Concord-Carlisle

Show detailed information about district and contract

DistrictConcord-Carlisle
Shared Contract District
Org Code6400000
Type of DistrictRegional Secondary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS MembersConcord-Carlisle
Vocational HS Members
CountyMiddlesex
ESE RegionGreater Boston
Urban
Kind of Communityeconomically developed suburbs
Number of Schools1
Enrollment1245
Percent Low Income Students4
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document AGREEMENT

AGREEMENT

BETWEEN

CONCORD-CARLISLE REGIONAL DISTRICT

SCHOOL COMMITTEE

AND

CONCORD-CARLISLE TEACHERS' ASSOCIATION

2011 – 2014

 

Table of Contents

Article                                                                                                                                                                                           Page

1                       RECOGNITION................................................................................................................................... 4

2                       ASSOCIATION SECURITY............................................................................................................ 4

Dues Deduction............................................................................................................................ 4

Use of School Facilities................................................................................................................. 5

Discrimination............................................................................................................................... 5

3                       SALARY.............................................................................................................................................. 5

Annual Teaching Salary.............................................................................................................. 5

Base Salary Schedule.................................................................................................................. 6

Retained Merit.............................................................................................................................. 9

Experience Increments............................................................................................................... 9

Placement on Steps...................................................................................................................... 10

4                       PLACEMENT ON SCALES.............................................................................................................. 10

5                       DOUBLE INCREMENTS................................................................................................................ 11

6                       COMPENSATION FOR CERTAIN CO-CURRICULAR RESPONSIBILITIES.. 11

Stipends for Co-Curricular Responsibilities.................................................................................          12

Department Chairpersons........                                                                                                                16

Mentoring................................................................................................................................................... 16

Added Positions......                                                                                                                                    16

7                       PROCEDURE FOR PAYMENT OF SALARIES.............................................................................            17

185-Day Contracts................................................................................................................................... 17

8                       PROFESSIONAL GROWTH PRACTICES....................................................................................             18

9                       PROFESSIONAL TIME RESPONSIBILITIES...................                                                                       19

 

10                       PAYMENT FOR UNUSED SICK LEAVE.....................................................................................               19

11                       ENROLLMENT OF CHILDREN OF PROFESSIONAL STAFF MEMBERS..................................       20

12                       TUITION REIMBURSEMENT.............                                                                                                        20

13                       SUMMER PROGRAM..........                                                                                                                          21

14                       EVALUATION.......                                                                                                                                          21

15                       RECERTIFICATION .................................................................................................................................... 22

16                       INDEMNIFICATION.........                                                                                                                             22

17                       STAFFING....................................................................................................................................................... 22

18                        ABSENCE FROM SCHOOL DUTIES..................................................................................................... 23

Temporary Absence.......                                                                                                                              23

Extended Absence......                                                                                                                                  25

Child-Bearing and Child-Rearing Leave...................................................................................                27

Voluntary Leaves of Absence....................................................................................................                 28

Additional Leave......................................................................................................................................... 28

Absences Requiring Salary Deduction..................................................................................................... 28

Family and Medical Leave Act of 1993...............                                                                                     28

19                        DEPARTMENT CHAIR POSITIONS.....................................................................................                  29

20                        TAX SHELTERED ANNUITIES..............................................................................................                 29

21                        GRIEVANCE PROCEDURE..................................................................................................................... 29

22                        ARBITRATION.......................................................................................................................................... 30

23                        SCHOOL CALENDAR....                                                                                                                           31

24                        CONSULTATION ON PROFESSIONAL CONCERNS...................                                                       31

25                        REDUCTION IN STAFF............................................................................................................................ 31

Definitions....                                                                                                                                                 33

Notification.................................................................................................................................................. 34

Recall..                                                                                                                                                            34

Reduction-in-Force Transfer Process..............                                                                                           34

26                        TEACHER EMERITUS PROGRAM.........                                                                                               35

27                        CRIMINAL OFFENDER RECORD INFORMATION (CORI)............................................................ 36

28                        DURATION OF AGREEMENT................................................................................................................ 36

WAIVER FORM.......                                                                                                                                         37

HIGH SCHOOL EVALUATORS.................................................................................................................... 38

SIDE LETTERS OF AGREEMENT..................................................................................................              39

SIGNATURE PAGE.............................................................................................................................              40

APPENDIX A - Mentor Agreement................................................................................................................. 41

APPENDIX B - Grievance Form...................................................................................................................... 42

APPENDIX C - Stipend Calculations.............................................................................................................. 43

 

ARTICLE 1

RECOGNITION

1.1.            Pursuant to General Laws, Chapter 150E, the Concord-Carlisle Regional District School Commit­tee recognizes the Concord-Carlisle Teachers' Association as the exclusive representative for purposes of collective bargaining with respect to wages, hours and other conditions of employment for all regular full-time and regular part-time professional instructional personnel employed by the Concord-Carlisle Regional School District, consisting of all classroom teachers, department chairpersons, specialized teaching personnel, librarians, counselors, social workers, psychologists, and speech therapists, but ex­cluding the Superintendent of Schools, administrative assistants, directors, managers, principals, assistant principals, supervisors, aides, paraprofessionals, nurses, tutors, clerical assistants/secretaries, and all other employees of the Concord-Carlisle Regional School District.

 

1.2.            The terms "teacher" and "teachers" as used hereafter in this Agreement refer only to such persons as at the time in question fall within the bargaining unit as defined in this Article.

 

ARTICLE 2

ASSOCIATION SECURITY

2.1. DUES DEDUCTION.

2.1.1.        The School District agrees to deduct from the salaries of teachers who have on file with the School District an executed current dues deduction authorization card, dues for the Concord-Carlisle Teachers' Association, the Massachusetts Teachers' Association, and, if so authorized, the National Education Association and to transmit the monies to the Concord-Carlisle Teachers' Association Treasurer. Teacher authorizations shall be in a form which is acceptable to the School District.

 

2.1.2.        Deductions referred to in Section 2.1.1. above will be made in equal payments in amounts certified by the Association Treasurer as being the regular membership dues of the Association, the Massachusetts Teachers' Association and, if applicable, the National Education Association with a frequency mutually agreed upon by the Treasurers of the Association and the Region until the total deduction has been reached. In no event will the last deduction extend beyond the last paycheck in June.

 

2.1.3.        The Concord-Carlisle Regional Treasurer will submit the amounts deducted to the Asso­ciation Treasurer as soon as is reasonably possible after the issuance of the paycheck from which the deductions were taken, together with a list of the teachers from whose salaries dues were de­ducted and the amount of the deduction for each teacher.

 

2.1.4.        The provisions of Article 2 shall be subject to the requirement of Section 17C of Chapter 180 of the General Laws including the requirement that the Treasurer of the Concord-Carlisle Re­gional School District shall be satisfied by such evidence as he/she may require that the Treasurer of the Association has given to the Association a bond, in a form approved by the Commissioner of Corporations and Taxation, for the faithful performance of his/her duties, in a sum and with such surety or sureties as are satisfactory to said Regional Treasurer.

 

2.1.5.           The Association shall indemnify and save the School District harmless against any claim, demand, suit or other form of liability that may arise out of, or by reason of, action take nor not taken by the School District for the purpose of complying with this Article 2 or incompliance with any dues deduction authorization furnished to the School District, or for the purpose of complying with Section 18.1.1.3 of this Agreement.

 

2.2.     USE OF SCHOOL FACILITIES. The School District agrees to permit the Association reason­able use of school facilities in accordance with the practices in existence during the 2004-2007 school year. The needs of the Association will be considered along with other school needs when considering the use to which available space will be put in the event expected increases in student enrollment materi­alize.

 

2.3.     DISCRIMINATION. Neither the School District nor the Association will discriminate against, restrain or coerce any teacher because of membership or non-membership in the Association.

 

ARTICLE 3

SALARY

3.1.        There are two components to be considered in arriving at the salary for teachers. They are:

A)     Regular Teaching Salary, 185-Day Contract, which consists of:

1)     Base Salary, as defined in Section 3.3. This is understood to be the remuneration for all professional activities during the 185-day contract period of any school year.

2)     Retained Merit, as defined in Section 3.4.

3)     Experience Increments, as defined in Section 3.5.

 

B)     Compensation for Additional Duties. The Salary Policy includes a list of responsibilities for which additional compensation is authorized. The amount authorized is added each year to the annual compensation for which the teacher is eligible.

 

3.2.   ANNUAL TEACHING SALARY.

3.2.1.     The annual teaching salary is the Regular Teaching Salary.

 

3.2.2.     Those teachers engaged in special co-curricular activities are paid a differential each year in accordance with Article 6, Compensation for Certain Co-Curricular Responsibilities. This dif­ferential is added to the salary as listed above. It is not a part of the regular teaching salary.

 

3.3. BASE SALARY SCHEDULE

 

Teachers' Salaries 2011 - 2012

 

Step   Bachelor   B+15      MAST        M+15       M+30       M+45        M+60       DOC

1       42,799    44,941     50,076       51,361      52,643      53,926      55,212      56,592

2       44,510    46,735     52,078       53,415      54,750      56,085      57,420      58,854

 


3       46,292    48,606     54,160       55,551      56,939      58,328      59,718      61,210

 


4       48,144    50,552     56,330       57,773      59,218      60,660      62,105      63,658

 


5       50,069    52,574     58,580       60,082      61,587      63,087      64,590      66,205

 


6       52,071    54,676     60,925       62,488      64,047      65,611      67,173      68,853

 


7       54,155    56,864     63,362       64,987      66,612      68,235      69,859      71,605

 


8       56,320    59,138     65,895       67,585      69,276      70,967      72,656      74,472

 


9       58,575    61,503     68,533       70,290      72,047      73,817      75,561      77,449

 


10      60,919    63,963     71,273       73,101      74,928      76,758      78,582      80,547

 


11      63,354    66,521     74,127       76,026      77,927      79,826      81,727      83,771

 


12      65,889    69,182     77,090       79,066      81,042      83,019      84,997      87,122

 


13      68,522    71,951     80,172       82,229      84,284      86,341      88,396      90,606

 


14      71,265    74,829     83,379       85,518      87,655      89,795      91,932      94,231

 


15      74,116    77,823     86,714       88,939      91,162      93,386      95,610      98,001

 


16      77,080    80,936     90,183       92,498      94,809      97,120      99,435      101,920

 

Teachers' Salaries 2012 – 2013

 

Step   Bachelor   B+15      MAST        M+15       M+30       M+45        M+60       DOC

1       43,762    45,952     51,202       52,516      53,827      55,139       56,454      57,866

 


2       45,512    47,787     53,250       54,617      55,982      57,347       58,712      60,178

 


3       47,333    49,700     55,379       56,801      58,220      59,641       61,061      62,587

 


4       49,227    51,689     57,597       59,073      60,551      62,025       63,503      65,091

 


5       51,195    53,757     59,898       61,434      62,972      64,506       66,043      67,695

 


6       53,243    55,906     62,295       63,894      65,488      67,087       68,685      70,402

 


7       55,374    58,144     64,787       66,449      68,111      69,770       71,431      73,216

 


8       57,588    60,469     67,378       69,106      70,834      72,563       74,290      76,147

 


9       59,893    62,887     70,075       71,871      73,668      75,478       77,261      79,191

 


10      62,289    65,402     72,877       74,746      76,614      78,485       80,350      82,359

 


11      64,779    68,017     75,794       77,736      79,680      81,622       83,566      85,655

 


12      67,372    70,739     78,825       80,845      82,866      84,887       86,909      89,083

 


13      70,064    73,570     81,976       84,079      86,181      88,283       90,385      92,645

 


14      72,869    76,513     85,255       87,443      89,627      91,815       94,000      96,351

 


15      75,784    79,574     88,665       90,940      93,213      95,487       97,761      100,206

 


16      79,393    83,364     92,888       95,273      97,654      100,033     102,418     104,977

 

Teachers' Salaries 2013 – 2014

 

Step   Bachelor   B+15      MAST        M+15       M+30       M+45        M+60       DOC

1      44,746    46,986      52,355       53,698      55,038      56,380       57,724      59,168

 


2      46,536    48,862      54,448       55,846      57,242      58,637       60,033      61,532

 


3      48,398    50,818      56,625       58,079     59,530       60,982       62,435      63,995

 


4      50,335    52,852      58,893       60,402     61,913       63,420       64,931      66,555

 


5      52,347    54,966      61,246       62,816     64,389       65,958       67,529      69,218

 


6      54,441    57,164      63,697       65,331     66,962       68,597       70,230      71,987

 


7      56,620    59,452      66,245       67,944     69,643       71,340       73,038      74,864

 


8      58,883    61,829      68,894       70,661     72,428       74,196       75,962      77,861

 


9      61,240    64,302      71,651       73,488     75,325       77,176       78,999      80,973

 


10     63,691    66,873      74,517       76,428     78,338       80,250       82,158      84,212

 


11     66,237    69,548      77,500       79,485     81,473       83,459       85,446      87,583

 


12     68,888    72,330      80,599       82,664     84,730       86,797       88,865      91,087

 


13     71,641    75,225      83,821       85,971     88,120       90,270       92,419      94,729

 


14     74,508    78,234      87,173       89,410     91,644       93,881       96,115      98,519

 


15     77,489    81,365      90,660       92,987     95,311       97,636       99,961      102,460

 


16     81,775    85,864      95,675       98,131    100,583      103,034      105,490     108,127

 

RETAINED MERIT. Effective September 1, 1979, members of the professional staff, who have re­ceived merit awards in previous years and who achieve the 15th step shall retain, over and above the fif­teenth step, the following amounts of accumulated merit:

 

Number of Previously

Granted Merit Awards:       1              2              3              4              5              6

 


Retained Dollars:                 $150       $300       $480       $750       $1,030   $1,430

 

3.5.  EXPERIENCE INCREMENTS. In recognition of service in the Concord and Concord-Carlisle School Districts including authorized leaves of absence, teachers shall receive yearly increments as fol­lows:

 

Years of Service                           % of Bachelor's Maximum

 


10-14                                                     2%

15-19                                                     3%

20-24                                                     4%

25-29                                                     5%

30-34                                                     6%

35-39                                                     7%

40-44                                                     8%

45-49                                                     9%

etc.

 

Effective upon the last day of the 2007 - 2010 agreement, the 35 - 39 category and all higher categories (40 - 44, 45 - 49, etc.), shall be eliminated, and the highest category shall be a 30+ category, at the rate provided for the 30 - 34 category. Any teacher who, prior to the last day of the 2007 - 2010 agreement, was already receiving experience increments in a category higher than the 30 - 34 category shall con­tinue to receive the percentage of the Bachelor's Maximum provided for such a higher category, but shall not advance further to any higher category.

 

3.6. Base Salary for teachers is considered to define the normal salary range and progression for teach­ers employed by the Concord-Carlisle Regional School District. It is understood to be the full remunera­tion for all professional activities, except such others as are specifically defined in subsequent articles associated with employment for 185 days. At various times during the school year, as defined on the an­nual school calendar, teachers will be expected to participate in in-service activities associated with their positions.

3.6.1.      With the exception of new teachers who may be required to attend special orientation ses­sions during the week prior to the opening of school, the period of employment for teachers will be 185 days.

3.6.2.      The 185 days include 180 instructional days and 5 professional work days. These profes­sional days shall include one or two days prior to school opening.

3.6.3.        Five contingency days will be included in the school calendar. If these contingency days are not needed, the School District will adjust the calendar in regard to the last day of school to ensure that there are exactly 180 instructional days.

3.6.4.        Only absences specifically allowed in the contract may reduce the working days below 185. Exceptions may be made by the Superintendent for unforeseen circumstances.

 

3.7. PLACEMENT ON STEPS. Steps in the Base Salary Scales for teachers define the normal pro­gression of teachers in the employ of the Concord-Carlisle Regional School District who serve satisfac­torily. Normally, a teacher without experience will be awarded a salary at the first step. A teacher com­mencing his/her second year will be awarded a salary at the second step, etc.

3.7.1.    Experience. Experience will be determined to the nearest number of whole years of teaching experience in Concord, Carlisle or other schools in which the experience may be deemed tocontribute to the teacher's proficiency. Fractions of a school year equal to, or greater than, one-half will be considered a whole year.

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

3.7.1.2.       Unusual Service. In situations where the foregoing stipulations do not appear rea­sonable, a candidate's experiences may be evaluated to determine the step applicable, such evaluation being presented by the Principal, subject to the approval of the Superintendent.

3.7.1.3.       Initial Employment. At the discretion of the principal, subject to the approval of the Superintendent, credit upon hiring or rehiring may be given for prior full-time teaching experience in public or private schools, college teaching experience or other experience. Normal progression, if service is satisfactory, may be anticipated thereafter starting from this point.

 

3.7.2.      Step Increment Withheld. Increments are not considered automatic. A step increment may be withheld by the Superintendent, upon recommendation of the principal, from teachers whose work is evaluated by his/her immediate supervisor as unsatisfactory. In such cases a mid­year warning must be issued to the teacher.

 

3.7.3.      Salary increases for teachers at maximum who are judged to be "less than satisfactory" may be withheld by the Superintendent upon the recommendation of the principal. In such cases, a mid-year warning must be issued to the teachers.

 

ARTICLE 4

PLACEMENT ON SCALES

 

4.1.            The training classification is based on academic degrees. Evidence of degree status in the form of a transcript or other official statement from the college or university involved will be required of all teachers.

 

4.2.            Placement on all scales will be made at the beginning of the school year and February 1 depend­ing upon the date of satisfactory completion of the course work and its proximity to either of these dates.

 

4.3.            Teachers who have earned a Bachelor's degree are eligible for salaries listed under that heading. Experienced teachers who may have earned such a degree may be considered in this category.

 

4.4.     Credit toward the B+15 scale will be awarded for courses that are completed as part of a Master’s degree program or that could be used toward a Master's degree in the teacher's field, a related field or in secondary education. Credit will be given for undergraduate courses if they are required as part of a Master’s program. With the Superintendent's prior approval, credit may be given for in-service courses, workshops, and institutes requiring outside preparation if such courses can be demonstrated to be part of a Master's program and if the amount of work required by the participant is generally comparable to that expected of a student in a regular graduate course.

 

4.5. Teachers who have earned a Master's degree from a college or university accredited by the New England Association of Colleges and Secondary Schools or similar agencies are eligible for salaries on the Master's degree scale.

 

4.6.            Teachers who have earned a Doctor's degree from a college or university accredited by the New England Association of Colleges and Secondary Schools or similar agencies are eligible for salaries on the Doctor's degree scale.

 

4.7.            Placement of staff members on the salary scale at Masters+15, Masters+30, Masters+45, Mas-ters+60 is at the discretion of the Superintendent based on age and relevancy of the course. Official, cer­tified transcripts of courses in addition to those courses required for the Master's degree are to be for­warded to the Superintendent for approval prior to placement on the appropriate salary scale either before the beginning of the school year or February 1. The Superintendent, at his/her discretion may also con­sider credit for undergraduate courses, workshops, and institutes requiring out-of-class preparation, if such courses and/or workshops can be demonstrated to be part of a defined post Master's program or are related to the teacher's assignment. In the case of workshops or institutes, the teacher must be able to demonstrate that the amount of work required of the participant would be equivalent to that required of a student in a regular graduate course.

4.7.1. Credit for courses which have not been approved in advance by the Superintendent is at the discretion of the Superintendent.

4.7.2. CCRSD in-service credit earned at any point will be applied towards lane changes after a Masters Degree is conferred.

 

ARTICLE 5

DOUBLE INCREMENTS

 

5.1. Upon the recommendation of the principal, the Superintendent may grant an additional increment to teachers who have at least one but less than three years' service in the schools. Teachers so recom­mended would be extremely outstanding in their performance.

 

ARTICLE 6

COMPENSATION FOR CERTAIN CO-CURRICULAR RESPONSIBILITIES

 

6.1.       As stated in Article 9, during the contract period from the beginning of the school year to June 30, staff members are expected to be available whenever necessary to discharge properly their professional responsibilities.

 

6.2.       All teachers are expected, as part of their regular duties to participate in activities outside the class­room as defined in Section 9.1. of this Agreement. Some activities, however, require considerably more time and energy than that which can be expected in the description of professional responsibilities con­tained in this Agreement. This is the case in guidance and social work conferences, coaching athletics teams after school and supervising some of the other co-curricular activities.

 

6.3.       The co-curricular responsibilities listed in Section 6.7 will carry additional stipends in the amounts indicated. The range is to provide a minimum and maximum within which a person assuming responsi­bilities for the various activities may be paid.

6.3.1. A teacher beginning with a given activity would normally start at the minimum salary but, upon the recommendation of the principal and subject to the approval of the Superintendent, may be placed at any step within the appropriate scale.

6.3.2. It is understood that increments would be granted on a merit basis. They may be withheld, if, in the opinion of the school administration, the responsibility does not warrant the additional pay. By the same token, they may be increased if, in the opinion of the school administration the responsibility warrants the additional amount. All such variations within the range are subject to the approval of the School Committee.

 

6.4.            It is recommended that no teacher undertake coaching responsibilities for more than two seasons or two sports in any one school year. It is strongly recommended also that no classroom teacher assume more than one major coaching responsibility.

 

6.5.            Assignment of coaching duties and special responsibilities for the following school year will be made prior to March 1, insofar as is possible. The teacher's gross salary will be computed by adding the differential for special duties to the Regular Salary, provided however that coaching stipends shall not be added to the teacher's Regular Salary, but shall instead be paid in two equal installments during the ath­letic season. Adjustments for special duties will be made from time to time if necessary.

 

6.6.            Before filling a vacancy in any position referred to in Section 6.7. notice of the vacancy will be posted for ten (10) school days in each faculty room, each department office, and given to the Associa­tion President, provided that this shall not limit the School District's right to make temporary appoint­ments when the School District determines such is necessary for the effective continuation of the pro­gram, and provided further that the posting requirement for vacancies to be filled during the summer re­cess will be satisfied by mailing notice of vacancies to the home of the President of the Association or his/her designee. The notice of vacancy shall include a description of the qualifications required for the position, the salary range and the closing date for applications. Applicants for such positions who are members of the bargaining unit covered by this Agreement shall have preference in filling any vacancy covered by this section if they meet the qualifications of the posting.

 

6.7.   STIPENDS FOR CO-CURRICULAR RESPONSIBILITIES.

 

Varsity Coach

Football

Step 1                                  Step 2                         Step 3                         Step 4                          Step 5

FY11 -

FY 14                              $6,102.00                                    $ 6,706.00                 $ 7,370.00                           $ 8,099.00                      $ 8,900.00

 

Asst. V. Football (2)

Step 1                                   Step 2                         Step 3                         Step 4                         Step 5

FY11 -

FY 14                              $3,771.00                       $ 4,144.00            $ 4,554.00             $ 5,005.00                 $ 5,500.00

 

Fr. Football (2)

Step 1                                   Step 2                         Step 3                         Step 4                         Step 5

FY11 -

FY 14                              $ 3,358.00                        $ 3,691.00               $ 4,057.00             $ 4,459.00                 $ 4,900.00

 

Varsity Coaches

XC (b)

XC (g)

Soccer (b)

Soccer (g)

Field Hockey

Volleyball

Golf

Basketball(B)

Basketball(g)

Wrestling

Ice Hockey (B)

Ice Hockey(g)

Fencing (b)

Fencing (g)

Swimming

Indoor Track (b/g)

Indoor Track (b/g)

Baseball

Lacrosse (b)

Lacrosse (g)

Softball

Outdoor Track (b/g)

Outdoor Track (b/g)

Tennis (b) Tennis (g) Skiing

Cheerleading

Step 1                                  Step 2                         Step 3                         Step 4                         Step 5

FY11 -

FY 14                             $ 4,466.00                         $ 4,900.00                 $ 5,376.00                 $ 5,899.00                  $ 6,474.00

 

JV/ Freshmen Coaches

JV Soccer (b)

JV Soccer (g)

JV Field Hockey

JV Volleyball

JV Basketball (b)

JV Basketball (g)

JV Ice Hockey (b)

JV Baseball

JV Softball

JV Lacrosse (b)

JV Lacrosse(g)

JV Tennis (b)

JV Tennis (g)

Fr. Soccer (b)

Fr. Soccer (g)

Fr. Field Hockey

Fr. Volleyball

Fr. Basketball (b)

Fr. Basketball (g)

Fr. Baseball

Fr. Softball

Fr. Lacrosse (b)

Fr. Lacrosse (g)

 

Step 1                                  Step 2                         Step 3                         Step 4                         Step 5

FY11 -

FY 14                             $ 3,052.00                         $ 3,346.00                 $ 3,669.00                 $ 4,024.00                  $ 4,414.00

 

Assistant Coaches

 

Skiing

Wrestling

Indoor Track

Indoor Track

Indoor Track.

Swimming

Outdoor Track

Outdoor Track

Outdoor Track

Lacrosse Gymnastics

 

Step 1                                  Step 2                         Step 3                         Step 4                         Step 5

FY11 -

FY 14                             $ 3,052.00                         $ 3,346.00                 $ 3,669.00                 $ 4,024.00                  $ 4,414.00

 

Activity                                                                                                  Step                        2011-14

 

Yearbook                                                                                              1                              $3,897

Outing Club                                                                                          2                              $4,309

                                                                                                                3                              $4,765

                                                                                                                4                              $5,269

                                                                                                                5                              $5,827

 

Musical                                                                                                  1                              $3,633

Radio Station                                                                                       2                              $4,018

                                                                                                                3                              $4,443

 

Activity                                                                                                  Step                        2011-14

Student Government                                                                          1                              $3,480

                                                                                                                2                              $3,848

                                                                                                                3                              $4,255

 

 

3

$

4,255

NHS advisor

1

$

3,360

Freshmen orientation

2

$

3,716

Environ Field Studies (2)

3

$

4,109

Newspaper

 

 

 

Website Design

 

 

 

Math Team

1

$

3,142

 

2

$

3,474

 

3

$

3,842

Pep Band

1

$

3,078

 

2

$

3,404

 

3

$

3,764

Literary Magazine (Reflections)

1

$

2,221

 

2

$

2,456

 

3

$

2,716

Academic Bowl

1

$

2,020

Amnesty International

2

$

2,234

Art Club

3

$

2,470

Chickenscratch

 

 

 

Dance Club

 

 

 

Drama (Per Production)

 

 

 

Environmental Club

 

 

 

Foreign Exchange Trips ( 1 per year

 

 

 

Spanish & 1 per year French)

 

 

 

History Reading Club

 

 

 

Interact Club

 

 

 

Junior State

 

 

 

Model UN

 

 

 

Moot Court

 

 

 

Multicultural Club

 

 

 

Percussion Club

 

 

 

Psychology Reading Club

 

 

 

Sci-fi Club

 

 

 

Spectrum (2)

 

 

 

T.O.Y.S.

 

 

 

Tech Crew

 

 

 

Third Wing

 

 

 

Ultimate Frisbee

 

 

 

Yoga Club

 

 

 

Tech Leader

No Step Structure

$

2,500

Pit Orchestra

No Step Structure

$

4,000

Fitness Supervisor (per season)

No Step Structure

$

1,638

AP Facilitator

No Step Structure

$

2,000

Chemical Hygienist

No Step Structure

$

2,184

Mentor Teacher Leader

No

Step

Structure

$

1,091

 

Freshmen Advisor

No

Step

Structure

$

1,671

 

Sophomore Advisor

No

Step

Structure

$

1,726

 

Junior Advisor

No

Step

Structure

$

2,224

 

Senior Advisor

No

Step

Structure

$

3,248

 

 

6.7.1

All coaching stipends shall be increased for the 2010 - 2011 school year only, based on the Stipend Cal­culations formula in Appendix C.

 

6.8.          DEPARTMENT CHAIRPERSONS.

Compensation for Department Chairs shall be as follows:

Group I                  (7 or more persons)                              9% of Bmax

Group II                 (fewer than 7 persons)                         7% of Bmax

 

Compensation for Department Chairs serving a second term would be increased by an additional two percent of Bmax.

Compensation for the following Coordinator positions are as follows:

Coordinator of Athletics                                       12% of Bmax

Coordinator of Info. Technology                          8% of Bmax

Coordinator of METCO                                          8% of Bmax*

(*this stipend is funded through METCO)

 

6.9.          MENTORING

Compensation for Mentors shall be as follows:

Mentor $1,000 Mentor Guide  $ 500

 

6.10.      ADDED POSITIONS. Additional co-curricular positions may be added upon the recommenda­tion of the Superintendent and the approval of the School District. Teachers interested in submitting proposals for such positions are encouraged to do so by November 1 in order to be sure of having them considered for inclusion in the budget for the following academic year; however, proposals may be sub­mitted until June 1. The School District will attempt to retain some unassigned funds in its budget for the purpose of funding co-curricular positions. In making a proposal, the teacher must demonstrate that a need exists and that there are a sufficient number of students interested in the project to make it worth­while. Recognizing that there are limited funds available for such positions, priority will be given to groups which are already functioning with a volunteer leader. It is recognized that because of budget limitations, proposals will not automatically receive funding. If at the end of a school year interest in an activity declines below the point of viability, the principal has the right to eliminate the position but will not do so without consulting the persons directly involved.

6.10.1. The Superintendent's designee will meet with the head of Negotiations Committee to determine placement on the Co-curricular scale. This determination will be made by October 1.

 

6.11. STIPENDS FOR CO-CURRICULAR AND COACHING POSITIONS. It is the objective of

the School Committee and the Association to have a salary schedule for all coaching positions in which the average of the maximum rates for the sports of baseball, lacrosse, hockey, basketball, field hockey and soccer, will be within the upper third of the averages in each community of the maximum rates for comparable positions (that is, positions having similar actual duties, even if not the same title) in the same six sports, within the following communities: Acton-Boxborough, Bedford, Concord-Carlisle High School, Lexington, Lincoln-Sudbury, Needham, Newton, Wayland, Wellesley, Westford and Weston. The methodology actually employed for this purpose is reflected in Appendix C to this agreement. Not later than December 15 of the final year of each contract, a report will be prepared by the School District to determine whether this objective is being met.

 

ARTICLE 7

PROCEDURE FOR PAYMENT OF SALARIES

 

7.1. 185-DAY CONTRACTS.

7.1.1.      Personnel on the 185-day contracts will be paid Regular Salary plus appropriate differen­tials in twenty-six (26) bi-weekly installments commencing in September.

7.1.2.      A staff member who determines that s/he desires to have his/her June and July paychecks paid as a lump sum no later than June 30 of the school year in which the compensation is due shall make such election on the form incorporated hereto no later than July 31 of the year preced­ing the school year in which the compensation is due. The election form will be distributed in the last paycheck in the month of June and must be returned to the Deputy Superintendent of Finance and Operations Office no later than July 31 of the upcoming school year. Once a staff member makes an election, that election of payment shall remain in effect until such time as the staff member changes his/her election.

 

For staff hired between August 1st and before the first day of school, the Internal Revenue Ser­vice deadline which requires election of payment methodology prior to the first day of school shall be used.

 

Notwithstanding the options outlined herein, for those employees who do not notify the Deputy Superintendent of Finance and Operations in a timely manner, the twenty-six (26) pay period op­tion shall be the default method of payment.

 

Should the IRS eliminate the 409A requirements for school employees, the parties will reinstitute the original language of 7.1.2 of the 2007-2010 Collective Bargaining Agreement.

 

7.1.3. Personnel who begin their service after the beginning of the contract year or terminate their service before the end of the contract year will be paid on a pro-rated basis according to the fol­lowing formula:

(Days of service/185) x Regular Teaching Salary = total pay entitlement

 

ARTICLE 8

PROFESSIONAL GROWTH PRACTICES

 

8.1.            All teachers are expected to keep abreast of, and alert to, new developments in their special fields through course work, workshops, lectures and other special study.

 

8.2.            At the discretion of the Superintendent, opportunities may be provided and financed for staff members to improve themselves in areas and skills required by the school system. Such areas would in­clude academic work, special programs and in-service programs as may be specified by supervisors or administrators or requested by individual staff members.

 

8.3.    PROFESSIONAL INDUCTION PROGRAM. The parties agree to implement a Professional Induction Program (PIP) for the purpose of inducting new teachers, those in their first through fifth year, to the school system.

8.3.1.      During a teacher's first year in the Concord-Carlisle High School, he/she will participate as a mentee in the Mentor Program, the costs of which will be covered by the school system. Appropriate PDP's will be awarded to the mentee upon completion of the Mentor Program. 9-12 faculty will not be required to attend curriculum committee meetings during the Mentor year. After the Professional Growth Review Committee (PGRC) has established criteria for which credit will be given toward movement on the salary schedule, the Superintendent will consider whether or not the Mentor Program meets the criteria and merits one or more in-service credits.

8.3.2.      During a teacher's third year, he/she will participate in a district determined curriculum or pedagogical course unless an exemption has been granted by the Superintendent upon recom­mendation by the PGRC. Three in-service credits toward movement on the salary schedule and appropriate PDP's will be granted upon successful completion of this course.

8.3.3.      Within five (5) years of entering the Concord-Carlisle High School system, a teacher will take the Empowering Multicultural Initiatives course, and no movement to the next step on the salary scale after the fifth year will occur unless this requirement is met or an exemption is ob­tained. Three in-service credits toward movement on the salary schedule and appropriate PDP's will be granted upon successful completion of this course. Retroactive credits will be awarded to any faculty member who took this course in the 1995-1996 or the 1996-1997 school year. For any year during such five years in which the Empowering Multicultural Initiatives course is not offered, a teacher shall be granted an additional year within which to complete this requirement.

8.3.4.      The school system will cover all costs related to the PIP. Teachers of these courses will be recruited openly within the school system as well as from outside the school system. Any change in course offerings in the PIP will include input from the PGRC. The final decision rests with the Superintendent.

8.3.5.         The Concord-Carlisle Teachers' Association may undertake an evaluation of the PIP courses. Resulting data, as well as individual course evaluations will be considered by the PGRC and the Curriculum and Instruction Coordinating Council (CICC) for the purposes of course im­provement or suggested course alternatives.

8.3.6.      Courses are open to all teachers and administrators with priority being given to teachers who are required to take these courses. This does not apply to the Mentor Program.

8.3.7.      The Concord-Carlisle Teachers' Association does not waive its rights under Chapter 150E to bargain over changes in working conditions that result from changes in the PIP.

 

8.4.   INSERVICE INCENTIVE PROGRAM. An In-service Incentive Program (IIP) shall be established providing for in-service credit toward movement on the salary schedule. In addition to the two courses in the POP already established, courses for which credit will be given must be equivalent to a university credit course, must have relevancy and rigor, and must be approved by the Superintendent. One credit shall be awarded for twelve (12) accumulated hours.

 

ARTICLE 9

PROFESSIONAL TIME RESPONSIBILITIES

 

9.1.            During the contract period, staff members are expected to be available whenever necessary to di s-charge properly their professional responsibilities. All teachers are expected, as part of their regular du­ties, to participate in activities outside the classroom pursuant to past practice. Any proposed major change in these activities will be discussed openly by the administration and the involved teachers (and/or their representatives) and they will attempt to reach a consensus. Teachers shall make them­selves reasonably available to provide extra help to students, to meet and otherwise communicate with parents, and otherwise to involve themselves in the school community.