Clarksburg

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DistrictClarksburg
Shared Contract District
Org Code630000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency UnionUnion 43 Clarksburg Florida Savoy
Regional HS Members
Vocational HS MembersNorthern Berkshire RVTSD
CountyBerkshire
ESE RegionBerkshires
Urban
Kind of Communityrural economic centers
Number of Schools1
Enrollment175
Percent Low Income Students30
Grade StartPK or K
Grade End8
download pdf version of this document view accessible version of this document AGREEMENT

AGREEMENT

CLARKSBURG SCHOOL COMMITTEE

and the

CLARKSBURG TEACHERS' ASSOCIATION

SEPTEMBER 1, 2010 - AUGUST 31, 2013

THIS AGREEMENT IS MADE AND ENTERED INTO

between the

CLARKSBURG SCHOOL COMMITTEE

(hereinafter referred to as the "Committee")

and the

CLARKSBURG TEACHERS' ASSOCIATION

(hereinafter referred to as the "Association")

CLARKSBURG AGREEMENT

2010-2013

TABLE OF CONTENTS

ARTICLE

TITLE OF ARTICLE

PAGE

I

RECOGNITION

1

II

GRIEVANCE PROCEDURE

1 -3

III

MANAGEMENT RIGHTS

3

IV

SALARIES INSURANCE BENEFITS

3

V

WORK YEAR/WORK DAY

3-4

VI

VACANCIES AND PROMOTIONS

5

VII

POSITIONS IN SUMMER SCHOOL, EVENING SCHOOL AND UNDER FEDERAL PROGRAMS

5

VIII

SICK LEAVE

6-7

IX

FUNERAL LEAVE

8

X

PERSONAL LEAVE AND OTHER

8

XI

SABBATICAL LEAVES

9

XII

LONGEVITY ADJUSTMENTS

10

XIII

GENERAL

10

XIV

MATERNITY/CHILDREARING LEAVE

10-11

XV

MILITARY LEAVES OF ABSENCE

11

XVI

PAYROLL SAVINGS

11

XVII

PROFESSIONAL IMPROVEMENT

11-12

XVIII

REDUCTION IN STAFF

12-13

XIX

EXTRACURRICULAR POSITIONS

13

XX

DURATION

14

APPENDIX A

SALARY SCHEDULES

16-17

APPENDIX B

COMPENSATION

15

APPENDIX C

LONGEVITY

16

APPENDIX D

EVALUATION PROCESSAND PROCEDURES

27-29

ARTICLE I

RECOGNITION

The Committee recognizes the Association for purposes of collective bargaining as the exclusive representative of all full and part-time professional teaching employees of the Clarksburg School System, but excluding:

A.            Superintendent and Assistant Superintendent, and

B.             Principal

Unless otherwise indicated, the employees alluded to above will be hereinafter referred to as the "teachers".

ARTICLE II

GRIEVANCE PROCEDURES

1.             Definitions:

A.            A "Grievance" is defined to be a problem or disagreement which arises concerning (1) the interpretation of application of any provisions of this agreement with respect to the wages, hours or working conditions of an employee or employees covered by it, or (2) an alleged violation of any provision of this agreement. A matter which is reserved to the discretion of the committee under the laws of Massachusetts, the regulations of the Massachusetts Department of Education, or the regulations of the U.S. Office of Education may not be the subject of a grievance.

An "aggrieved person" is a teacher or the Association making the claim.

B.            Extenuating circumstances may allow reasonable extensions in the time interval stated in the procedure providing both parties agree.

2.             Procedure:

A.            Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, the number of days indicated at each level are considered working days exclusive of Saturdays, Sundays, and holidays, and every effort should be made to expedite the process. Any time limits not met by the aggrieved person or the Association shall indicate withdrawal of the grievance and shall ban further processing or re-initiation. Timelines may be extended by mutual agreement of the parties in writing.

B.            Level One A teacher of the Association having a grievance will, within fourteen (14) days of the occurrence or within fourteen (14) days of when the Association should have been reasonably informed of the occurrence, first discuss it with the immediate superior using the appropriate form with the objective of resolving the matter. The immediate supervisor shall respond in writing no later than five working days from the discussion of the grievance.

C.            Level Two If the grievant or the Association is not satisfied with the response at Level One the aggrieved person or the Association may present the grievance on the appropriate form to the Superintendent within 10 working days of receipt of the response at Level One. The Superintendent shall respond in writing no later than five working days from the receipt of the grievance.

D.            Level Three If the grievant or the Association is not satisfied with the response at Level Two, the aggrieved person or the Association may send the grievance on the appropriate form to the School Committee no later than 10 working days of the receipt of the response at Level Two and the grievance shall be presented at the next School Committee meeting. The School Committee shall respond in writing no later than five working days after the School Committee meets.

E.             Level Four If the grievant or the Association is not satisfied with the response at Level Three, and if the Association believes that the grievance is meritorious, then the Association may submit the grievance to arbitration within 30 calendar days of receipt of the response at Level Three. The decision of the arbitrator shall be final and binding on both parties except when the ruling is contradictory to law. The arbitrator shall be determined by mutual agreement of the Association and the School Committee; if the parties are then unable to agree upon an arbitrator, a request for a list of arbitrators shall be made to the American Arbitration Association by either party. The parties will be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator.

3.             General Provisions:

A.            The aggrieved person, the School Committee, or the Association shall have the right to use in its presentation at any level of this Grievance Procedure any representative or representatives of its own choosing.

B.             The cost for the services of the arbitrator will be borne equally by the parties hereto.

C.             Provided the parties agree, Level One/Level Two of the Grievance Procedure may be bypassed, and the grievance brought directly to Level Three.

D.            No reprisals of any kind will be taken by the School Committee or the school administration against any teacher or the Association because of his participation in this Grievance procedure.

E.             The School Committee, the administration, the aggrieved person and the Association will cooperate with each other in the investigation of any grievance.

F.             All decisions rendered at Levels One, Two and Three of the Grievance procedure will be in writing and set forth the decision and the reasons therefore and will be transmitted promptly to the grievant and the Association.

G.            When necessary, pursuant to the Grievance procedure, for a member of the Association to attend a grievance meeting or hearing, he/she will be released without loss of pay as necessary in order to permit participation in the foregoing activity if such release is deemed appropriate by the administration.

ARTICLE III

MANAGEMENT RIGHTS

The exercise by the Committee of any of the following rights shall not alter any of the specific provisions of this Agreement nor shall they be used to discriminate against any member of the bargaining unit.

The parties agree that the operation of the School Department of Clarksburg, the supervision of the employees and of their work are the rights of the Administration and/or the Committee. Accordingly, subject to the provision of this Agreement and MGL 150-E, the making of reasonable rules to ensure orderly and effective work, to determine the quality and types of equipment to be used; to introduce new methods and facilities; the making of work schedules, the determination of what and where duties will be performed; and of employee competency; the hiring, transfer, promotion, layoff, recall, discipline or discharge of employees for cause without discrimination, are rights of the Administration and/or the Committee.

ARTICLE IV

SALARIES/INSURANCE BENEFITS

1.                   The salaries of all persons covered by this Agreement are listed in Appendix A which is attached hereto and made part hereof.

2.                   Salary provisions will remain in effect during the period of time stipulated by this Agreement.

3.                   Teachers will be eligible for insurance benefits provided to other eligible Town employees, including, but not limited to, Group Health and Life Insurance. The co-pay amounts for OV and for ER will be those in effect as of June of 2007. The RX over-the-counter and/or mail order co-pays will be increased to $20/$40/$70 effective July 1, 2007.

4.             The Town of Clarksburg agrees to pay 75% of insurance premiums and the employees will pay the remaining 25%.

ARTICLE V

WORK YEAR/WORK DAY

1.             The Work Year of teachers will be no longer than 183 days, which includes the day before school begins for the students. The two additional days will be utilized for professional development and, whenever possible, will be mutually agreed upon prior to the setting of the school calendar. The work year will begin on the Monday before Labor Day. New personnel may be required to attend two (2) additional orientation sessions.

2.             The starting and dismissal time at which teachers will be at their stations shall be as follows:

Starting Time:                                       8:15 a.m.

Dismissal Time:                                    3:15 p.m.

The starting and dismissal times for teachers may be adjusted, but no such adjustment shall extend the work day outlined above.

The dismissal time for Professional Development half-days shall be adjusted so teachers can attend meetings in a punctual manner. The dismissal time for all half days will be 11:30 AM.

3.             Teachers will be required to attend no more than (10) afternoon meetings called by the Administration each year. Two of these afternoon meetings may be called, on an as needed basis.

Teachers will be notified one (1) week in advance and meetings will begin no later than 3:15 p.m. Such meetings should be no longer than one hour in duration.

Teachers will be required to attend two (2) evening meeting per school year. Attendance at all other meetings will be strictly voluntary.

4.             Classroom teachers shall have a duty-free preparation period when a specialist is working with the teacher's class.

Specialists and Special Needs Teacher(s) shall schedule their own duty-free preparation time of approximately the same amount of time received by classroom teachers.

5              All teachers shall receive a 30-minute duty-free lunch period each day.

6.             The Principal in his/her sole discretion may determine the nature and types of supervisory duties teachers may perform subject to the following conditions:

A.            The duty is reasonably related to the operational or educational needs.

B.             The amount of time teachers devote to performing duties shall not increase and reasonable efforts will be made to equalize the time spent on duties among teachers.

C.             No teacher shall be involuntarily assigned to lunch room duty.

7.             Teachers will be given the opportunity for input into the manner in which paraprofessional support is to be used in the system prior to the beginning of the school year.

ARTICLE VI

VACANCIES AND PROMOTIONS

1.                   Whenever any vacancy in a professional position occurs, it will be adequately publicized by the Principal and/or Superintendent by means of a notice placed on the bulletin board at every school as far in advance of the appointment as possible. During the months of July and August, written notice of any such vacancy will be mailed to the President of the Association within seven (7) days of the School Committee's official knowledge of such vacancy. In both situations, the qualifications for the position, and its duties and, if predetermined, the rate of compensation, will be clearly set. No vacancy will be filled, except on a temporary basis, within five (5) days from the date the notice is posted in the schools or the giving of notification to the Association.

2.                   All qualified teachers will be given adequate opportunity to make application for such positions, and the Administration agrees to give due weight to the professional background attainments, and other relevant factors. In filling such vacancies, consideration will be given to equally qualified teachers already employed in the school system and each teacher applicant from the system not selected will, upon request, receive a written or verbal explanation from the principal and/or Superintendent. Appointments made under this Article are not subject to grievance or arbitration, and the Administration shall be the sole determiner of qualifications.

ARTICLE VII

POSITIONS IN SUMMER SCHOOL, EVENING SCHOOL AND UNDER FEDERAL PROGRAMS

1.                   All openings for summer school and evening school positions and for positions under Federal programs will be adequately publicized by the Principal and/or Superintendent in each school building as early as possible. Under normal circumstances, summer school and evening school openings will be publicized not later than the preceding March 1 and June 1, respectively, and teachers will be notified of the action taken not later than May 1 and September 1, respectively.

2.                   Positions in the Clarksburg summer school and evening school and positions under Federal programs will, to the extent possible, be filled first by regularly appointed teachers in the Clarksburg School System.

3.                   In filling such positions, consideration will be given to a teacher's area of competence, major/minor fields of study, quality of teaching performance, attendance record, length of service in the Clarksburg School System, and in regard to summer school or evening school positions, previous Clarksburg summer school or evening school teaching experience

4.                   When the sufficient number of regularly appointed teachers in the Clarksburg School System is not available to fill the positions, they will then be filled in order of preference, by substitute teachers in the Clarksburg School System and by teachers from other school systems. To the extent that they are applicable, the same criteria that are used in making appointments from among regularly appointed teachers will be used in regard to substitute teachers and teachers from other school systems.

ARTICLE VIII

SICK LEAVE

1.                   Teachers will have available to them, when illness makes attendance impossible, twelve (12) sick leave days of each school year as of the first official day of said school year, provided they report for duty on that day. If they do not report for duty on the first day, the absence must be approved by the School Committee. The School Committee may allow sick leave beyond the above limit. A doctor's certificate will be required if a teacher's absenteeism goes beyond the entitled twelve (12) days.

2.                   Sick leave days may be accumulated from year-to-year with a maximum limit of one-hundred and eighty (180) days.

A.            Teachers will be told the total number of sick leave days they have accumulated to date.

B.            This will be done during the first official month of said school year.

3.             Severance/Retirement benefit

A.           Teachers presently employed, upon leaving the Clarksburg School System with twenty (20) full academic years of service to the Clarksburg School System, shall be paid thirty dollars ($30) a day for all accumulated sick days up to the maximum of one-hundred and eighty (180) days. Part-time teachers will be paid proportionately based on the above.

B.            Teachers presently employed, upon leaving the Clarksburg School System with Twenty-five (25) full academic years of service to the Clarksburg School System, shall be paid a one-time separation benefit in the amount of $3,500. Part-time teachers will be paid proportionately based on the above.

C.            Teachers presently employed, upon leaving the Clarksburg School System with thirty (30) full academic years of service to the Clarksburg School System, shall be paid a one-time separation benefit in the amount of $4,500. Part-time teachers will be paid proportionately based on the above.

An additional longevity payment of $1,000.00 will be offered for teachers with 25 years of service to the Clarksburg School System, for any three consecutive years. This request should be made in writing to the Superintendent by February 15, of the previous year. This request can be submitted only once during a teacher's career.

4              In addition to personal illness or injury, sick leave may be utilized for the following purposes:

A.            May use annual sick leave days for family illness or injury.

B.             Teachers will be allowed to trade two (2) sick days for one (1) personal day each year, non-cumulative.

C.            Any other reason recommended by the Superintendent and approved by the School Committee.

5.             A Sick Leave Bank Committee will be established, composed of two teachers to be appointed by the Association and one member to be appointed by the School Committee. Appointees shall serve from date of appointment to the third Tuesday in September and thereafter until successors are appointed.

A.           Each teacher employed by the School Committee shall become a member of the Sick Leave Bank upon completing his/her first day of work as a teacher in the Clarksburg School System.

B.            The Committee will agree to make a yearly contribution of one day to the sick leave bank for each teacher employed by the School Committee. The Sick Leave Bank will be capped at 540 days. Yearly contributions will only be made when the available days in the Sick Lave Bank falls below 540 days.

C.            In addition to his/her accumulated sick leave, a teacher may draw additional days from Sick Leave Bank such that a total of 180 days is available for a given personal illness or injury, upon Sick Leave Bank Committee's determination:

1.                   The member teacher suffers from a bona fide medical illness which has been clearly defined as leave prescribed by a medical doctor.

2.                   The member teacher has exhausted all of his/her own sick leave.

3.                   The member teacher has petitioned the Sick Leave Bank Committee and has submitted all information requested by the Committee.

D.            The Sick Leave Bank Committee may from time to time promulgate such rules, regulations, requirements and procedures as may be necessary or advisable to administer the Sick Leave Bank. All information presented to the Sick Leave Bank Committee shall be kept confidential.

E.            The determination of the Sick Leave Bank Committee with respect to any petition, including without limitation the denial of a petition or the determination of the number of days to be granted, shall be final and binding on all parties and the said Committee's decision shall not be subject to grievance or arbitration. In the event of a tie, the petition shall be referred to and decided by the School Committee.

ARTICLE IX

FUNERAL LEAVE

The School Committee will grant up to 5 days paid leave for a death in the immediate family. "Immediate Family" is defined as the employee's spouse or partner, parent or stepparent, child, a sibling, grandparents, parents-in-law, or others residing with the employee. Up to 3 days paid leave may be granted for the death of a sibling-in-law, aunt or uncle of the employee.

More time in individual cases because of unusual circumstances or for person other than those listed above, shall be granted subject to the discretion of the School Committee.

ARTICLE X

PERSONAL LEAVE

1.             Teachers will be entitled to the following leave-of-absence with pay each year:

A.           Up to four (4) personal days will be granted by the School Committee provided the operation of the school is not affected. In addition, teachers will be allowed to trade two (2) sick days for one (1) personal day each year. Applications in writing to the Principal for personal leave will be made at least forty-eight (48) hours before taking such leave. Emergency situations may be notified (after the fact) in writing. The Committee may allow temporary leaves of absence beyond the above limit. Unused personal days will accumulate as sick leave up to

180 days.

B.            No employee will be paid wages for time lost or not worked because of proven habitual tardiness or other unauthorized personal absence.

C.            A maximum of ten (10) days per school year for persons called into temporary active duty of any unit of the U.S. Reserves of the National State Guard, provided such obligations cannot be fulfilled on days when school is not in session. Refer to Massachusetts General Laws, Chapter 33, Section 59.

D.            Time necessary for appearances in any legal proceeding connected with the teacher's employment or with the school system or in any legal proceedings if the teacher is subpoenaed to attend.

E.            Teachers called to jury duty shall be paid the difference between compensation paid by the court and their equal salary. The difference paid shall not include mileage reimbursement.

2.             Leaves taken pursuant to Section 1 above will be in addition to any sick leave to which the teacher is entitled. No teacher will be required to arrange for his own substitute. Any absence occasioned by a teacher's attendance at any convention, conference, seminar, visitation, evaluation, or any similar event when such attendance has been required by a superior shall not be charged against any of the leave provisions of this Article or any other Article of this Agreement.

ARTICLE XI

SABBATICAL LEAVES

Upon recommendation by the Superintendent of Schools, sabbatical leaves may be granted for study to a member of the teaching staff by the Committee subject to the following conditions:

1.             No more than one teacher from the teaching staff will be absent on sabbatical leave at any one time.

2              Requests for sabbatical leave must be received by the Superintendent of Schools in writing in such form as may be required by the Superintendent of Schools no later than March 1 of the school year preceding the school year for which the sabbatical leave is requested.

3.                    The teacher has completed at least five (5) full school years of service in the Clarksburg School System.

4.                    Teachers on sabbatical leave shall be paid a minimum of fifty percent (50%) of their regular salary. This will not prevent the Committee, at its discretion, to allow a greater percentage to be paid on a case-by-case basis.

5.                    Teachers applying for sabbatical leave shall be notified by the School Committee relative to their requested leave no later than April 15 of the school year preceding the school year for which the sabbatical leave is requested

6.                    Teachers accepting a sabbatical leave shall be subject to the statutory regulations governing such leaves contain in CH. 71, 41-A of the General Laws of the Commonwealth of Massachusetts.

7.                    The teacher returning to the system from sabbatical shall be placed on the salary schedule at the same step that he/she received prior to taking the sabbatical.

ARTICLE XII

LONGEVITY ADJUSTMENTS

Teachers who qualify shall be paid in addition to their base salary, a longevity payment based on the table in Appendix C

ARTICLE XIII

GENERAL

1.             The Association agrees, for the life of this Agreement, it shall not engage in a strike, nor shall it induce, encourage, or condone any strike, work stoppage, slowdown or illegal withholding of services.

Nor shall there be any strike or interruption of work during the term of this agreement because of any dispute or disagreements between any other persons or other employers, unions or associations who are not signatory parties to this agreement.

Employees who violate this provision shall be subject to disciplinary action, including discharge for just cause.

If the Committee claims the Association has violated any provision of the Article, it may present such claim to the Association in writing and upon receipt of such notice a meeting will be scheduled within ten (10) days between the Committee or its representatives and the Association or its representatives. Upon conclusion of such meeting the Association shall respond to the Committee's demand within ten (10) days. If the dispute is not resolved, the Committee may submit the matter to Arbitration at Level Four of Article II in accordance with the provision s of that Level and Article.

2.             The parties agree to reserve the right to negotiate over the impact on wages, hours or any other condition of employment made necessary by legislation passed either by the Federal or State Government.

ARTICLE XIV

MATERNITY/CHILDREARING LEAVE

1.             Maternity Leave

Pursuant to Massachusetts General Laws and Chapter 149, Section 105-D, every full-time female employee shall be entitled to eight (8) weeks maternity leave under the following conditions:

A.            She has completed at least ninety (90) days in the Clarksburg School System.

B.             She gives two (2) weeks notice of her expected departure date and notice that she intends to return to her job. She is entitled to return to the same or a similar position without loss of benefits under contract for which she was eligible on the date her leave commenced (subject to exceptions specified in Massachusetts General Laws, Chapter 149, Section 105-D). A teacher who receives maternity leave pursuant to Section 105-D may apply accumulated sick leave towards this maternity leave for those days that doctor-certified disability because of pregnancy makes absence necessary.

2.             Childrearing Leave:

Such leave will commence at the arrival of the adoptive or natural child and end no later than the start of the school year next following the commencement of the leave. The teacher may choose to end the leave either in the September following the arrival or the next September at his/her choice. However, such leave may not end during a school year. Should a situation arise that negates the necessity for such a leave, a teacher may cancel such leave by notifying the Superintendent of Schools of such intent. The teacher may return to work as soon as arrangements can be made to provide a position to such teacher.

ARTICLE XV

MILITARY LEAVES OF ABSENCE

Military leaves of absence will be available to teachers under the provisions of Massachusetts General Laws, Chapter 580.

ARTICLE XVI

PAYROLL SAVINGS

1.             Subject to the approval of the School Committee, teachers may be entitled to have deductions made from their paychecks on a regular schedule for savings purposes to an association agreed upon.

A.           Procedure

The Treasurer of the Town of Clarksburg may deduct from each payment of salary to any employee such amount or amounts as such employee in a written authorization to such Treasurer may specify for savings purposes to an above association. Any such authorization may be withdrawn by the employee by giving at least thirty (30) days notice in writing of such withdrawal to the Treasurer. Any Treasurer making deductions under this section shall transmit the amounts so deducted to the Treasurer of such association specified by the teachers, provided that he is satisfied by such evidence as he may require that the Treasurer of the association has given bond as required by law for the faithful performance of his duties. Moneys so deducted shall not be attached or taken upon execution or other process while in the custody of the Treasurer making the deduction.

ARTICLE XVII

PROFESSIONAL IMPROVEMENT

The Committee agrees to reimburse a teacher for those costs incurred while attending workshops, seminars, conferences or other professional improvement sessions at the request of and with the recommendation of the Superintendent of Schools. The request shall be in writing on the appropriate form.

The Committee will also reimburse teachers for tuition expenses related to enrollment in graduate courses. To qualify for reimbursement, a grade of B-or better must be earned in the course. The reimbursement for courses over $400 will be reimbursed at the rate of $400. For courses less than $400, the reimbursement will be for the total cost of the course. There is a three course limit per year, but teachers may apply to the Superintendent and the School Committee for reimbursement for additional courses in a given year.

ARTICLE XVIII

REDUCTION IN STAFF

Only teachers who have attained professional teacher status shall benefit from this Article.

1.            Natural attrition and retirements shall be taken into account prior to invoking this article. In the event it becomes necessary to reduce an employee's workload, employees shall be laid off or have their work load reduced in the inverse order of their initial employment under the following conditions. An employee whose position is eliminated or whose workload is reduced shall either:

A.            Be transferred by June 15 to an open position for which he/she is certified or has evidence of certification pending.

B.            Replace by June 15 an employee with lower seniority and where within the school system in an area in which the laid-off or reduced work load employee is certified or has evidence of certification pending.

C.            1.             Teachers who choose for economic or other reasons to decline to accept a diminished position shall have recall rights to any open position for which they are certified. Should a diminished position expand to a greater percentage or become full time, the teacher serving in that position shall be retained over employees on recall regardless of seniority.

2.             Seniority means a teacher's length of service in years, months and days in the bargaining unit, provided that the seniority of present teachers as of the effective date of this Agreement shall consist of their length of service from their initial date of employment by the Committee. Teachers shall be credited for seniority purposes with all time spent on any paid leave of absence provided for in this Agreement.

3.                    In cases involving teachers who have identical seniority in the same areas of certification, preference for retention or recall shall be given to the teacher who has achieved the highest level of training as determined by his/her placement on the salary schedule. Additional approved semester hours will count in making said determination, i.e., M/A+30 retained over M/A+15.

4.                    Teachers who are to be affected by a reduction in work load or layoff must be notified in writing no later than May 1 of the school year preceding the school year in which the reduction in work load or layoff will take effect.

5.                    Teachers who have been laid off shall be entitled to recall rights for a period of two (2) years from the effective date of their respective layoffs. During the recall period, teachers shall be notified by mail, to their last address of record, and given a preference positions, for which they are qualified, as they develop, in the inverse order of their respective layoffs. Said teachers shall have twenty (20) calendar days to respond, in writing, to be eligible for the positions. All benefits to which a teacher was entitled at the time of the layoff shall be restored in full upon re-employment within the recall period. During the recall period, teachers who have been laid off shall be given preference on the substitute list if they so desire.

6.                    Instructional services normally performed by a teacher(s) who has been laid off shall not be performed by anyone who is not a teacher in the Clarksburg Schools.

7.                    To the extent allowed for by law, laid-off employees may continue group health and life insurance coverage during the recall period as provided by the Committee to members of the bargaining unit by reimbursing the Town for premium cost. Failure to forward premium payments to the Town, or refusal to return to employment upon recall, will terminate this option.

8.                    The Association shall be notified in writing no later than June 15 of all prospective layoffs and/or reductions in workloads. The Association shall also be notified in writing of all positions including part-time during the recall period.

9.                    Any termination benefits a teacher is entitled to will not be paid until the end of the recall period if the teacher is not recalled.

ARTICLE XIX

EXTRACURRICULAR POSITIONS

A.            All extracurricular positions to be filled will be posted in-house. Equally qualified teachers in the employ of the Clarksburg School System shall be given preference for these positions.

B.            The Committee will have the right to establish initial compensation for any new positions created, but will be obligated to negotiate such compensation with C.T.A. This negotiation will occur at the next regularly scheduled collective bargaining session.

C.            Extracurricular Positions - Stipend

Grade 8 Advisor (faculty Member)                                    $ 500

Head Teacher                                                                           1,500

Dance Coordinator                                                                        300

All other positions will be posted "as needed and funding allows."

D.           The Committee agrees to pay athletic officials at acceptable rate and in a punctual manner.

ARTICLE XX

DURATION

This Agreement shall be effective as of September 1, 2010, and remain in full force and effect through August 31, 2013. No later than October 15, 2012, the parties shall enter into negotiations with respect to a successor agreement as provided by Chapter 150-E of the General Laws of Massachusetts.

IN WITNESS WHEREOF, the parties hereunto set their hands and seals this _____________day of _____, 2010.

CLARKSBURG SCHOOL COMMITTEE

CLARKSBURG TEACHERS' ASSOCIATION BY

APPENDIX B

COMPENSATION

A.            Teachers will be paid in accordance with the salary schedules contained in Appendix A for the respective years shown, and in accordance with sections which follow.

B.            No payment will be made for courses until a teacher qualifies for column movement. All courses taken to qualify for column movement must be approved in advance by the Superintendent of Schools and must be in the teachers' area of teaching or lead to an advanced degree. Any course approval denied by the Superintendent shall be done in writing to the teacher as to why the course was denied, the letter will include specific reasons why the denied course does not meet the teacher's personal professional development plan and/or the school wide improvement plan. Teachers failing to qualify for column movement from the Bachelor column within five (5) years after employment shall remain at the step achieved until qualified; after qualification, they shall move one step. Once movement has been gained, teachers shall progress in the B+15 column at the rate of one (1) step per year. It is understood that step placement does not coincide with teaching experience. In no case, however, shall a newly hired teacher be placed at an experienced level higher than teachers with similar teaching experience presently employed in the Clarksburg School System.

Payment for column movement will take place commencing on the first day of the new salary year immediately following attainment of necessary credits. Whenever possible, teachers should inform the Superintendent of Schools prior to the budget process of plans to complete requirements for column movement.

C.            Teachers who were at Step 7, Column 3 or above by September 1, 1995, will be allowed to move to column 6 by earning 75 credits beyond the Bachelor's degree.

D.            Teachers working less than full-time shall be paid on a prorate basis in relation to time worked.

CLARKSBURG TEACHERS ASSOCIATION CLARKSBURG SCHOOL COMMITTEE

APPENDIX C SEPTEMBER 1, 2010 - AUGUST 31, 2013

A.            Teachers beginning their 16th year of service with the Clarksburg School Department, will be paid longevity payments according to the schedule below.

Year

Payment

15

250

16

350

17

450

18

550

19

650

20

750

21

850

22

950

23

1050

24

1150

25

1250

26

1350

27

1450

28

1550

29

1650

30

1750

31

1850

32

1950

33

2050

34

2150

35

2250

Years beyond the 35th year would be calculated using the same $100 increments.

 

 

 

BA+30

BA + 45

BA + 60

 

 

BA

BA + 15

MA

MA+15

MA+ 30

MA+ 45

10-11

 

 

 

 

 

 

0

33,053

35,568

37,905

40,243

42,585

44,877

1

34,202

36,926

39,300

41,673

44,049

46,334

2

35,232

38,274

40,682

43,091

45,500

47,779

3

36,468

39,611

42,053

44,494

46,941

49,209

4

37,588

40,935

43,414

45,890

48,368

50,628

5

38,701

42,252

44,761

47,271

49,783

52,034

6

39,802

43,555

46,097

48,643

51,186

53,430

7

40,973

44,934

47,516

50,099

52,681

54,919

8

42,222

46,395

49,022

51,650

54,273

56,511

9

43,471

47,860

50,529

53,198

55,864

58,102

10

44,719

49,323

52,034

54,745

57,459

59,707

11

45,966

50,786

53,540

56,297

59,051

61,289

12

47,212

52,252

55,049

57,847

60,643

62,880

13

51,509

55,435

59,567

64,043

66,626

68,863

14

53,311

57,375

61,652

66,285

68,958

71,273

 

 

 

 

BA+30

BA + 45

BA + 60

 

 

BA

BA+15

MA

MA+15

MA+ 30

MA+45

11-12

 

 

 

 

 

 

0

33,714

36,279

38,663

41,048

43,437

45,775

1

34,886

37,665

40,086

42,507

44,930

47,261

2

35,937

39,040

41,495

43,953

46,410

48,735

3

37,198

40,403

42,894

45,384

47,880

50,193

4

38,340

41,754

44,282

46,808

49,335

51,640

5

39,475

43,097

45,656

48,216

50,779

53,075

6

40,598

44,426

47,019

49,616

52,210

54,499

7

41,793

45,832

48,466

51,101

53,735

56,018

8

43,067

47,323

50,002

52,683

55,359

57,642

9

44,340

48,817

51,539

54,262

56,982

59,264

10

45,613

50,310

53,075

55,840

58,608

60,901

11

46,885

51,801

54,611

57,422

60,232

62,515

12

48,157

53,297

56,150

59,004

61,856

64,137

13

52,539

56,543

60,759

65,324

67,958

70,240

14

54,378

58,522

62,885

67,610

70,337

72,698

 

 

 

 

BA+30

BA + 45

BA + 60

 

 

BA

BA+15

MA

MA+15

MA+ 30

MA+45

12-13

 

 

 

 

 

 

0

34,388

37,005

39,436

41,869

44,305

46,690

1

35,584

38,418

40,888

43,357

45,829

48,206

2

36,656

39,821

42,325

44,832

47,338

49,709

3

37,942

41,211

43,752

46,292

48,838

51,197

4

39,107

42,589

45,168

47,744

50,322

52,673

5

40,264

43,959

46,569

49,181

51,795

54,136

6

41,410

45,315

47,959

50,609

53,254

55,589

7

42,629

46,749

49,436

52,123

54,810

57,138

8

43,928

48,269

51,002

53,737

56,466

58,795

9

45,227

49,793

52,570

55,347

58,121

60,450

10

46,526

51,316

54,136

56,957

59,780

62,120

11

47,823

52,837

55,703

58,571

61,437

63,765

12

49,120

54,362

57,273

60,184

63,093

65,420

13

53,590

57,674

61,974

66,631

69,318

71,645

14

55,465

59,693

64,143

68,963

71,744

74,152

APPENDIX D SEPTEMBER 1, 2010-AUGUST 31, 2013

EVALUATION PROCESS AND PROCEDURES

A.             Philosophy

The Committee and the Association are dedicated to the concept of quality education and recognize that teachers are at the heart of the process. Their performance is key to student achievement, their sense of fulfillment and feeling of well being. Supervision and evaluation of teachers can promote and support the mission and goals of the system by encouraging professional growth while assisting performance. It is a cooperative process with the responsibility for accomplishment shared equitably by teacher and evaluator. The evaluation process shall be free of racial, sexual, religious and other discriminations or biases as defined in state and federal laws.

B.             Purpose

·         Assist the individual teacher in providing a high quality education for students

·         Promote and support the district's mission and goals

·         Provide a means of periodically assessing individual teacher performance

·         Provide information to detail staff members' current performance level, areas of improvement and suggestions that will lead to further improvement

·         Identify and share exceptional educational practices and superior teaching performance

·         Promote and support professional development

·         Provide data for personnel practices relating to renewal, promotion, assignment and dismissal within standards and procedures defined in state law (C.71 ,s.41 & 42) and local labor agreements

·         Support and promote teachers as life-long learners

·         Support teachers, making their profession more satisfying and enjoyable

C.             Principles

·         Is measured against and supports implementation of established standards and beliefs

·         Supports and promotes working from individual's unique strengths and interests

·         Ensures diversity of teaching and freedom for experimentation

·         Provides a realistic structure in order that all involved participate in a meaningful way

·         Produces a written record of individual activities and growth

·         Ensures a permanent, continuous commitment of the district to the development of its teachers

·         Requires interaction with others, frequently in a collaborative setting

·         Provides activities to study the knowledge base of teaching by way of study groups, peer observation, and/or other methods of staff development

·         Ensures that the summative evaluation document contains information that has been reviewed, in a timely fashion, with the teacher.

D.            Procedures

It is recognized that the principals of evaluation and the performance standards for teachers, imbedded in the Education Reform Law need to be incorporated into the teacher evaluation process. An ad hoc committee will undertake this work and this Article will remain as is, until their work is completed. At that time revisions will be added to the contract, subject to the approval of the CTA and the Clarksburg School Committee.

1.     Teachers Without Professional Teacher Status will be evaluated annually based on a variety of sources which will include a minimum of three (3) formal classroom observations between October 1 and May 15. The purpose of the annual evaluation is to assess the teacher's professional skills in all categories of the Principles of Effective Teaching in order to determine if the teacher will be re-appointed.

2.     Teachers With Professional Teacher Status will participate in a four year evaluation/professional development cycle as follows:

a.    Year One -- Comprehensive Evaluation

The purpose of the comprehensive evaluation is to assess the teacher's professional skills in all categories of the Principles of Effective Teaching. The summative evaluation will be based on a variety of sources which will include at least one (1) formal classroom observation between October 1 and May 15.

b.    Year Two -- Professional Development

At the end of the Comprehensive Evaluation Year or prior to October 1 of Year Two, the teacher, in consultation with the supervisor, will develop professional development goal(s) for Year Two.

c.    Year Three - Focused Evaluation

The purpose of the third year evaluation is to focus the efforts of the teacher and supervisor on particular categories and/or descriptors of the Principles of Effective Teaching. The teacher, in consultation with the supervisor, at the end of Year Two or prior to October 1 of Year Three will submit a proposal which would be the basis for the summative evaluation. Each proposal will include the following information:

·         the General Category of the proposal,

·         the Goals of the proposal,

·         the Actions or Procedures they will follow to accomplish the goal,

·         what Evidence they will provide that shows accomplishment of the goal,

·         other Teacher Participants and if so, their roles and responsibilities, and

·         what type of Support is needed from the Principal,

·         The following are examples of acceptable activities:

i.             Peer Observation

Teachers agree to observe each other's classes 3-4 times during the year and provide and receive feedback important to their goal.

ii.            Study Groups

Teachers meet with colleagues in groups of 3-4 to learn new strategies, experiment with these strategies and share the results of their experiments.

iii.           Analysis of a Portfolio of Artifacts

A teacher could maintain a file which includes each lesson plan, handout, quiz, test and exam in a given semester. The analysis might include the congruency between what is taught and what and how it is tested; the relationship between the instructional strategies used and student achievement.

iv.           Weekly Journal

A teacher could reflect upon what worked and what didn't work in their teaching and record their thoughts in a journal which would be shared with the Principal or another teacher.

v.            Preparing and Presenting a Staff Development Program

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

vi.            Submission of Articles for Publication

A teacher could prepare and present two or three articles on instruction and/or curriculum for publication in professional journals.

vii.           Self Analysis of Videotapes

A teacher could videotape three different lessons during the course of the year, analyze the lessons and write up an assessment on the effectiveness of each.

viii          Extended Mentoring

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

ix.            Other (if considered appropriate by the Principal)

d.             Year Four -- Professional Development

Same as Year Two

E.             Gathering Information

Evaluation may consist of formal or informal observation of teaching or other work performance. Formal observations shall include any substantial classroom or equivalent visit made with a view toward completing a written evaluation of the teacher's performance.     In­formal observations would include briefer classroom visits or chance observations. All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. The use of eavesdropping, public address or audio systems, and similar surveillance devices shall be strictly prohibited. Evaluators may be the Principal, Director of Special Education, or Superintendent of Schools, as appropriate.

F.             Reporting Results

1.       For each formal observation, the evaluator will provide a document which identifies areas of strength and, if need be, areas which need improvement, based upon the established criteria and goals. Where there are areas needing improvement, the evaluator should indicate (a) specific recommendations for improvement, (b) direct assistance to implement such recommendations, and (c) a reasonable time schedule to monitor progress.

2.       All formal observations will be accompanied by a post-evaluation conference, to be scheduled as soon as possible after the evaluation, but no later than five (5) school days. The observation may be preceded by a pre-observation conference, but is not required. The observation may be announced or un­announced. The written report will be presented to the teacher within ten (10) school days after the post-observation conference. A teacher may request another conference within three (3) school days after receipt of the written evaluation.

3.     The teacher will acknowledge that an opportunity was afforded to review the written observation by signing the copy to be filed. It is expressly understood that such signature does not necessarily indicate agreement with the contents thereof.

4.     A summative Evaluation Report will be issued indicating that the Performance Standards have been met throughout the year. If a teacher "Needs Improvement" in any Performance Standard, a Professional Improvement Plan will be developed which will indicate specific recommendations, a summary of assistance to be provided, and a reasonable timeline in order to demonstrate mastery of the Standard.

It is clearly understood that when a teacher is involved in this Improvement Plan, failure to master Standards can lead to personnel decisions including non-renewal and/or dismissal.

5.   The teacher may respond, in writing, to any report, and may note any significant differences. Such response will be placed in the teacher's personnel file attached to the report, and must be submitted to the superintendent within ten(10) school days of receipt of the original report.

G.            Miscellaneous

1.       Teachers will have the right, upon request, to review the contents of their personnel file. A teacher will be entitled to have a representative of the Association accompany him/her during such review.

2.       No material derogatory to a teacher's conduct, service, character or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that he/she has had the opportunity to review such material 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.

3.       Serious complaints regarding a teacher made to any member of the administration by any parent, student or other person will be promptly called to the attention of the teacher and the identity of the complainant will be made known to said teacher.

4.       The Association recognizes the authority and responsibility of the administration for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be formally disciplined or reprimanded by a member of the administration he/she will be entitled to have a representative of the Association present.

5.       No teacher will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without cause and in compliance with relevant General Laws of the Commonwealth.

H.           Chart of Four Year Evaluation/Professional Development Cycle

YEAR ONE

Comprehensive

Evaluation

Formal observations by

administrator and

summative evaluation

YEAR FOUR

YEAR TWO

Professional

Professional

Development

Development

goal setting or other

goal setting or other

acceptable activity

acceptable activity

YEAR THREE

Focused

Evaluation

proposal with activity

and summative evaluation

I.              Principles of Effective Teaching

Evaluation shall be based primarily on direct observation of teaching performance reflecting the following Principles (the descriptors which are included are meant to serve as examples which demonstrate proficiency but are not meant to be considered all inclusive):

I.    CURRENCY IN THE CURRICULUM

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

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

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

3.       Keeps current in the field and applies knowledge to the instructional program.

4.       Contributes to the ongoing evaluation of the curriculum.

II.    EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

A.            The teacher plans instruction effectively.

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

2.    Sets short-term and year-long goals for curricular units which derive from unifying themes of fundamental importance to students' present or future lives.

3.    Identifies individual and group needs and plans appropriate strategies, including those that involve the use of up-to-date technologies, to meet those needs.

4.    Uses materials and resources, including technologies, that are appropriately matched to curricular goals and to students' needs and learning styles.

5.    Frames curriculum around students' own prior knowledge and experience and identifies prerequisite skills, concepts, and vocabulary that are important for students to know in order to be successful at a task.

6.    Seeks out and collaborates with school-based specialists, resource

personnel, including technology specialists, and administrators to better design curricula or instructional modifications to meet the special learning needs of students and support all students to learn and apply a challenging core curriculum.

7.          Plans engaging ways to introduce each unit of study.

8.          Plans frequent instructional opportunities where students are interacting with ideas, materials, teachers and one another.

9.      Designs curriculum experiences in which students take increasing responsibility for their own learning.

10.    Integrates the teaching of reading, listening, writing, speaking, viewing and the use of appropriate learning tools (e.g., calculators, computers, etc.) within the discipline.

B.    The teacher plans assessment of student learning effectively.

1.       Determines specific and challenging standards for student learning.

2.       Develops and uses authentic assessment which describes a student's learning process as well as his/her learning achievements.

3.     Incorporates time for individual and interactive reflection including response journals, debriefings, and group discussions.

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

1.     Regularly uses a variety of formal and informal authentic assessments of students' achievement and progress for instructional revisions and decision-making.

2.     Implements evaluation procedures which appropriately assess the objectives taught.

3.     Communicates student progress to parents, students and staff members in a timely fashion using a range of information including portfolios, anecdotal records and other artifacts.

4.     Prepares and maintains accurate and effective recordkeeping systems of the quality and quantity of student work.

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

III.           EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

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

1.     Implements instructional opportunities where students are interacting with ideas, materials, teachers and one another.

2.     Implements curriculum experiences in which students take increasing responsibility for their own learning.

3.     Demonstrates an openness to student challenges about information and ideas.

4.       Uses classroom time and classroom space to promote optimal learning.

5.       Understands principles and patterns of child growth and development and uses this knowledge in working with students.

6.     Establishes classroom procedures that maintain a high level of students' time-on-task and that ensure smooth transitions from one activity to another.

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

1.             Maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules supporting appropriate expectations.

2.       Manages routines effectively.

3.       Maintains appropriate professional boundaries with students.

4.       Serves as a positive role model for students.

IV.           EFFECTIVE INSTRUCTION

A.    The teacher makes learning goals clear to students.

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

2.     Regularly checks for students' understanding of content and concepts and progress on skills.

3.     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.

4.       Communicates clearly in writing and speaking, using precise language.

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

B.    The teacher uses appropriate instructional techniques.

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

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

3.     Uses a variety of appropriate materials in order to reinforce and extend skills, accommodate learning styles and match instructional objectives.

4.     Causes students to become cognitively active in summarizing important learnings and integrating them with prior knowledge.

5.     Demonstrates working knowledge of current research on optimum means for learning a particular discipline.

C.    The teacher uses appropriate questioning techniques.

1.     Uses a variety of questioning techniques, including those which encourage and guide critical and independent thinking and the development of ideas.

2.     Presents information recognizing multiple points of view; encourages students to assess the accuracy of information presented.

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

1.     Regularly tries innovative approaches to improve instructional practices.

2.    Continually evaluates, tries innovative approaches and refines instructional strategies, including the effective use of technologies, to increase student learning and confidence about learning.

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

V.       PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

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

1.       Regularly communicates objectives or learning outcomes to students.

2.       Regularly provides feedback to students on their progress on goals and objectives.

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

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

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

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

1.    Uses prompt feedback and student goal setting in order to increase student motivation and ownership of learning.

2.    Develops and supports students' awareness of themselves as learners and their ability to overcome self-doubts associated with learning and take risks.

3.    Nurtures students' eagerness to do challenging work and provides incentive, interest and support for students to take responsibility to complete such tasks successfully.

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

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

6.    Regularly identifies students needing extra help and secures student cooperation and participation in extra help sessions.

7.    Identifies students who are not meeting expectations and develops a plan that designates the teacher's and the student's responsibilities regarding learning.

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

9.    Builds, positive relationships with students and parents to enhance students' abilities to learn effectively. 10.Recognizes and responds appropriately when an individual student is having social and/or emotional difficulties which interfere with learning and/or participation in class.

VI.        PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

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

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

2.    Addresses the needs of diverse student populations by applying and adapting constitutional and statutory laws, state regulations and Board of Education policies and guidelines.

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

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

2.     Develops and implements educational and organizational strategies that are effective in meeting the needs of a diverse student body.

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

VII.      FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

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

1.     Keeps parents informed of student's progress and works with them, in culturally appropriate ways, to aid in the total development of the student.

2.     Maintains professional boundaries with parents.

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

1.       Maintains professional boundaries with colleagues.

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

3.     Works collaboratively with other staff in planning and implementing interdisciplinary curriculum, instruction and other school programs and shares expertise and new ideas with colleagues.

4.       Participates in student or school activities.

5.       Cooperates with other teachers about students' overall workload.

C.    The teacher is a reflective and continuous learner.

1.     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.

2.     Uses available resources to analyze, expand, and refine professional knowledge and skills; resources can include professional organizations, academic course work, school-based staff, administrative and community resources, and other colleagues.

3.     Participates in activities that demonstrate a commitment to the teaching profession.

4.       Seeks out information in order to grow and improve as a professional.

5.       Is receptive to suggestions for growth and improvement.

CLARKSBURG PUBLIC SCHOOLS OBSERVATION REPORT

TEACHER: _____________________ Grade/Area: _____________________

SUPERVISOR: _____________________

Date of Class Visit ________________ Date of Pre-Conf ___________ Date of Post Conf ____________

1 st Year ______ 2nd Year ______ 3rd Year ______Professional Status ______

DESCRIPTION:

EX. The class was a 4th grade lesson in pronouns. The main objective of the lesson was to have the students demonstrate their proficiency in choosing the correct personal pronoun. This was part of a larger unit dealing with parts of speech and the teacher had already spent several days reviewing several of the rules. The class consisted of 24 heterogeneously grouped students and included several students with special needs including one severely handicapped student who had an aide assisting him. In pre-conference the teacher asked the observer to pay particular attention to questioning strategies and overall participation.

OBSERVATION:

(Use as many sheets as necessary)

COMMENDATIONS/RECOMMENDATIONS:

(Use as many sheets as necessary)

Evaluator's Signature: ____________ Date: ____________

I have received a copy of this report and realize that my signature does not necessarily indicate agreement with the report.

Teacher's Signature: ____________ Date: __________________

CLARKSBURG PUBLIC SCHOOLS EVALUATION REPORT

TEACHER: __________________Grade/Area: ____________

SUPERVISOR: ________________________

Date(s) of Class Visit ______ Date(s) of Pre-Conf ______Date(s) of Post Conf ______

Record below in narrative form a description and evaluation performance in the areas of:

I.                      Currency in the Curriculum

II.                    Effective Planning and Assessment of Curriculum & Instruction

III.                  Effective Management of Classroom Environment

IV.                 Effective Instruction

V.                   Promotion of High Standards & Expectations for Student Achievement

VI.                 Promotion of Equity and Appreciation of Diversity

VII.               Fulfillment of Professional Responsibilities

Any standard which indicates that improvement is needed must have a Professional Improvement Plan attached which will indicate specific recommendations, a summary of assistance to be provided and a reasonable timeline in order to demonstrate mastery of the standard(s).

(Use as many sheets as necessary)

Evaluator's Signature: __________________ Date: __________________

I have received a copy of this report and realize that my signature does not necessarily indicate agreement with the report.

Teacher's Signature: ____________ Date: ____________