Show detailed information about district and contract
| District | Concord-Carlisle |
| Shared Contract District | |
| Org Code | 6400000 |
| Type of District | Regional Secondary |
| Union Affiliation | MTA |
| Most Recent Document | Contract |
| Expiring Year | 2014 |
| Expired Status | |
| Superintendency Union | |
| Regional HS Members | Concord-Carlisle |
| Vocational HS Members | |
| County | Middlesex |
| ESE Region | Greater Boston |
| Urban | |
| Kind of Community | economically developed suburbs |
| Number of Schools | 1 |
| Enrollment | 1245 |
| Percent Low Income Students | 4 |
| Grade Start | 9 |
| Grade End | 12 |
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 |
|
|
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||||
|
Spanish & 1 per year French) |
|
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||||
|
History Reading Club |
|
|
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||||
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Interact Club |
|
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|
||||
|
Junior State |
|
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||||
|
Model UN |
|
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||||
|
Moot Court |
|
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||||
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Multicultural Club |
|
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||||
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Percussion Club |
|
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||||
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Psychology Reading Club |
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||||
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Sci-fi Club |
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||||
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Spectrum (2) |
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||||
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T.O.Y.S. |
|
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||||
|
Tech Crew |
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||||
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Third Wing |
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||||
|
Ultimate Frisbee |
|
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||||
|
Yoga Club |
|
|
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||||
|
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