a leave of absence which may commence from the date of delivery of his/her child or from the date of adoption of the child which may continue through to the end of the school year. Said teacher shall also be entitled to take a leave of absence for up to one additional school year thereafter; provided however, that the teacher notified the Superintendent by April 1 of his/her intent to take the additional year of leave. Upon returning to employment, the teacher shall be restored by the Superintendent to the previous position or to a similar position, with the same status, pay, length of service credit, and seniority which the teacher had upon leaving to take the leave of absence. In addition, the teacher shall have restored all of the benefits and rights to which the teacher was entitled upon taking the leave; provided however, that the period of time during which the teacher was on leave of absence shall not be included in the computation of benefits.

C.         A teacher who has attained “professional teacher status”, upon application to the Superintendent by April 1, shall be entitled to take a leave of absence for one year for the purpose of exploring alternative careers. Said teacher shall have the right to return to a position and shall have restored all of the benefits and rights to which the teacher was entitled upon taking the leave. Notification of intent to return must be received by the Superintendent prior to March 1. The Superintendent shall notify the teacher of the date of Town Meeting.

D.       A teacher on unpaid leave of absence shall have the right to continue in the district’s health and insurance plans by contributing one hundred percent of the cost of the premiums, provided that this practice is consistent with the terms of the Town’s health and insurance plan then in force.

Article XVII

PROCEDURE FOR PAYMENT OF SALARIES

Teachers shall be paid in twenty-six (26) equal bi-weekly installments commencing on the second Friday in September each year, or the nearest scheduled payday of the Town.

Teachers may receive July and August payments at the time of the final payment in June under the conditions listed below.

1.        A written request for such payment is received by the Superintendent of Schools prior to May of the year involved.

2.        Such payments are approved by the Superintendent of Schools.

Regular teachers who begin their services after the opening of the school year or terminate their services before the close of the school year will be paid for their total services a prorated part of their annual salary equal to the number of days of service rendered (including all professional in-service activities) divided by 185 and multiplied by the annual salary rate. This payment will be received on the scheduled pay day nearest to the day of termination of said contract.

Teachers who move into a new salary lane at mid-year (see Article XIX.A.1.b) will be paid a total annual salary equal to the sum of the initial step and lane placement plus the new step and lane placement, divided by 2. Paychecks after February 1 shall be adjusted to ensure that the total annual salary is paid over the remaining checks.

Article XVIII

INSURANCE AND ANNUITY PLAN

A.       The School Committee will pay the maximum percentage permitted by Town Meeting of any health insurance plan available to teachers.

B.        By request, made within the first 90 days of the school year, of the individual concerned and his/her authorization for salary deduction, tax sheltered annuities are authorized by the School Committee to be purchased for a member of the professional staff. Arrangements may be made with the Superintendent of Schools.

C.        The School Committee shall bring before the Town Selectmen (and/or other Town Boards, as appropriate and necessary) a request to consider expanding the health insurance and benefits package available to teachers.

Article XIX

SALARY POLICY FOR TEACHERS

School Year

2012-2013

 

 

 

Step

Bachelor's

Master's

Master's +30

Master's +60

1

$48,175

$53,229

 

 

2

$50,102

$55,358

$59,817

$61,612

3

$52,106

$57,573

$62,210

$64,076

4

$54,190

$59,876

$64,699

$66,639

5

$56,357

$62,271

$67,286

$69,305

6

$58,612

$64,762

$69,977

$72,077

7

$60,956

$67,352

$72,777

$74,960

8

$63,394

$70,045

$75,688

$77,959

9

$65,930

$72,847

$78,715

$81,077

10

$68,567

$75,762

$81,864

$84,319

11

$71,310

$78,792

$85,138

$87,692

12

$74,163

$81,944

$88,544

$91,200

13

 

 

$92,086

$94,848

14

 

 

$95,769

$98,642

15

 

 

 

$102,588

School Year

2013-2014

 

 

 

Step

Bachelor's

Master's

Master's + 30

Master's + 60

1

$49,259

$54,426

 

 

2

$51,229

$56,604

$61,163

$62,998

3

$53,278

$58,868

$63,610

$65,518

4

$55,409

$61,223

$66,154

$68,138

5

$57,626

$63,672

$68,800

$70,864

6

$59,931

$66,219

$71,552

$73,699

7

$62,328

$68,867

$74,414

$76,646

8

$64,821

$71,621

$77,391

$79,713

9

$67,414

$74,486

$80,487

$82,901

10

$70,110

$77,466

$83,706

$86,217

11

$72,915

$80,565

$87,054

$89,666

12

$75,831

$83,787

$90,536

$93,252

13

 

 

$94,158

$96,982

14

 

 

$97,924

$100,862

15

 

 

 

$104,896

School Year

2014-2015

 

 

 

Step

Bachelor's

Master's

Master's + 30

Master's + 60

1

$50,121

$55,379

 

 

2

$52,125

$57,595

$62,233

$64,101

3

$54,210

$59,898

$64,723

$66,665

4

$56,379

$62,295

$67,312

$69,330

5

$58,634

$64,786

$70,004

$72,104

6

$60,979

$67,378

$72,804

$74,989

7

$63,418

$70,072

$75,717

$77,988

8

$65,955

$72,875

$78,745

$81,108

9

$68,593

$75,790

$81,895

$84,352

10

$71,337

$78,822

$85,171

$87,725

11

$74,191

$81,975

$88,577

$91,235

12

$77,158

$85,254

$92,121

$94,884

13

 

 

$95,805

$98,679

14

 

 

$99,637

$102,627

15

 

 

 

$106,731

A.      Salary Policy

1.  Placement on Scales

a.        Initial Placement will be based on teaching experience determined to the nearest number of whole years of teaching experience in Carlisle or in other K-12 public or private schools. However, any teaching experience interrupted by a period of ten or more years of non-teaching need not be considered when establishing placement on scale.

Notwithstanding the following:

(1) Military Service. Full credit on the base salary schedule will be allowed for each year of military service for individuals whose teaching service was interrupted thereby and half credit will be allowed for each year of military service for individuals whose teaching service was not interrupted thereby.

(2)  Unusual Service. In situations where the foregoing stipulations do not apply reasonably, a candidate’s experiences may be evaluated to determine the step applicable, such evaluation being presented to the Superintendent as part of a candidate’s recommendation.

(3)  At the discretion of the Superintendent, a teacher entering the system from elsewhere may be awarded a salary within three steps of the one normally applicable if experience were the only criterion considered.

b.        Placement on all scales will be on September 1st and February 1st of each school year, depending upon the satisfactory completion of the course and its proximity to either of either of these dates. Notification of intent to change lanes must be given by March 1 for placement on a new scale to take effect on September 1; notification must be given by October 1 for placement on a new scale to take effect on February 1.

c.        Placement on Bachelor’s and Master’s scales is based on academic degrees. Evidence of degree status in the form of a transcript or other official statement from the college or university involved will be required of all teachers. Teachers who have earned a Bachelor’s degree are eligible for salaries listed under that heading. Teachers who have earned a Master’s degree from a college or university accredited by the New England Association of Colleges and Secondary Schools or similar agencies are eligible for salaries in the Master’s degree column.

d.        The Superintendent’s approval of credits and equivalent credits submitted for consideration for placement on M+30 or M+60 scales will be made on the basis of their relevance to the staff member’s current position, and potential worth in improving performance and in meeting needs as determined by the Superintendent.

2.       Increments

a.        A teacher shall advance on the salary scale on the basis of the teacher’s continued maintenance of satisfactory overall performance. It shall not be considered automatic for a teacher to advance from one increment to another on the salary scale or to move from one salary scale to another. The School Committee may upon recommendation of the Superintendent withhold an increment from a teacher or disallow the teacher from moving to a new salary scale if the School Committee determines that the teacher’s overall performance is not satisfactory.

b.        If a step increment is under consideration to be withheld, the teacher shall be informed prior to January 17 and shall be observed at least twice thereafter before the final evaluation. The teacher shall be given the opportunity to discuss his/her performance with the evaluator after each such observation.

c.        The teacher shall be informed of the results of the evaluation after each such observation.

d.        If the teacher disagrees with the evaluation, he/she may file a grievance at step 2 of the Grievance Procedure under Article II. It is understood that this grievance may be carried through step 3 of the Grievance Procedure. A hearing before the School committee is not automatic, but rather depends upon whether the grievance is appropriate for presentation to the School Committee in light of the Education Reform Act of 1993.

e.        If an increment is withheld from a teacher, it may be restored during the academic year in question based on teacher performance. The teacher may initiate the request to have the increment restored.

3.        Preschool teachers shall be compensated at .8 FTE.

4.        Beginning in the school year 2009-2010, there shall be three full days of school and two half days of school for Kindergarteners per week. The parties agree that Kindergarten teachers shall be compensated according to the agreed upon formula:

F.T.E = .65 + (.07 x D x Y) where D = number of full days and Y = part of the year

F.T.E = .65 + (.07 x 3 x 1) Therefore, the parties agree the F.T.E. for Kindergarten teachers shall be .86 beginning in the 2009 – 2010 school year.

B. Compensation for Additional Services

1.        All teachers are expected, as part of their regular duties, to participate in activities outside the classroom. These activities include faculty meetings, committee meetings for curriculum improvement, parent-teacher meetings and conferences, school socials, field trips, occasional supervision of athletic events and other professional activities. Some activities, however, require considerably more time and energy than that which can be expected under a normal teaching load. Particularly is this the case in coaching athletic teams after school and in supervising some of the other non-athletic activities. Men and women who accept such responsibilities are expected to carry them in addition to the usual out-of-class activities in which all teachers participate.

2.        If a teacher is requested to take on any of the following additional responsibilities, compensation will be granted over and above the regular teaching salary as follows:

Category I     an elementary art activity, a pottery activity, Logo club, Guide, Technology Mentors

2012-2013 2013-2014               2014-2015

$730                          $747                        $760

Category II    Math league*, Activities Coordinator, Teacher Coach, Science Club, Mentor, Teacher Assistance Team member (2012-2013)

2012-2013 2013-2014               2014-2015

$1458                        $1490                      $1516

Category III  Bands, Choral Director, Student Council, yearbook, school newspaper, junior varsity sports, Peer Leadership, Homework Club, Literary Journal, Commissioners, * Lunch Duty, Teacher Assistance Team member (2013)

Intramural Sports and B-Team Sports Coach are compensated as Category III.        Full stipend is for 15 sessions,

but may be pro-rated for fewer sessions.

2012-2013 2013-2014               2014-2015

 $2185                       $2234                        $2270

Category IV Musicals *, varsity basketball, varsity softball, varsity baseball, varsity field hockey, audio-visual, varsity soccer, cross country

2012-2013 2013-2014               2014-2015

$2911                        $2977                      $3029

Category V   Computer or Curriculum Coordinators, Mentor Coordinator, Athletic Director, Web Master

2012-2013 2013-2014               2014-2015

 $3271                       $3345                      $3403

*Activities marked by an asterisk require two people to run them as structured at present with each receiving a full stipend

3.  Any individual who received a stipend for a specific activity under the previous contract which exceeds the amount to be paid under the current contract for that activity shall be compensated according to the old stipend rate.

4.  Any individual who receives a stipend for an activity which runs throughout the school year shall have the option of being paid one-half of the stipend at mid-year upon completion of an appropriate mid-year status report.

5.  A Standing Committee on Extra Duty Compensation shall meet as needed to determine the appropriate placement in category of newly initiated activities. The Committee shall include the Superintendent (or designee) and representation from the Carlisle Teachers Association.

6.  A schedule for each activity shall be established by the person(s) responsible for such activity and approved by the Administration prior to its commencement. Should only a portion of the schedule be completed, a corresponding portion of the compensation shall be paid in lieu of the full amount. Reductions in compensation shall result only when substantial variances with the schedule occur.

7.  A list of all approved compensation for additional professional services to include the teachers’ names, assignment, and amount reimbursed will be compiled by the Carlisle School System for each fiscal year. The list will be given to the CTA Executive Board within one week of the end of the fiscal year.

A task force on stipends shall be formed, to include members of the CTA and administration. The task force shall consist of a minimum of 3 members of the CTA. The task force shall develop a formula for how extra duty work shall be compensated. The Task Force shall develop a comprehensive plan for compensating extra duties performed by teachers. Any recommended changes to current practice or to Contract language tied to stipends made by the Extra Duty Compensation Task Force are subject to approval and ratification by the CSC and the CTA.

C.      Locally Assessed Incentives

1.        Locally Assessed Incentives shall be established, for which teachers may qualify and receive an incentive payment. These Locally Assessed Incentives are intended to advance system goals and shall be agreed upon by the Administration and the Commission.

2.        Measurable standards for meeting the Incentives shall be established and agreed upon by the Administration and the Association. These standards shall be listed clearly and made available to all teachers. The administration shall decide whether or not a teacher has qualified for the Locally Assessed Incentives payment, based on quantifiable assessment of the standards, will be awarded on a first-come, first served basis, up to the limit of the funds provided as noted below:

The School Committee will place in the budget at least:

2012-2013 School Year  $0

2013-2014 School Year $0

 2014-2015 School Year                    $0

3.        Upon successful achievement of one set of standards, a teacher shall receive a lump sum payment of $500. An individual teacher may earn up to two separate payments of $500 during the duration of this agreement. Payments may be deferred until July 1 following the school year within which the Incentive was achieved.

4.        Locally Assessed Incentives shall not be offered during the period of July 1, 2012 through June 15, 2015.

D.      National Board for Professional Teaching Standards Certification

1.        Each year, a total of $4000 will be allocated to be paid towards the application fee for National Board for Professional Teaching Standards Certification. $2000 each shall be available if one or two teachers apply. A total of $4000 shall be split evenly among applicants if up to four teachers apply. If more than four teachers apply in a one-year period, the four teachers with the most Carlisle seniority, will each receive $1000. Teachers must notify the Administration of their intent to apply by a deadline of one month prior to the National Board for Professional Teaching Standards’ deadline for application. Within two weeks after this deadline for notification of intent to apply, the Administration shall notify those teachers regarding the expected disbursement of the $4000. Reimbursement shall be made within 30 days of actual application to the National Board for Professional Teaching Standards.

2.        Upon receiving National Board for Professional Teaching Standards or equivalent certification for other specialties, such as the National Association of School Psychologists certificate or the Certificate of Clinical Competence offered by the American Speech-Language-Hearing Association, a staff member's contracted salary shall be increased by $1,000 per year for each of the next five years. If and when similar certifications become available, the CTA and CSC will examine whether they should be included under this plan.

Article XX

SUMMER EMPLOYMENT

A teacher may be requested by the Administration to work for a period during the summer following the basic contract year (September 1 - June 30), the precise period of such employment to be determined by the Administration. Any teacher shall have the right to accept or refuse such summer employment.

The School Committee will place in the budget at least

2012-2013 School Year                $56,000

2013-2014 School Year                $56,000

2014-2015 School Year                $56,000

and continuing thereafter to be used to compensate teachers during the summer.

The School Committee and the Superintendent recognize the value of teacher input into plans for summer work and encourages teachers to submit written proposals for projects to be evaluated by the Administration. After all the proposals have been submitted, the teachers shall provide the Superintendent/Principal with their opinion as to the priorities for funding those proposals along with any proposed by the Administration. Moneys for summer employment shall be spent by the Superintendent/Principal to fund those projects which in his/her opinion lead to the accomplishment of school goals. Teacher generated projects shall constitute at least 20% of those projects and activities to be funded.

A teacher shall be compensated for summer employment at a per diem rate of 1/185 of the Base Salary to be received by such teacher for the following contract year. Compensation for any teacher may not exceed $275 per diem.

New teachers hired to begin work in September are not eligible to submit proposals, but may be invited to participate in summer work performed by their new team. Such teachers will be paid for their summer work after September 1.

A list of all approved summer work to include the teachers’ names, assignment, and amount reimbursed will be compiled by the Carlisle School System for each fiscal year. The list will be given to the CTA Executive Board by October 1.

Article XXI

EARLY RETIREMENT

A.       The intent of this Early Retirement Article is to provide a financial incentive for a teacher to retire earlier than his/her sixty-fifth birthday. Such incentive should provide benefit for the teacher and long-term financial saving to the school.

B.        Teachers eligible to participate in this program are those who:

1.       have been under contract to the Carlisle Public Schools as a teacher for the preceding ten (10) years;

2.       will be eligible to retire pursuant to Massachusetts Retirement Law at the end of the second, or next school year after the year in which such declaration was made;

3.       will have attained at least their fifty-fifth birthday or at most their sixty-third birthday by the effective date of their retirement.

A period of sabbatical leave (see Article XIV) will be considered as a period of teaching for the purpose of determining length of service. Leaves of absence without pay (see Article XV) shall not constitute an interruption of service.

C.        For each of the remaining school years following the school year in which the declaration of intent is filed, the teacher shall have additional salary added to base salary at the following percentage of the base salary:

When notification is given two years prior to retirement:

First year of advance notification                   20%

Second year of advance notification              15%

When notification is given one year prior to retirement:               20%

D.       A declaration of intent to participate in this program must be filed in writing to the Superintendent by September 15 of the school year prior to the school year in which additional salary payments are to commence. Failure to provide notice by September 15 will preclude participation in the program for the following year.

E.        A final decision to participate in this program must be filed in writing to the Superintendent by October 15 of the school year prior to the school year in which additional salary payments are to commence. Failure to declare final intent shall preclude participation in the early retirement program for the following year. In unusual circumstances, the School Committee may consider waiving this requirement.

F.        The intent to participate may be revoked upon showing of changed circumstances and/or personal hardship providing notification of such revocation is given by July 1st of the summer prior to the school year of retirement, i.e., one school year prior.

An individual, because of unusual personal hardship during the school year previous to retirement, may request the Committee to consider revocation. While not obligated to grant such revocation, the Committee will consider such requests.

Upon any such revocation, the teacher agrees to repay any additional amount received pursuant to this article plus interest over a period of time that does not exceed the period over which it was paid. Interest will be calculated on the outstanding balance due to be repaid at the end of each month using 1/12 of the prime interest rate charged by the Bank of America at the time of revocation. A teacher who has revoked participation shall not thereafter be eligible for benefits under this article.

Article XXII

ROLE OF PROFESSIONALS

A.       It is the intent of this agreement that the direct instruction of students in the Carlisle Public Schools shall be the responsibility of the professional educators below the administrative level employed by the Carlisle School Committee.

B.        The Association will be notified if any work previously performed by a member of the bargaining unit is intended to be sub-contracted or assigned to a person not included in this agreement. Upon request of the Association the Administration will meet with representatives of the Association to review any such situation. In no way does any such notification or review constitute a waiver of the Association’s right to file a grievance outlined in Article II of this agreement.

C.         If instructional aides, paraprofessionals, volunteers, consultants, or any other non-professionals are to be involved in the delivery of educational services, such involvement should generally be under the direct supervision of the professional staff below the administrative level of the Carlisle Public Schools. The Association shall be notified of any situation in which the Administration determines that this is not possible. Upon request of the Association the Administration will meet with representatives of the Association to review any such situation. In no way does any such notification or review constitute a waiver of the Association’s right to file a grievance outlined in Article II of this agreement.

D.       It is understood that as professionals, teachers will make every effort to make appropriate notification for absences according to the procedures of the Carlisle Public Schools and otherwise act in a manner consistent with the safety and well being of the students and in keeping with the policies of the Carlisle Public Schools

Article XXIII

FACULTY CHILDREN

A.       Upon recommendation of the Superintendent and approval of the School Committee, children of the professional staff may attend the Carlisle Public Schools without charge. Except in the event of extraordinary circumstances, notification shall be submitted to the Superintendent by April 1. The Superintendent’s recommendation shall not be unreasonably withheld and shall be based on an assessment of anticipated class size.

B.        It is the intent of the Association and the Committee that the enrollment of faculty children should not cause the Carlisle School System to incur unusual, significant additional expenses. Since children in day or residential placements do not attend public schools, this policy does not apply to such children of faculty members.

C.        Once a child is admitted into the Carlisle Public Schools the child will be allowed to remain in the system through the 8th Grade provided the status outlined in (B) does not change and the teacher remains in the employ of the Carlisle Public Schools.

Article XXIV

EFFECTIVE DATE and DURATION

This contract shall become effective as of July 1, 2012 and shall terminate on June 30, 2015. TOWN OF CARLISLE SCHOOL COMMITTEE

Dated: __________________________________          By:     _______________________________

Bill Fink, School Committee Chair

CARLISLE TEACHERS’ ASSOCIATION

Dated: __________________________________         By:     ________________________________

Linda Vanaria, CTA President

Appendix

Definitions:

Professional Faculty

General Educator - Classroom teacher K-5 or Middle School subject area Team Member

Special Educator - Elementary Special Educator, Middle School Special Education Team Member, or therapist

Special Service Provider - Nurse, Guidance, Psychologist

Specialist - Teacher of special subjects (e.g. physical education, library, music, art, foreign language, etc.)

Curriculum Specialist - Professional faculty member with system-wide responsibility in specific areas. (e.g. Technology, Systems Thinking, etc.)