Chatham

Show detailed information about district and contract

DistrictChatham
Shared Contract District
Org Code550000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2011
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersCape Cod RVTSD
CountyBarnstable
ESE RegionSoutheast
Urban
Kind of Communityresort/retirement/artistic
Number of Schools3
Enrollment674
Percent Low Income Students15
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Chatham

AGREEMENT

 

BETWEEN

 

CHATHAM SCHOOL COMMITTEE

 

CHATHAM TEACHERS’ ASSOCIATION

 

 

 

 

 

UNIT A

 

(Professional Employees)

 

       July 1, 2007 – June 30, 2008

 

       July 1, 2008 – June 30, 2011

 

ARTICLE I

RECOGNITION

 

The Committee recognizes the Association as the exclusive representative for the purpose of collective bargaining for the following employees in Unit A (Professional):

 

All professional employees, including Chapter I teachers, school psychologist and nurses, but excluding substitute teachers, doctors, principals, Superintendent of Schools, Director of Curriculum and Student Services and all other employees.

 

All Articles of the Unit A Contract shall apply to the nurses.  As a condition of continued employment while this Agreement shall continue in effect, every employee covered by this Agreement, if and when not a member in good standing of the Association, shall pay or by payroll deductions shall have paid to the Association by January 1st, an Agency Fee of eighty percent (80%) of the combined dues for full membership in the Chatham Teachers’ Association, Massachusetts Teachers’ Association, and the National Education Association.

 

ARTICLE II

SCOPE

 

This Agreement includes all the agreements reached by the parties respecting wages, hours, and other conditions of employment which either the Committee or the Association proposed as the subject of negotiations.  Subject to the provisions of this Agreement, wages, hours, and conditions of employment covered by this Agreement as of its effective date shall continue in effect during the life of the Agreement.

 

ARTICLE III

PROFESSIONAL CONSULTATION

 

The Committee agrees to confer at regular intervals with representatives of the Association concerning matters of common educational concerns.  The Superintendent shall participate in all such conferences.  The Committee and Association shall give serious consideration to proposals submitted by the other respecting matters presented at such conferences, but nothing in this Article shall affect or impair the right of the Committee to make final decisions.


 

ARTICLE IV

COMMITTEE AND ASSOCIATION PREROGATIVE

 

Section 1

 

The Committee is a public body established under and with power provided by 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 it by the Commonwealth.  As to any matter not specifically provided for in this Agreement, the Committee retains all of the powers, rights without any such exercise being subject to the grievance or arbitration procedure hereunder.

 

Section 2

 

The Committee recognizes the right of the Association under the provisions of Chapter 150E of the General Laws of Massachusetts, and agrees that nothing in this Contract shall be deemed to impair any power of the Association as the collective bargaining representative of the Chatham Teachers’ Association under the statutes of the Commonwealth of Massachusetts.

 

Section 3       Resolution of Differences.

 

The Association agrees that it shall not assert the right to strike against the Town of Chatham or its School Committee.  The Association shall not cause or sponsor, and no professional employee represented by it in the Town of Chatham, shall cause or participate in any strike, work stoppage, slowdown, sanctions or any other interference with work.  The Committee agrees not to lockout employees during the term of this Agreement.

 

Section 4

 

Employees who participate in any such activity may be disciplined or discharged as the Committee, in its judgment, deems proper, provided, however, that an issue of fact as to whether an individual has engaged in such activity may be the subject of the grievance and arbitration procedure.

 

 

 

 

 

 

 

ARTICLE V

GRIEVANCE PROCEDURE

 

Section 1       Definition of Grievance.

 

A grievance is a dispute concerning the interpretation or application of the provisions of this Agreement.  The purpose of the grievance procedure is to produce prompt and equitable solutions in an atmosphere of informality and confidentiality.  Nothing herein shall prevent an individual employee from presenting a grievance individually, except that the decision to proceed to arbitration shall be the exclusive right of the Association and not the individual employee.  If an employee elects to process a grievance individually, the Association shall have the right to be present at all levels of the grievance procedure and to receive copies of all documents related to the grievance.

 

Section 2       Time Limits and Forms.

Grievances shall be presented in writing by the aggrieved party on forms provided in Appendix B of this Agreement within fifteen (15) school days of the event or events giving rise to the grievance, or within fifteen (15) school days from the date the aggrieved party had knowledge or reasonably should have had knowledge of the event or the events giving rise to the grievance.

 

A grievance shall be deemed waived if not presented in writing on the completed forms provided within the time limits specified from the various levels of Section 3 of this Article unless such time limits are extended by mutual agreement.

Section 3

Level One:     The aggrieved employee, with or without the Association representative, shall present the written grievance to the building principal or his/her designee provided the designee is not from Unit A, within the fifteen (15) school days referred to in Section 2 for purposes of discussion.

 

Level Two:    If the grievance is not disposed of at Level One to the employee’s satisfaction, or if no decision has been rendered at Level One, the grievance shall be presented to the Superintendent of Schools or his/her designee (on the completed grievance form) within five (5) school days of the Level One answer or the date on which said answer is due.  Where a grievance is not the responsibility of the building principal, it may be initiated at Level Two with the Superintendent.

 

Level Three:  If the grievance is not satisfactorily disposed of by the Superintendent or his/her designee, or if no written decision has been rendered within ten (10) school days following presentation of the grievance to the Superintendent or his/her designee, the grievance shall be presented (on the completed grievance form) to the Committee within five (5) school days of the Level Two answer or the date on which said answer is due.

 

The Committee and/or its representative(s), which may include legal counsel, will meet with the aggrieved person, a member of the Association, and the Association’s legal counsel, if requested, within ten (10) school days following receipt of the written grievance on the completed forms provided.

Level Four:    Arbitration. 

If, at the end of five (5) school days following the meeting with the Committee the grievance has not been disposed of to the satisfaction of the Association, the Association may submit the grievance to arbitration.  Submission shall be by letter, postage prepaid, addressed to the American Arbitration Association, with a copy to the Superintendent.  Such submission must be postmarked no later then twenty (20) days following the date of the meeting with the Committee.  The arbitration shall be conducted in accordance with the rules of the American Arbitration Association, and the cost shall be shared equally by the Committee and the Association.

Section 4

 

The Committee may file a grievance against the Association with the Executive Board of the Association; and, if the grievance is not disposed of to the Committee’s satisfaction, it may submit the grievance to arbitration.

 

Section 5

 

Notwithstanding any contrary provisions, no dispute or controversy shall be subject to arbitration unless it involves the interpretation or application of the provisions of this Agreement

 

Section 6

 

The arbitrator will be without power or authority to alter, add to, or subtract from the provisions of this Agreement.  Subject to the foregoing, the decision of the arbitrator shall be submitted to the Committee and the Association, and shall be binding upon the Committee, the Association, and the employee or employees who initiated the grievance.

 

 

Section 7

 

Notwithstanding any contrary provisions in this Agreement, the following shall not be subject to the grievance/arbitration provisions of the Agreement:

 

the failure or refusal by the Committee to renew the Contract of or reappoint a probationary teacher or a teacher who has not attained professional teaching status;

 

the dismissal or suspension of a probationary employee.

 

Section 8       Exclusive Remedy.

 

In any matter involving discipline, suspension, dismissal, removal, or termination which is not specifically excluded from arbitration hereunder, the employee may elect arbitration as the exclusive remedy for such matter.

 

The arbitration provisions of this Agreement will not apply to a grievance unless the employee elects the Grievance/Arbitration provisions as final and binding and as the exclusive remedy in a matter involving discipline, suspension, dismissal, removal, or termination.

 

A signed grievance on the form contained in Appendix B filed by the employee in Level Four of the grievance procedure shall constitute an election hereunder in a matter involving discipline, suspension, dismissal, removal, or termination.

 

Failure of the employees to elect one remedy from a choice of remedies in a matter involving discipline, suspension, dismissal, removal, or termination shall be justifiable and proper grounds for the Committee to refuse to process the grievance.  Such a refusal by the Committee shall not constitute a violation of the collective bargaining agreement.

 

If the Committee elects to pursue a grievance to arbitration, arbitration shall be the exclusive remedy.

 

In matters involving the dismissal of a teacher with professional teacher status, the teacher, after a hearing before the Committee in accordance with Massachusetts General Laws, Chapter 71, Section 42, may elect to have the matter finally determined and resolved by an arbitrator under Article 5, Section 3, Level Four of this Agreement.  Such grievance shall commence at Level Four of the Grievance/Arbitration procedure.  A signed grievance filed by the employee within the (10) school days after the Committee has issued its decision shall constitute an election hereunder.

 

Section 9

 

No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the School Department of Chatham for any employee involved in presenting such grievance.  However, the record of the outcome of a grievance involving an employee or employees may be kept in a file for reference purposes only, and the Committee may keep a separate general file on any and all matters pertaining to any and all grievances and their dispositions.

 

Section 10

 

If, in the judgment of the Association a grievance affects a group or class of employees, the Association may submit such grievance, in writing, to the Superintendent directly, and the processing of such grievance will be commenced at Level Two.  The Association may process such a grievance through all levels of the grievance procedure, even though the aggrieved person does not wish to do so.

 

ARTICLE VI

SICK LEAVE AND PERSONAL DAYS

 

Section 1

 

On the effective date of the Contract, each teacher who works at least one day in the school year shall be credited with fifteen (15) days annual sick leave, plus such sick leave as he/she has accumulated since the date of employment in the Chatham School system.  Sick leave may be accumulated from year to year up to a maximum of one hundred eighty (180) days.  Sick leave may be used for personal illness, incapacity, or medical treatment required by such illness or incapacity.  Up to fifteen (15) days per year of one’s sick leave may be used for incapacity of a member of the teacher’s immediate family or domestic partner, if care by the teacher is required.  The Superintendent may request that a teacher absent for seven (7) consecutive days provide a doctor’s certification that illness, incapacity or medical treatment prevents the teacher from working and an estimate of the duration of disability.  The Superintendent may also request a certificate of fitness to return as a condition of return to work.

 

 

 

Section 2

 

Teachers may take up to three (3) days of compensated leave for personal, legal, business, household or family matters which cannot be conveniently, effectively or reasonable taken care of other than during school hours, and provided that, except in emergency situations, at least twenty-four (24) hours advance request shall be made to the building principal.  It is understood that said personal days cannot be used prior to or following a vacation period or holiday for the purpose of extending a vacation or holiday, except in cases of emergency.  Doctors’ appointments not requiring medical treatment qualify as personal days, not sick days.

 

Section 3

 

One (1) full day’s pay of salary shall be deducted for each day school is in session after accrued sick leave days have been used.  There shall be no deduction to the extent the Sick Leave Bank Committee grants additional days.  One (1) full day’s pay shall be deducted after the three (3) days allowed for personal absence has been used.

 

Section 4

 

Whenever a teacher is absent from school as a result of personal injury arising out of and in the course of his employment, he will be paid sick days or a fraction of sick days which together with payments received under Workers’ Compensation, will equal his/her full pay until his/her sick days are exhausted.

 

Section 5

 

Part-time teachers who work five (5) days per week will receive the same number of sick days and personal days per year as full time teachers.  Part-time teachers who work less than five (5) days per week will receive prorated sick days and personal days.

 

Section 6

 

Upon death, retirement, reduction in force (RIF), or voluntary resignation, payment shall be made of twenty-five percent (25%) of accumulated sick leave at one hundred dollars ($100.00) per day pay.  The teacher who is riffed will receive the 25% sick leave buy back upon expiration of the recall period or waiver of the RIF leave of absence.  Upon death, in the absence of a designated beneficiary, payment shall be made to the teacher’s estate.  The benefits set forth in this section shall not apply to employees who begin working after June 30, 2007.

 

ARTICLE VI-A

SICK LEAVE BANK

 

Section 1

 

The sick leave bank, for use by Unit A employees covered by this Agreement who have exhausted their own sick leave and who have serious illness, shall continue in effect.

 

Section 2

 

Effective September 1st of each year, all Unit A employees covered by this Agreement shall each contribute one (1) day of their annual fifteen (15) days of sick leave in order to fund the bank.  If the balance of days in the bank falls below one-third (1/3) the initial annual assessment, there shall be an additional one (1) day contributed by each certified employee.  The days in the sick leave bank will accumulate from year to year up to a maximum of one thousand (1000) days.  Upon reaching this limit no additional days will be donated until either the bank falls below one-third (1/3) of the initial assessment or until another annual assessment is within the maximum one thousand (1000) days.

 

Section 3

 

The initial grant of sick leave by the Sick Leave Bank Committee, as established in Section 4, to an eligible employee shall not exceed thirty (30) days.

 

Upon completion of the thirty (30) day period, the period of entitlement shall be extended by the sick leave bank committee upon demonstration of need by the applicant.

 

Any sick leave granted any individual under the provisions of this Article shall expire at the end of the applicable school year.

 

Section 4

 

The sick leave bank shall be administered by a Sick Leave Bank Committee consisting of seven (7) members as follows:  Three (3) Association members, three (3) Committee members, and the Superintendent of Schools.  The Sick Leave Bank Committee shall determine the eligibility for the use of the bank and the amount of leave to be granted.  The following criteria shall be used by the committee in administering the bank and in determining eligibility and amount of leave:

 

adequate medical evidence of serious illness,

prior utilization of all eligible sick leave, and

propriety of use of previous sick leave.

 

Decisions of the committee shall be final and binding and not subject to arbitration.

 

Section 5

 

A written request for sick leave bank days shall be submitted to the committee by an applicant or his/her designee.  Such a request shall be accompanied by whatever medical evidence is required by the committee to substantiate the request.

 

Section 6

 

Unused sick leave bank days shall accumulate from year to year.

 

ARTICLE VII

LEAVE OF ABSENCE

 

Section 1

 

A leave of absence without pay will be granted to any teacher with professional teacher status for up to one (1) full term of the elected office (political or Association); but on return from such leave the teacher will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.

 

Section 1 A

 

A leave of absence without pay for up to two (2) years may be granted to any teacher with professional teacher status who joins the Peace Corps, Vista, serves as a foreign or domestic exchange teacher, or enrolls as a full-time student in an accredited college or university and is a full time participant in such programs.  Upon return from such leave, the teacher will be considered as if he/she were actively employed by the Committee during the leave, and he/she had not been absent, subject to the recommendation of the Superintendent and approval of the School Committee.  Such recommendation and approval shall not be subject to grievance and arbitration

 

Section 2

 

Military leave will be granted in accordance with applicable Federal or State law.

 

Section 3

 

A leave of absence without pay or increment of up to one (1) year may be granted to teachers with professional teacher status whose personal illness extends beyond the period compensated by sick leave.  Requests for such leave will be supported by appropriate medical evidence.

 

Section 4

 

Other leaves of absence without pay or increment may be granted by the Superintendent in the exclusive discretion of the Superintendent, whose decision shall be final and binding.  Employees on a leave of absence shall not be credited with service toward a step increment except where otherwise provided in the Article.

 

Section 4 A

 

All requests for leave and extensions or renewal of leaves will be applied for in writing and acted upon in writing.  Notification of intent to return from a leave of absence shall be given in writing to the Superintendent no later than April 1st for a return from a leave of absence to take effect at the beginning of the following school year.

 

Section 5       Sabbatical Leave.

 

Upon recommendation of the Superintendent and at the discretion of the Committee, sabbatical leave for approved study and research, including travel and/or other professional activities considered to be in the interest of the school system, if applied for, may be granted by the Committee as follows:

 

After seven (7) years’ service in the Chatham Schools, a teacher may apply for the sabbatical leave with one-half (1/2) pay for a maximum of one (1) school year.

 

After fourteen (14) years’ service in the Chatham schools, a teacher may apply for sabbatical leave with full pay for a maximum of one (1) school year.

 

The granting of sabbatical leave shall be dependent on the teacher signing a contract to serve the school system for a period of two (2) years upon return from sabbatical leave.  Upon return from such leave, the teacher will be considered as if he/she were actively employed by the Committee during the leave and he/she will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.  In default of completing such service, the employee will refund to the Committee 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.  The employee may be released from such payment if his/her failure to serve the time as stipulated be due to his/her illness, disability, or death, or if he/she be discharged from his/her position by the Committee.

 

Written request for sabbatical leave shall be submitted to the Committee for approval on forms provided during the period November 1 through November 15 of each year.  Applications may not be made more than two (2) years in advance.  An application may be made for only one (1) year and must be renewed in order to apply to another year.

 

Each applicant for sabbatical leave will have an opportunity to present his/her case (request) before the Committee within forty-five (45) days after receipt of his/her written application.  The Committee will make its decision, reserving the right to reject any leave request, within ninety (90) days after receipt of the application,

 

In considering sabbatical leave, the Committee expects the candidate to show direct, identifiable benefit to the school district, to submit a definite schedule of activities - where and when - for the year.  He/she is also asked to present evidence of admission to graduate school or the specific program of studies involved, and to commit himself/herself to furnishing such reports of his/her progress as the Committee may require.  In each case, the teacher’s principal will be asked to file a letter of reference and recommendation.  The steps mentioned in this paragraph may be taken over a period of time, but are to be completed or stipulated as to completion before a contract of sabbatical leave is in effect.

 

Where multiple applications are received the Committee’s decision will be based on which sabbatical leave program will most benefit the school system, irrespective of whether the request is based on one-half (1/2) pay or full pay.  No more than one (1) sabbatical leave may be granted in any one (1) year.

 

Section 6       Maternity Leave/Child Care Leave.

 

A teacher who becomes pregnant or adopts a child will notify the Superintendent, in writing, as soon as possible, stating the anticipated date of departure and return.  Such notification shall provide the administration with as much opportunity as possible to secure a replacement teacher an insure continuity of assignments.

 

The pregnant teacher may continue in her assigned position as long as her physical condition and ability to perform her assigned duties allow.  The Committee may require such medical evidence of the teacher’s ability to continue employment as it may require when questioning the health of a teacher in a non maternity-related situation.

 

The parties recognize that the law is in a state of change, and that this Article is intended to permit compliance with Federal and State laws governing such leave.

 

At the commencement of such leave, the teacher will advise the administration whether she will return the September immediately following the commencement of her leave or the following September.

 

In no event shall a teacher’s leave include time in more than two (2) school years.

 

Credit for increment on the salary schedule will be granted to a teacher returning from leave if she was employed for at least half of the year during which she was on leave.

 

(g)   Child-Caring Leave.

 

In the case of a birth or adoption of a child, any teacher shall have the right to apply for a leave, without pay, for child-caring purposes.

 

In cases where both parents may be teachers in the school system, only one (1) of said persons shall be entitled to such leave at the same time.  The allowed time may be split between the two parents.

 

In the case of female teachers, the application for child-caring leave may be made to become effective immediately upon the termination of the maternity leave.  The combined term of the maternity and child-caring leave shall not exceed the maximum time allowed under the Contract for a maternity leave.

 

Child-caring leave may be granted for a period of up to the end of the school year in which the birth or adoption of the child occurs; but such leave may, at the option of the Committee upon the request of the teacher, be extended for one (1) additional school year.  Requests for extensions of such leave must be made at least three (3) months prior to the expiration of the first period thereof.

 

Where the birth of a child is anticipated during the first month of a school year and child-caring leave is being requested, the child-caring leave must commence at the start of the school year.

 

Where a child-caring leave is requested, a teacher taking such leave shall not be permitted to return to the school system following such leave, between April 1 and June 30.

 

Applications for child-caring leave shall be filed at least three (3) months before the leave is desired or not later than one (1) month after the date of an adoption.

 

Where a teacher who has been granted a child-caring leave returns to the system at any time other than the start of the school year, such teacher may be assigned to any position decided upon by the Superintendent as long as such assignment is within the certification of such teacher; it being the purpose of such assignment not to interfere with or disrupt the instruction of the pupils, particularly where such pupils may have commenced their instruction with a teacher who was assigned to such pupils at the start of the school year.

 

Anything to the contrary notwithstanding, a child-caring leave granted to a teacher without professional teacher status need not be extended beyond the end of the contract school year in which the leave is obtained.

 

Upon return from a child-caring leave, the teacher shall be placed on the next highest step on the salary schedule from that at the time of the leave-taking, provided, however, that during the school year in which the leave was taken the teacher shall have actually worked more than ninety (90) days in the school year of service.  In the event that the teacher shall have served less than ninety (90) days in the school year of leave-taking, the teacher shall be placed on the same step at which the teacher left.

 

The dates for the commencement and termination of child-caring leaves shall, in all cases, be subject to and based upon a finding and determination by the Committee that such leave will not substantially interfere with the administration of the school or with the education of the pupils.

 

Section 7

 

It is recognized that no specific position can be held open during any leave, but in all instances, reasonable efforts will be made to assign the employee to the same position which the employee held at the time the leave commenced.  If the position is not available, then reasonable efforts will be made to assign the teacher to a substantially equivalent position.

 

ARTICLE VIII

SALARY PAYMENTS

 

Section 1

 

The annual salary shall begin with the first days of a normal school year.  A normal school year is from September to June 30.

 

Section 2

 

A teacher’s annual salary will be divided into twenty-one (21) biweekly payments at 1/26th of salary and a final payment at 5/26th of salary, all payments to be completed by June 30 or twenty-one (21) payments by June 30.  At the option of each teacher a payment schedule of twenty-one (21) equal payments payable bi-weekly from September to June 30 may be selected provided notification of the exercise of such option is given in writing to the Superintendent by July 1st.  Once the option is selected it shall remain in effect for the duration of the salary agreement.  If no option is selected by July 1st, the twenty-six (26) payment method will apply.

 

Section 3

 

The annual increments shall become effective in September of each year.  They are not automatic, but rather are dependent on continued satisfactory service and on compliance with the requirements of professional development and educational improvement.

 

Section 4

 

Compensation for year-long extracurricular activities shall be in three (3) equal payments - the first to be made in the last payroll period of November, the second to be made in the last payroll period of February, and the third payment to be made in the last payroll in June.  Compensation for less than year-long extracurricular activities shall be made in the payroll period immediately following termination of the activity.  Extracurricular pay shall be paid by separate check.

 

 

Section 5

 

Provided the teacher notifies the Superintendent no later than November 1st of the prior school year of his/her anticipated degree change and the approximate date, such teacher shall receive the salary column change the first pay period after submitting proof of the degree change in the form of transcripts, copies of degrees or other certified documents.

 

ARTICLE IX

GROUP INSURANCE

 

The Town of Chatham, in accordance with its bylaws, will pay seventy percent (70%) of the cost of group insurance premium for individual employees covered by this Agreement.  Employees on the active payroll will have their monthly share of the cost deducted from their pay.

 

ARTICLE X

PAYROLL DEDUCTIONS

 

Section 1       Association Dues.

 

The Committee agrees to deduct, in monthly installments between October and June, from the salaries of teachers who have executed and filed with the Committee a current authorization form for dues/agency fee deductions for the Chatham Teachers’ Association, Massachusetts Teachers’ Association and the National Education Association and to transmit the invoices to the local Association treasurer each month.

 

Section 2       Annuities.

 

The Committee will make payroll deductions twice a month for teachers who elect to defer income and purchase annuities.  Teachers may enroll for such annuity deductions during the months of September and January, with authorization submitted no later than October 1st and February 1st, respectively.

 

Section 3

 

Credit Union Payments will be transmitted to a single carrier identified by the Association, provided such carrier acts as the dispersing agent for other carriers.

 

Section 4       Indemnification.

 

The Association shall indemnify and save harmless the School Committee and the Town against all claims, demands, suits, or other forms of liability which may arise by reason of any action taken in making or omitting to make deductions and remitting or failing to remit the same pursuant to Article X, Sections 1 and 4.

 

 

ARTICLE XI

TEACHER EVALUATION

 

Section 1

 

All monitoring or observation of work performance of a teacher will be conducted openly and with full knowledge of the teacher.  Teachers shall be given a copy of an evaluation and, if they so request, shall have an opportunity to discuss said report with their superiors, including the Superintendent.  It is understood that evaluations may include matters other than reports based on classroom observation of work performance.  However, any observations shall not extend to a teacher’s activities outside the school.

 

The content and judgments contained in teacher evaluations shall not be subject to the grievance and arbitration provisions of this Agreement, except that a dispute or complaint as to whether the mechanical steps of the evaluation procedure have been followed will be subject to the grievance and arbitration procedure.

 

Section 2

 

Teachers shall have the right, upon request, by appointment, to review and copy, at the teacher’s expense, the contents of his/her personnel file not confidential or privileged under law.  A teacher is entitled to have a representative of the Association or his/her own legal counsel accompany him/her during such review.

 

Section 3

 

No material derogatory to a teacher’s conduct, services, character, or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review such materials by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.  The teacher will also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

 

Section 4

 

Any written complaints regarding a teacher made to any member of the Administration or Committee by any parent, student, or other person will be called to the attention of the teacher by the building principal within five (5) school days from the date of complaint.  Until such time that the teacher is notified, there shall be no discussion of the complaint other than to the Superintendent.  If the above conditions are not met, such complaint shall not become part of the teacher’s record and shall not be the basis of any adverse action.  Verbal complaints shall not be considered.

 

 

 

Section 5

 

The Committee and the Association shall negotiate with respect to any changes in the evaluation instrument and/or procedure.  (See Appendix C)

 

Section 6

 

No teacher will be disciplined, denied his/her annual increment, reprimanded, or reduced in rank or compensation, or deprived of any professional advantage without just cause.  Any of the reasons set forth in M.G.L. Ch. 71, s. 42, shall be deemed just cause for purposes of this section.  It is understood that this section shall not apply to the dismissal or non-renewal of a probationary teacher or teacher without professional status.

 

Section 7

 

The nurse will be evaluated annually by the building principals.

 

Section 8

 

The principal shall evaluate the athletic director and the athletic director shall evaluate all coaches.

 

 

ARTICLE XII

PROFESSIONAL DEVELOPMENT

 

Section 1       Professional Development Grants.

 

The School Committee shall continue to encourage professional improvement of teachers by providing Grants.  The sum of fifteen thousand dollars ($15,000) shall be set aside in any school year for this purpose.  No individual teacher shall receive more than one thousand dollars ($1,000) in any one year.  The set guidelines and policies governing the use of Professional Development Grants will be administered by the Superintendent of Schools.

 

 

 

Section 2       Professional Development Programs.

 

 

 

 

(a)  Certificated staff members will be required to participate in district-wide and/or building based professional development programs each year.  All certificated staff members are responsible to renew their certification within five years, as required by the Department of Education, and have responsibility for the development of their individual professional development plan, which includes record keeping and documentation of staff development programs. 

 

(b) The Administration reserves the right to require a teacher, as a result of formal evaluations of teacher effectiveness, to receive additional training.  Additional training may also be required in preparation for a new assignment.  The School District will pay for any course of training required under this section.  A teacher taking courses under this section will be reimbursed up to a maximum of one hundred dollars ($100) per course for verified off-Cape travel expenses.

 

(c)  On recommendation of Administration individuals may attend workshops or conferences outside the district as part of the staff development programs.  Opportunities for such workshops and conferences shall not be limited to the same few teachers each year, but shall be widespread wherever possible.

 

(d)  Certificated employees shall continue to file graduate credits, which are to be applied to preparation schedules (such as Master’s Degree) in their personnel folders.  Such credits shall be from accredited institutions.  Distant learning may be included with approval of Administration.  Credits to count toward a specific preparation schedule (i.e. M+30) must be earned subsequent to attainment of the immediate prior preparation schedule.

 

(e)  Teachers are eligible to earn salary credits that will move them laterally across the salary schedule as follows: fifteen (15) PDPs shall equal one (1) academic credit with a maximum of three (3) credits to be allowed for any one column change.  For the PDPs to count toward a salary credit, the teacher must submit to his/her building principal for prior approval a project or training proposal with an explanation of how it is related to the curriculum and how it will benefit the students in his/her classroom. 

 

 

ARTICLE XIII

TEACHER WORK DAY AND WORK YEAR

 

Section 1

 

The work year shall consist of at least 180 days, but no more than 185 days (186 days effective July 1, 2008) in all grades.  On one of the first two days of the work year, one-half day shall be set aside for elementary school teachers to prepare their classrooms for the opening of school.  The remainder of the first two days for elementary school teachers shall be devoted to orientation activities scheduled by Administration, work on curriculum, review of new books, etc.

 

Section 2

 

The starting and dismissal times for students shall be established by the School Committee.  Any change in the length of the school day shall be negotiated with the Association before any such change is initiated.  The school day shall be as follows:

 

               High School                                7:40 a.m. to 2:05 p.m.

               Middle School                            7:40 a.m. to 2:05 p.m.

               Elementary School                     8:30 a.m. to 2:40 p.m.

 

Section 3

 

Teachers are expected to be present fifteen minutes before the beginning of the school day and to remain a reasonable time in the afternoon to perform necessary professional tasks, including dismissal duties, extra help, make-up work, evaluation of students and other teachers, and to meet with parents.

 

A reasonable time in the afternoon shall be defined as no less than fifteen (15) minutes per day and no less than 150 minutes in the aggregate for a five (5) day work week.

 

Individual teacher’s schedules in the areas of Visual and Performing Arts and Allied and Culinary Arts may differ from that of the general student body.  Schedules for these teachers will be established by Administration and will be voluntary for teachers with professional teacher status.

 

Teachers are expected to attend after-school meetings called by their supervisor or building principal.  A good faith effort will be made to restrict such meetings to a maximum of one hour.

 

One of the five in-service days shall be used in January only at the High School and Middle School as an in-school intersession day that teachers may use as they see fit.  The Elementary School shall use this day for building-based professional development.

 

 

Section 4

 

A teacher’s basic workload shall include classroom teaching and all related activity which must be carried out to insure a quality educational experience for the students, but such duties not to include custodial and food service duties.  Where a principal has made reasonable effort to obtain a qualified substitute for an absent teacher, teachers are expected to cover the absent teacher’s classes at the request of the principal if efforts to find a qualified substitute fail.

 

 

Section 5

 

All teachers will be guaranteed one (1) preparation period per day consisting of forty-five (45) consecutive minutes at the elementary and middle school levels and eighty-five (85) consecutive minutes at the high school level.  No high school or middle school teacher shall be required to teach more than the equivalent of five (5) academic courses per school year.  Teachers who teach shop, physical education, home economics, band, music, technology, and/or art may be required to teach a sixth course in lieu of a supervisory period.  Teachers required to teach a sixth period will not be given any additional supervisory responsibility.  For those teachers with more than one non-instructional period, the principal, with a minimum of two (2) weeks’ advance notice, may designate one of the non-instructional periods for administrative assignment during which he/she may direct the teacher to duties, class coverage, and professional related activities such as curriculum development, analysis of student work, or any other work as defined in section four above.  No more than one of these administrative assignments per week per teacher may be used to substitute teach an absent teacher’s class.  The principal and teacher will meet at the beginning of each semester to agree on an equitable time allotment for independent study, including the number of students and minutes per day.

 

Section 6

 

As much as possible, an advance schedule of meetings which require teachers to remain after school longer than one hour should be developed.  Each building faculty is required to hold at least one (1) professional planned meeting per month at the close of the pupil scheduled day.  Except in unusual circumstances, there shall be no more than two (2) such building faculty meetings in any one (1) month.

 

Section 7

 

Kindergarten classes with a minimum of 18 students will be assigned one full-time aide, except one part-time, 50% aide will be assigned if there is no grant.

 

Section 8

 

Schools may be dismissed early one day per month for such purposes as (by example, and not limitation) parent conferences, curriculum meetings, in-service education programs and other professional related activities.  Early dismissal days may vary from school to school, with dates to be determined by the principals.

 

Section 9

 

Services required of a teacher beyond the work year specified in Section 1 of this Article will be compensated at the per diem rate.

 

Section 10

 

The building principal shall make a reasonable effort to assign non-teaching duties in an equitable fashion.

 

Section 11

 

The High School guidance counselor shall be paid on a per diem basis for work beyond the school day.

 

 

 

 

 

ARTICLE XIV

PROFESSIONAL VACANCIES

 

Whenever a vacancy in a professional position or extracurricular position occurs in the Chatham School System, it will be adequately publicized by the Superintendent of Schools by means of a notice placed on the bulletin boards of the teachers’ room in all the schools, on the Superintendent’s website, and by letter to the President of the Association as far in advance as possible.  During summer vacation periods, it is up to the individual teacher to provide self addressed stamped envelopes to the Superintendent’s office so that vacancy notices can be mailed to him/her.  In both situations, the minimum requirements for the position, its duties, and the rate of compensation will be clearly stated.  Upon request all local candidates (defined as existing teaching staff) shall be granted an interview.  However, local candidates shall not be granted preference for professional vacancies.

 

If a person outside of Unit A is awarded the position, then the Committee, through the Superintendent of Schools, shall explain, in writing to the local candidates so requesting, the reason for selection.

 

ARTICLE XV

MISCELLANEOUS

 

Section 1

 

Teachers shall be allowed to leave the building during their lunch period with the knowledge of the principal.

 

Section 2

 

Employees covered by this contract will not be required to drive pupils to activities which take place away from the school building, except in the Developmental Disability Program where they are required to drive the Special Education van.  Employees covered by this contract may do so voluntarily, however, with the advance approval of the principal.

 

Section 3

 

The Committee and the Association acknowledge that a teacher’s primary responsibility is to teach.  However, it is also recognized by the parties that extracurricular activities are an important part of the students’ total educational experience.  Extracurricular assignments, although not mandatory, are highly encouraged.

 

Section 4

 

Teachers shall not be required to collect money from students for non-educational purposes.

 

Teachers may be required to collect money from students for educational purposes; to wit; lab fees, locker fees, book fines, towel rentals, physical education uniforms, driver education fees, class dues and school-sponsored field trips.  In such collections, teachers will be required to turn in receipts daily, and to tabulate and account for such money.  The Committee will request that the accident insurance company arrange its program so that the parents will mail or remit the application and fees directly to the insurance company.

 

Section 5

 

Neither the Committee nor the Association shall discriminate in the hiring, training, assignment, promotion, transfer, or in the application or administration of this Agreement on the basis of age in accordance with the law, race, creed, color, religion, national origin, sex, sexual orientation, domicile, marital status, political affiliation, or participation or non-participation in Association activities.

 

Section 6       Use of School Facilities.

 

The Association will have the right to use school buildings without cost and at reasonable times for meetings, subject to safety requirements and availability, and required to pay for any additional custodial costs involved by reason of said meetings.  The principal of the building in question and the Superintendent will be advised, sufficiently in advance, of the time and place of all such meetings.  Notification shall be by submission of Use of Building Form.

 

Section 7

 

The agenda for Committee meetings shall be posted at least one day in advance of the meeting whenever possible.

 

Section 8

 

All elementary teachers will receive a twenty (20) minute duty-free lunch.  This time is not to be a portion of the teacher’s only preparation period of the day.

 

 

Section 9       Personal Injury Benefits and Protection.

 

Whenever a teacher is absent from school as a result of personal injury (caused by an accident or assault) arising out of and in the course of his/her employment and not due to the teacher’s negligence, he/she will be paid by the school department the difference between the teacher’s full salary and payments received under Massachusetts Workers’ Compensation Insurance.  There will be no loss of sick leave days.

 

The Committee will reimburse teachers for clothing and other personal property damaged or destroyed as a result of assault or accident as used in (a) above.

Workers’ Compensation Insurance will be provided to cover the cost of medical, surgical or hospital services incurred as the result of injury sustained from assault or accident as used in (a) above.

 

Section 10     Teacher Assignment.

 

Teachers, other than newly appointed teachers, will be notified in writing of the grades and/or subjects they will teach the coming school year as soon as practicable, and under normal circumstances, not later than the last day of school.  The Association shall encourage teachers to finalize retirement and/or resignation decisions and notify the Superintendent of such decisions by April 1.  The School Department reserves the right to change teacher assignments due to unexpected and/or late resignations or other unusual or unanticipated circumstances.

 

Section 11

 

Long-term substitutes who are hired for a full school year will be hired at Bachelor’s Step 1 starting on the first day of work.

 

ARTICLE XVI

SAVINGS CLAUSE

 

Should any of the terms and conditions of this Agreement be found to be in violation of any Federal or State law by a court of competent jurisdiction, such other provisions of this Agreement as may not be affected thereby shall remain in full force and effect for the duration of this Agreement.

 

ARTICLE XVII

SALARY SCHEDULE

 

Employees covered by this Agreement shall be compensated in accordance with the salary schedule set forth in Appendix A.

 

The Superintendent has discretion to determine step placement of newly hired teachers.

 

ARTICLE XVIII

LONGEVITY/LONGEVITY BUY-OUT

 

Section 1

 

Members of the bargaining unit shall receive longevity payments for service as a teacher and/or nurse in the Chatham Public Schools as follows:

For years 16 through 20 - $600

For years 21 through 25 - $800

For years 26 and over -   $1000

Longevity payments shall be made annually in the payroll period immediately preceding the Christmas vacation.  A teacher or nurse hired prior to February 1 shall be given credit for the full year.

 

Section 2

 

Teachers and/or nurses hired prior to January 1, 1994 by written notice to the Superintendent no later than December 1, 2007 may elect to receive longevity payments as set forth above or longevity buy-out payments of $3,333.33 per year for three consecutive years.  Such election will be final.  Longevity buy-out payments are in exchange for such employee’s waiver of longevity payments for the remainder of his/her service in the Chatham Public Schools.  Longevity payments will cease effective upon the employee’s election to receive longevity buy-out payments in lieu of longevity payments.  Employees who elect to receive longevity buy-out payments will be entitled to the entire sum of $10,000 regardless of date of termination.  Payment will continue until the remaining credit is exhausted if an entitled employee is terminated.

Longevity buy-outs shall begin in the 2008-2009 school year.  The Committee agrees to grant longevity buy-out payments to a minimum of five (5) employees annually in order of seniority, with the most senior receiving priority and the remainder carried forward to the next school year and placed at the top of the list.

 

 

 

ARTICLE XIX

BEREAVEMENT

 

Teachers suffering a personal bereavement as a result of the death of a member of the immediate family or household may receive up to five (5) consecutive work days with pay except where extenuating circumstances exist and then subject to the Superintendent’s approval, for time lost from work if the deceased member is his/her spouse, domestic partner, child, parent, or member of his/her household; or three (3) consecutive work days with pay except where extenuating circumstances exist and then subject to the Superintendent’s approval, for time lost, from work if the deceased member is his/her brother, sister, father-in-law, mother-in-law, grandchild or grandparent.  Additional time may be granted at the discretion of the Superintendent.  A teacher may take time off without pay for the death of an individual not falling within the above relationships with prior approval of the Superintendent.

 

 


ARTICLE XX

REDUCTION IN FORCE

 

Section 1

 

If it becomes necessary to reduce the number of teachers covered by this Agreement, the Committee shall attempt to accomplish said reduction by attrition.

Section 2

 

In the event that the Committee determines that a position is to be eliminated or reduced from full-time to part-time status, the following procedure will be followed:  All teachers teaching within areas of certification which include the position to be eliminated or reduced will be considered as belonging to the “affected group”.  “Affected group” is defined as follows:

 

Elementary Teachers (Pre-Kindergarten to Grade 8)

School Psychologist

Special Needs Teachers

Physical Education Teachers

English Teachers

Health Teachers

Social Studies Teacher

Foreign Language Teachers

Industrial Arts Teachers

Media Specialists

Speech and Language

Guidance Counselors

Science Teachers

Art Teachers

Reading Specialists

Music Teachers

Math Teachers

 ESL

Home Economics Teachers

Nurses

 

Each teacher’s areas of certification are determined by the terms of the current teaching certificate issued by the Massachusetts Department of Education, Bureau of Certification, for that teacher.  The Committee shall first reduce those teachers not having professional teacher status within the affected group.  The Committee shall then retain those teachers with the greatest length of service in the Chatham School System, unless the Committee demonstrates that within an affected group there is a significant difference in teaching performance.  Extracurricular assignments shall not be a factor in this determination.

 

The above criteria shall not apply when in major conflict with the relevant demonstrated educational needs of the system; such determination is subject to Article V, Grievance Procedure.  In the case of a dispute, the comparison shall be between the affected teacher and the most junior teacher in the affected group.  The evaluations for the most recent three (3) years shall be considered an accurate reflection of performance.  In case of a dispute as to the Committee’s decision, a standard of reasonableness shall apply.

 

Section 3

 

A teacher with professional teacher status who is notified of a total or partial reduction shall have the opportunity to receive an involuntary “RIF leave of absence” in lieu of dismissal.  Such leave of absence shall be for a twenty-seven month duration.  In order for a teacher to elect the involuntary “RIF leave of absence,” the teacher must, within five (5) school days of written notification from the Superintendent of intent to recommend reduction, execute, on a form provided by the Superintendent, a waiver of any present or future rights under Chapter 71, Section 42 and 43(a) of the Massachusetts General Laws.  Should the teacher be recalled, the waiver shall become null and void.

 

Section 4

 

Seniority (length of service) shall be measured in continuous years, months, and calendar days from the initial date of employment (not hiring) by the Committee.  For purposes of computing seniority, time spent on the following types of leaves shall be included:  Paid sabbatical leave, a paid leave of absence granted by the Committee for any other reason, military leave, any leave for which increment credit is granted, leave granted to serve in the Peace Corps, as an exchange teacher or other service judged comparable by the Superintendent, and absence due to personal injury for which seniority credit is granted pursuant to the Agreement.  An authorized leave of absence without pay shall not be considered as a break in service, but during such leave, seniority shall not accrue.  Seniority of part-time teachers shall not be prorated, but rather shall be treated as if they had been employed on a full-time basis.  In cases of identical initial date of employment, seniority shall be determined by the drawing of lots by such employees.  A senior teacher may bump a junior teacher not teaching in the affected group provided that either:

 

the senior teacher is certified in an area which would enable him/her to teach the position held by the junior teacher and has taught two (2) full years (September to June) within the past five (5) years in the Chatham Public Schools within said area of certification; or

 

within five (5) years prior to the bumping, the senior teacher has received initial certification or re-certification under the terms of the Education Reform Act of 1993, Section 41, in an area which would enable him/her to teach the position held by the junior teacher.

 

Provision (b) above shall not apply unless the provisions of the 1993 Education Reform Act, Section 41, dealing with certification and re-certification procedures and requirements are in effect.

 

Section 5

 

A list specifying the seniority of each member of the Bargaining Unit shall be prepared by the Superintendent and forwarded to the President of the Association as soon as reasonably possible following the execution of the Agreement and is made by the Association within thirty (30) days of receipt of this list, the list stands as written.

 

Section 6

 

Teachers with professional teacher status on an involuntary “RIF leave of absence” shall be given preference for filling the full or part-time positions from the discipline from which they are laid off.  In addition, teachers with professional teacher status on an involuntary “RIF leave of absence” shall be considered for recall to other full or part-time positions which the Superintendent and the Committee deem suitable.  In filling vacancies from among those teachers on recall, the criteria used shall be the same as the criteria used for the purpose of layoff in Section 2 of this Article.  In the case of a partial reduction which is later restored to full time, a vacancy shall exist and shall be filled in accordance with the criteria in Section 2.

 

Section 7

 

It shall be the responsibility of teachers on an involuntary “RIF leave of absence” to keep the Superintendent’s office informed of their current address.  Failure to accept a full-time position in writing within fourteen (14) days of a written offer shall be deemed a rejection, and the “RIF leave of absence” shall expire.

Section 8

 

In the event that two (2) or more positions become simultaneously available so that the teacher awaiting recall on the list may be assigned more than one (1) position, the Committee will make a good-faith effort to assign the eligible teacher to the available position most comparable to that position from which the eligible teacher was laid off.  The eligible teacher will be consulted with respect to his/her opinion of which available position is the most comparable position prior to his/her assignment.

 

 

Section 9

 

Teachers on an involuntary “RIF leave of absence” will be given first consideration on the substitute list if they inform the Superintendent in writing of their intention to be so employed.

 

Section 10

 

Teachers actively teaching in more than one (1) discipline shall be considered to belong in each of those disciplines for the purpose of this Article.

 

Section 11

 

As used in this Article, the terms “layoff”, “reduction”, and “terminated” shall include both non-renewal of contract due to reduction in staff and reduction from full-time to part-time status due to reduction in staff.

 

In the event that a teacher on a leave of absence pursuant to Article VII, and a teacher with recall rights are, in the judgment of the Superintendent equally qualified to fill a vacant position, the teacher on leave pursuant to Article VII shall be given preference in filling the vacancy.

 

ARTICLE XXI

DURATION OF AGREEMENT

 

This AGREEMENT shall become effective July 1, 2007 and shall expire June 30, 20011.  On or before October 1, 2010, either party may notify the other of its desire to negotiate a successor Agreement, whereupon negotiations shall commence within thirty days..

 

CHATHAM SCHOOL COMMITTEE       CHATHAM TEACHERS’ ASSOCIATION

 

 

 

 

                    

 

 

Date:                    Date:     

 

 

APPENDIX A

TOWN OF CHATHAM - SCHOOL DEPARTMENT

2007 - 2008

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

MA+60/

 

Step

BA

BA+15

MA

MA+15

MA+30

MA+45

CAGS

DOCTOR

 

 

 

 

 

 

 

 

 

1

$37,639

$38,392

$39,544

$40,730

$41,952

$43,211

$44,507

$45,842

2

$39,145

$39,928

$41,126

$42,360

$43,630

$44,939

$46,287

$47,676

3

$40,711

$41,525

$42,771

$44,054

$45,376

$46,737

$48,139

$49,583

4

$42,339

$43,186

$44,482

$45,816

$47,191

$48,606

$50,064

$51,566

5

$44,033

$44,914

$46,261

$47,649

$49,078

$50,551

$52,067

$53,629

6

$45,794

$46,710

$48,111

$49,555

$51,041

$52,573

$54,150

$55,774

7

$47,626

$48,578

$50,036

$51,537

$53,083

$54,675

$56,316

$58,005

8

$49,531

$50,522

$52,037

$53,598

$55,206

$56,862

$58,568

$60,325

9

$51,512

$52,542

$54,119

$55,742

$57,415

$59,137

$60,911

$62,738

10

$53,573

$54,644

$56,283

$57,972

$59,711

$61,502

$63,348

$65,248

11

$55,716

$56,830

$58,535

$60,291

$62,100

$63,963

$65,881

$67,858

12

$57,944

$59,103

$60,876

$62,702

$64,584

$66,521

$68,517

$70,572

13

$60,262

$61,467

$63,311

$65,211

$67,167

$69,182

$71,257

$73,395

16

 

 

$64,811

$66,711

$68,667

$70,682

$72,757

$74,895

 

Beginning with the 16th year as a teacher in the Chatham Public Schools, there will be a $1500 differential.

 

The Committee shall pay an additional $12,000 to be allocated among teachers in the sole discretion of the Association as transitional equity salary adjustments.

 

Any nurse without degree status shall be paid on the Bachelor’s column of the teachers’ salary schedule at the step closest to the amount she received under the 2003-2004 nurses’ salary schedule without suffering a reduction in salary.  Thereafter she will be advanced one step for each additional year of service.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX A

TOWN OF CHATHAM - SCHOOL DEPARTMENT

2008 - 2009

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

MA+60/

 

Step

BA

BA+15

MA

MA+15

MA+30

MA+45

CAGS

DOCTOR

 

 

 

 

 

 

 

 

 

1

$39,239

$40,024

$41,225

$42,461

$43,735

$45,047

$46,399

$47,791

2

$40,809

$41,625

$42,874

$44,160

$45,485

$46,849

$48,255

$49,702

3

$42,441

$43,290

$44,589

$45,926

$47,304

$48,723

$50,185

$51,690

4

$44,139

$45,021

$46,372

$47,763

$49,196

$50,672

$52,192

$53,758

5

$45,904

$46,822

$48,227

$49,674

$51,164

$52,699

$54,280

$55,908

6

$47,740

$48,695

$50,156

$51,661

$53,211

$54,807

$56,451

$58,145

7

$49,650

$50,643

$52,162

$53,727

$55,339

$56,999

$58,709

$60,470

8

$51,636

$52,669

$54,249

$55,876

$57,553

$59,279

$61,058

$62,889

9

$53,701

$54,776

$56,419

$58,111

$59,855

$61,650

$63,500

$65,405

10

$55,850

$56,967

$58,676

$60,436

$62,249

$64,116

$66,040

$68,021

11

$58,084

$59,245

$61,023

$62,853

$64,739

$66,681

$68,681

$70,742

12

$60,407

$61,615

$63,463

$65,367

$67,328

$69,348

$71,429

$73,572

13

$62,823

$64,080

$66,002

$67,982

$70,022

$72,122

$74,286

$76,514

16

 

 

$67,502

$69,482

$71,522

$73,622

$75,786

$78,014

 

Beginning with the 16th year as a teacher in the Chatham Public Schools, there will be a $1500 differential.

 

The Committee shall pay an additional $12,000 to be allocated among teachers in the sole discretion of the Association as transitional equity salary adjustments.

 

Any nurse without degree status shall be paid on the Bachelor’s column of the teachers’ salary schedule at the step closest to the amount she received under the 2003-2004 nurses’ salary schedule without suffering a reduction in salary.  Thereafter she will be advanced one step for each additional year of service.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX A

TOWN OF CHATHAM - SCHOOL DEPARTMENT

2009 - 2010

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

MA+60/

 

Step

BA

BA+15

MA

MA+15

MA+30

MA+45

CAGS

DOCTOR

 

 

 

 

 

 

 

 

 

1

$40,907

$41,725

$42,977

$44,266

$45,594

$46,962

$48,371

$49,822

2

$42,543

$43,394

$44,696

$46,037

$47,418

$48,840

$50,305

$51,815

3

$44,245

$45,130

$46,484

$47,878

$49,314

$50,794

$52,318

$53,887

4

$46,015

$46,935

$48,343

$49,793

$51,287

$52,826

$54,410

$56,043

5

$47,855

$48,812

$50,277

$51,785

$53,339

$54,939

$56,587

$58,284

6

$49,769

$50,765

$52,288

$53,856

$55,472

$57,136

$58,850

$60,616

7

$51,760

$52,795

$54,379

$56,011

$57,691

$59,422

$61,204

$63,040

8

$53,831

$54,907

$56,554

$58,251

$59,999

$61,799

$63,652

$65,562

9

$55,984

$57,103

$58,817

$60,581

$62,399

$64,270

$66,199

$68,185

10

$58,223

$59,388

$61,169

$63,004

$64,894

$66,841

$68,847

$70,912

11

$60,552

$61,763

$63,616

$65,524

$67,490

$69,515

$71,600

$73,748

12

$62,974

$64,234

$66,161

$68,145

$70,190

$72,296

$74,464

$76,698

13

$65,493

$66,803

$68,807

$70,871

$72,997

$75,187

$77,443

$79,766

16

 

 

$70,307

$72,371

$74,497

$76,687

$78,943

$81,266

 

Beginning with the 16th year as a teacher in the Chatham Public Schools, there will be a $1500 differential.

 

Any nurse without degree status shall be paid on the Bachelor’s column of the teachers’ salary schedule at the step closest to the amount she received under the 2003-2004 nurses’ salary schedule without suffering a reduction in salary.  Thereafter she will be advanced one step for each additional year of service.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX A

TOWN OF CHATHAM - SCHOOL DEPARTMENT

2010 - 2011

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

MA+60/

 

Step

BA

BA+15

MA

MA+15

MA+30

MA+45

CAGS

DOCTOR

 

 

 

 

 

 

 

 

 

1

$42,543

$43,394

$44,696

$46,037

$47,418

$48,840

$50,305

$51,815

2

$44,245

$45,130

$46,484

$47,878

$49,314

$50,794

$52,318

$53,887

3

$46,015

$46,935

$48,343

$49,793

$51,287

$52,826

$54,410

$56,043

4

$47,855

$48,812

$50,277

$51,785

$53,339

$54,939

$56,587

$58,284

5

$49,769

$50,765

$52,288

$53,856

$55,472

$57,136

$58,850

$60,616

6

$51,760

$52,795

$54,379

$56,011

$57,691

$59,422

$61,204

$63,040

7

$53,831

$54,907

$56,554

$58,251

$59,999

$61,799

$63,652

$65,562

8

$55,984

$57,103

$58,817

$60,581

$62,399

$64,270

$66,199

$68,185

9

$58,223

$59,388

$61,169

$63,004

$64,894

$66,841

$68,847

$70,912

10

$60,552

$61,763

$63,616

$65,524

$67,490

$69,515

$71,600

$73,748

11

$62,974

$64,234

$66,161

$68,145

$70,190

$72,296

$74,464

$76,698

12

$65,493

$66,803

$68,807

$70,871

$72,997

$75,187

$77,443

$79,766

13

$68,113

$69,475

$71,559

$73,706

$75,917

$78,195

$80,541

$82,957

16

 

 

$73,119

$75,266

$77,477

$79,755

$82,101

$84,517

 

Beginning with the 16th year as a teacher in the Chatham Public Schools, there will be a $1500 differential.

 

Any nurse without degree status shall be paid on the Bachelor’s column of the teachers’ salary schedule at the step closest to the amount she received under the 2003-2004 nurses’ salary schedule without suffering a reduction in salary.  Thereafter she will be advanced one step for each additional year of service.

 


TOWN OF CHATHAM - SCHOOL DEPARTMENT

EXTRACURRICULAR DIFFERENTIALS

 

 

07/01/07

 

 

High School

 

 

 

NEAS&C Chairperson

$3,945

 

 

Drama Coach

$3,574

 

 

Yearbook Advisor

$3,574

 

 

Class Advisor “Senior”

$3,064

 

 

Class Advisor “Junior”

$3,064

 

 

Computer Coordinator

$2,860

 

 

Newspaper Advisor

$2,848

 

 

Instructional Leader

$2,735

 

 

Audio Visual Club Advisor

$1,822

 

 

Instrumental Music

$1,788

 

 

Bell Director

$1,788

 

 

Literary Guild

$1,788

 

 

Student Council

$1,788

 

 

Fitness Room Coordinator

$1,788

 

 

Class Advisor “Sophomore”

$1,072

 

 

Class Advisor “Freshman”

$1,072

 

 

“We the People”1

$824

 

 

SADD Coordinator

$716

 

 

Young Women’s Club

$716

 

 

Diversity Club

$716

 

 

Debate/Model UN Club

 

$716

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Interact Supervisor

$716

 

 

Computer Club

 

$716

 

 

Chess Club

 

$716

 

 

Art Club

 

$716

 

 

Recycling Club

 

$716

 

 

Senior National Honor Society

$716

 

 

Middle School

 

 

 

Sports Coordinator

$4,021

 

 

Drama Coach

$2,860

 

 

Computer Coordinator

 

$2,860

 

 

 

Instructional Leader

$2,735

 

 

After-School Coordinator

 

$1,854

 

 

 

Yearbook

$1,800

 

 

Student Council

$1,072

 

 

Computer Club Coordinator

$716

 

 

Elementary School

 

 

 

Instrumental Music

 

$3,294

 

 

Computer Coordinator

 

$2,860

 

 

 

Jump Rope Club

$2,735

 

 

Instructional Leader

 

$2,735

 

 

Chorus

$1,072

 

 

Yearbook

$1,072

 

 

Literacy Tutor Coordinator

$1,500

 

 

Courtyard Garden Club Coordinator

$1,500

 

 

Enrichment Advisor

$716

 

 

Districtwide

 

 

 

Coordinator of Developmental Disabilities Programs

 

$3,296

 

 

School Emergency Management Liaison

$2,655

 

 

Webmaster

$1,545

 

 

Flute Choir

$695

 

 

 

 

 

 

 

 

 

 

 

 

Curriculum Writing/per unit 2

 

$600

 

 

Cameraman

$133/night

 

 

If a new position is added during the term of the collective bargaining agreement, the parties shall negotiate a stipend for the position, and an addendum setting forth the position and the agreed rate shall be executed and become part of the Agreement.

 

Administration may implement a new extra-curricular position before the parties reach an agreement on the stipend, provided that when the parties agree to the stipend, it will be applied on a retroactive basis.

 

1The stipend is $824 for the first semester with an additional $2,678 the second semester if win the state competition.

 

2Qualified teachers shall be selected to write curricula by Administration, and the teachers may do so on a voluntary basis.

 

The parties agree to establish a Joint Labor-Management Study Committee comprised of an equal number of representatives appointed by the Committee and the Association to consider recommendations to the parties regarding possible adjustments to all athletic and non-athletic stipendiary positions to be effective after June 30, 2008.  The Joint Labor-Management Study Committee shall begin meeting no later than December 1, 2007 and shall make recommendations to the respective parties no later than May 1, 2008.


TOWN OF CHATHAM - SCHOOL DEPARTMENT

DIFFERENTIALS FOR COACHES

 

 

 

07/01/07

 

 

COACHING POSITION

 

 

 

 

 

 

 

FIELD HOCKEY

 

 

 

Varsity

$4,396

 

 

Junior Varsity

$3,517

 

 

Middle School

$2,639

 

 

 

 

 

 

SOCCER

 

 

 

Varsity Boys

$4,396

 

 

Varsity Girls

$4,396

 

 

Junior Varsity Boys

$3,517

 

 

Middle School Boys

$2,639

 

 

Middle School Girls

$2,639

 

 

 

 

 

 

CROSS COUNTRY

$2,561

 

 

 

 

 

 

ICE HOCKEY

$3,598

 

 

 

 

 

 

BASKETBALL

 

 

 

Varsity Girls

$4,716

 

 

Junior Varsity Girls

$3,774

 

 

Middle School Girls

$2,829

 

 

Varsity Boys

$4,716

 

 

Junior Varsity Boys

$3,774

 

 

Middle School Boys

$2,829

 

 

 

 

 

 

CHEERLEADING

$1,662

 

 

 

 

 

 

BASEBALL

 

 

 

Varsity

$3,598

 

 

Junior Varsity

$2,879

 

 

Middle School

$2,157

 

 

 

 

 

 

SOFTBALL

 

 

 

Varsity

$3,598

 

 

Junior Varsity

$2,879

 

 

Middle School

$2,157

 

 

 

 

 

 

SAILING

$3,598

 

 

 

 

 

 

TENNIS

 

 

 

Varsity Girls

$3,598

 

 

Varsity Boys

$3,598

 

 

Middle School

$2,037

 

 

 

 

 

 

GOLF

$3,401

 

 

 

 

 

 

INTRAMURALS

$1,716

 

 

($20/HR) Total

 

 

 

 

 

 

 

 

07/01/07

 

 

ATHLETIC DIRECTOR

 

 

 

 

 

 

 

Less than 6 years

$6,807

 

 

6 years or more

$9,007

 

 

 

1.      Staff will have priority with respect to filling coaching positions all things being equal.

Non-reappointment of staff members to coaching positions must be based upon non-satisfactory evaluation.

Teaching time of the Athletic Director shall be decreased from 80% to equivalent of two blocks per semester

          (one block each semester for Athletic Director duties).

Athletic Director stipend includes Equipment Manager's responsibilities.


APPENDIX B

CHATHAM SCHOOL COMMITTEE

AND CHATHAM TEACHERS’ ASSOCIATION

Grievance Form

 

Grievant’s Name: 

 

Position:

 

School or Location:      ____________________________________________________________

 

Date Presented to Principal:

       (to be filled in by Principal)

 

Name of Principal:       ____________________________________________________________

 

Specify Article and Section of Agreement Allegedly Violated:

 

         

 

 

         

 

Nature of Violation:

______________________________________________________________________________

 

______________________________________________________________________________

 

Remedy Requested:

______________________________________________________________________________

 

______________________________________________________________________________

 

                    

Signature of Grievant    Date

 

Level One Answer

 

      

 

         

 

                             

Signature of Principal   Date

 

                                                                                                                                                         37
Reason for Proceeding to Level Two

 

      

 

         

 

                             

Signature of Grievant   Date

 

Level Two Answer       Date Presented at Level Two

 

      

 

         

 

                             

Signature of Superintendent/Designee       Date

 

Reason For Proceeding to Level Three

 

______________________________________________________________________________

 

         

 

Level Three Answer     Date Presented at Level Three

 

      

 

         

 

                             

For the School Committee   Date

 

I SPECIFICALLY AND EXPRESSLY UNDERSTAND THAT BY FILING THIS GRIEVANCE I HAVE ELECTED MY EXCLUSIVE REMEDY AND HAVE WAIVED ANY AND ALL MY RIGHTS TO LITIGATE OR OTHERWISE CONTEST IN ANY COURT OR OTHER FORUM ALL ISSUES RELATING TO THE SUBJECT MATTER OF THIS GRIEVANCE.  A GRIEVANCE INVOLVING THE DISMISSAL OF A TEACHER WITH PROFESSIONAL TEACHER STATUS SHALL COMMENCE AT LEVEL FOUR OF THE GRIEVANCE-ARBITRATION PROCEDURE.

 

Reason for Proceeding to Level Three

 

      

 

         

 

                             

Signature of Grievant   Date


APPENDIX C

 

PROCEDURES FOR THE EVALUATION OF PROFESSIONAL STAFF

 

 

1.0  Phi1osophy

 

The purpose of evaluation is to recognize and increase staff effectiveness. Evaluation should be a continuous and cooperative process between the evaluator(s) and evaluatee. The evaluation should place major emphasis on assisting the evaluatee to achieve professional and creative growth that is consistent with the basic philosophy, goals and objectives of the Chatham Schools.

 

2.0  Introduction

 

The procedures for the evaluation of the professional staff have been developed to provide a guide for individual growth and a framework for assessing professional competence. The plan for supervision and evaluation of teachers is a process that takes place over a four-year cycle. The teacher's participation in the process is governed by his/her status. Each year has a specific name signifying the different purposes and activities one may do.

 

3.0  Overview of Four Year Professiona1 Growth Cyc1e

 

The principal will establish a staggered 12-month cycle for Teachers with Professional Status. This allows the principal to distribute his/her supervision and evaluation responsibilities more evenly. All teachers, both those with professional status and those without, will participate in goal setting every year as explained in Section 4.0. Teachers with professional status will participate in a four-year cycle that includes Evaluation; Collaboration; Focused Evaluation; and Self Evaluation. Teachers without professional status will be in the Evaluation Year of the Professional Growth Cycle with four (4) observations.

 

 

 Year

Cycle

Component

Description

Documentation

 1

 

Evaluation

Formal observations by

administrator

 

Written end-of-year final

Summative evaluation.

 


 

2

Collaboration

 

Project with at least one partner, e.g.:

Mentoring

Design a course

Curriculum Development

Peer Coaching

Study Group

New program

Development

Research

New Strategies

Exchanging Classes

 

 

A written one page Alternative Evaluation Plan including goal, action, and evidence to be submitted by the Evaluatee.

 

3

Focused Evaluation

 

Formal or informal observations by administrator on agreed upon area. The identified goal or focus should contribute to one's professional knowledge and/or skills as a teacher

Written end-of-year final focused evaluation specific to the agreed upon activity and area.

 

4

Self Evaluation


 

Read and Study for Classroom Application

Curriculum Design

Classroom Teaching Experiments

Take a Course

Independent Study

Portfolio

Self Analysis of Video

Piloting a Program

 

A written one page Alternative Evaluation Plan including goal, action, and evidence to be submitted by the Evaluatee.

 

 

 

 

Upon completion of the activities for the Collaboration and Self Evaluation years, and no later than May 15th, the completed Alternative Evaluation Plan form shall be submitted to the principal as evidence of professional growth. Under certain circumstances due to the scope of the activity, the principal may extend the completion date to June 15th. The principal will then sign the form to acknowledge the teacher's submittal of the document. Any teacher who does not successfully complete the activities on the Alternative Evaluation Plan may be moved back to the Evaluation Year Cycle for the following year. A teacher may also apply for Professional Development Points for these growth experiences through the established procedures.

 

4.0  Goal Setting Conference

 

A meeting between the evaluator and evaluatee will take place to discuss general and specific goals and objectives for the individual teacher for the year. This may take place the preceding spring for teachers with professional status, but no later than October 15th for all staff.

 

5.0  Observation Visits

 

Definition

 

Observation visits are visits by the evaluator to observe the evaluatee in the classroom or in another work environment.

 

Frequency of Observation Visits

 

Teachers without professional status in the Chatham Schools shall receive a minimum of four (4) observation visits prior to receiving the annual evaluation.

 

Teachers with professional status in the Chatham Schools shall receive a minimum of two (2) observation visits in the Evaluation Year of the four year cycle and a minimum of one (1) observation visit in the Focused Evaluation Year.

 

Announced vs. Unannounced Observation Visits

 

Observation visits for the Evaluation Year shall be either announced or unannounced, except that at least the first visit annually shall be announced, and at least one (1) visit per year, other than the first visit, shall be unannounced. Generally, observation periods would be at least 30 minutes of the lesson. During an unannounced observation visit, the evaluatee shall be told at the start of the visit that it is an observation visit. One unannounced observation visit can be postponed by the teacher to another day, provided the request is made at the start of the observation visit with a maximum of one (1) postponement a year.

 

Observation visit(s) for the Focused Evaluation year will be jointly arranged to ensure that the agreed upon goal will be observable at that time.

 

6.0 Observation Conference

 

6.1

 

Within three (3) work days after an observation visit, the evaluator will hold a follow-up conference with the evaluatee. This conference will serve to reconstruct the observed events, to provide feedback, to ascertain the evaluatee's perspective of what transpired, to define and authenticate issues, to communicate expectations and make suggestions, and to plan for follow-up activities.

 

7.0  Observation Reports

 

7.1

 

Only two of the four observation visits for teachers without professional status in the Chatham Schools will be written. Both of the observations will be in writing for teachers with professional status.

 

7.2

 

Following an observation conference, the evaluator will write a final report of the visit within two (2) weeks. The summary will be signed by both the evaluator and the evaluatee, and the evaluatee will receive a copy of the same. The evaluatee will have the right to include a written response to the evaluation, and this response will be reviewed by the Superintendent and become part of the evaluation and placed in the personnel folder.

 

8.0  Timing of Observation Visits

 

8.1

 

The prescribed minimum of observation visits is set forth in Section 5.2 above. Additional visits beyond the minimum number will occur if requested by the evaluatee or evaluator.

 

8.2

 

Observations will be avoided during the first two (2) weeks of school in September or during times that are atypical, such as the last day before Christmas recess, immediately following an assembly, etc.

 

9.0  Evaluations

 

9.1

 

Evaluations, observations, and the Alternative Evaluation Plan reports shall be in writing and shall be a permanent record that is placed in the employee's personnel file.

 

9.2

 

Employees shall be given a copy of the written evaluation, and the evaluator will review same with the evaluatee within five (5) workdays thereafter

 

9.3

 

Both the evaluator and the evaluatee shall sign the evaluation, the Focused Observation report, the observations, and the Alternative Evaluation Plan. The signature by the evaluatee does not necessarily indicate agreement with the contents of the evaluation. The evaluatee will have the right to include a written response to the evaluation, and this response will be reviewed by the Superintendent and become part of the evaluation and placed in the personnel file.

9.4

 

The annual evaluation of teachers without professional status will be written once per year and will be submitted to the Superintendent by April 15th. A composite of all observation visits and any relevant documentation for the year will be reflected in the annual evaluation and focused evaluation report.

 

9.5

 

All documentation for teachers with professional status and at the different stages in the cycle will be submitted to the Superintendent by May 15th.

 

9.6

 

The Administration reserves the right to evaluate any teacher with professional status annually.

 

9.7

 

Professional personnel whose responsibilities are shared among more than one building may receive a joint evaluation signed by the principal of each building, or a mutually agreed upon member of the administrative team.

 

10.0        Other Genera1 Guidelines

 

10.1

 

At the teacher's option, in cases of persistent disagreements concerning the content of the observations/evaluation reports, an additional evaluator may be requested to observe the teacher's performance.

 

10.2

 

The Superintendent of Schools may observe and evaluate any staff member.

 

10.3

 

Nothing precludes principals from using written memoranda to communicate matters of concern relative to the evaluatee's performance

 

11.0        Improvement

 

11.1

 

Any principal noting deficiencies in a teacher's performance will develop an improvement plan indicating corrective steps to be taken and a timeline for said improvement to take place.


Chatham Public Schools

 

ALTERNATIVE EVALUATION PLAN

 

 

Circle One:                  Collaborative Year              Self-Evaluation Year

 

 

Goal:

 

 

 

 

 

 

Proposal:

 

 

 

 

 

 

 

 

 

 

 

 

Outcome:

 

 

 

 

 

 

 

 

 

 

 

Evaluatee _____________________________________________   Date _____________

 

 

Evaluator _____________________________________________   Date _____________

       Signature signifies acknowledgement of receipt of completed Alternative Plan


Evaluation Overview

Evaluation Cycle

 

Elements of Evaluation

Alternatives

Documentation

Summative

Evaluation

 

Goal Setting

Two observations followed by a meeting

Written Evaluation

None

 

Written evaluation of the teacher conducted by the Building Principal

Any other supportive information relating to the agreed upon goals

 

Collaboration

Goal Setting

Project with at least one other person

Action Plan dependent on choice of alternatives

 

Mentoring

Design a course

Curriculum Development

Peer Coaching

Study Group

New Program Development

Research

New Strategies

Exchanging Classes

One page document by the teacher explaining the What (a description); the So What (how it went), and the Now What (where does this professional development lead)

 

Focused Evaluation

 

Goal Setting (jointly decided between teacher and a member of the Administrative Team)

At least one observation

Follow-up meeting with chosen Administrative Team Member

 

Written evaluation of the teacher conducted by the Administrative Team Member

Any other supportive information relating to the agreed upon goals

Self Evaluation


Goal Setting

Action Plan dependent on choice of alternatives

 

Read and Study for Classroom Application

Curriculum Design

Classroom Teaching Experiments

Take a Course

Independent Study

Portfolio

Self Analysis of Video

Piloting a Program

One page document by the teacher explaining the What (a description); the So What (how it went), and the Now What (where does this professional development lead)

 


CHATHAM PUBLIC SCHOOLS

Chatham, MA

 

 

TEACHER EVALUATION

 

Name of Teacher: ________________________________ Date: ___________________

 

Completed Years of Experience in Chatham School System: _______________________

 

 Total Years Teaching Experience: ___________________________________________

 

Subject area(s) or grade(s) you have taught in Chatham: __________________________

_______________________________________________________________________

 

Activities that enhance classroom instruction (i.e., committee work, in-service contributions, after-school activities; etc.): _____________________________________________________

________________________________________________________________________

________________________________________________________________________

 

Course work; conference; seminars; workshops since last evaluation: ________________

________________________________________________________________________

________________________________________________________________________

 

Degree Level Achieved:

________________ Bachelor           Year ________     College:

________________ Master               Year ________     College:

________________ CAGS               Year ________     College:

________________ Doctorate          Year ________     College:

 

 

Total Number of Credits Since Last Degree _______

 

 


I.     CURRENCY IN THE CURRICULUM

 

The teacher is up to date regarding curriculum content.

 

Meets                    Does Not Meet

Expectations Expectations

 

Yes

 

No

• Demonstrates accurate and current knowledge, skills and instructional techniques of content to be taught

 

 

 

 

 

 

Yes

 

No

• Frames curriculum around essential questions in the discipline that provide opportunities for reasoning, logic, analysis and synthesis when planning units, lessons, and assessments.

 

 

 

 

 

 

Yes

 

No

• Demonstrates awareness of and applies recent developments in teaching and learning. Special attention is given to integrating computer technology and curriculum.

 

 

 

 

 

 

Yes

 

No

• Participates in curriculum revision and development.

 

 

 

 

 

 

Yes

 

No

• Demonstrates knowledge of and implements Massachusetts Curriculum Frameworks.

 

 

 

 

 

 

Yes

 

No

• Implements curriculum using the primary resources adopted by the district.

 

Comments:  _____________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

 

II. EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

 

The teacher plans instruction effectively.

Meets                    Does Not Meet

Expectations Expectations

 

Yes

 

No

• Has a personal vision of committed, confident learners and uses that vision to guide learning goals, expectations, and standards for student work.

 

 

 

 

 

 

Yes

 

No

• Identifies, implements, and evaluates long and short-term objectives for a flexible instructional program designed to reflect the content and objectives of the curriculum frameworks.



 

 

Yes

 

No

• Selects resources, materials, up to date technologies and techniques appropriate to the age, developmental state and special needs of students, both individually and as a class.

 

 

 

 

 

 

Yes

 

No

• Assesses instructional strategies in authentic ways by comparing intended and actual learning outcomes

 

 

 

 

 

 

Yes

 

No

• Understands the needs, prior knowledge and experiences of his/her students.

 

 

 

 

 

 

Yes

 

No

• Plans classroom modifications to accommodate range of student abilities/needs

 

 

 

 

 

 

Yes

 

No

• Understands students’ IEP’s and assumes a shared responsibility for meeting stated goals and objectives.

 

 

 

 

 

 

Yes

 

No

• Modifies and evaluates instructional programs to meet the needs of all students.

 

 

 

 

 

 

Yes

 

No

• Works/plans effectively in an inclusionary model with school-based specialists, resource personnel, including technology specialists, and administrators to provide accommodations for students with diverse learning needs.

 

 

 

 

 

 

Yes

 

No

• Utilizes the pre-referral process of the Teacher Assistance Team when needed.

 

 

 

 

 

 

 

Yes

 

No

• Designs curriculum experiences that promote and encourage students in taking increasing responsibility for their own learning.

 

 

 

 

 

 

Yes

 

No

• Integrates the teaching of reading, listening, writing, speaking, viewing and the use of appropriate learning tools (e.g., calculators, computers, etc.) across disciplines.

 

 

 

 

 

 

Yes

 

No

• Collaborates with colleagues to plan interdisciplinary instruction.

 

 

 

 

 

 

Yes

 

No

• Plans a variety of activities for a flexible schedule, which may include varying lengths of class time.

 

Comments:______________________________________________________________

________________________________________________________________________

________________________________________________________________________

 

The teacher plans and monitors assessment of student learning effectively.

 

 

 

 

Yes

 

No

• Determines specific and challenging standards for student learning.

 

 

 

 

 

 

Yes

 

No

• Provides feedback regularly to students on their progress on goals and objectives.

 

 

 

 

 

 

Yes

 

No

• Uses a variety of evaluation materials or processes to measure progress in achieving learning standards and assessing the objectives taught.

 

 

 

 

 

 

Yes

 

No

• Contributes to the study of MCAS results and plans supporting instruction accordingly.

 

 

 

 

 

 

Yes

 

No

• Incorporates time for individual and interactive reflection.

 

 

 

 

 

 

Yes

 

No

• Communicates effectively and frequently with students, parents, administrators and staff members regarding educational programs and student performance.

 

 

 

 

 

 

Yes

 

No

• Prepares and maintains accurate and efficient record-keeping systems of the quality and quantity of student work.

 

 

 

 

 

 

Yes

 

No

• Uses individual and group data appropriately; maintains confidentiality concerning individual student data and achievement.

 

Comments:  ______________________________________________________________

________________________________________________________________________

________________________________________________________________________

III. EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

 

The teacher creates a physical environment and routine expectations that are positive for student learning and involvement.

 

Meets                    Does Not Meet

Expectations         Expectations

 

Yes

 

No

• Organizes time, space, materials and equipment for effective instruction.

 

 

 

 

 

 

Yes

 

No

• Understands principles and patterns of child growth and development and uses this knowledge to create an effective environment for students.

 

 

 

 

 

 

Yes

 

No

• Demonstrates and uses flexibility in arranging space, time and materials to suit learning activity.

 

Comments: ______________________________________________________

________________________________________________________________

________________________________________________________________

 

The teacher creates a social, emotional environment that is positive for student learning and involvement.

 

 

Yes

 

No

• Maintains appropriate standards of behavior, mutual respect and safety.

 

 

 

 

 

 

Yes

 

No

• Communicates high expectations in performance and behavior.

 

 

 

 

 

 

Yes

 

No

• Creates classroom atmosphere, which encourages acceptance of others’ rights to have different attitudes and values.

 

Comments:  __________________________________________________________

____________________________________________________________________

____________________________________________________________________

 

IV. EFFECTIVE INSTRUCTION

 

The teacher has and communicates clear learning goals and objectives.

 

 

Yes

 

No

• Makes connections between concepts taught and students’ prior knowledge and experiences.

 

 

 

 

 

 

Yes

 

No

• Checks regularly for students’ understanding of content and concepts and progress on skills.

 

 

 

 

 

 

Yes

 

No

• Identifies confusions and misconceptions as indicated by student responses and regular assessment strategies. Remediates, reteaches, or extends teaching to meet individual and or group need.

 

 

 

 

 

 

Yes

 

No

• Uses acceptable written and oral communication skills.

 

 

 

 

 

 

Yes

 

No

• Understands and shows students the relevance of the subject to life-long learning.

 

 

 

 

 

 

Yes

 

No

• Maintains attention and momentum of lesson.

 

 

 

 

 

 

Yes

 

No

• Plans and communicates procedural routines.

 

Comments:______________________________________________________________

________________________________________________________________________

________________________________________________________________________

 

The teacher uses appropriate instructional techniques.

 

 

Yes

 

No

• Utilizes a variety of appropriate teaching models such as direct instruction, group investigation, awareness training, development of inductive thinking, inquiry training, advanced organization of information, and others.

 

 

 

 

 

 

Yes

 

No

• Provides options for students to demonstrate competency and mastery of new material, including written work, plays, art work, oratory, visual presentations, exhibitions, and portfolios.

 

 

 

 

 

 

Yes

 

No

• Summarizes the lesson.

 

 

 

 

 

 

Yes

 

No

• Uses a variety of questioning techniques including those that encourage and guide critical and independent thinking and the development of ideas.

 

 

 

 

 

 

Yes

 

No

• Evaluates continuously, tries innovative approaches and refines instructional strategies, including the effective use of technologies, to increase student learning and confidence about learning.

 

Comments: ______________________________________________________________

________________________________________________________________________

________________________________________________________________________

 

V. PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

 

The teacher communicates high standards and expectations to all students.

 

Meets             Does Not Meet

Expectations Expectations

 

Yes

 

No

• Communicates standards, expectations and guidelines regarding quality and quantity of students’ work, work procedures and interpersonal behavior to students and parents.

 

 

 

 

 

 

Yes

 

No

• Responds to students’ answers and work so as to keep students open, thinking, and willing to take risks and to persevere with challenging tasks.

 

 

 

 

 

 

Yes

 

No

• Models the skills, attitudes, values, and processes central to the subject being taught.

 

Comments: ______________________________________________________________

________________________________________________________________________

________________________________________________________________________

 

 

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

 

 

Yes

 

No

• Acts on the belief that all students can learn and that virtually all can master a challenging core curriculum with appropriate modifications of instruction.

 

 

 

 

 

 

Yes

 

No

• Encourages and supports students to believe that effort is a key to high achievement and acknowledges and values student work, study and inquiry.

 

 

 

 

 

 

Yes

 

No

• Identifies regularly students needing extra help and secures student cooperation and participation in extra help sessions.

 

Comments: ______________________________________________________________

________________________________________________________________________

________________________________________________________________________

 

VI. PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

 

The teacher strives to ensure equitable opportunities for all students.

 

 

Yes

 

No

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

 

 

 

 

 

 

Yes

 

No

• Implements all appropriate plans and programs to meet the individual learning needs of a diverse population.

 

 

 

 

 

 

Yes

 

No

• Demonstrates attitudes of fairness, courtesy, and respect that encourage students’ active participation and commitment to learning.

 

Comments:  ___________________________________________________________

_____________________________________________________________________

_____________________________________________________________________

 

Chatham recognizes and understands the worth of all students and the opportunities that diversity presents to the classroom.

 

 

Yes

 

No

• Demonstrates sensitivity to differences in abilities, modes of contribution, and social and cultural backgrounds.

 

 

 

 

 

 

Yes

 

No

• Organizes instruction that addresses physical, social, emotional and intellectual development to insure that each student is working at his/her highest level of ability.

 

 

 

 

 

 

Yes

 

No

• Recognizes and encourages the special interests, abilities and learning styles of individual students to enhance their motivation.

 

Yes

 

No

• Obtains and uses information about the needs and progress of individual learners.

 

 

 

 

 

 

Yes

 

No

• Functions effectively in a multi-lingual, multi-cultural and economically diverse society.

 

 

 

 

 

 

Yes

 

No

• Helps students recognize value of his/her own uniqueness.

 

Comments:___________________________________________________________

____________________________________________________________________

____________________________________________________________________

 

VII. FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

 

The competent teacher has a responsibility to seek improvement in professional self-growth, in the school system, and in the teaching profession, and to foster positive and effective relationships with colleagues and parents.

 

 

Yes

 

No

• Works cooperatively with colleagues, administrators, parents and community members.

 

 

 

 

 

 

Yes

 

No

• Shares responsibility for accomplishing the goals and priorities of his/her grade/team/department, building and school district

 

 

 

 

 

 

Yes

 

No

• Demonstrates ethical and professional behavior.

 

 

 

 

 

 

Yes

 

No

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

 

 

 

 

 

 

Yes

 

No

• Works effectively in co-teaching and other inclusionary models.

 

 

 

 

 

 

Yes

 

No

• Works collaboratively with other staff in planning and implementing.

 

 

 

 

 

 

Yes

 

No

• Participates and contributes to grant writing and staff development.

 

 

 

 

 

 

Yes

 

No

• Performs extra-instructional duties.

 

 

 

 

 

 

Yes

 

No

• Participates in the Teacher Assistance Team process.

 

 

 

 

 

 

Yes

 

No

• Promotes school programs and accomplishments in the community, region and State through presentations at conferences and association meetings.

 

 

 

 

 

 

Yes

 

No

• Communicates personal enthusiasm and self-confidence.

 

 

Comments:  ________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

 

The teacher is a reflective and continuous learner.

 

 

Yes

 

No

• Reflects about and acts on what students need to know and be able to do and about what the teacher can do to foster learning.

 

 

 

 

 

 

Yes

 

No

• Demonstrates responsibility for self-growth, professional improvement and on-going self-evaluation.

 

 

 

 

 

 

Yes

 

No

• Maintains his/her Professional Development Plan.

 

 

 

 

 

 

Yes

 

No

• Is receptive to suggestions for growth and improvement.

 

 

 

 

 

 

Yes

 

No

• Follows the policies and procedures of the School Committee as set forth in the Faculty Handbook, as amended from time to time.

 

 

 

 

 

 

Yes

 

No

• Supports the mission of the Chatham Public Schools.

 

 

 

 

 

 

Yes

 

No

• Works towards the implementation of the Strategic Plan, the School Improvement Plan, and his/her Individual Professional Development Plan.

 

Comments:  ____________________________________________________________

______________________________________________________________________

______________________________________________________________________

 

Status: Please check one space:

( )    Recommended for continued teaching employment.

 

( )    Certain deficiencies noted. Recommended for continued teaching subject to implementation of an Improvement Plan.

 

( )    Not recommended for continued teaching employment.

___________________________                          ___________________________

Signature of Teacher                                               Signature of Evaluator

 

______________                                             ______________

Date                                                                 Date

 

 

Teacher’s Comments on back.


CHATHAM PUBLIC SCHOOLS PERFORMANCE CRITERIA FOR TEACHING STAFF

I.       CURRENCY IN THE CURRICULUM

•    The teacher is up to date regarding curriculum content.

A. Demonstrates accurate and current knowledge, skills and instructional techniques of content to be taught

B. Frames curriculum around essential questions in the discipline that provide opportunities for reasoning, logic, analysis and synthesis when planning units, lessons, and assessments.

C. Demonstrates awareness of and applies recent developments in teaching and learning. Special attention is given to integrating computer technology and curriculum.

D. Participates in curriculum revision and development.

E. Demonstrates knowledge of and implements Massachusetts' Curriculum Frameworks.

F.  Implements curriculum using the primary resources adopted by the district.

II.     EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

•    The teacher plans instruction effectively.

A. Has a personal vision of committed, confident learners and uses that vision to guide learning goals, expectations, and standards for student work.

B. Identifies, implements and evaluates long and short-term objectives for a flexible instructional program designed to reflect the content and objectives of the curriculum frameworks.

C. Selects resources, materials, up to date technologies and techniques appropriate to the age, developmental state and special needs of students, both individually and as a class.

D. Assesses instructional strategies in authentic ways by comparing intended and actual learning outcomes

E. Understands the needs, prior knowledge and experiences of his/her students.

F.  Plans classroom modifications to accommodate range of student abilities/needs.

G. Understands students' Individualized Education Programs and assumes a shared responsibility for meeting stated goals and objectives.

H.   Modifies and evaluates instructional programs to meet the needs of all students.

I.   Works/plans effectively in an inclusionary model with school-based specialists, resource personnel, including technology specialists, and administrators to provide accommodations for students with diverse learning needs.

J.   Utilizes the pre-referral process of the Teacher Assistance Team when needed.

K. Designs curriculum experiences that promote and encourage students in taking increasing responsibility for their own learning.

L. Integrates the teaching of reading, listening, writing, speaking, viewing and the use of appropriate learning tools (e.g., calculators, computers, etc.) across disciplines.

M. Plans a variety of activities for a flexible schedule, which may include varying lengths of class time.

•    The teacher plans and monitors assessment of student learning effectively.

A. Determines specific and challenging standards for student learning.

B. Provides feedback regularly to students on their progress on goals and objectives.

C. Uses a variety of evaluation materials or processes to measure progress in achieving learning standards and assessing the objectives taught.

D. Contributes to the study of MCAS results and plans supporting instruction accordingly.

E.   Incorporates time for individual and interactive reflection.

F.   Communicates effectively and frequently with students, parents, administrators and staff members regarding educational programs and student performance.

G. Prepares and maintains accurate and efficient record-keeping systems of the quality and quantity of student work.

H. Uses individual and group data appropriately; maintains confidentiality concerning individual student data and achievement.

III.    EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

•    The teacher creates a physical environment and routine expectations that are positive for student learning and involvement.

A. Organizes time, space, materials and equipment for effective instruction.

 

B. Understands principles and patterns of child growth and development and uses this knowledge to create an effective environment for students.

C. Demonstrates and uses flexibility in arranging space, time and materials to suit learning activity.

•    The teacher creates a social, emotional environment that is positive for student learning and involvement.

Maintains appropriate standards of behavior, mutual respect and safety.

B. Communicates high expectations in performance and behavior.

C. Creates classroom atmosphere, which encourages acceptance of others' rights to have different attitudes and values.

IV.   EFFECTIVE INSTRUCTION

•    The teacher has and communicates clear learning goals and objectives.

A.   Makes connections between concepts taught and students' prior knowledge and experiences.

B.   Checks regularly for students' understanding of content and concepts and progress on skills.

C. Identifies confusions and misconceptions as indicated by student responses and regular assessment strategies. Remediates, re-teaches, or extends teaching to meet individual and/or group need.

D. Uses acceptable written and oral communication skills.

E. Understands and shows students the relevance of the subject to life-long learning.

F.  Maintains attention and momentum of lesson.

G. Plans and communicates procedural routines.

•    The teacher uses appropriate instructional techniques.

A.   Utilizes a variety of appropriate teaching models such as direct instruction, group investigation, awareness training, development of inductive thinking, inquiry training, advanced organization of information, and others.

B. Provides options for students to demonstrate competency and mastery of new material, including written work, plays, artwork, oratory, visual presentations, exhibitions and portfolios.

 

C. Summarizes the lesson.

D. Uses a variety of questioning techniques including those that encourage and guide critical and independent thinking and the development of ideas.

E.  Evaluates continuously, tries innovative approaches and refines instructional strategies, including the effective use of technologies, to increase student learning and confidence about learning.

V.           PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

•   The teacher communicates high standards and expectations to all students.

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

B. Responds to students' answers and work so as to keep students open, thinking, and willing to take risks and to persevere with challenging tasks.

C. Models the skills, attitudes, values, and processes central to the subject being taught.

•    The teacher promotes confidence and perseverance in the student that stimulates increased personal student responsibility for achieving the goals of the curriculum.

A. Acts on the belief that all students can learn and that virtually all can master a challenging core curriculum with appropriate modifications of instruction.

B. Encourages and supports students to believe that effort is a key to high achievement and acknowledges and values student work, study and inquiry.

C. Identifies regularly students needing extra help and secures student cooperation and participation in extra help sessions.

VI.   PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY    The teacher strives to ensure equitable opportunities for all students.

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

B. Implements all appropriate plans and programs to meet the individual learning needs of a diverse population.

 

C. Demonstrates attitudes of fairness, courtesy, and respect that encourage students' active participation and commitment to learning.

•    Chatham recognizes and understands the worth of all students and the opportunities that diversity presents to the classroom.

A. Demonstrates sensitivity to differences in abilities, modes of contribution, and social and cultural backgrounds.

B. Organizes instruction that addresses physical, social, emotional and intellectual development to insure that each student is working at his/her highest level of ability.

C. Recognizes and encourages the special interests, abilities and learning styles of individual students to enhance their motivation.

D.     Obtains and uses information about the needs and progress of individual learners.

E.      Functions effectively in a multi-lingual, multi-cultural and economically diverse society.

F.      Helps students recognize value of his/her own uniqueness.

VII. FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

•    The competent teacher has a responsibility to seek improvement in professional self-growth, in the school system, and in the teaching profession, and to foster positive and effective relationships with colleagues and parents.

A. Works cooperatively with colleagues, administrators, parents and community members.

B. Shares responsibility for accomplishing the goals and priorities of his/her grade/team/department, building and school district.

C.     Demonstrates ethical and professional behavior.

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

E.      Works effectively in co-teaching and other inclusionary models.

F.      Works collaboratively with other staff in planning and implementing.

G.     Participates and contributes to grant writing and staff development.

H.     Performs extra-instructional duties.

I.       Participates in the Teacher Assistance Team process.

 

J.   Promotes school programs and accomplishments in the community, region and State through presentations at conferences and association meetings.

Communicates personal enthusiasm and self-confidence.

The teacher is a reflective and continuous learner.

A.     Reflects about and acts on what students need to know and be able to do and about what the teacher can do to foster learning.

B.     Demonstrates responsibility for self-growth, professional improvement and on-going self-evaluation.

C.     Maintains his/her Professional Development Plan.

D.     Is receptive to suggestions for growth and improvement.

E.      Follows the policies and procedures of the School Committee as set forth in the Faculty Handbook, as amended from time to time.

F.   Supports the mission of the Chatham Public Schools.

G.     Works towards the implementation of the Strategic Plan, the School Improvement Plan, and his/her Individual Professional Development Plan.