Danvers

Show detailed information about district and contract

DistrictDanvers
Shared Contract District
Org Code710000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNorth Shore RVTSD
CountyEssex
ESE RegionNortheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools7
Enrollment3617
Percent Low Income Students14
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Danvers

AGREEMENT FOR

UNIT A

BETWEEN THE

DANVERS TEACHERS ASSOCIATION

AND THE

DANVERS SCHOOL COMMITTEE

Effective July 1, 2011

to June 30, 2014

 

]PREAMBLE

Recognizing it is the responsibility of the Danvers School Committee to provide education of the highest possible quality for the children of Danvers and that good morale within the teaching staff of Danvers is essential to achievement of that purpose, we, the undersigned parties to this Agreement declare that:

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

2.                   The Superintendent of Schools of Danvers (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established.

3.                   The teaching staff of the public schools of Danvers shares with the Committee the responsibility for providing education of the highest quality in the classroom of the school.

4.                   Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent and the Association.

5.                   To give effect to these declarations, the Committee and the Association agree as follows:

ARTICLE 1 –

RECOGNITION

A.            For the purpose of negotiating collective bargaining agreements with respect to wages, hours, and other conditions of employment, and for resolving any questions arising thereunder, the Danvers School Committee, hereinafter referred to as the Committee, recognizes the Danvers Teachers Association, hereinafter referred to as the Association, as the exclusive bargaining agent and representative for a unit composed of:

Teachers,

Specialists,

Guidance Counselors,

Librarians and other professional media personnel,

Assistant(s) to the Principal(s), Social Workers,

and all other Personnel whose duties are primarily teaching.

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

C.            Specifically excluded from the unit are the Superintendent, Assistant Superintendent, Directors, Principals, Secondary Assistant Principals, Coordinators, Department Heads, and the Manager of Administration and Finance.

D.            If a member of the bargaining unit resigns, retires, or dies during the work year or is expected to be absent on leave for at least one-half of the teacher work year, then a substitute teacher hired to fill in for such absent teacher shall, commencing with her/his 21st school day, be a member of the bargaining unit.

ARTICLE 2 –

MANAGEMENT RIGHTS AND RESPONSIBILITIES

Except as specifically limited by this Agreement, the Committee retains all of the powers, rights and duties that it has by law pursuant to MGL c. 71, as amended by the Education Reform Act of 1993 and any amendments thereto, and may exercise the same at its discretion without any such exercise being the subject of the grievance and arbitration procedures. Specifically, these powers, rights and duties include, without being limited to:

1.                   directing and controlling the use of school facilities;

2.                   selecting, assigning and employing personnel;

3.                   evaluating personnel;

4.                   obtaining and contracting for materials, services, supplies and equipment consistent with budgetary resources and educational needs;

5.                   establishing curriculum, student discipline policies and safety regulations with input from the Danvers Teachers Association; and

6.                   purchasing educational materials, text books, software and library reference materials consistent with applicable state law and with input from the Danvers Teachers Association and its members.

The failure of the Committee to exercise any of the rights as provided in this Article shall not be construed as a waiver of these rights. None of these rights shall be exercised by the Committee contrary to any provisions of this Agreement.

ARTICLE 3 –

GRIEVANCE PROCEDURE

A.            Definition

A "grievance" is any question as to the interpretation and/or application of this Agreement, or any subsequent agreement entered into pursuant to this Agreement.

B.            Purpose

1.                   The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to those problems which affect the working conditions of teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

2.                   Nothing herein contained will be construed as limiting the right of any teacher having a complaint to discuss the matter informally with any appropriate member of the administration, and having the complaint adjusted without intervention of the Association, providing the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given the opportunity to be present and to state its views at such adjustment if acceptable to the individual.

C.            Procedure

A grievance shall be initiated within 20 school days of the event giving rise to the grievance or the grievant's knowledge thereof.

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 and every effort should be made to expedite the process. The time limits specified can, however, be extended in writing by mutual agreement.

If a grievance left unresolved until the beginning of the following school year could result in irreparable harm to the grievant, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.

1.                   Level One.       A teacher with a grievance will first discuss it with his principal or immediate supervisor either directly or through the Association with the objective of resolving the matter informally.

2.                   Level Two.      If the grievance is not resolved to the satisfaction of the grievant within five (5) school days, the Association President may submit, in writing, the grievance to the Superintendent. The written statement of the grievance shall include: (1) the basic facts pertinent to the grievance and (2) provision(s) of the Agreement claimed to be relevant to the grievance. By providing such information in writing, the Association waives no rights to present additional pertinent facts and/or to cite additional provision(s) of the Agreement during the processing of the grievance. Within five (5) school days after the receipt of the written grievance, the Superintendent and/or his/her authorized representative shall meet with the aggrieved employee and not more than three (3) Association representatives in an effort to resolve this matter.

3.                   Level Three. If the grievance is still unresolved within ten (10) school days after said meeting, the Association President may submit, in writing, the grievance to the Committee. At the next regularly scheduled meeting of the School Committee or within thirty (30) days after receipt of the written grievance, whichever is sooner, the School Committee shall meet with the aggrieved employee and Association representative in an effort to resolve this matter, said meeting to take place in executive session one-half hour prior to the start of the regular meeting of the Committee. All meetings at this level shall include only parties in interest and their authorized, designated representatives.

4.                   Level Four.      If the grievance cannot be resolved by and between the Committee, the aggrieved employee, and the Association within fifteen (15) school days after the meeting held in Level Three, then the matter may be submitted for arbitration within ten (10) school days thereafter by either the Committee or the Association with the American Arbitration Association in accordance with its labor arbitration rules or with the State Board of Conciliation and Arbitration in accordance with its rules. The arbitrator cannot add to, detract from, or otherwise modify the terms of this Agreement or any subsequent agreement entered into pursuant to this Agreement. The decision of the Arbitrator shall be final and binding on the parties. The cost (fee and expenses) of the arbitrator shall be borne equally by the parties. Either party, at its own expense, retains its right of appeal as provided in Chapter 150C of the General Laws.

D.            Rights of Teachers to Representation

Any party in interest may be represented at all stages of the grievance procedure by a person of her/his own choosing, except that he/she may not be represented by a representative or by an officer of any teaching organization other than the Association or its designated representative. When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.

E.        Miscellaneous

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

2.                   Decisions rendered at Levels One, Two and Three of the grievance procedure may be in writing setting forth the decision and the reasons therefore, if requested by the aggrieved, and will be transmitted promptly to all parties in interest and to the Association President. However, for any grievance resolved at Level One, Two or Three to the mutual satisfaction of the grievant and the parties, said resolution shall be reduced in writing and delivered to all parties in interest, including the Superintendent and the President of the Association.

3.                   All documents, communications and records dealing with the processing of the grievance will be filed separately from the personnel files of the grievant. It is understood that any such records maintained will be solely for historical information and shall not be used against any employee in any way.

4.                   When it is necessary for one representative of the Association and/or the grievant to attend a grievance meeting or hearing at any level of the grievance procedure that is held during the school day, he/she will, upon notice by the Association President to the building principal or immediate supervisor and to the Superintendent, be released from normal responsibilities without loss of pay in order to participate in said meeting(s) or hearing(s).

ARTICLE 4 –

SALARIES

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

B.            Teachers will have the option of either of the following pay plans:

1.                   26 Pays. Each teacher will be paid in twenty-six (26) equal installments between September 1 and August 31 with first 21 pays on alternate Thursdays and the balance of her/his earned pay (installments 22-26) on the last teacher workday of the school year upon satisfactory check-out with her/his building principal.

2.                   22 Pays. In lieu of the above plan, upon submitting written notice to the Superintendent by June 15 of any given year, any teacher may elect to be paid in twenty-two (22) equal installments between September 1 and the end of the teacher work year with the first 21 pays on alternate Thursdays and the last pay on the last teacher workday of the school year upon satisfactory check-out with her/his building principal.

NOTE:      Should any employee erroneously receive monies to which the employee is not entitled, the employee shall forthwith reimburse the Town upon demand for reimbursement of such monies.

C.            An employee who works at least one-half of the school year shall advance to the next step of the salary schedule of her/his appropriate column. This provision applies to new hires who commence employment after the start of the school year and to a teacher on an extended leave for part of the school year, except as otherwise specified in this Agreement for any extended leaves.

D.            Teachers who submit appropriate documentation (transcript or letter of successful completion of the course or program, with transcript to follow if applicable) for column movement and/or Appendix C differentials shall be eligible for the additional compensation based on the following table:

Date of Submission:                                                           Effective Date of Additional Compensation

Prior to August 31                                                                First pay date of the school year

After August 31, but prior to November 10                    First pay date in December

After November 10, but prior to February 10                First pay date in March

After February 10, but prior to May 10                          First pay date in June

Retroactive compensation shall be paid so that total compensation due is consistent with the actual date of submission, but actual changes shall only be made effective on the dates indicated above. However, anyone eligible for column movement or an Appendix C differential who does not submit her/his documentation by May 10 shall not be eligible for additional compensation in the then current fiscal year.

E.            Teachers will receive their checks directly from the principal or assistant principal between the hours of 12:00 noon and the end of the teacher workday, so long as no teachers' teaching duties will be interrupted or interfered with in any way.

F.             Salaries excluding those set forth in Appendix A will be paid by separate checks.

G.            The substitute teacher who becomes a unit member in accordance with the terms of Article I, Section D, shall be paid as of the first day of her/his position at the appropriate rate on the salary schedule as if said teacher had been originally employed as a full-time teacher in the Danvers School System.

ARTICLE 5 –

TEACHING HOURS AND TEACHING LOAD

A.       1.        The workday of each teacher shall consist of seven (7) hours and twenty-five (25) minutes of continuous time for school year. Said workday to begin no earlier than 7:20 a.m. and to end no later than 3:10 p.m. Some of this additional time, if necessary to provide adequate passing time between classes, may be added to the student day; it is understood, however, that this additional time will not be used as instructional time. In the event there is a shift from Eastern Standard Time to Daylight Savings Time during the period of November 1 to April 1, the workday ending time is subject to modification by the Superintendent, said ending time to be extended by no more than one (1) hour beyond the aforementioned 3:10 p.m.

2.        At the Middle School and High School level, said workday shall include at least forty (40) minutes of combined time daily of teacher presence before the students' formal starting time and after the students' dismissal time, said forty (40) minutes to include at least ten (10) minutes before the formal starting time for students.

3.                   At the elementary level, said workday shall include at least seventy (70) minutes of combined time daily of teacher presence before the students' formal starting time and after the students' dismissal time, said seventy (70) minutes to include at least thirty (30) minutes after the dismissal time for students, thirty (30) minutes of which shall be for the purposes of conducting parent conferences and co-operative planning by teachers in order to meet more effectively the individual needs of students.

4.                   The Superintendent and President shall meet as may be necessary with respect to any problem(s) that may arise regarding teaching an extra periods (D-2) or having a fourth preparation (D-3) in an effort to resolve any such problem(s).

5.                   Personnel other than classroom teachers will work their assigned tasks for the length of the regular teacher's workday. It is recognized, however, that the proper performance in a particular position may require the individual filling said position to work other than the normal working day. The exact daily schedule will be worked out on an individual basis.

6.                   Extended Block (“Flex-time”) See Settlement Agreement #5, p. ii and iii.

7.                   Early Release Days – The Committee may convert early release days to full student days to augment instructional time except on the first 3 days of school in September and the last school day in June, subject to no loss of the credit benefits in paragraph 5 of Section A of Article 6 – Time and Learning.

B.        1.        Teachers may be required to remain after the end of the regular workday, without additional compensation, for up to one (1) hour to attend staff meetings. Said meetings shall be scheduled to start after the dismissal of students, and there will be no increase in the length of time of said meetings as a result of the earlier start of the meetings. Part-time personnel will be expected to fulfill their professional obligations, specifically in reference to Sections a. and b. below and H. 1. of this Article, in proportion to their part-time status.

Staff meetings are:

a.             Two days each month - One Building Meeting called by the school principal (the traditional monthly faculty meeting) and one Building Meeting for discussing and resolving site-based issues.

b.             One day each month - Curriculum Meetings or other meetings authorized by the Superintendent. In addition to the foregoing curriculum meetings or other meetings authorized by the Superintendent, the Superintendent or her/his designee(s) may conduct curriculum meetings an additional five (5) hours per school year. The additional five hours may be utilized to extend any of the foregoing curriculum meetings by an additional hour (with no such curriculum meeting exceeding 2 hours in length except by mutual agreement) or as a separate additional one-hour or two-hour curriculum meeting. For each hour of these additional curriculum meetings teachers at an elementary school(s), the Middle School or the High School attend, there shall be corresponding release time for students of those teachers affected.

c.             No such meeting in "a" or "b" above shall continue beyond 4:05 p.m.

2.        Teachers may be required to attend two (2) evening meetings each year in order to provide for an open house at the teacher's assigned school.

3.        Attendance at all other evening meetings will be at the option of the individual teacher.

C.            Teachers will have a duty-free lunch period of at least the following lengths:

1.                   Elementary School (Grades K through 5) - thirty (30) minutes.

2.                   Middle School - Equivalent to students' Lunch Period.

3.                   Senior High School - Equivalent to students' Lunch Period. NOTE: Lunch periods will begin no earlier than 11:00 a.m.

D.            1.        Each Middle and Senior High School teacher will not be assigned more than seven (7) periods per day, consisting of the following:

a.             At least one free period;

b.             Not more than 5 student supervision periods* (except as provided in "c" or "d" below); and

*NOTE: At the Middle School one student supervision period per six day cycle shall be designated for either the advisor/advisee program or for an activity period program (as may be determined from time to time). This period shall be rotated so that each teacher will teach no more than 5 classes per day (including the advisor/advisee program and the activity period program) except on those days 1) when such program is scheduled on a teacher's free period, in which event the teacher will have her/his free period during the period otherwise scheduled for a non-teaching assigned period, or 2) when such program is scheduled on the period of a teacher's non-teaching assigned period, in which event the teacher will conduct such program instead.

c.             At the High School, a non-teaching supervisory period scheduled in a manner so that the actual need for non-teaching supervisory periods are met. Such supervisory periods shall be equitably distributed and rotated among high school teachers for those non-teaching supervisory assignments traditionally performed by high school teachers. Although this essentially involves non-teaching supervisory periods, to the extent that other periods remain available in a teacher's schedule, such periods may be used for non-supervisory periods. The change in language in this subsection will not be used to initiate "make work" assignments.

At the Middle School, one period a day to be utilized as follows during each six day cycle:

i.              Three common planning periods for each team of teachers;

ii.        One planning period for the advisor/advisee program or activity period program;

NOTE: Two school months prior to any implementation of the activity period program referred to in "ii" above, teachers will be so informed in order to provide them with sufficient time to select activities, with approval by the Principal. The activities will run approximately six weeks each.

Simultaneously, an activity period program advisory committee shall be established consisting of the following membership:

1.             Four members of the DTA to be selected by the President of the DTA.

2.             Three members of the Administration to be selected by the Superintendent.

3.             The Principal of the Middle School.

The Principal of the Middle School shall chair the advisory committee which shall meet at reasonable times for reasonable periods to study and review the activity period program. The advisory committee shall submit to the School Committee in writing any recommendations or changes concerning the activity period programs. The meetings of the advisory committee shall not interfere with classroom instruction and/or the teaching program of its members. The School Committee shall determine whether to continue said activity period programs, whether modified or otherwise.

iii.       Non-teaching supervisory periods otherwise assigned in the same manner as described above for high school teachers.

The School Committee shall determine whether to continue said Activity programs, whether modified or otherwise.

d.        An additional period as set forth in Section D.2.

2.        An additional teaching period (i.e. - a sixth class for academic teachers) may be assigned to a teacher for the purpose of providing additional curricular, additional offerings of present curricular, flexibility of scheduling and academic program options in the secondary schools according to the terms and conditions below:

a.             No more than 7 teachers may be assigned an (one) additional teaching period in each semester, and no more than two teachers per subject area may be so assigned an additional teaching period.

b.             No teacher assigned a fourth preparation under 5. D. 3. may be assigned involuntarily an additional class.

c.             The Superintendent shall seek volunteers by giving written notice to all secondary teachers at least five (5) school days prior to making the assignment. Certified teachers interested in teaching an additional class should notify the Superintendent within three (3) school days of sending said notice to the teachers. If there are one or more volunteer applicants for any such additional teaching assignment, the Superintendent shall make the assignment from among the volunteer applicant(s). Such assignment(s) to volunteer(s) shall be made on a rotating basis prior to any volunteer being assigned an additional class a second time.

d.             When there is no volunteer applicant for teaching an additional class, the Superintendent may assign a teacher involuntarily from the impacted subject area to teach the additional class. Such assignment shall be made on a rotating basis to teachers in such subject area prior to any teacher being assigned involuntarily to teach an additional class a second time (and a third time, etc.). In no event shall any teacher be assigned involuntarily to teach an additional class more than one year every two years.

e.             Any teacher assigned to teach an additional class shall have no increase in the maximum number of students assigned as stated in the NOTE under Section B of Article 6. Therefore:

for any Senior High School English teacher assigned an additional, or sixth, teaching period, the maximum number of students assigned daily shall be 100; and

for any other academic teacher, including Middle School English teachers, assigned an additional teaching period, the maximum number of students assigned to said teacher shall be 125.

f.             Any teacher assigned an additional class according to the terms of this Section shall be provided this additional compensation per class period as set forth in sub-section 8-a of Appendix A. When a teacher assigned to teach an additional class is absent from school that day, said teacher shall be provided this additional compensation until the number of consecutive days of absence exceeds the number of consecutive days of the first three (3) classes that the absent teacher is scheduled to teach the additional class. For example, a teacher assigned an additional class every day and who is absent a week shall receive three (3) class periods of additional compensation while absent, and a teacher assigned an additional class every other day and who is absent four (4) consecutive school days shall receive two (2) class periods of additional compensation.

g.             The utilization of an additional teaching period shall not be used as a device to reduce teachers.

3.        Except as provided below, Middle and High School teachers (grades 6-12) will not be required to teach more than 2 subject areas (English, Social Studies, Mathematics, Science, etc.) nor more than a total of 3 teaching preparations within said subject areas at any one time. For purposes of this Section only, each world language shall be considered as a subject area; i.e. French, German, Spanish and Latin are to be counted as separate subject areas in applying the two-subject rule above. Middle School teachers who volunteer to do so may teach in more than two subject areas, provided that such is consistent with one's area(s) of certification and the rules and regulations of the Department of Education.

In limited circumstances, for the purpose of providing additional curricula, additional offerings of present curricula, flexibility of scheduling and academic program options in the secondary schools, teacher(s) may be assigned a fourth preparation according to the following terms and conditions:

a.             No teacher assigned to teach an additional period under 5.D.1.d. will be assigned involuntarily a fourth preparation.

b.             The Superintendent shall seek volunteers for a fourth preparation prior to assigning a fourth preparation to a teacher involuntarily.

c.             No teacher will be involuntarily assigned a fourth preparation more than one year every two years.

d.             If a teacher has two courses (e.g. French IV and V) combined in a single class period, those 2 courses shall count as 2 preparations unless it is taught as a single course with one syllabus.

e.             For any teacher assigned to teach 5 periods daily and who is assigned 4 preparations (voluntary or involuntary), the maximum number of students assigned to said teacher shall be 110 instead of 125. For a teacher assigned to teach 4 periods daily, the maximum number of students assigned daily shall remain at 100.

f.             The utilization of a fourth preparation shall not be used as a device to reduce teachers.

4.             The Superintendent and President shall meet as may be necessary with respect to any problem(s) that may arise regarding teaching an extra period (D-2) or having a fourth preparation (D-3) in an effort to resolve any such problems(s).

E.            Each elementary teacher, grades 1-5 will be assigned:

1.                   At least two hundred (200) minutes weekly of free time, said time for each classroom teacher to be scheduled in those periods when a teaching specialist is scheduled to conduct the class, or when the administration has planned some other program or activity. Any such period will be at least thirty (30) minutes in length. Such period will be scheduled on at least four (4) days per week for each teacher. When staffing allows, each teacher will be scheduled a minimum of thirty (30) minutes on five (5) days per week.

2.                   The parties agree that finding an additional 30 minutes for all teachers on the fifth day is a priority. The parties, therefore agree that they shall meet each spring (beginning in 2006) to review the proposed schedules in each elementary building for purposes of scheduling an additional 30 minutes of CPT (common planning time) on the fifth day. If sufficient subject area specialists (for example, music, art, physical education, health, library/computers) are scheduled to be employed in a building which makes the scheduling of a fifth period and weekly CPT feasible the following year, the building principal shall so schedule the staff.

3.                   Schedules for all other teachers at the elementary level, including kindergarten teachers, will be arranged to reflect comparably scheduled periods of free time.

F.             No teacher will be required to relinquish free periods or non-teaching supervisory periods, whether assigned or unassigned, for the purpose of substituting for teachers absent at the start of the workday. It is expected that in an emergency situation, such as when a teacher finds it necessary to leave during the workday, other teachers will volunteer to cover classes left vacant. However, if a teacher does so substitute, he/she will be reimbursed at the hourly rate set forth in sub-section 8-b of Appendix A.

G.            Exceptions to the provisions of Sections B, C and D above may be made only if the Superintendent determines that it is necessary to do so in the best interest of the educational process, including such purposes as In-Service Workshops and NEAS&C secondary school evaluations. The Association will be notified of each instance in which the Superintendent so determines, such determination not to be in an unreasonable manner or without basis in fact. When such exceptions to the provisions of Sections B, C and D occur, compensation shall be provided as in F above.

H.       Teacher Work Year

1.             The work year of teachers will begin no earlier than September 1 and will end no later than June 30 and will consist of no more than 184 days. Said work year will begin the Tuesday after Labor Day and will end no more than one day after the students are required to be in attendance. The Committee will reduce the calendar of school days for the students' attendance to the number required by the Massachusetts Department of Education minimum regulations in any year regardless of the planned calendar. Final exams shall not be scheduled on the last day for students. For personnel new to the Danvers School System, two (2) additional days of orientation are required.

The work year will include:

a.             The first day of the work year, which shall be without students (1 day);

b.             180 days when students are in attendance (181 days);

c.             conference day scheduled in December (182 days);

d.             effective September 1, 2002 one mandatory professional development day scheduled during the teacher work year (183 days) and effective September 1, 2003 a second mandatory professional development day scheduled during the teacher work year (184 days);

e.             the next business day after the last day for students for those teachers who have not completed their required annual work duties. [NOTE: The work year for teachers will end on the last day students are required to be in attendance in all cases where all required annual teacher’s work duties have been completed.]

2.             Non-mandatory professional development days scheduled before and after the school year shall be implemented with each teacher being able to select one of the following options appropriate to her/him:

a.             Any teacher with an M+60 or Doctorate and in addition who has earned 18 or more credits in Appendix C courses and who participates in this program shall be compensated at the applicable professional development hourly rate for up to six (6) hours for said participation.

b.             Any teacher other than as defined in “a” above and who participates in this program shall receive one (1) credit under the terms of Appendix C.

c.             A teacher may elect not to participate in this program.

I.             Each teacher will be allowed 10 minutes for personal hygiene between 8:00 a.m. and the lunch period.

J.        All Unit A personnel will share on a rotating basis non-teaching responsibilities.

K.       Whenever possible, CET meetings will be held during the regular teacher workday. Any teacher who attends a Core Evaluation Meeting during her/his free period and/or outside the length of the teacher's regular school day will be compensated at the hourly rate set forth in sub-section 8-c of Appendix A.

L.        Grades:

1.        For elementary schools (K-5), grades during the school year will be due seven (7) school days after the last day of the term in the A.M.

2.                   For the middle school (6-8), grades for the first, second and third quarters will be due seven full days after the last day of the term. Disks will be due seven (7) full school days after and verification sheets eight full days after the last day of the term respectively. Progress reports will be treated in a like manner.

3.                   For the high school (9-12), grades for first and third terms will be due six days after the last day of the term in the A.M. Grades for second term only will be due six (6) school days after the last exam day or the last day of the term, whichever comes later, in the A.M. Scan sheets will be due six days after and verification sheets seven days after the last exam day of the term, as the case may be. Progress reports will be treated in a like manner.

4.                   ALL LEVELS – At the end of each marking period, the second monthly faculty meeting will be devoted to inputting grades. The process of inputting grades will continue to be refined as per the study committee on report cards. During the week that grades are being processed, no administrative meetings will occur. All other meetings will be held only if necessary. For the last marking period only, grades will be due the last day of school for teachers.

5.                   It is understood that this shall determine grading procedures unless further discussions need to take place because of technological advances.

M.       Any science teacher teaching in excess of thirty (30) periods in a six (6) day cycle shall be compensated at the rate per period set forth in sub-section 8-d of Appendix A.

N.       Elementary Team Meetings

In order to provide for team planning and/or team activities at the elementary level, elementary teachers shall be scheduled for a thirty (30) minute team planning period per week. Whenever possible, this thirty (30) minute team planning period shall be scheduled during the regular student day. When it is not possible to do so, this thirty (30) minute team planning period shall be scheduled either before or after school, depending on when the longer block of time is for each school. The specific day for this team planning period shall be set by each team, subject to the reasonable approval of the principal. No teacher shall be required to attend more than one such meeting per week. When this team planning period takes place before or after the regular student day, each teacher shall be provided additional time as follows: thirty (30) minutes of individual planning time every other week when the health specialist is teaching her/his class and five (5) minutes added to the teacher’s duty-free lunch each day. Specialists shall be treated in a like manner.

ARTICLE 6 –

TIME AND LEARNING

As a result of the state mandates with respect to “Time and Learning the Danvers School Committee (Committee) and the Danvers Teachers Association (Association) hereby agree to the following with respect to “Time and Learning”.

A.       General Provisions

1.             Schedules for elementary, middle and high schools are set forth in Sections B, C, D and E respectively of this agreement. The parties shall establish a process whereby a group at each level shall evaluate the new schedules for each level; this process shall reflect cooperation between the staff and administration.

2.                   The teachers’ workday shall be seven hours and twenty-five minutes, with the exception of Fridays and the days before holidays when teachers may leave after students have been dismissed.

3.                   The first three student days of the school year shall be half days for students. The meeting schedule for Tuesday and these three afternoons, apart from the Superintendent’s opening meeting, shall consist of no more than two administration (principals and directors) directed meetings. These meetings shall be no more than two hours in length. All self-directed teacher time shall be conducted on campus.

4.                   The Wednesday before Thanksgiving shall be a half day for students and teachers, and the last day of school shall be a half day for students.

5.                   Teachers may earn up to six credits for professional development one credit for three other early release days, one credit each for three non-mandatory professional development days as scheduled on the approved (prior to the school year) school calendar, and two days at the end of the school year. Each teacher may participate in and receive credit for one of the five non-mandatory professional development days at no cost.

6.                   Professional Days - Under the provisions of Section A of Article 20 (Professional Development and Educational Improvement), each teacher shall be able to participate in a one day-long program with the school system providing the substitute. A teacher electing a no-cost professional activity (such as visiting another school) shall be able to participate in a second such no-cost day-long program, with the school system again providing the substitute provided that substitute funds are available. Approval for additional professional days shall follow the procedures set forth in Section A of Article 20.

B.            Elementary Schools - The instructional day shall provide 310 minutes of instructional time for students and shall consist of a six hour and 10 minute student day, including 5 minutes for opening exercises and 5 minutes for dismissal. A 35-minute lunch period and a 15-minute recess period will be included within the six-hour and 10 minute day and will not be counted as instructional time.

C.            Middle School - The instructional day shall provide 338 minutes of instructional time for students and shall consist of seven 45-minute periods, a five-minute homeroom (only three minutes of which shall be instructional time) and a 20-minute multi-purpose period scheduled as described herein. The multi-purpose period shall be used for SSR, “corrections”, “extensions”(enrichment program of the curriculum), makeup, preparing materials, and planning with other teachers. The multi-purpose period, which shall occur five days per week, shall be supervised by the homeroom teacher and, on alternate days, another teacher as assigned; the fifth day may be for the advisor/advisee program. The student day will be six hours and 25 minutes.

D.            High School

1.                   The day will have 338 minutes of instructional time for students as per the attached schedule. Other concerns with the schedule, such as period rotation and homeroom, shall be channeled through the Core Advisory Team.

2.                   The total number of students assigned to a teacher per year shall not exceed 125 for five classes, or 100 for English teachers and those teaching four classes. Other currently affected content areas shall be treated similarly.

3.                   Teachers will be assigned three duties per seven day cycle in one semester and four duties per seven day cycle the following semester.

4.                   Assignments shall be equitable. Should there be a conflict, senior teachers shall have preference.

5.                   The student day will be six hours and 25 minutes.

School

Teacher   Start Time

 Bus Arrival 

 Student Start

Student End Time

Bus Depart

Teacher End Time

High School

7:20

7:20

7:30

1:55

2:05

2:45

Extended Block

7:20

7:20

2:00

2:40

--

2:45

Middle School

7:20

7:20

7:30

1:55

2:05

2:45

Extended Block

7:25

7:20

2:00

2:40

--

2:50

Elementary

7:45

8:10

8:20

2:30

2:35

3:10

Extended Block

7:20

--

7:30

8:20

--

2:45

High School Student Day 6 hour 25 min.                                         Meetings: One hour in length -

Middle School Student 6 hour 25 min.                                              to end no later than 4:05 p.m.

Elem. School Student Day 6 hour 10 min.                                      

Window 7:20 a.m. - 3:10 p.m. Middle School/High School          Student day @ MS/HS - take off 10

40 min.    10 minutes                                                                            mins of passing time. Student day at

before/30 after                                                                                       elementary - take off 5 mins. of

Elementary 70 minutes                                                                        passing time. Flex - extended block

At least 30 minutes after                                                                      -- elementary 50 mins.

ARTICLE 7 –

CLASS SIZE

The Committee and the Association agree that class size and student load are important factors regarding teacher effectiveness in the classroom. Therefore, the Committee agrees to the following class size and teacher load provisions:

A.       Elementary Schools

(grades K-5                                                           Average Class Size

Kindergarten                                                        22 (max.) for 2008-09 school year

                                                                                20 (max.) for 2009-10 school year

Grade 1                                                                  25

Grade 2                                                                  25

Grade 3                                                                  25

Grade 4                                                                  25

Grade 5                                                                  25

NOTE 1:      In Grades 1-5, when a class size reaches 26 students or over (e.g. 27) each teacher impacted will be compensated an additional $10.00 per student, per day for each day so impacted.

NOTE 2:      The number of students assigned to a multi-age class and its related same grade classes shall be assigned in a fair and reasonable manner.

NOTE 3:       For kindergarten classes, for, the next 3 school years only (11-12, 12-13, 13-14),

the class maximum shall be 22. On June 30, 2014 this section sunsets and class size for kindergarten maximum class size returns to 20 unless the parties agree to an extension.

(Grades 6-8)                                                          Maximum Class Size

1.   Each class for core                                        As proposed by each Core Team, with approval

subjects taught by core                                      by the Principal. The grades 7 and 8, assignment

subject teachers                                                   not to exceed daily 125 students per five FTE (full time equivalent) teacher Core Team of science, math, English and social studies teachers and teachers assigned to Core Team (world languages and reading). For grade 6, assignment not to exceed daily 25 students per FTE teacher per team (e.g. - 100 students per four teacher team, 75 students per 3 teacher team, etc.).

Middle School (Grades 6-8)                               Maximum Class Size

2.   Academic Subjects                                       30

3.   Science Laboratories                                    25

4.   Cooking                                                          15

5.   Sewing                                                             15

6.   Shop                                                                15

7.   Art                                                                    25

8.   Physical Education                                       40

9.   Band/Choral                                                  Unlimited

10. Advisor                                                           15 (unless otherwise determined by the teachers          with the approval of the Principal)

11. Technical Education                                    25

NOTE 1:       The maximum number of students assigned daily to a Middle School teacher shall be 125, except that effective September 1, 1994 the maximum number of students assigned per day to a physical education teacher shall be 165.

NOTE 2:       In the event any Middle School class size maximums established by the

administration are exceeded by 1 to 3 students, any teacher assigned such additional students shall be compensated at the rate per period set forth in sub-section 8-e of Appendix A. This NOTE 2 does not apply to team-initiated assignment of students.

NOTE 3:      If, after students have been assigned equitably (i.e. - as equally as possible) to each team at each grade level, there is any middle school team whose number of students exceeds the appropriate multiple of 25 students (25 time the number of FTE teachers for any one team) by 1 to 3 students, the following shall apply:

a.     If 1 student over (e.g. - 126 students for a 5 FTE teacher team), each teacher on the team so impacted shall be compensated an additional $10 per day for any day so impacted;

b.     If 2 students over (e.g. - 127, etc.), each teacher on the team so impacted shall be compensated an additional $20 per day for each day so impacted;

c.     If 3 students over (e.g. - 128, etc.), each teacher on the team so impacted shall be compensated an additional $30 per day for each day so impacted.

d.     The provisions in a, b and c above also shall apply to any middle school teacher who services 2 or more teams and whose daily student load exceeds 125 students(i.e. - 126,127 or 128 students), except as otherwise provided in this section.

C.        High School (Grades 9-12)   

Grades 9-12                                                          Maximum Class Size

1.   Academic Subjects                                       30*

2.   Science Laboratories                                    25

3.   Shop                                                                15

4.   Art                                                                    25

5.   Physical Education                                       40

6.   Band and Choral Instruction                      Unlimited

7.   Study Hall                                                     

a. Formal - classroom                                         35

b. Formal - large group                                       50

c. Informal - large group                                    75

8.   Cooking                                                          15

9.   Sewing                                                             15

10. Photography                                                  20

11. Technical Education                                    25

NOTE 1:       In the event any high school class size maximums exceeded by 1 to 3 students, any teacher assigned such additional students shall be compensated at the rate per period set forth in sub-section 8-e of Appendix A.

NOTE 2:       For a teacher assigned to teach five(5) periods daily, the maximum number of students assigned to said teacher shall be 125 except for High School English teachers, whose maximum number of students shall be 100. For a teacher assigned to teach four (4) periods daily, the maximum number of students assigned shall be 100.

Effective September 1, 1994 the maximum number of students assigned per day to a physical education teacher shall be 165.

D.       The assignment of students to teachers system-wide shall be administered equitably within each building and will be consistent with the provisions of Sections A and B of this Article.

ARTICLE 8 –

NON-TEACHING DUTIES

The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that her/his energies should, to the extent possible, be utilized to this end. Therefore, they agree as follows:

A.            Teachers will not be required to perform the following duties:

1.                   Health services such as administering eye or ear examinations and weighing and measuring students.

2.                   Collecting money from students for non-educational purposes. Although teachers may be required to collect and transmit money to be used for educational purposes, they will not be required to tabulate or account for such money.

3.                   Delivering books to classrooms, duplicating instructional and other materials, keeping registers, performing other similar clerical functions and, at the secondary level, keeping cumulative record cards and preparing report cards.

B.            Teachers will not be required to drive pupils to activities which take place away from the school building.

C.            The performance of the following duties shall be assigned on a rotating basis spread among Unit A personnel with persons receiving compensations for such duties in the form of compensatory time equal to the service performed with no less than 30 minutes for any single duty assignment, such compensation to be taken within ten (10) school days of the date when the duty was performed.

1.                   Morning bus duty

2.                   Morning monitoring of early arrivals

3.                   Afternoon bus duty

4.                   Supervision of detention

At the High School and Middle School, cafeteria duty will be in lieu of any study period assignment and monitoring buses in lieu of homeroom responsibilities. At the Middle School in lieu of quarterly rotation of cafeteria duty, thirty minutes of equal non-cumulative compensatory time will be granted to those involved at the discretion of the principal.

At the elementary school, there will be no more than 1 hour (60 minutes) of a ‘duty’ per month per teacher in 6 (six) 10 minute segments.

ARTICLE 9 –

TEACHER EMPLOYMENT

A.            Full credit will be given for previous outside teaching experience upon initial employment. Additional credit for compulsory military experience which interrupted teaching and not to exceed two (2) years for Action Corps teaching will be given upon initial employment.

B.            1.        Teachers with previous teaching experience in the Danvers School System will, upon returning to the system, receive full credit on the salary schedule for all outside teacher experience, compulsory military experience which interrupted teaching, and Action Corps teaching, up to the maximum set forth in Section A above. Teachers who have not been engaged in teaching on a full-time basis will, upon returning to the system, be restored to the next position on the salary schedule above that at which they left.

2.        Previous accumulated unused leave days will be restored to all teachers returning from compulsory military service.

ARTICLE 10 –

RESIGNATIONS

A.            Any teacher who resigns between September 1st and June 30th, in accordance with the provisions of Section B of this Article, will be compensated on a per diem salary to be paid at the rate of one-one hundred eighty-fifth (1/185) of his annual salary rate for each day on the roster.

B.            Teachers will notify the Superintendent at least thirty (30) days in advance of termination of service.

C.            Teachers leaving the system without giving the proper thirty (30) days' notice will be paid one two-hundredth (1/200) of their salary multiplied by the number of days taught.

ARTICLE 11 –

TEACHER ASSIGNMENT

A.            Teachers will be notified in writing of their programs for the coming school year, including the school to which they will be assigned, the grades and/or courses that they will teach, and any special or unusual classes that they will have by June 1, except for such changes as are necessary because of changing enrollments or late resignations, or problems in computerized scheduling. Any teacher whose assignment is changed after June 1 will be notified immediately in writing of said change.

1.        A yearly salary and appointment letter will be provided for all staff by June 1st of each year along with their assignment.

B.            In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned outside the scope of their teaching certificates and/or their major or minor fields of study.

C.            Except in emergency situations, changes in grade assignment at the elementary schools and subject assignment in the secondary schools will be voluntary.

D.            In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter school travel. Such teachers will be notified of any changes in their schedules as soon as practicable. Teachers required to travel between schools shall be reimbursed at the rate of twenty-five cents ($.36) per mile for such travel, or equivalent to rate

paid by Town hall, payable semi-annually. Requests for reimbursement for the second half of the school year are to be submitted by the last day of school.

E.            Teachers will have the opportunity to suggest their desired schedules for the following year to their immediate supervisor for consideration by the person scheduling assignments. Assignments shall be made equitably.

F.             Special teachers and coaching teachers will not be used for any purpose other than the program except when a teacher goes home ill after 11:00 a.m. and in emergency situations. However, coaching teachers may be used to cover a class for a teacher participating in a Core Evaluation Team (CET) meeting.

ARTICLE 12 –

TRANSFERS

A.            All Transfers

1.                   For purposes of this Article, "transfer" shall be defined as: (a) moving a teacher from one school to another, and/or (b) at the elementary level, moving a teacher from one grade to another.

2.                   Whenever the Superintendent finds it necessary to transfer teacher(s), the Superintendent shall post a notice of said need on a conspicuous bulletin board in each building, with a copy to the Association president. As a result of said notice, volunteers may apply, and the Superintendent shall consider such volunteers before making any involuntary transfers.

B.            Voluntary Transfers

1.                   The Superintendent shall publicize no later than May 1 all known classroom vacancies anticipated for the following year.

2.                   Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred and reason(s) for the transfer. Such requests must be submitted between September 1 and May 15 of each school year to be considered for the next school year. Requests must be renewed each year. All requests will be acknowledged in writing.

C.            Involuntary Transfers

1.        If the Superintendent decides to transfer a teacher:

a.             The teacher will be given as much prior notice as possible in writing.

b.             The teacher may, within ten (10) school days of receipt of such notice, request in writing a meeting with the Superintendent.

c.             Within ten (10) school days of receipt of such request, the Superintendent and/or his designee shall meet with the teacher. The teacher may be accompanied by a representative of the Association.

d.             At that meeting the teacher will be given the reasons for the transfer, and the transfer will be discussed.

e.        Within ten (10) school days after such meeting, the teacher shall be given a final decision in writing setting forth the reasons for the transfer made by the Superintendent or his designee.

2.        Except in cases of emergency, transfers shall be effective at the beginning of a school year.

ARTICLE 13 –

VACANCIES

A.            Vacancies for full-time professional and part-time professional positions shall be posted and filled in accordance with the provisions of this Article. Part-time professional positions shall mean all positions whose duties are in addition to those of full-time positions; among such part-time positions are co-curricular, coaching, evening school, and summer school.

B.            During the School Year

1.                   When any vacancy occurs during the school year, notice of such vacancy will be posted at a designated place in each school and a copy of said notice will be sent to the President of the Association at the same time.

2.                   Such position(s) will not be filled, except on a temporary basis, until ten (10) school days after the notice of vacancy is posted.

C.            During the Summer

1.                   When any vacancy occurs from the end of school through August 31, written notice of said vacancy will be sent to the President of the Association (or his designee) and to any member of the bargaining unit who provides the Superintendent's office with self-addressed, stamped envelopes for such purpose.

2.                   Such position(s) will not be filled, except on a temporary basis, until 20 days after the mailing of the notice, except that the Committee may fill immediately a teaching position or a fall season coaching position that becomes vacant between August 11 and August 31.

D.       General

1.                   Notices of any vacancies shall include the requirements and/or qualifications for the position, its duties and/or job descriptions, and the rate of compensation.

2.                   Any teacher who applies for any position will:

a.             receive notice of receipt of his application;

b.             be granted an interview by the Superintendent or his designee; and

c.             receive a written statement of the decision on his application.

3.             Vacancies in part-time professional positions (except coaching positions) shall be filled with qualified members of the bargaining unit before outside applicants.

ARTICLE 14 –

 TEACHER EVALUATION

A.            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 devices shall be strictly prohibited.

B.            1.        Teachers will have the right, upon request, as provided by statute, to review the contents

of their personnel file. A teacher will be entitled to have a representative of the Association accompany her/him during such review.

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

C.            In case of a complaint against a teacher made by any parent, student, or other person, before any action may be taken because of such complaint, the teacher will be promptly given the pertinent detail of the complaint and will be given the opportunity to present her/his case or viewpoint.

D.            Meetings with Administrators

1.                   When an administrator wishes to meet with a teacher, the administrator shall provide adequate lead-time and shall state the purpose of the meeting to the teacher. Except in cases of emergency, the administrator and teacher shall set a mutually agreeable time for the meeting.

2.                   In the event the purpose of the meeting has to do with the authority of the principal for disciplining a teacher for delinquency of professional performance, he/she has the right to have an Association representative present. If a teacher is to be questioned on a matter of her/his being disciplined by a member of the administration above the level of principal, he/she shall have the right to have a representative of her/his own choosing, legal or otherwise, present at such questioning or other form of hearing or exercise of the authority to discipline if she/he so states at the time. Refusal to allow her/him such representation shall constitute a grievance, which shall be dealt with starting at Level II of this Agreement. The parties recognize that a reprimand is one form of discipline.

3              . In the event the purpose of this meeting is not for disciplinary reasons pursuant to paragraph 2 above, and if there is a second administrator present at such meeting, the teacher shall have the right to have an Association representative present at the meeting.

E.        Teacher Evaluation Procedure - The focus of the evaluation procedure is for the professional improvement of the teaching staff.

1.             Clinical Observation is the formal evaluation instrument.

a.             A timeline for the clinical observation – Pre-conference, within five school days of the observation; Post-conference, within five school days of the observation; Written feedback, within 10 school days of the observation.

b.             For Non Professional Status Teachers, formal observations shall not start before October 1, and shall be completed by May 1.

c.             For Professional Status Teachers formal observations shall not start before the second full week of school in September, and shall be completed by May 31.

d.             Observations shall not occur the day before or the day after a vacation or a long weekend.

2.                   The 360-equivalent instrument becomes one option in a non-evaluation year.

3.                   Phase-in 360 change;

2008-09 –                                             all teachers with 5 years or less have the clinical

2009-10 –                                             all teachers with 6 to 15 years or less have the clinical

2010-11 –                                             all teachers have the clinical

4.                   During the 2008-2009 academic year, the DTA and the Administration will form a study committee to re-tool the informal evaluation instruments to focus on effective instructional practices through a collaborative process.

5.                   All teacher evaluations shall be based on the following performance standards:

a.             Currency in the curriculum;

b.             Effective planning and assessment of curriculum and instruction, including monitoring students’ understanding of the curriculum effectively and adjusting instruction, materials, or assessments when appropriate;

c.             Effective management of classroom environment, including creation of an environment that is positive for student learning and involvement;

d.             Effective instruction, including making learning goals clear to students and use of appropriate instructional techniques, questioning techniques, innovative techniques and new technologies;

e.             Promotion of high standards and expectations for student achievement;

f.             Promotion of equity and appreciation of diversity; and

g.             Fulfillment of professional responsibilities, including:

(i)       sharing responsibility for accomplishing the goals and priorities of her/his grade/team/department, building and school district;

(ii)       interacting with parents; and

(iii)      demonstrating attributes of a continuous learner.

F.        Evaluation of Teachers with Professional Teacher Status (PTS Teachers) - PTS teachers shall be evaluated formally every other year, informally on alternate years. A PTS teacher shall choose from the two options listed below (Option 1: Clinical; Option 2: “360” Feedback). Any PTS teacher to be formally evaluated during any given school year shall be notified by the administration during September of that school year. Each PTS teacher will be able to choose the administrator he/she would like to work with during an evaluation cycle with the approval of her/his building principal. In addition, the formal evaluation shall include the development of a professional improvement plan as set forth in sub-section 5 of this section.

Option 1. Clinical/Supervisory Evaluation Procedure

a.             Pre-Observation Conference

At a mutually convenient time in September, the teacher to be evaluated during that school year shall be so informed and shall work with her/his appropriate supervisor to cooperatively plan the lessons to be observed. A uniform methodology for classroom teacher/specialist observations shall be conveyed to the teachers based on the principles outlined in E-1 above.

b.             Classroom Teacher/Specialist Observation

Such appropriate supervisor shall observe the lessons for one full period for each of a minimum of two (2) lessons.

c.             Post-Observation Conference

Within one week of the classroom observation, the supervisor shall meet with the observed teacher who shall be presented with the initial observation report in draft form by the supervisor. The supervisor shall discuss with the teacher her/his observations found in the report. The report shall include commendations, recommendations and critical comments, if any. The initial report shall be subject to modification (i.e., additions, deletions, changes, and corrections), as the case may be, in the formation of the observation report.

Option 2. “360” Feedback Evaluation Procedure

a.             Any PTS teacher who chooses the “360” evaluation procedure shall identify her/his supervisory choice by the end of the first week in October of the formal evaluation year. This choice shall be mutually agreed upon by the teacher and the building principal. The teacher’s evaluating group shall be chosen by the end of October and mutually agreed upon with the supervisor with whom the teacher will be working during the evaluation cycle. The teacher’s evaluating group shall include the teacher, the supervisor of choice and colleagues. At the option of the teacher, the group may include other categories.

b.             The “360” survey includes the principles outlined in E-1 above. The evaluating group shall fill out the “360” survey by the end of March. The survey shall be scored and returned to the teacher by the end of April. Upon receiving the computer generated data, the teacher shall meet with her/his supervisor to share and discuss the data and to develop the professional improvement plan, which must be mutually agreed upon by the end of September of the coming school year.

G.       Evaluation of Teachers Without Professional Teacher Status

(Non - PTS Teachers) -

Non-PTS teachers shall be evaluated formally by the Clinical procedure in each of their first three years of employment. In the second year, non-PTS teachers shall pilot the “360” Feedback Procedure; but shall not be expected to participate in a “360” Action Plan the following year. The “360” feedback document shall not become part of their personnel files. Non-PTS teacher shall be evaluated by their appropriate administrator in the first three years and shall be notified of such in September of each school year. Each evaluation shall include specific recommendations for professional performance improvement as may be appropriate.

H.            Teachers shall be given a copy of any evaluation report prepared by their supervisor and shall have the right to discuss such report with their supervisor. Any written report of teacher performance appraised, prepared in written narrative form by the supervisor, shall be presented to the teacher for her/his signature. The teacher shall sign the observation report. The signing of the report does not necessarily mean concurrence with the content. The teacher shall have an opportunity to present her/his comments in writing concerning the report. The report, including any written response (to be attached to the report) shall then become part of the teacher’s personnel file.

I.             Non-evaluation year Informal feedback instruments

a.             Upon the completion of the formal evaluation process, the teacher shall meet with her/his supervisor to choose from the following professional development options

i.              360 evaluation tool and/or another survey method.

ii.            professional goal setting and corresponding action plan

iii.           development of a reflective portfolio

iv.           participation in action group research

Identify a goal or goals which the teacher will work on during the alternate year of the evaluation procedure.

Develop a professional improvement plan. The plan may draw from a broad range of activities, including but not limited to, attending a conference, workshop or course, working with peers or another administrator, etc.

The goal(s) and plan shall be mutually agreed upon by the teacher and the evaluating administrator by the end of September of the coming school year.

b.             During the alternative year of the evaluation procedure, the teacher and the administrator shall meet twice for the purpose of informally assessing the progress of the current professional improvement plan. There will be no written evaluation during the alternate year.

c.             Assess the progress of the current plan, if applicable, as part of the formal evaluation during the following school year.

J.        Supervisor(s)/evaluator(s) shall include principals, assistant principals (6-12), curriculum directors, the superintendent and assistant superintendent.

7.        Should mutual agreement not be reached at any point in the Teacher Evaluation Procedure as referenced in this Section E (selection of an evaluator, choice of evaluation procedure, choice of informal evaluation instrument, choice of an evaluation group, development of a professional improvement plan), an appeal process to another administrator shall be available for purpose of mediation. The Superintendent shall provide a list of administrators available for mediation from which the teacher may choose one for this purpose.

ARTICLE 15 –

TEACHER FACILITIES

A.            Each school will have the following in existing buildings to the extent facilities may be provided without major expenditure of funds and should be designed in new building construction.

1.                   Space in each classroom in which teachers may safely store instructional materials and supplies;

2.                   A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials;

3.                   An appropriately furnished room to be reserved for the exclusive use of the teachers as a faculty lounge. Said room will be in addition to the aforementioned work area;

4.                   In the absence of a pay phone, the teacher has the right to the private use of the school phone for local calls;

5.                   A serviceable desk and chair for the teacher in each classroom;

6.                   A communication system so that each teacher can communicate with the main building office from his classroom;

7.                   A well-lighted and clean male teachers' restroom and well-lighted and clean female teachers' restroom; and

8.                   A separate, private dining area for the exclusive use of the staff.

B.            An adequate portion of the parking lot at each school will be reserved for teacher parking.

ARTICLE 16 –

SICK LEAVE

A.            Teachers will be entitled to 15 days sick leave each school year as of the first official day of said school year. Sick leave may be accumulated from year to year to two-hundred twenty-five (225) days.

B.            A teacher who anticipates being absent for an extended period of time due to illness or other disability shall inform the Superintendent of her/his best estimate as to how long he/she expects to be absent in order for the administration to plan adequately for a substitute. A teacher absent for more than ten (10) consecutive school days shall provide a doctor’s note attesting to her/his disability if requested to do so by the Superintendent. Any teacher who has been absent because of illness for fifteen (15) consecutive school days shall return to her/his duties only after presentation of a certificate from her/his attending physician indicating a satisfactory recovery and ability to perform her/his duties.

C.            On the first pay day in September, each teacher will be notified in writing of the total number of sick leave days he/she has accumulated.

D.            Sick Leave Bank

1.                   A sick leave bank will be established for use by members of the bargaining unit who have exhausted their own sick leave and have a prolonged and/or serious illness or injury. This includes nurses (Unit C).

2.                   Each member of the bargaining unit shall contribute one day from her/his sick leave accumulation to the Sick Leave Bank in order to fund the bank. In the event the Sick Leave Bank becomes depleted, each member of the bargaining unit shall contribute a day from her/his sick leave accumulation to re-fund the bank. No more than two (2) sick leave bank days shall be deducted from teachers' individual sick leave accounts in any one school year. Sick Leave Bank days unused in one school year shall be carried over to the next school year. At no point shall the bank contain more days than the number of unit members.

3.                   The Sick Leave Bank shall be administered by a Sick Leave Bank Board consisting of four members. Two members will be designated by the Superintendent to serve at its pleasure, and two members shall be designated by the Association to serve at its pleasure. Award of benefits from the bank require a majority vote of the full Board.

4.                   Any initial grant of sick leave by the Board shall not exceed thirty (30) days. If need continues, reapplication to the Board may be made for further extensions up to a maximum of thirty (30) days each. Except as provided hereafter in this paragraph, no more than ninety (90) days may be granted by the Sick Leave Bank Board to any individual for a single illness or accident. The Board agrees to give due consideration to those situations of unusual circumstances and for hardship arising from prolonged illness or accident when an employee's accrued sick leave and ninety (90) days from the Bank have been exhausted. Such situations will be brought to the attention of the Board by the Association only, whereupon the Board may authorize up to an additional ninety (90) Sick Leave Bank days.

5.                   A teacher who has received a grant from the Sick Leave Bank will, upon her/his return to regular teaching duties, receive five (5) sick leave days from the bank to be used in the event of illness during the remainder of the school year. Days not used will be returned to the bank on the last day of school.

6.                   Subject to the provisions of this Article the Board shall utilize the following criteria in administering the bank and in determining eligibility and amount of leave:

a.             Adequate medical evidence, including diagnosis and prognosis, or serious and/or prolonged illness or injury and expected date of return. This information shall remain confidential with the Sick Leave Bank Board.

b.             Prior utilization of sick leave shall be a factor if abuse has been shown.

7.             The decision of the Sick Leave Bank Board with respect to eligibility and entitlement shall be final and binding and not subject to appeal except for reconsideration to the Board itself.

E.            A teacher who has been on duty and must leave school because of illness will have one full day deducted from his sick leave accumulation if he leaves before 11:00 a.m. and will have one-half day deducted from sick leave if he leaves after 11:00 a.m.

F.             A teacher may use up to three (3) days of sick leave per year in case of serious illness or accident befalling a spouse or child and where the presence of the teacher is required as determined by the Superintendent. Such leave shall not be unreasonably withheld.

G.            A teacher may elect to redeem four (4) days of unused sick leave according to the following schedule:

Sick Days Used                                    Annual Incentive Payment

0                                                              $500

more than 0 up to 1                            400

more than 1 up to 2                            300

more than 2 up to 3                            200

more than 3 up to 4                            150

The payment shall be made on the first regular payday of the following September provided that the teacher gives a written request to that effect to the Superintendent by June 30. Failure to elect as provided above shall disentitle the teacher to the redemption under this Section. If the teacher does not elect to redeem the four (4) days, then her/his sick leave shall remain and be accumulated in the same manner as is the practice under Section A above.

ARTICLE 17 –

TEMPORARY LEAVES OF ABSENCE

A.            Personal Leave

1.                   Each teacher may have three (3) days with pay per year, non-cumulative, for the purpose of transacting or attending to personal, business or household matters which require the absence of the teacher during school hours and which cannot be otherwise scheduled. Personal days are not intended to be used as vacation days.

2.                   Written notice of intention to take such leave shall be filed with the principal at least one (1) week in advance whenever possible.

3.                   In the event of personal days taken on days immediately before and/or after vacation periods and long weekends, and professional development days application requesting said personal day(s) shall be filed with the Superintendent and must state the reason(s) for the leave in order that it might be determined whether the leave falls within the definition of A-1. Approval of these requests shall not be unreasonably withheld, nor shall the Superintendent act in an arbitrary, capricious, inconsistent or discriminatory manner in acting on such requests. Should a dispute arise concerning the granting of personal leave on days immediately before and/or after vacation periods and long weekends, the teacher may take such leave but shall not be compensated for such leave unless and until the matter is resolved in favor of the teacher.

4.                   Unused personal days shall be added to one’s sick leave accumulation.

B.            Professional Leave

At the discretion of the Superintendent, each teacher may take leave with pay for the purpose of visiting other schools, attending meetings or conferences, or other activities which will be beneficial to the teacher and/or the school system.

C.            Legal Leave

1.                   Each teacher shall be entitled to time necessary for appearance at court as a witness or for a hearing concerning legal affairs called by a governmental agency.

2.                   In the event a teacher must serve as a juror, the teacher will be paid the difference between his regular rate of pay and the amount of jury duty pay. All other benefits will be continued as if he/she were actively employed by the Committee.

D.            Death in the Family Leave

1.                   In the event of the death of a teacher's parent (or a person who has served in loco parentis), spouse, or child, the teacher shall be entitled to leave with pay for all work days falling within seven (7) consecutive days beginning with the time of death.

2.                   In the event of the death of a teacher's sibling, parent-in-law, or other members of the teacher's immediate household, the teacher shall be entitled to leave with pay for all work days falling within four (4) consecutive days beginning with the time of death.

3.                   In the event of the death of a teacher's or spouse's grandparent, the teacher will be entitled to leave with pay on the day of the funeral, if it is a work day and if the teacher attends the funeral, and up to 2 days additional with pay for traveling time as necessary.

4.                   In the event of the death of a teacher’s aunt, uncle, niece, nephew or first cousin, the teacher shall be entitled to leave with pay for the day of the funeral if it is a work day and if the teacher attends the funeral and may request up to 2 days additional leave with pay from the Superintendent for travel.

5.                   In the event of a death of those listed above or others, the Superintendent may, if he believes that there are special circumstances which warrant it, grant leave or additional leave.

E.            Military Leave

Each teacher may have a maximum of 17 days per school year if called into temporary active duty of any unit of the U.S. Reserves or the State National Guard, provided such obligation cannot be fulfilled on days when school is not in session. Teachers will be paid the difference between their regular pay and the pay which they receive from the State or Federal government.

F.             Miscellaneous

1.                   Leaves in addition to or other than the above may be granted by the Superintendent for causes he deems reasonable.

2.                   Leaves taken pursuant to this section shall be in addition to any sick leave to which the teacher is entitled, and the teacher will not be required to arrange for his own substitute.

3.                   Temporary Leaves Without Pay - The Committee may grant leaves without pay. Any such leave must be approved in advance by the Superintendent. For each day of such leave, 1/200th of the teacher's annual salary shall be deducted.

ARTICLE 18 –

MATERNITY LEAVE

A.            Upon receipt from a pregnant teacher of at least two weeks' written notice of her anticipated date of departure and intention to return, the Committee shall grant a maternity leave for up to eight (8) weeks in accordance with the provisions of Massachusetts General Laws, Chapter 149, Section 150D, or for a period not to exceed twelve (12) weeks for a teacher who has been employed for at least twelve (12) consecutive months in accordance with the Family and Medical Leave Act.

B.            Though said leave itself will be without pay, the teacher may elect to use any of her sick leave accumulation for said period of eight (8) weeks or any portion thereof, or twelve (12) weeks or any portion thereof, as the case may be. Use of sick leave beyond eight (8) weeks for maternity leave shall be based on continued disability beyond said eight (8) weeks as certified by the teacher’s attending physician.

C.            Said leave may be extended by mutual agreement of the teacher and the Superintendent in order that said teacher may return at an appropriate time in consideration of the students' program(s), such as at the beginning of a semester, beginning of a marking period, or after a vacation period, or in situations of continuing legitimate medical disability as certified in writing by her physician.

D.            Upon receipt from a unit member who intends to adopt a child and become the primary caregiver, the above language (A, B and C) applies. If there are two unit members that are adopting a child together, then only one will be eligible for this leave, per adoption.

E.            Parental Leave: Upon notification to his/her supervisor that a teacher is to become a parent, he/she may access his/her sick leave accumulation for up to one (1) week – 5 days.

ARTICLE 19 –

EXTENDED LEAVES OF ABSENCE

A.            The Committee agrees that up to two (2) teachers designated by the Association will, upon request, be granted a leave of absence for up to two (2) years without pay for the purpose of engaging in Association (state and national) activities. Upon return from such leave, a tenure teacher will be considered as if he were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he would have achieved if he had not been absent. A non tenure teacher will return at the step next above that from which he left.

B.            A leave of absence without pay of up to two (2) years will be granted to any teacher who joins the Action Corps as a teacher or serves as an exchange teacher, or VISTA (Volunteers in Service to America), and is a full-time participant in any of these programs. Upon return from such leave, a teacher will be considered as if he were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he would have achieved if he had not been absent.

C.            Military leave will be granted to any teacher who is inducted or enlists in any branch of the armed forces of the United States to fulfill a military obligation. Upon return from such leave, a teacher will be placed on the salary schedule at the level which he would have achieved had he remained actively employed in the system during the period of his compulsory absence as a result of such induction or enlistment.

D.            A leave of absence without pay or increment of up to one (1) year will be granted for the purpose of caring for a sick member of the teacher's immediate family when the presence of such teacher is required upon certification of a physician. Additional leave may be granted at the discretion of the Committee.

E.            After four (4) years' continuous employment in the Danvers School System, a teacher may be granted a leave of absence, without pay or increment, for up to two (2) years for health reasons. Requests for such leave will be supported by appropriate medical evidence.

F.             Child Rearing Leave - A teacher with professional teacher status will be granted a leave of absence for child-rearing purposes as follows:

1.                   The leave shall be without pay or increment.

2.                   The leave must begin at the time of birth or adoption of a child.

3.                   The leave will end at the beginning of the next school year or the year following. Application for such leave will state the date upon which the teacher will return.

4.                   No teacher will be eligible for more than one such leave for any child.

G.            Any teacher whose personal illness extends beyond the period compensated will be granted a leave of absence without pay or increment for such time as is necessary for complete recovery from such illness upon certification of a physician. Said period shall not exceed two (2) years.

H.            Other leaves of absence without pay may be granted by the Committee.

I.             All benefits to which a teacher is entitled at the time of his leave of absence commenced, including unused accumulative sick leave, will be restored to him upon his return and he will be assigned to the same position which he held at the time said leave commenced, if available, or if not, to a substantially equivalent position.

J.             All requests for extensions or renewals of leaves will be applied for and responded to in writing. K.       If a teacher is in the last year of an extended leave, then:

a.             If, by January 1, the Superintendent has asked the teacher if he intends to return the following September by registered letter sent to the last known address of the teacher with a copy to the Association President, then

b.             By February 1, the teacher shall notify the Superintendent of his intention to return the following September. Failure by the teacher so informed to so notify the Superintendent shall constitute a resignation.

L.        Notwithstanding other leave provisions set forth in this Article, a teacher who has been employed for twelve (12) consecutive months shall be entitled to a leave of absence without pay for up to twelve (12) consecutive weeks for adoption, foster care placement of child or if a serious health condition affects the employee or the employee’s spouse, child or parent in accordance with the Federal Family and Medical Leave Act. Consistent with the Family and Medical Leave Act, during said twelve (12) week leave, an employee on leave under this Section shall continue to be eligible for health insurance with the Town and the employee paying their respective regular costs of the health insurance. Leave taken under this Section cannot be added to other leave provisions set forth in this Article.

ARTICLE 20 –

SABBATICAL LEAVES

Upon recommendation by the Superintendent, sabbatical leaves may be granted by the Committee to members of the teaching staff according to the following provisions:

A.            The applicant will have completed at least seven (7) consecutive full school years of service in the Danvers School System prior to going on sabbatical leave.

B.            Application for sabbatical leave must be made in writing to the Superintendent no later than October 15 of the year preceding the year for which leave is requested. The application must contain recommendations of the teacher's supervisors and shall be accompanied by a detailed statement of plans for spending the leave in a manner clearly calculated to contribute to the professional advantage of the candidate and the best interests of the Danvers School System. Notification of action on such applications shall be given in writing to each applicant by April 1 of the year preceding the year for which leave is requested.

C.            Upon return from such leave a detailed written report of activities during leave shall be transmitted to the Superintendent.

D.            A teacher on sabbatical leave will be paid at his rate of full pay for a semester's leave or half pay for a full school year's leave provided that such pay when added to any program grant will not exceed the teacher's regular salary rate. Normal increments and other benefits will also be guaranteed.

E.            The teacher agrees to return to employment in the Danvers School System for one full year in the event of a semester's leave or two full school years in the event of a full school year's leave. Failure to fulfill this agreement shall result in the return to Danvers of all moneys paid during the sabbatical leave in accordance with provisions of Chapter 71, Section 41A of the General Laws of Massachusetts.

F.        Effective September 1, 2001, teachers with three (3) or more consecutive full school years of service in the Danvers School System (but less than the seven (7) years set forth in Section A) and who have professional teacher status shall be eligible for sabbatical leaves according to the terms set forth in this Article with the following modifications:

1.                   That such teacher agrees to return to employment in the Danvers School System for two full school years in the event of a semester’s leave or three full school years in the event of a full school year’s leave. Failure to fulfill this agreement shall result in the return to Danvers of all moneys paid during the sabbatical leave in accordance with provisions of Chapter 71, Section 41A of the General Laws of Massachusetts.

2.                   In the event one or more teachers with more than seven (7) years of consecutive full school years of service in the Danvers School System are also applicants for a Sabbatical Leave, such teachers shall have preference for Sabbatical Leaves over those who are applicants under this Section G.

3.                   The parties agree to review action taken under this language annually.

ARTICLE 21 –

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

The Association recognizes that in our rapidly changing society, teachers must constantly review curriculum content, teaching methods and materials, educational philosophy and goals, social changes and other topics related to the quality of services in the classroom. The Committee recognizes that it shares with its professional staff the responsibility for achieving the optimum in teacher performance and attitudes, by agreeing as follows:

A.            The Committee will pay the reasonable expenses (including fees, meals, lodging, and/or transportation) incurred by teachers who attend workshops, seminars, conferences, conventions, in-service courses, or other professional improvement sessions at the request and/or with the advance approval of the Superintendent based on the recommendations of the principal or immediate supervisors.

B.            1.        All mandatory workshops, seminars, and in-service courses shall be recognized for credit beyond the bachelor's and master's degrees.

2.        The Superintendent, with agreement of the Committee, may at his discretion recognize for credit beyond bachelor's and master's degree voluntary workshops, seminars, and in-service courses not to exceed 40 percent of the teachers' overall degree program.

C.            All NDEA and NSF courses shall be recognized for credit beyond bachelor's and master's degrees, if prior approval of the Superintendent has been received.

D.            All courses previously approved in the Danvers School System will be honored.

E.            Courses approved by the Superintendent, taken independently, at any time, on a graduate or undergraduate level at an accredited institution of higher education will be honored for increment beyond the master's degree.

F.             Student or practice teachers shall be assigned only with the consent of the cooperating teacher.

G.            In those cases where vouchers are awarded to the Danvers School System as distinct from those awarded to a specific individual, the Superintendent shall distribute the vouchers to the cooperating teacher. In the event the cooperating teacher does not wish to use the voucher, the Superintendent in consultation with and with the concurrence of the President of the Association shall then distribute them as equitably as possible to other members of the staff, assuming that this agrees with the policy of the college or university.

H.       In the event there is a conflict between the meeting time of a course or program approved by the Superintendent and an afternoon school meeting scheduled pursuant to Article 5, Section B, the teacher will be free to leave the meeting in sufficient time in order to attend said approved course or program.

I.             When new technology, equipment or programs are introduced, proper training and sufficient materials will be provided. The school system shall provide proper training and sufficient materials for new programs.

J.             The following concepts will be incorporated into Danvers Professional Development for unit members:

1.                   The Professional Development budget will be increased by $5,000 for school year 2008-2009.

2.                   Each department will have the ability to meet with the Assistant Superintendent to discuss Professional Development needs and suggestions.

3.                   Establish a Professional Development Committee with both DTA and Administration members to address the following:

a. In-service – Danvers University – what’s offered.

b. Programs for small groups

c. Tuition reimbursement

d. Assistance in pursuing a Masters degree

e. On-site graduate courses

f. Professional Development issues as necessary

K.       The Professional Development schedule will change provided the following conditions are met:

1.                   There is no increase in instructional time

2.                   There is no increase in meetings

3.                   Agreement can be reached concerning schedules for al three levels.

4.                   Adjustments to teachers’ schedules can be agreed upon.

5.                   Elementary teachers will retain their 200 free minutes every week.

6.                   Teachers are allowed to leave on Monday as they can on Friday.

7.                   During grading periods, an hour of professional development time shall be used by teachers for grading, as stated in the contract.

8.                   Although assignments may be presented ahead of time, work outside of the PD time frame is not mandatory, unless mutually agreed upon.

9.                   Should all or part of this proposal need to be phased in, the parties agree to discuss the logistics necessary to make it work.

10.                For this schedule, 5 minutes will be added to the non-release student day at all three levels. Should the schedule need to be changed, the parties agree to discuss and work out the implications. Should the proposal be dropped, the entire schedule shall revert back to the negotiated schedule as presented in the 2007/2008 school year.

11.                Change the payment for teaching in-service courses to:

$1500 per credit the first time the course is taught, $1200 per credit each time thereafter.

ARTICLE 22-

PROTECTION

A.            Teachers will immediately report all cases of assault suffered by them in connection with their employment to the Superintendent in writing, and also to the Retirement Board.

B.            This report will be forwarded to the Committee which will comply with any reasonable request from the teacher for information in its possession relating to the incident of the persons involved.

C.            The Committee agrees to follow conditions of Chapter 41, Section 100C in any process beyond the initial report as provided in Section A above.

D.            The Committee will provide appropriate protective clothing to all teachers whose responsibilities involve the use of substances or procedures which might damage personal clothing as determined by the Superintendent and the teachers involved.

E.            No teacher will suffer any loss of school-related financial compensation, including salary increments, or sick leave accumulation during any period of absence from work due to any injury suffered while in the performance of Danvers school-related duties, provided that said injury is the result of negligence on the part of the school system, assault, or other factor(s) beyond the teacher's control. Said period will not exceed two (2) calendar years from the date of said injury. Additional time may be granted at the discretion of the Committee. It is understood that, while there shall be no loss of sick leave accumulation during said period, there shall be no additional accumulation of sick leave during said period of absence.

ARTICLE 23 –

INSURANCE AND ANNUITY PLANS

A.            The Committee will continue to provide the same life insurance coverage for teachers as they received in 1983-84.

B.            Teachers will be covered by the same Blue Cross/Blue Shield health insurance plan as other town employees, and the Committee agrees to deduct from his paycheck the individual's share of the cost of such Blue Cross/Blue Shield program as individually authorized by the teacher. While teachers are covered by the Town's dental program (Dental Services of Massachusetts, Inc.), for those teachers who have opted for such program, the Committee agrees to deduct from her/his paycheck the teacher's share of the cost of such program as individually authorized by the teachers.

C.            Teachers will be eligible to participate in a "tax sheltered" Annuity Plan established pursuant to United States Public Law 87-370.

D.            There will be a match of up to $250.00 made by the employer into a 403 B account in school year 2013-14. The third party administrator will be jointly decided on by both the DTA and administration, and will be set up and ready to be implemented by school year 2013-14. This provision will sunset June 30th, 2014 unless the parties agree to an extension.

ARTICLE 24 –

ASSOCIATION RIGHTS

A.            The Association has the right to use school buildings without cost at reasonable times for its meetings so long as any Association meeting does not conflict with scheduled school programs. The principal of the building in question will be notified in advance of the time and place of such meetings. The Association has first priority of any such use provided that no conflict exists for the use of a school facility between the Association and any other group at the time the Association notifies the principal. After 4:00 p.m. the standard building-use rental forms will be utilized for any Association use of buildings.

B.            There will be one (1) bulletin board in the faculty lounge of each school for displaying Association information. A copy of each posting will be given to the building principal, but his approval of such posting is not required.

C.            No more than six (6) delegates of the Association shall be granted by the Superintendent one (1) day of paid leave each year to attend the Annual MTA Convention unless said convention comes at the time of the administration of quarterly or summary exams. The Committee agrees to schedule achievement exams so as not to conflict with the MTA Convention date, provided that the Association notifies the Superintendent of the MTA Convention day by the prior September 15.

D.            The Association will be provided a copy of the official agenda of all public Committee meetings prior to the meeting and a copy of the minutes of public Committee meetings as soon as possible after such meetings. The Committee, through the Superintendent's office, will, upon request, provide access for an Association representative to any other public information in its possession.

E.            Upon reasonable notice to one's principal, the president, vice-president, executive secretary, treasurer, and chairman of the PR and R Committee of the Association will be allowed to leave their stations upon dismissal of the students whenever necessary to perform duties as officers of the Association.

F.             The Danvers Teachers Association President will be a 20% release time position. The DTA will contribute ½ of the cost of 1/5 of the Presidents’ base salary.

The President shall not be required to perform morning bus duty, morning monitoring of early arrivals, afternoon bus duty, supervision of detention, study hall assignments or cafeteria related duties. The President shall be allowed to conduct Association business as may be necessary upon reasonable notification to her/his principal and/or director.

The DTA President and the Danvers Superintendent will continue to meet at a mutually agreed time.

When the DTA President changes, both parties will discuss the logistics necessary to make the 20% release time work. In addition, the ‘outgoing’ DTA President will return to his/her full-time teaching position, with no loss of seniority.

G.            Unit members who have attained National Board Certification will be paid $1,000.00 each year the certification is in place.

ARTICLE 25 –

DUES DEDUCTION

A.            The Committee agrees to deduct dues for the Danvers Teachers Association - Massachusetts Teachers Association - National Education Association from the regular paychecks of those teachers who have voluntarily authorized the Committee to make said deductions.

1.                   The Committee further agrees to transmit such deducted moneys promptly to the Association.

2.                   Any such authorization may be withdrawn by such teacher by giving at least 60 days written notice to the Committee via the Superintendent.

B.            No later than June 15 of each year, the Association agrees to furnish the Committee, by filing with the Superintendent, written notices of the current annual dues for individual membership in the Danvers Teachers Association, Massachusetts Teachers Association, and National Education Association.

C.            No later than October 15 of each year, the Association will provide the Committee with an updated list of those employees who have voluntarily authorized the Committee to deduct such dues as stipulated in Section A above. The Association will notify the Committee monthly of any changes in said list.

D.            1.        Dues deductions will be made in twenty (20) equal monthly installments from November

1 to August 31.

2.        Effective July 1, 1988, dues deductions will be made in twenty (20) equal monthly installments from September 1 to June 30.

E.            In the event of a teacher resigning, the total dues balance will be deducted from his last paycheck.

ARTICLE 26 –

TEXTBOOKS

A.            The Committee will provide textbooks and other materials, including two (2) textbooks and two (2) teacher manuals for each teacher, said books to remain the property of the School Department.

B.            Suggestions for textbooks will be solicited from teachers in the areas of their assignments by their supervisors including principals and department heads.

ARTICLE 27 –

TEACHER RIGHTS

A.            There will be no reprisals of any kind taken against any teacher by reason of his membership in the Association or participation in its activities.

B.            The private and personal life of a teacher is not within the appropriate concern or attention of the Committee except as it may interfere with the teacher's responsibilities to and relationships with students and/or the school system.

C.            A teacher's plan book(s) will remain the property of the teacher.

ARTICLE 28 –

REDUCTION IN FORCE

A.            Any reduction in force will be consistent with the General Laws, Rules and Regulations of the Department of Education, and this Agreement.

B.            Reduction in force will first be achieved by natural attrition - resignation of any teacher, retirement of any teacher, death of any teacher and nonrenewal of a teacher without professional teacher status.

C.            The Superintendent may make, at her/his discretion, any transfer(s) from subject area silo to subject area silo which he deems reasonable for the benefit of the school system to protect senior teachers from layoff. The Superintendent is not required, under this Section, to make any transfer(s). If the Superintendent desires to transfer a teacher from one subject area silo to another subject area silo, it will not be for the purpose of placing that teacher into a lesser seniority status. Any transfer(s) made by the Superintendent at his sole discretion shall not be unreasonable. Any affected teacher will be given prompt notice of any transfer made under this Section, with a copy to the Association President.

In the event any teacher with a "general certification" or "exempt certification" is involuntarily transferred under this language and where such involuntary transfer is made because of her/his general or exempt certification, such teacher will have the right of first refusal for a vacant position for which he/she is certified in the subject area silo from which he/she was involuntarily transferred. If more than one such teacher has been so involuntarily transferred from the same silo, the determination of the teacher initially having the right of first refusal shall be based on seniority, provided that in the Superintendent's judgment the interests of sound education are served; the Superintendent's judgment shall not be unreasonable. Any other teacher involuntarily transferred solely on the basis of certification under this Section will be returned to her/his original (or comparable) position, if vacant and/or available, if he/she so desires, as soon as practicable, provided that in the Superintendent's judgment the interests of sound education are served; the Superintendent's judgment shall not be unreasonable.

D.            If the Committee decides it is necessary to reduce staff beyond that provided in Sections A, B and C above, the Committee may lay off one or more teachers with professional teacher status in a particular subject area silo; in such event the least senior teacher(s) in that particular subject area silo will be laid off first. Notwithstanding the foregoing, neither the utilization of the fifth period for English teachers nor the transition from a K-6, 7-9 (Junior High School), 10-12 organization to a K-5, 6-8 (Middle School), 9-12 organization shall be used as a device to reduce teachers.

E.            For the purpose of this Agreement, the subject area silos and classifications shall be as follows:

1. Elementary, K-6                                              1            Elementary (K-6)

2. English                                                               2            Secondary English

3. Social Studies                                                   3a          Secondary History

3b          Secondary Geography

3c          Secondary Social Studies

4. Mathematics                                                    4            Secondary Mathematics

5. Science                                                              5a          Secondary Chemistry

5b          Secondary Physics

5c          Secondary Biology

5d          Secondary General Science

5e          Secondary Earth Science

6. World Language                                              6a          Secondary French

6b          Secondary German

6c          Secondary Spanish

6d          Secondary Latin

7. Health & Physical Education                       7a          Health and Phys. Ed. (K-12)

7b          Health (Secondary)

8. Business                                                            8            Business

9. Home Economics                                           9            Home Economics

10. Industrial Arts                                                10          Industrial Arts

11. Reading                                                          11          Reading (K-12)

12. Art                                                                    12          Art (K-12)

13. Music                                                              13          Music (K-12)

14. Driver Education                                           14          Driver Education

15. Special Needs                                                15a        Speech & Hearing Handicapped

15b        Mild Special Needs

15c        Moderate Special Needs

15d        Severe Special Needs

16. Guidance Counselor                                     16          Guidance Counselor (K-12)

17. Media Services                                              17a        School Librarian Teacher

17b        Audio-Visual Media Specialist

18. Social Work                                                   18           Social Worker

For the purposes of this Article, Middle School teachers will remain in the silo and classification they were in as of November 1, 1987; i.e., grade six teachers will remain in the elementary silo and teachers of grades seven and eight will remain in the subject area silos and classifications.

NOTE:      A teacher with a split assignment (i.e. - two subject area silos) shall be placed on the seniority list of the subject area silo of her/his majority assignment.

F.             Bumping Rights

1.                   A teacher who is scheduled to be laid off from a position in the secondary schools may bump a less senior teacher in her/his subject area silo if the bumping teacher is certified in the classification in the subject area silo into which he/she requests to bump.

2.                   Any teacher involuntarily transferred to another subject area silo, who is scheduled to be laid off or is laid off from the new subject area silo, will have bumping rights based on her/his seniority to a position in the subject area silo from which he/she was involuntarily transferred and in which he/she is certified.

G.            Seniority

1.             Seniority is defined as the length of continuous service as a full-time teacher in Danvers measured from the first day for which compensation was received and shall include time spent on leaves (paid and/or unpaid) authorized by statute, appropriate policy, and/or collective bargaining agreement(s) at the time the leave(s) was (were) taken. A teacher who applied for unpaid child-rearing leave subsequent to September 1, 1980 (Article 18, Section F) and upon the effective date of this Agreement a teacher who thereafter applies for any other approved unpaid leave under Article 18 (Extended Leaves of Absence) shall not while on such leave(s) accrue seniority; this provision does not apply to any mandated federal or state law leave wherein the teacher is entitled by law to accrue seniority while on such leave.

a.             A part-time teacher will receive pro-rated seniority for the purpose of placement on the seniority list.

2.             In the event that it is necessary to break a tie in seniority, educational advancement on the salary schedule shall be determinative. If a tie still exists, the teacher with an earlier appointment date shall have seniority; in case of identical appointment dates, the Committee shall determine the order of layoff.

H.       Notifications

1.                   Teacher(s) with professional teacher status will be laid off only at the end of a school year and will be given notice of such layoff by April 15 of that year. In the event that a layoff is a result of bumping, the notification of layoff shall not be later than May 15 of said year.

2.                   Based upon information available to him at the time, the Superintendent shall inform teachers via posted notice, with a copy to the Association President, of anticipated reductions by subject area silos for the following year. Such notices shall be posted each work year on January 15 and June 1. The June 1 notice shall inform teachers of anticipated reductions by subject area silos for the school year beginning in September of the following calendar year.

3.                   The Superintendent shall post seniority lists by subject area silos, including classifications, with a copy to the Association President as follows:

a.             On a workday nearest to June 1 reflecting teacher seniority as of the immediately previous May 15; and

b.             On the workday nearest to February 1 reflecting teacher seniority as of the immediately previous October 1.

I.             Recall

1.                   Teachers with professional teacher status who have been laid off will have recall rights as described below commencing with the last day of employment and ending with the first full school day in September three years later.

2.                   If a vacancy occurs in a particular subject area silo and the Committee decides to fill that vacancy, then the most senior teacher eligible will be recalled to fill that position. As used herein, "eligible" shall mean:

a.             The teacher was laid off from the subject area silo, or

b.             The teacher has bumping rights pursuant to Section F of this Article.

The Superintendent may make, at his discretion, any transfer(s) from subject area silo to subject area silo which he deems reasonable for the benefit of the school system in order to recall senior teacher(s) on layoff.

3.                   Any teacher recalled will be notified of recall via registered or certified mail at her/his last address of record, with a copy sent at the same time to the Association President. A teacher shall have 15 days from the date of receipt of such notice to notify the Superintendent of her/his acceptance or rejection and to be available to start. A teacher who rejects recall or fails to respond on time shall forfeit all further rights to recall.

4.                   A teacher who is recalled shall have the same benefits he had at the time of layoff with respect to tenure, unused sick leave and placement on the salary schedule but shall receive or acquire no benefits of any kind during the period of layoff except any benefits that he/she has by statute.

J.              Either party may reopen this Agreement relative to the litigated issue of whether administrator(s) in the school system are entitled to fall-back rights upon receipt of a court decision concerning the School Committee's appeal of the arbitrator decision dated September 21, 1981 of Arbitrator Richard G. Higgins. The insertion of this paragraph and its use of language may not be used by either party to apply to the substance of that litigated issue. Neither party herein waives or intends to waive its rights or positions by insertion of this clause.

ARTICLE 29 –

CHAPTER 766

Effective September 1, 1978, the parties agree to implement the following:

A.            The Committee agrees that the implementation of Chapter 766 shall be consistent with the rules and regulations of the State Department of Education.

B.            The parties agree that there shall be formed a 766 Committee composed of three persons appointed by the School Committee and three persons appointed by the Association. This Committee will, on a continuing basis, study the impact of 766 on classroom teachers and will make any recommendations it sees fit to the Association and/or the Superintendent and/or the School Committee.

ARTICLE 30 –

GENERAL

A.            Subject to the provisions of this Agreement, including the appendices attached hereto, the wages, hours and other conditions of employment applicable on the effective date of this Agreement to the employees covered by the Agreement shall continue during the period of Agreement.

B.            If any provision of this Agreement or any application of the Agreement to any employee or group of employees shall be found contrary to the laws of the Commonwealth, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.

C.            The Committee agrees to negotiate with the Association before subcontracting to any outside individual(s) or group for work traditionally performed by members of the bargaining unit.

D.            A teacher shall not be suspended or terminated (which shall not include the non-renewal of contract for teacher without professional teacher status.) without just cause. Any teacher receiving a reprimand under the provision of Section D of Article 13 shall only be reprimanded for just cause. Keeping in mind that discipline should be appropriate for the particular delinquency of professional performance, and that this shall be applied in a fair and equitable manner across the school system, the following just cause fairness standards for reprimands shall apply:

1.                   Typically, a reprimand is preceded by appropriate counseling and/or verbal warnings by the reprimanding principal or administrator.

2.                   A reprimand of a teacher by her/his principal is deemed to be the end of discipline for the particular incident; that is, the teacher shall receive no additional discipline for the event leading to the reprimand.

3.                   Stronger discipline may be applied to a teacher if there is a recurrence of a similar incident involving the same teacher.

E.            Upon request by the Association, the Committee agrees to meet with representatives of the Association at least four times each year for the purpose of discussing matters of common concern. The purpose of such meetings is not to engage in collective bargaining.

F.             The Committee, consistent with past practice and policy, intends to keep its part-time positions at a minimum. The Committee agrees that prior to implementing any changes from its past practice and policy concerning part-time positions, it will notify and consult (not negotiate) with the Association.

G.             The parties agree to establish a Health and Safety Committee consisting of three (3) members designated by the Committee and three (3) members designated by the Association for purposes of monitoring health and safety issues in the school buildings and to make recommendations with respect thereto to the Town.

H.            The Committee shall vote to accept the provisions of G.L.c. 180, section 171. An employee may authorize the Committee to deduct from her/his salary a contribution to Voice of Teachers for Education of an amount which the employee shall specify in writing. The Committee shall certify on the payroll the amount to be deducted by the Treasurer of the Town of Danvers. Such amounts shall be transmitted to the Massachusetts Teachers Association within thirty days.

ARTICLE 31 –

AGENCY SERVICE FEE

A.            Subject to the terms and provisions of G.L. (Ter. Ed.) c 150E, s. 12 and regulations promulgated thereunder, the School Committee agrees to require as a condition of employment that all bargaining unit employees pay a service fee to the Association on or after the thirtieth (30th) day following the beginning of employment or the date of the signing of the Collective Bargaining Agreement, whichever is later. The amount of the service fee shall be equal to the amount required to become a member and remain a member in good standing in the Association. Resignation from the Association or failure to maintain good standing as an Association member shall require the employee to pay the service fee.

B.            If an employee does not pay a valid service fee after the bargaining agent has made a written demand to the employee for payment of such fee, the School Committee shall be required to, subject to the statute and its regulations promulgated there under: suspend the employee without pay for a period not to exceed five (5) working days. If the fee is paid within the five (5) working day period, the employee will return to work the next day.

C.            Indemnification/Reimbursement

1.                   The Association agrees to indemnify the Committee, make whole and save harmless the Committee against all claims, suits, actions or other forms of liability of whatever nature, for all damages and financial loss which the Committee may be required by any administrative agency, arbitrator, court or tribunal of competent jurisdiction, to expend, incur, pay or suffer, caused or occasioned by the deduction of such service fee from an employee(s) or out of the application (including defense or prosecution) of the terms of this service fee provision.

2.                   The Association shall reimburse the Committee for any expenses incurred as a result of being ordered to reinstate any employee suspended at the request of the Association for not paying the service fee. The Association will intervene in and defend any administrative or court litigation concerning the propriety of such suspension for failure to pay the service fee. In such litigation, the Committee shall have no obligation to defend the suspension.

3.                   Should the Committee defend any such action(s) taken against the Committee (and/or others) by an employee so suspended, the Association shall not be required, provided the service fee is properly implemented and lawful, to reimburse the Committee for the Committee's legal costs, fees, and expenses if the Committee has failed in good faith to enforce the five (5) work day suspension provision of this service fee clause.

D.            Service fee(s) shall be deducted as provided in Article 24 and so remitted.

E.            This Article shall not become operative as to employees in the Danvers Teachers Association bargaining unit until this Agreement has been formally executed, pursuant to a vote of a majority of all employees in that bargaining unit present and voting.

F.             Disputes between the parties concerning this Article shall be resolved in accordance with the grievance procedure contained in this Agreement. In the event such a dispute is submitted to arbitration, the arbitrator shall have no power or authority to order the Committee to pay such service fee on behalf of any employee.

ARTICLE 32 –

TEACHER-LEADER POSITIONS

A.            The teacher leader positions will be posted every other June for a two-year appointment. It is agreed that each teacher leader should commit to serving for a two-year cycle. Upon completion of a two-year cycle, the position will be re-posted with the understanding that members of each department recognize that the intent is to rotate leadership opportunities within the department.

If, after the original posting, the position remains vacant, the position will be re-posted and any qualified teacher, as specified in the job description, with professional status and appropriate licensure, can apply.

It is agreed to “grandfather” the one teacher, who does not meet all the criteria outlined in the job description for the second year of this rotation.

B.            The position of Teacher – Leader will be added to the Co-curricular component of the contract with the same stipend as the Association

C.            The exploratory/elective teacher leaders are level based.

D.            Both parties agree to review the teacher leader program as it continues to grow. The intention for the review will be to ensure all levels of teachers (Pre-K-5; 6-8 and 9-12) have representation.

ARTICLE 33 –

DURATION

A.            This Agreement will be in full force and effect commencing July 1, 2011 and shall terminate on June 30, 2014.

B.            Either party desiring to present initial proposals for a successor Agreement shall do so in writing to the other party by 4:00 p.m. on October 15, 2013 (or the first workday thereafter in the event there is no school).

C.            Negotiations for a successor Agreement shall commence no later than November 1, 2013.

D.            Either the Committee or the Association may request a meeting with the other to discuss whether or not they mutually are willing to negotiate over a new idea or ideas. If so, the parties shall engage in negotiations over the matter in a good faith effort to reach agreement. There shall be no adverse effect on either party for failure to come to an agreement on the idea(s) that prompted such negotiations.

The signatures below of the representatives of the Association and the members of the Committee indicate that the parties have duly ratified this Agreement and the Appendices attached hereto, said Agreement with Appendices to be in effect from July 1, 2011 to June 30, 2014.

Signed the __________________________________________________

DANVERS TEACHERS ASSOCIATION                                 DANVERS SCHOOL COMMITTEE

________________________________________   ___________________________________________

________________________________________   ___________________________________________

________________________________________   ___________________________________________

________________________________________   ___________________________________________

________________________________________   ___________________________________________

________________________________________   ___________________________________________

________________________________________   ___________________________________________

________________________________________   ___________________________________________

________________________________________   ___________________________________________

________________________________________   ___________________________________________

APPENDIX A – RATIO AND SALARY SCHEDULES

RATIO -    The Appendix A ratio set forth below provides the basis for determining each of the salary schedules contained in Appendix A. The value of each step on the salary schedule is determined by multiplying the ratio indicated by the base figure referenced in the paragraph heading of each salary schedule.

 

B

B+15

M

M+15

M+30

M+45

M+60

STEP

Ratio

Ratio

Ratio

Ratio

Ratio

Ratio

Ratio

1

1

1.04

1.08

1.12

1.16

1.2

1.24

2

1.06

1.1

1.14

1.18

1.22

1.26

1.3

3

1.12

1.16

1.2

1.24

1.28

1.32

1.36

4

1.18

1.22

1.26

1.3

1.34

1.38

1.42

5

1.24

1.28

1.32

1.36

1.4

1.44

1.48

6

1.3

1.34

1.38

1.42

1.46

1.5

1.54

7

1.36

1.4

1.44

1.48

1.52

1.56

1.6

8

1.42

1.46

1.5

1.54

1.58

1.62

1.66

9

1.48

1.52

1.56

1.6

1.64

1.68

1.72

10

1.54

1.58

1.62

1.66

1.7

1.74

1.78

11

1.6

1.64

1.68

1.72

1.76

1.8

1.84

12

1.66

1.7

1.74

1.78

1.82

1.86

1.9

13

 

 

1.8

1.84

1.88

1.92

1.96

14

 

 

 

 

1.94

1.98

2.02

15

 

 

 

 

 

 

2.08

APPENDIX A-1

.5% First Day FY12

Step Movement Day 46 - FY12

Effective September 1, 2011, the base figure shall be $41,321 The value of each step on the schedule is determined by multiplying the ratio indicated by $41,321

Step 1 has been eliminated (all columns), and the Bachelor's minimum shall be Step 2 ($43,800.00)

 

 

 

 

 

 

CAGS

DR

Step

B

B+15

M

M+15

M+30

M+45

M+60

1

$41,321

$42,560

$43,837

$45,152

$46,507

$47,902

$49,339

2

$43,800

$45,453

$47,105

$48,758

$50,411

$52,064

$53,717

3

$46,279

$47,932

$49,585

$51,238

$52,890

$54,543

$56,196

4

$48,758

$50,411

$52,064

$53,717

$55,370

$57,022

$58,675

5

$51,238

$52,890

$54,543

$56,196

$57,849

$59,502

$61,154

6

$53,717

$55,370

$57,022

$58,675

$60,328

$61,981

$63,634

7

$56,196

$57,849

$59,502

$61,154

$62,807

$64,460

$66,113

8

$58,675

$60,328

$61,981

$63,634

$65,287

$66,939

$68,592

9

$61,154

$62,807

$64,460

$66,113

$67,766

$69,419

$71,071

10

$63,634

$65,287

$66,939

$68,592

$70,245

$71,898

$73,551

11

$66,113

$67,766

$69,419

$71,071

$72,724

$74,377

$76,030

12

$68,592

$70,245

$71,898

$73,551

$75,203

$76,856

$78,509

13

 

 

$74,377

$76,030

$77,683

$79,335

$80,988

14

 

 

 

 

$80,162

$81,815

$83,468

15

 

 

 

 

 

 

$85,947

APPENDIX A-2

1.5% First Day

FY13

Step Movement

Day 91 - FY13

Effective September 1,2012, the base figure shall be $41,941 The value of each step on the schedule is determined by multiplying the ratio indicated by $41,941

Step 1 has been eliminated (all columns), and the Bachelor's minimum shall be Step 2 ($44,457.00)

 

 

 

 

 

 

CAGS

DR

Step

B

B+15

M

M+15

M+30

M+45

M+60

1

$41,941

$43,199

$44,495

$45,830

$47,205

$48,621

$50,080

2

$44,457

$46,135

$47,813

$49,490

$51,168

$52,845

$54,523

3

$46,974

$48,651

$50,329

$52,007

$53,684

$55,362

$57,040

4

$49,490

$51,168

$52,845

$54,523

$56,201

$57,878

$59,556

5

$52,007

$53,684

$55,362

$57,040

$58,717

$60,395

$62,072

6

$54,523

$56,201

$57,878

$59,556

$61,234

$62,911

$64,589

7

$57,040

$58,717

$60,395

$62,072

$63,750

$65,428

$67,105

8

$59,556

$61,234

$62,911

$64,589

$66,266

$67,944

$69,622

9

$62,072

$63,750

$65,428

$67,105

$68,783

$70,461

$72,138

10

$64,589

$66,266

$67,944

$69,622

$71,299

$72,977

$74,655

11

$67,105

$68,783

$70,461

$72,138

$73,816

$75,493

$77,171

12

$69,622

$71,299

$72,977

$74,655

$76,332

$78,010

$79,688

13

 

 

$75,493

$77,171

$78,849

$80,526

$82,204

14

 

 

 

 

$81,365

$83,043

$84,720

15

 

 

 

 

 

 

$87,237

.5% Last Day

FY13

Effective June 30, 2013, the base figure shall be $42,151 The value of each step on the schedule is determined by multiplying the ratio indicated by $42,151

Step 1 has been eliminated (all columns), and the Bachelor's minimum shall be Step 2 ($44,680.00)

 

 

 

 

 

 

CAGS

DR

Step

B

B+15

M

M+15

M+30

M+45

M+60

1

$42,151

$43,415

$44,718

$46,059

$47,441

$48,864

$50,330

2

$44,680

$46,366

$48,052

$49,738

$51,424

$53,110

$54,796

3

$47,209

$48,895

$50,581

$52,267

$53,953

$55,639

$57,325

4

$49,738

$51,424

$53,110

$54,796

$56,482

$58,168

$59,854

5

$52,267

$53,953

$55,639

$57,325

$59,011

$60,697

$62,383

6

$54,796

$56,482

$58,168

$59,854

$61,540

$63,226

$64,912

7

$57,325

$59,011

$60,697

$62,383

$64,069

$65,755

$67,441

8

$59,854

$61,540

$63,226

$64,912

$66,598

$68,284

$69,970

9

$62,383

$64,069

$65,755

$67,441

$69,127

$70,813

$72,499

10

$64,912

$66,598

$68,284

$69,970

$71,656

$73,342

$75,028

11

$67,441

$69,127

$70,813

$72,499

$74,185

$75,871

$77,557

12

$69,970

$71,656

$73,342

$75,028

$76,714

$78,400

$80,086

13

 

 

$75,871

$77,557

$79,243

$80,929

$82,615

14

 

 

 

 

$81,772

$83,458

$85,144

15

 

 

 

 

 

 

$87,673

APPENDIX A-3

.5% First Day

FY14

Step Movement

Day 91 – FY14

Effective September 1, 2013, the base figure shall be $42,362 The value of each step on the schedule is determined by multiplying the ratio indicated by $42,362

Step 1 has been eliminated (all columns), and the Bachelor's minimum shall be Step 2 ($44,903.00)

 

 

 

 

 

 

CAGS

DR

Step

B

B+15

M

M+15

M+30

M+45

M+60

1

$42,362

$43,633

$44,942

$46,290

$47,679

$49,109

$50,582

2

$44,903

$46,598

$48,292

$49,987

$51,681

$53,376

$55,070

3

$47,445

$49,140

$50,834

$52,529

$54,223

$55,918

$57,612

4

$49,987

$51,681

$53,376

$55,070

$56,765

$58,459

$60,154

5

$52,529

$54,223

$55,918

$57,612

$59,306

$61,001

$62,695

6

$55,070

$56,765

$58,459

$60,154

$61,848

$63,543

$65,237

7

$57,612

$59,306

$61,001

$62,695

$64,390

$66,084

$67,779

8

$60,154

$61,848

$63,543

$65,237

$66,932

$68,626

$70,321

9

$62,695

$64,390

$66,084

$67,779

$69,473

$71,168

$72,862

10

$65,237

$66,932

$68,626

$70,321

$72,015

$73,709

$75,404

11

$67,779

$69,473

$71,168

$72,862

$74,557

$76,251

$77,946

12

$70,321

$72,015

$73,709

$75,404

$77,098

$78,793

$80,487

13

 

 

$76,251

$77,946

$79,640

$81,335

$83,029

14

 

 

 

 

$82,182

$83,876

$85,571

15

 

 

 

 

 

 

$88,112

1.5% Last Day FY14

Effective June 30,2014, the base figure shall be $42,997 The value of each step on the schedule is determined by multiplying the ratio indicated by $42,997

Step 1 has been eliminated (all columns), and the Bachelor's minimum shall be Step 2 ($45,577.00)

 

 

 

 

 

 

CAGS

DR

Step

B

B+15

M

M+15

M+30

M+45

M+60

1

$42,997

$44,287

$45,616

$46,984

$48,394

$49,846

$51,341

2

$45,577

$47,297

$49,017

$50,737

$52,457

$54,177

$55,897

3

$48,157

$49,877

$51,597

$53,317

$55,037

$56,757

$58,477

4

$50,737

$52,457

$54,177

$55,897

$57,617

$59,336

$61,056

5

$53,317

$55,037

$56,757

$58,477

$60,196

$61,916

$63,636

6

$55,897

$57,617

$59,336

$61,056

$62,776

$64,496

$66,216

7

$58,477

$60,196

$61,916

$63,636

$65,356

$67,076

$68,796

8

$61,056

$62,776

$64,496

$66,216

$67,936

$69,656

$71,376

9

$63,636

$65,356

$67,076

$68,796

$70,516

$72,236

$73,956

10

$66,216

$67,936

$69,656

$71,376

$73,096

$74,816

$76,535

11

$68,796

$70,516

$72,236

$73,956

$75,675

$77,395

$79,115

12

$71,376

$73,096

$74,816

$76,535

$78,255

$79,975

$81,695

13

 

 

$77,395

$79,115

$80,835

$82,555

$84,275

14

 

 

 

 

$83,415

$85,135

$86,855

15

 

 

 

 

 

 

$89,435

4.             a.        Effective September 1, 1990 employees will be placed on the CAGS/M+45 Column if:

i.              They have a CAGS or earned Doctorate, or

ii.             They have completed 15 hours of course-work approved by the Superintendent beyond the M+30, 3 of which are to be completed after September 1, 1989. (NOTE: Effective September 1, 1989 courses completed by teachers and where tuition has been paid for or reimbursed by the Committee will not count toward movement on the salary schedule.)

b.        Effective September 1, 1991 employees will be placed on the DR/M+60 column if:

i.              They have an earned Doctorate, or

ii.             They have completed 15 hours of course-work approved by the Superintendent beyond the M+45, 6 of which are to be completed after September 1, 1989. (NOTE: Effective September 1, 1989 courses completed by teachers and where tuition has been paid for or reimbursed by the Committee will not count toward movement on the salary schedule.)

5.                   Assistants to the Principals shall be paid an annual stipend of $5088 for 2011-2012, $5165 for 2012-2013 and $5216 for 2013-2014, which shall then be added to the salary value for the step and degree held by the individual concerned.

6.                   Guidance counselors, school psychologists, and teachers assigned to the alternative school shall be paid an annual stipend of $5088 for 2011-2012, $5165 for 2012-2013 and $5216 for 2013-2014. The above positions receive such stipend compensation because, inherent in such positions, the employees work an additional week before school opens, an additional week after school closes, and additional time beyond the regular teacher workday during the school year. Only guidance counselors, school psychologists, and teachers assigned to the alternative school shall receive such compensation.

7.                   All bargaining unit members, except those noted immediately above, shall be paid their annual base salary solely according to the salary schedule (Appendix A). In an emergency situation, an administrator may request a unit member (e.g. - teacher, social worker) to come to work on a day outside the contractually defined teacher work year. A unit member able to so serve shall be paid at her/his per diem rate.

8.        Hourly/class period rates are as follows:

 

 

 

 

2011-12

2012-13

2013-14

a. Assigned an additional class (5-D-2-f)

55.27

57.49

58.93

(payment per class period)

 

 

 

b. Subbing for absent teacher (5-F)

36.85

38.33

39.29

(payment per class period)

 

 

 

c. Attending Core Evaluation Meeting (5-K)

36.85

38.33

39.29

d. Any science teacher teaching in excess

43.76

45.53

46.66

30 periods in a six day cycle (5-M)

 

 

 

(payment per class period)

 

 

 

e. Middle or high school class size maximum

43.76

45.53

46.66

exceeded by 1-3 students (6-E)

 

 

 

f. Professional Development (hourly rate)

33.81

35.17

36.05

 

Effective July 1, 2011 longevity shall be as follows:

 

After 15 years of service in Danvers

$250.00

After 20 through 25 years of service in Danvers

$850.00

After 25 through 30 years of service in Danvers

$1,350.00

After 30+ years of service in Danvers

$2,750.00

Effective July 1, 2012 longevity shall be as follows:

 

After 15 years of service in Danvers

$250.00

After 20 through 25 years of service in Danvers

$950.00

 

 

After 30+ years of service in Danvers

$2,850.00

Effective July 1, 2013 longevity shall be as follows:

 

After 15 years of service in Danvers

$250.00

After 20 through 25 years of service in Danvers

$1050.00

After 25 through 30 years of service in Danvers

 

$1550.00

After 30+ years of service in Danvers

$2950.00

APPENDIX B –

CO-CURRICULAR ACTIVITIES

A.       Year Long Positions

1.                   Not later than the second Friday in April, the following list of activities will be posted in all schools. Applications will be received in writing for a two (2) week period. Positions to be filled will be filled and teachers notified not later than June 1. Such co-curricular positions are limited to qualified applicants from Unit A. In the event there is no qualified applicant from Unit A, the School Committee is not so limited in the filling of the position(s). The Unit A employee applicant's request for appointment shall not be unreasonably denied.

2.                   It is agreed that the Committee may create positions and/or eliminate listed positions for any school year and that the School Committee may fill or not fill any of the positions or any listed positions in any school year, whether or not a position was posted, the employee interviewed and/or the position was filled in a prior school year. In the event the Committee creates such a new position of a comparable nature, the Committee agrees to negotiate with the Association the stipend for such position. During such negotiations the Committee may appoint qualified applicant(s) from Unit A to the position. In the event there is no qualified applicant from Unit A, the School Committee is not so limited to Unit A in the filling of the position. The Unit A employee applicant's request for appointment shall not be unreasonably denied.

3.                   Subject to Paragraphs 1 and 2 above, the positions and the respective stipends shall be the following:

80119 CO-CURRICULAR

PROGRAM

Oct. 1, 2010 FY11 3%

First Day of FY12 (Sept. 2011) .5%

First Day of FY13 (Sept. 2012) 1.5%

Last Day of FY13 (June 2013) .5%

First Day of FY14 (Sept. 2013) .5%

Last Day of FY14 (June 2014) 1.5%

DISTRICT

 

 

 

 

 

 

TRAINING & POWER SCHOOL STIPEND

$0

$0

$0

$0

$0

$0

MENTOR COORDINATOR

$1,382

$1,389

$1,410

$1,417

$1,424

$1,445

MENTOR STIPENDS

$485

$487

$495

$497

$500

$507

ASSOCIATES (nurse)

$4,115

$4,136

$4,198

$4,219

$4,240

$4,303

PMCAS ALTERNATIVE PORTFOLIO

TBA

TBA

TBA

TBA

TBA

TBA

AFTER SCHOOL CLUBS

$333

$335

$340

$341

$343

$348

PROFESSIONAL DEVELOPMENT INSTRUCTOR

TBA

TBA

TBA

TBA

TBA

TBA

ELEMENTARY

 

 

 

 

 

 

STUDENT COUNCIL ADVISOR - ELEM.

$877

$881

$895

$899

$904

$917

TEAM LEADER

TBA

TBA

TBA

TBA

TBA

TBA

ALL TOWN CHORUS DIRECTOR

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

ALL TOWN CHORUS ACCOMPANIST

$877

$881

$895

$899

$904

$917

COORDINATOR OF CHALLENGE ACTIVITIES

$2,187

$2,198

$2,231

$2,242

$2,253

$2,287

MIDDLE SCHOOL

 

 

 

 

 

 

M.S. COMMUNITY SERVICE ADVISOR

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

M.S. STORE ADVISOR

$1,867

$1,876

$1,904

$1,914

$1,924

$1,952

M.S. TEAM LEADERS

$2,187

$2,198

$2,231

$2,242

$2,253

$2,287

M.S. CLASS ADVISORS

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

M.S. STUDENT SENATE

$877

$881

$895

$899

$904

$917

M.S. SKI CLUB ADVISOR

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

M.S. SKI CLUB CHAPERONES (Per day)

$55

$55

$56

$56

$57

$58

M.S. STONE ENVIRONMENTAL PROGRAM (15 x

 

 

 

 

 

 

3Days)

$558

$561

$569

$572

$575

$584

M.S. WASHINGTON TRIP

$558

$561

$569

$572

$575

$584

M.S. NEWSPAPER ADVISOR

$1,867

$1,876

$1,904

$1,914

$1,924

$1,952

M.S. YEARBOOK ADVISOR

$1,867

$1,876

$1,904

$1,914

$1,924

$1,952

M.S. LITERACY MAGAZINE ADVISOR

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

M.S. MUSICAL DIRECTOR

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

M.S. MUSIC DIRECTOR

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

M.S. MUSICAL SET/'STAGE DIRECTOR

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

M.S. DRAMA DIRECTOR

$1,981

$1,991

$2,021

$2,031

$2,041

$2,072

M.S. CHOREOGRAPHER

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

M.S. PRODUCER

$596

$599

$608

$611

$614

$623

M.S. MATH TEAM ADVISOR

$1,867

$1,876

$1,904

$1,914

$1,924

$1,952

M.S. PEER ADVISOR

$1,205

$1,211

$1,229

$1,235

$1,242

$1,260

HIGH SCHOOL

 

 

 

 

 

 

FRESHMAN ORIENTATION COORDINATOR

TBA

TBA

TBA

TBA

TBA

TBA

H.S. AMNESTY INTERNATIONAL ADVISOR2

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

H.S. AUDIO VISUAL TAPING

$4,521

$4,544

$4,612

$4,635

$4,658

$4,728

H.S. DANCE TEAM

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

H.S. DETENTION SUPERVISOR

$4,323

$4,345

$4,410

$4,432

$4,454

$4,521

H.S. CLOSE UP

$1,035

$1,040

$1,056

$1,061

$1,066

$1,082

H.S. PEER EDUCATION ADVISOR

$3,732

$3,751

$3,807

$3,826

$3,845

$3,903

H.S. STUDENT COUNCIL ADVISOR

$2,240

$2,251

$2,285

$2,296

$2,308

$2,342

H.S. TEACHERS FOR TOMORROW

$2,120

$2,131

$2,163

$2,173

$2,184

$2,217

H.S. TEAM LEADERS (3)

$2,187

$2,198

$2,231

$2,242

$2,253

$2,287

H.S. FRESHMAN CLASS ADVISOR

$1,867

$1,876

$1,904

$1,914

$1,924

$1,952

H.S. SOPHOMORE CLASS ADVISOR

$2,148

$2,159

$2,191

$2,202

$2,213

$2,246

H.S. JUNIOR CLASS ADVISOR

$2,521

$2,534

$2,572

$2,584

$2,597

$2,636

H.S. SENIOR CLASS ADVISOR

$3,162

$3,177

$3,224

$3,240

$3,256

$3,304

H.S. DIVERSITY CLUB

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

H.S. ENVIRONMENTAL CLUB

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

H.S. DEBATE CLUB

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

H.S. CHESS CLUB

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

H.S. HONOR SOCIETY NATIONAL

$2,240

$2,251

$2,285

$2,296

$2,308

$2,342

H.S. HONOR SOCIETY WORLD LANGUAGE

$2,188

$2,199

$2,232

$2,243

$2,254

$2,288

H.S.TRI M MUSIC HONOR SOCIETY

$414

$416

$422

$424

$427

$433

H.S. NATIONAL ART HONOR SOCIETY

$414

$416

$422

$424

$427

$433

H.S. NEWSPAPER ADVISOR

$2,240

$2,251

$2,285

$2,296

$2,308

$2,342

H.S. YEARBOOK ADVISOR

$2,984

$2,999

$3,044

$3,059

$3,074

$3,121

H.S. YEARBOOK ADVISOR BUSINESS MANAGER

$1,867

$1,876

$1,904

$1,914

$1,924

$1,952

H.S. LITERACY MAGAZINE ADVISOR

$1,867

$1,876

$1,904

$1,914

$1,924

$1,952

H.S. JAZZ ENSEMBLE ADVISOR

$1,867

$1,876

$1,904

$1,914

$1,924

$1,952

H.S. MARCHING BAND ADVISOR

$5,224

$5,250

$5,329

$5,356

$5,382

$5,463

H.S. COLOR GUARD

$1,183

$1,189

$1,207

$1,213

$1,219

$1,237

H.S. PERCUSSION ENSEMBLE

$1,183

$1,189

$1,207

$1,213

$1,219

$1,237

H.S. DRILL DESIGNER ADVISOR

$2,364

$2,376

$2,411

$2,424

$2,436

$2,472

H.S. MATH TEAM ADVISOR

$1,867

$1,876

$1,904

$1,914

$1,924

$1,952

H.S. SCIENCE TEAM ADVISOR

$1,867

$1,876

$1,904

$1,914

$1,924

$1,952

H.S. MUSICAL DRAMA DIRECTOR

$2,348

$2,360

$2,395

$2,407

$2,419

$2,455

H.S. MUSICAL MUSIC DIRECTOR

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

H.S. MUSICAL SET/STAGE DIRECTOR

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

H.S.FALL DRAMA DIRECTOR

$2,210

$2,221

$2,254

$2,266

$2,277

$2,311

H.S. DRAMA SET/STAGE DIRECTOR

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

H.S. DRAMA FEST DIRECTOR

$1,752

$1,761

$1,787

$1,796

$1,805

$1,832

H.S. CSL ADVISOR

$5,466

$5,493

$5,576

$5,604

$5,632

$5,716

H.S. SINGERS UNLIMITED

$1,867

$1,876

$1,904

$1,914

$1,924

$1,952

H.S. FRESHMAN BUDDY ADVISOR

$877

$881

$895

$899

$904

$917

H.S. TEACHER LEADER POSITIONS

$4,115

$4,136

$4,198

$4,219

$4,240

$4,303

B.        Seasonal Positions

1.                   Seasonal positions to be filled at the elementary, middle and senior high schools will be posted for the appropriate season for a two (2) week period in all schools. Applications will be received in writing during such two (2) week period. Such seasonal positions are limited to qualified applicants from Unit A. In the event there is no qualified applicant from Unit A, the Committee is not so limited in the filling of the position(s). A Unit A applicant's request for appointment shall not be unreasonably denied.

2.                   It is agreed that the Committee may create positions and/or eliminate listed positions for any season in any school year and that the Committee may fill or not fill any of the positions or any listed positions for any season in any school year, whether or not a position was posted, the employee interviewed and/or the position was filled in a prior school year.

3.                   Subject to Paragraphs 1 and 2 above, the stipends (with the Step determined by length of service in any particular position) shall be:

2011-12                 2012-13                 2013-14

Step 1                     $1207                    $1225                    $1237

Step 3                     $1441                    $1463                    $1478

C.            Team Leader provisions:

1.                   If there is an insufficient number of applicants for a Team Leader position, the administration and/or Committee will not assign a member of the bargaining unit to the position. Such agreement does not create a binding precedent as to whether the School Committee may assign unit personnel. Each party reserves its position on such matters.

2.                   If two or more members of a team wish to share the position of Team Leader, they may submit their request in writing to the School Principal. The Superintendent shall determine whether to fill a position and/or whether to fill it on a shared basis as requested. In such event, the stipend will be shared equally by those sharing the position.

3.                   If a Team Leader decides he/she no longer can carry out the responsibilities of the position, he/she may resign as Team Leader with two week’s advance written notice to the Principal, in which event the person resigning as Team Leader will receive a pro rata share of the stipend, with the balance available for the person(s) filing the position for the remainder of the school year.

D.            The parties agree to include negotiations regarding coaches in the negotiations for a successor Agreement. Said negotiations shall begin no later than November 1, 2008 and shall exclude the following head coaches: Football, Basketball, Hockey, Baseball and Track.

DANVERS PUBLIC SCHOOLS

80117 INTERSCHOLASTIC COACHES

 

Oct. 1,

First Day of

First Day of

Last Day of

First Day of

Last Day of

 

2010 FY11

FY12  (Sept.

FY13  (Sept.

FY13  (June

FY14  (Sept.

FY14  (June

PROGRAM

3%

2011) .5%

2012) 1.5%

2013) .5%

2013) .5%

2014) 1.5%

 

 

 

 

 

 

 

BASEBALL FRESHMEN

1,878

1,887

1,916

1,925

1,935

1,964

BASEBALL JUNIOR VARSITY

2,227

2,238

2,272

2,283

2,294

2,329

BASEBALL VARSITY

4,804

4,828

4,900

4,925

4,950

5,024

 

 

 

 

 

 

 

BASKETBALL FRESHMAN GIRLS

1,878

1,887

1,916

1,925

1,935

1,964

BASKETBALL JUNIOR VARSITY GIRLS

2,494

2,506

2,544

2,557

2,570

2,608

BASKETBALL VARSITY GIRLS HEAD

4,972

4,997

5,072

5,097

5,123

5,199

BASKETBALL FRESHMAN BOYS

1,878

1,887

1,916

1,925

1,935

1,964

BASKETBALL JUNIOR VARSITY BOYS

2,494

2,506

2,544

2,557

2,570

2,608

BASKETBALL VARSITY BOYS HEAD

4,972

4,997

5,072

5,097

5,123

5,199

 

 

 

 

 

 

 

CHEERLEADER ADVISOR -BASKETBALL

1,446

1,453

1,475

1,482

1,490

1,512

CHEERLEADER ADVISOR-FALL

1,826

1,835

1,863

1,872

1,881

1,910

CHEERLEADER ADVISOR-ICE HOCKEY

1,403

1,410

1,431

1,438

1,446

1,467

CROSS COUNTRY

3,250

3,266

3,315

3,332

3,348

3,399

FIELD HOCKEY FRESHMAN

1,743

1,752

1,778

1,787

1,796

1,823

FIELD HOCKEY JUNIOR VARSITY

2,001

2,011

2,041

2,051

2,062

2,093

FIELD HOCKEY HEAD

4,413

4,435

4,502

4,524

4,547

4,615

FOOTBALL HEAD

8,719

8,763

8,894

8,939

8,983

9,118

FOOTBALL ASSISTANT

3,929

3,949

4,008

4,028

4,048

4,109

FOOTBALL ASSISTANT

3,684

3,702

3,758

3,777

3,796

3,853

FOOTBALL ASSISTANT

3,193

3,209

3,257

3,273

3,290

3,339

ASSOCIATE HEAD

2,118

2,129

2,161

2,171

2,182

2,215

FOOTBALL JUNIOR VARSITY

3,193

3,209

3,257

3,273

3,290

3,339

FOOTBALL FRESHMAN HEAD

2,279

2,290

2,325

2,336

2,348

2,383

FOOTBALL FRESHMAN ASSISTANT

2,012

2,022

2,052

2,063

2,073

2,104

 

 

 

 

 

 

 

GOLF COED

2,591

2,604

2,643

2,656

2,670

2,710

GOLF SUB VARSITY

1,140

1,146

1,163

1,169

1,175

1,192

GYMNASTICS

3,274

3,290

3,340

3,356

3,373

3,424

 

 

 

 

 

 

 

ICE HOCKEY HEAD

5,217

5,243

5,322

5,348

5,375

5,456

ICE HOCKEY ASSISTANT

2,494

2,506

2,544

2,557

2,570

2,608

ICE HOCKEY SUB VARSITY

1,878

1,887

1,916

1,925

1,935

1,964

 

 

 

 

 

 

 

LACROSSE - BOYS'-HEAD

3,684

3,702

3,758

3,777

3,796

3,853

FRESHMAN BOYS' LACROSSE

1,878

1,887

1,916

1,925

1,935

1,964

LACROSSE - BOYS' JV

2,227

2,238

2,272

2,283

2,294

2,329

LACROSSE - GIRLS'- HEAD

3,684

3,702

3,758

3,777

3,796

3,853

FRESHMAN GIRLS' LACROSSE

1,878

1,887

1,916

1,925

1,935

1,964

LACROSSE - GIRLS' JV

2,227

2,238

2,272

2,283

2,294

2,329

 

 

 

 

 

 

 

SOCCER FRESHMAN, BOYS

1,743

1,752

1,778

1,787

1,796

1,823

SOCCER FRESHMAN, GIRLS

1,743

1,752

1,778

1,787

1,796

1,823

SOCCER JUNIOR VARSITY BOYS

2,001

2,011

2,041

2,051

2,062

2,093

SOCCER JUNIOR VARSITY GIRLS

2,001

2,011

2,041

2,051

2,062

2,093

SOCCER VARSITY BOYS

4,413

4,435

4,502

4,524

4,547

4,615

SOCCER VARSITY GIRLS

4,413

4,435

4,502

4,524

4,547

4,615

SOFTBALL FRESHMEN

1,878

1,887

1,916

1,925

1,935

1,964

SOFTBALL JUNIOR VARSITY

2,227

2,238

2,272

2,283

2,294

2,329

SOFTBALL VARSITY HEAD

4,804

4,828

4,900

4,925

4,950

5,024

SWIMMING COED

3,875

3,894

3,953

3,973

3,992

4,052

SWIMMING SUB VARSITY

1,710

1,719

1,744

1,753

1,762

1,788

TENNIS BOYS

2,861

2,875

2,918

2,933

2,948

2,992

TENNIS GIRLS

2,861

2,875

2,918

2,933

2,948

2,992

TRACK BOYS WINTER

3,765

3,784

3,841

3,860

3,879

3,937

TRACK GIRLS WINTER

3,765

3,784

3,841

3,860

3,879

3,937

TRACK BOYS WINTER -SUB VARSITY

1,597

1,605

1,629

1,637

1,645

1,670

TRACK GIRLS WINTER -SUB VARSITY

1,597

1,605

1,629

1,637

1,645

1,670

TRACK SPRING MIDDLE SCHOOL

1,609

1,617

1,641

1,650

1,658

1,683

TRACK SPRING HEAD GIRLS

4,033

4,053

4,114

4,135

4,155

4,218

TRACK SPRING HEAD BOYS

4,033

4,053

4,114

4,135

4,155

4,218

TRACK SPRING ASSISTANT

1,210

1,216

1,234

1,240

1,247

1,265

 

 

 

 

 

 

 

MS FIELD HOCKEY COACH

1,597

1,605

1,629

1,637

1,645

1,670

MS CROSS COUNTRY COACH

1,597

1,605

1,629

1,637

1,645

1,670

EQUIPMENT MANAGER

4,513

4,536

4,604

4,627

4,650

4,719

APPENDIX C

District Sponsored Continuing Education

A.            Courses should be those that will help teachers develop knowledge, skills and abilities in:

1.                   The four exit outcomes: essential knowledge, self-esteem, personal/social management and critical and creative thinking.

2.                   The Instructional Process

3.                   Developmentally Appropriate Instruction

4.                   Teaming Strategies

5.                   Control Theory

6.                   Revision of Course Outcomes

7.                   Whole Language

8.                   Interdisciplinary Instruction

9.                   Cooperative Learning

10.                Alternative Assessments

11.                REI (Mainstreaming)

12.                The Change Process

13.                Shared Decision Making

14.                Content/Standards Based Instruction

15.                Collegial Seminars (described in G below)

16.                Other(s) suggested by DTA with approval by the Administration

B.            Each credit is defined as 15 hours acquired by 12 hours of class time and 3 hours for an appropriate project.

C.            Based on planning with the Association, the administration shall provide instruction on campus at a cost of $150 per three credit course, $100 per two-credit course and $50 per one-credit course for each participating member of the bargaining unit, with no need for bundling. The figures above include the cost of materials for the course, but they do not include the cost of textbooks, if any.

D.            Courses required to maintain certification under the Educational Reform Bill will be recognized at every step.

E.            Independent study projects approved by the Superintendent or designee may be pursued in lieu of courses provided. Sample Projects:

-       portfolio assessment

-       other alternative assessments

-       integrated/interdisciplinary curriculum

-       teacher generated innovations

F.             Content specific courses taken outside the system for the purpose of certification and/or curriculum needs with prior approval by the Superintendent or designee shall be counted for Appendix C credit.

a.        Courses audited outside the system will be accepted with appropriate project presented and prior approval by the Superintendent or her/his designee.

G.            Each teacher on the M+60 column who participates in the Appendix C program shall be paid additional compensation as set forth below. Projects are to be turned in and receipt-dated at the Assistant Superintendent’s office for approval; the teacher shall be notified within 30 days of action taken. The additional compensation shall be implemented as set forth in Section D of Article 4.

Step 1 - .02 of the Bachelor’s Minimum for the first nine (9) credits received beyond M+60;

Step 2 - An additional .02 of the Bachelor’s Minimum for the second nine (9) credits received beyond M+60;

Step 3 - An additional $617 on Sept. 1, $629 on the 91st day, $635 on the last day of FY09 (for 2008-2009). $647 on Sept. 1, $653 on the 91st day (for 2009-2010) and $672 on Oct. 1st (for 2010-2011) per school year commencing thirteen (13) months after submission of the documentation referenced above;

Step 4 - An additional .02 of the Bachelor’s Minimum for the third nine (9) credits received beyond M+60. This .02 can be achieved in one of the following ways:

a.         nine (9) credits of Appendix C course work;

b.         six (6) credits of Appendix C course work plus one Collegial Seminar as set forth in H3; or

c.         two Collegial Seminars as set forth in H3.

H.       COLLEGIAL SEMINARS

1.                   Collegial Seminars are for the purpose of enhancing the professional expertise of unit members, including but not limited to current educational developments and issues related to the district’s Strategic Plan such as raising standards, assessing student work, etc.

2.                   Each seminar shall consist of 45 hours scheduled during non-school hours and shall be worth three credits. These credits may be applied to one’s credits to move across the salary schedule.

3.                   A teacher with 18 credits beyond M+60 and who participates in this program shall be paid additional compensation equal to .01 of the Bachelor’s Minimum upon successful completion of each 45-hour seminar up to a maximum of .02 of the Bachelor’s Minimum for successful completion of two such seminars. (See Step 4 in Section G.)

4.                   Unit members with a Bachelor’s degree and who are not in a Master’s program but who were certified prior to January 1, 1969 shall be eligible for additional compensation in the same manner as set forth in paragraph 3 above upon successful completion of each seminar.

ATTACHMENT 1

SIDE LETTER PROVISION AGREEMENT

Study Committees

Side Letter 1

As a part of the negotiation for a successor collective bargaining Agreement effective July 1, 2008 to June 30, 2011, the Danvers School Committee (Committee) and the Danvers Teachers Association (Association) hereby agree to establish (3) study committees as follows:

A.            SPED Study Committee

This will be set up with members designated by both sides to discuss the issues listed below. The following calendar dates will apply:

9/08 to convene the committee

1/09 first report due (items with budget implications will be dealt with first)

4/09 final report due for both parties.

1.        Main issues elementary/system wide – Students that are identified to be in need of services and the length at which it takes to service them.

a.             Review process of the SST process: Documentation and its implementation.

b.             Professional development for teachers/aides/principals

c.             Assignment of aides based upon the level of support needed for the EDBD program, the Learning Center, inclusion program, children in transition, and the regular Ed. Classes.

d.             Placement of students-in-transition

e.             MCAS – issues revolving around accommodations and use of SPED staff during testing.

B.            Adult Mentoring Study Committee

Based on the 2006 NEASC Report, the DTA and the Administration agree to set up a Study Committee with members designated by both sides. The purpose of the committee is to study how the NEASC language pertains to Danvers High School. The following calendar dates will apply:

9/08 to convene the committee

1/09 first report due

4/09 final report due for both parties.

C.            Co-Curricular Study Committee

This committee will be set up with members designated by both sides to discuss the issues listed below. The following calendar dates will apply:

10/08 to convene the committee

1/09 first report due (items with budget implications will be dealt with first)

4/09 final report due for both parties.

1.        Issues for the Committee

a.             The evaluation of the history of co-curricular and the positions

b.             Parity for positions across the system

c.             How to create new elementary positions

d.             How to move elementary positions to parity with secondary positions.

The following position shall be added to the co-curricular list:

1.                   High school; two positions shall be added to the co-curricular list: 1) Freshman Transition -$2,000; 2) SHIFT - $1,000 – year 1, $1,300 – year 2, $1,600 plus – year 3.

2.                   Middle School; One position added, French Club - $1,000 – year 1, $1,300 – year 2, $1,600 plus – year 3.

3.                   Elementary Level: one position to be determined by the Principal and Faculty at each Elementary School, shall be added at each Elementary School. The salary shall be equal to the Student Council position - $802. The issue of parity with the Middle and High School Elementary positions shall be dealt with in the Study Committee (see above). It is agreed that priority shall be given to the salaries and establishment of additional elementary positions for the duration of this contract.

D.       Responsibilities for Faculty and Tutors:

The parties agree to discuss the issues pertaining to students who are not in school for an extended period of time. The aim is to clarify the responsibilities/duties for both teachers and tutors.

Side Letter 2

As a part of the negotiation for a successor collective bargaining Agreement effective July 1, 2005 to June 30, 2008, the Danvers School Committee (Committee) and the Danvers Teachers Association (Association) hereby agree to establish (3) study committees as follows:

A.       SPED COMMITTEE

Goal: to review and make recommendations to the parties for their consideration re: district wide SPED policies, including the issues of stipends for alternative assessments.

Outcome: The committee agrees to the following:

1.                   Mission Statement – the mission of the Department of Special Education is to create a positive learning environment that embraces students, parents, educators and the community. This partnership shall advocate for the necessary resources so that each student maximizes their academic, social and emotional potential, contributes meaningfully to society and is a lifelong learner.

2.                   IEP Program – EZ IEP was implemented as our new software program with ongoing support and training.

3.                   Staffing – add .5 social worker at Riverside, add .5 SPED teacher at HI, add .5 preschool teacher at Riverside, add .3 speech/language at TH, add .5 basic skills at TH.

4.                   The referral process – A draft of the district wide SST process was reviewed for implementation in the 2006-2007 academic year.

5.                   MCAS Support – Substitutes were hired during MCAS testing for the 2005-06 school year to assist in proctoring and other duties as defined by the principals and lead SPED educators. This process will continue in future years.

6.                   When a SPED teacher is absent from their teaching duties/responsibilities, a substitute will be provided when appropriate.

7.                   MCAS Alternative Assessments:

a.             $200 stipend per subject portfolio per student, ex-One teacher has one student who has two subject portfolios (math and language arts) stipend equals $400; one teacher has 2 students who have one subject portfolio each (language arts) stipend equals $400. The $200 stipend is retroactive for the social year 2005/2006.

b.             Adequate release time for preparation of portfolios shall be provided. An example of one full day per month from October to April shall be used as a guideline.

c.             Adequate release time for the submission of the test to the Department of Education two weeks prior to the submission deadline shall be provided.

d.             Adherence to the state guidelines in the assignment of the number of portfolios per teacher per year, that number is 5 or less. In a case where it cannot be avoided and more than 5 portfolios are assigned to a single teacher, the administration shall meet with the teacher and their DTA representative to discuss the parameters pertinent to the year.

e.        Easy access to the proper computers, equipment, and technology used for the creation of the portfolios shall be provided. Teachers shall participate in training programs when possible.

8.        This committee will continue discussions in the school year 2006-2007

B.            GUIDANCE COMMITTEE

Goal: To review and make recommendations to the parties for their consideration including job description revisions, case load and compensation.

1.                   A new job description is attached and dated 5-06, and included in it are the items of how to address 504’s, MCAS Testing and MCAS Success Plans. Further discussion regarding documentation for students who have failed the MCAS test including the MCAS success plan shall take place.

2.                   The Guidance Counselor and School Psychologist stipends will be raised to $4,634.00 by the 2007-2008 academic year.

This will happen by increasing the Guidance and Psychologist stipends as follows:

a.             2005-2006 by $250.00 - $3,263.

b.             2006-2007 by 30% ($411) of the difference given on the first day in September. September 1, 2006 = $3,674

c.             2007-2008 by remaining 70% ($960) of the difference given on the first day in September. September 1, 2007 = $4,634 (CHANGE YEARS AND AMOUNTS)

C.            PROFESSIONAL DEVELOPMENT 1.        Professional Development Instructors:

a.             Compensation for such work shall be calculated at $50 per hour for 3 hours of preparation for each hour of teaching.

b.             The stipend will be $1,800 for a one-credit course.

c.             Opportunities for credit instead of or in combination with payment will be accommodated.

d.             This agreement shall be applied retroactively for the school year 2005-2006 starting with the three optional professional development days in August. (DELETE?)

Side Letter 3

As a part of the negotiation for a successor collective bargaining Agreement effective July 1, 2011 to June 30, 2014, the Danvers School Committee (Committee) and the Danvers Teachers Association (Association) hereby agree to establish (3) (2) study committees as follows:

A. SPED STUDY COMMITTEE

This will be set up with members designated by both sides to discuss the issues listed below.

1. Main issues elementary/system wide – Students that are identified to be in need of services and the length at which it takes to service them. Review process of the SST process: Documentation and its implementation Professional development for teachers / aides / principals

Assignment of aides based upon the level of support needed for the EDBD program, the Learning Center, inclusion program, children in transition, and the regular Ed classes. Placement of students-in-transition MCAS – issues revolving around accommodations and use of Sped staff during testing.

. B.      CO-CURRICULAR/STIPEND STUDY COMMITTEE

This committee will be set up with members designated by both sides to discuss the issues listed

below. .

1. Issues for the Committee:

a. The evaluation of the history of co-curricular and the positions b. Parity for positions across the system

c.    How to create new elementary positions

d.    How to move elementary positions to parity with secondary positions.

2.        Elementary Level; one position to be determined by the Principal and Faculty at each

Elementary School, shall be added at each Elementary School. The salary shall be equal to the Student Council position - $ 802. The issue of parity with the Middle and High School for Elementary positions shall be dealt with in the Study Committee (see above). It is agreed that priority shall be given to the salaries and establishment of additional elementary positions for the duration of this contract.

ATTACHMENT 2

SIDE LETTER PROVISION AGREEMENT

Elementary Class Size

As part of the negotiations for a successor Collective Bargaining Agreement, the parties agree to the following Side Letter Provision re Elementary Class Size:

The Committee will strive to equalize elementary class size and will actively encourage movement among schools to obtain this end.

Consistent with past practice and policy, the School Committee intends, where warranted, to solve any problem(s) of elementary school class size by the hiring of teacher(s), not the hiring of teacher aides. The School Committee reserves the right to hire teacher aides.

This Side Letter Provision is not part of the Collective Bargaining Agreement between the undersigned parties but is and remains for the period of July 1, 2001 to June 30, 2004 an enforceable contractual Agreement.

Signed the 11th day of May, 2001.

(Signed copies on file with the Association and the School Committee)

ATTACHMENT 3

SIDE LETTER PROVISION AGREEMENT Time Frame for Four Bus Runs

The Danvers School Committee (Committee) and the Danvers Teachers Association (Association) hereby agree to the following with respect to busing when there are four (4) bus runs.

1.        Start and dismissal times for students and teachers:

 

Students

Teachers

High School

7:25 - 1:43

7:15 - 2:25

Middle School

7:35 - 1:55

7:15 - 2:25

Elementary 1

8:15 - 2:15

7:55 - 3:05

Elementary 2

8:40 - 2:40

7:55 - 3:05

The elementary 1 and 2 bus runs shall be rotated in a fair and equitable manner.

2.                   For teachers starting at 7:15, an arrival window from 7:15 to 7:20 shall be allowed. Teachers who have a before-school duty, however, are to arrive by 7:15.

3.                   Elementary teachers assigned to a school on the second elementary bus run shall not be responsible for after-school bus duties.

4.                   Elementary system-wide curriculum meetings shall be held at a school on the Elementary 2 bus run.

5.                   Duties assigned to elementary teachers shall be based on need and shall be equitable throughout the system.

This language shall remain in effect when there are four (4) bus runs. In the event there are three or fewer bus runs, the times set forth in this Side Letter Agreement shall not apply, and the time frames set forth in Sections A1 and A2 of Article 5 of the parties’ collective bargaining Agreement shall apply.

7.        The Committee reserves the right to re-open this Side Letter for purposes of renegotiating the provisions of this Side Letter for the 2002-03 school year.

This Side Letter Provision is not part of the collective bargaining Agreement between the undersigned parties but is and remains for the period July 1, 2001 to June 30, 2004 an enforceable contractual Agreement.

Signed this 11th day of May, 2001.

(Signed copies on file with the Association and the School Committee)

SETTLEMENT AGREEMENT #1

The Danvers Teachers’ Association (Association) and Superintendent of Schools (Superintendent) hereby agree to settle the grievance concerning the posting of overload positions at the secondary level as follows:

1.             If administration becomes aware during the summer that an overload position will be available upon return to school in the fall, the following will occur:

Notification to each teacher will be included in the Superintendent’s letter that is mailed prior to our return to school.

The notification will also be posted in the office and in the teacher’s rooms.

There will be a verbal notification at the Superintendent’s meeting on opening day.

Applications for the overload positions will be accepted for the first three days.

The appointment to the overload position will be made by the Superintendent on the fourth day to enable the teacher to start with that class the Monday after Labor day.

2.                   If the overload position becomes available during the regular school year, a written notice will be placed in each teacher’s mailbox. In addition, the written notice will be posted in the principal’s office and in each teachers’ room.

3.                   Teachers within a department for which the overload occurs shall have preference for the position.

4.                   When overloads warrant it, the hiring of a new teacher(s) takes priority over the assignment of individual overloads. (For example, 2 math overloads combined with 3 science overloads constitutes a full-time teacher.)

5.                   Refer to Article 5 of the agreement between the Danvers Teachers Association and the Danvers School Committee for further clarification.

Agreed to on this 2nd day of November, 1993

(Signed copies on file with the Association and the School Committee)

SETTLEMENT AGREEMENT #2

SCHOOL COUNCILS/GUIDELINES AND PROCEDURES

Purposes

As stated in state law, they are to:

1.        Adopt educational goals for the school that are consistent with local educational policies and statewide student performance standards.

2              Identify the educational needs of students attending the school.

3.                   Review the annual school building budget.

4.                   Formulate a school improvement plan.

Number

1.        Eight School Councils

Composition and Term

A.            Elementary:

1 principal; 2 teachers; 3 parents; 1 other

B.            Middle:

1 principal; 3 teachers; 4 parents; 1 other

C.            High

1 principal; 3 teachers; 4 parents; 3 other; 2 students

D.            Alternative High

1 lead teacher; 1 teacher; 2 parents; 1 other; 1 student

Parents and teachers will have rotating terms. Some will have a one-year term; others a two-year term. After the first year, each will have a two-year term.

Election

Each Parent Advisory Council will have open nominations/elections. If there are more volunteers than open position for teachers, the building representative will conduct an election.

Number and Content of Meetings

Councils will meet 5 to 7 times during the school year in the following months: October, November, January, February, March, April and May. The first meeting may be a joint one of all councils. The purpose of this meeting will be to share general information about council and to conduct a training session on school councils. Meetings will take place at times deemed convenient by the School Council members.

SETTLEMENT AGREEMENT #3

MEMORANDUM OF AGREEMENT

It is agreed that the following requirements must be completed before a Unit A member can qualify for benefits under Appendix C, Sec. H, Collegial Seminars.

Groups may be formed in each school for the purpose of discussing issues, goals, needs, and concerns pertinent to the individual school and the system as a whole.

These groups must be approved by the building Principal.

The hours can be accumulated from the beginning of the contract (July 1, 1998).

Each group must complete the following items in order that teachers may receive contractual benefits for their work within the confines of a Collegial Seminar.

A Study Group form must be filled out and signed by the Principal. Principals will share the proposal with the Directors.

Attendance must be kept. This is an attendance based credit opportunity beyond contractual meeting requirements.

Minutes must be kept and submitted on a periodic basis to the Principal.

Materials used or created, if any, must be passed in.

Broad based questions pertaining to appropriate issues may be used to focus but not limit the discussions.

Seminars will be counted in blocks of no less than 15 hours. A seminar block may continue from one year to the next with the written approval of the Assistant Superintendent. A teacher must complete a 15­hour block of time in a seminar for those hours to count towards Collegial Seminar Credit.

A requirement of the building seminar will be one K-12 system-wide one hour meeting per semester for the purpose of sharing what outcomes have been reached.

Additional hours may be logged by individuals who plan and facilitate said seminars, hour for hour. Also, if peer observations are part of the seminars practice, time used for individual sharing beyond the regular seminar meetings may be included. Additional situations such as training session may be included with the approval of the Principal or other appropriate administrators.

When an individual has accumulated 45 hours of seminar time, the Principal must sign off on the individual’s time sheet. The teacher may then record this time for three credits under Appendix C or, for teachers who are at the top of the pay scale are offered an additional .01 of the Bachelor’s Minimum to a maximum of .02 of the Bachelor’s Minimum for successful completion of two such seminars. The progress of the group will be monitored on a yearly basis. The Principal will be responsible for submitting documentation to the Assistant Superintendent.

IN WITNESS WHEREOF, THE UNDERSIGNED have executed this Memorandum of Agreement.

______________________________________       ________________________________________

DANVERS TEACHERS UNION                                                      SUPERINTENDENT OF SCHOOLS

AND DATE                                                                                           AND DATE

SETTLEMENT AGREEMENT #4

JOB-SHARING AGREEMENT

The following is a framework agreed to by both the Danvers Teachers Association and the Danvers School Committee. The purpose of this agreement is to allow those represented by the DTA who would otherwise be requesting an unpaid leave of absence, to request and, if possible, participate in a job-sharing arrangement. This job-share arrangement is not to exceed the time limit for an ordinary leave, and it is not to be considered a forerunner for permanent part-time employment.

It is agreed by both parties that this issue will continue to be tried and discussed as the need arises on a case by case basis.

The framework is as follows:

A job-share may occur between two current employees as long as the logistics can be worked out.

A job-share may occur between a current employee and a new hire to round out the job as a whole.

A job-share will award the employees benefits (i.e., 15 sick days leave, health insurance, 3 personal days) equal to that of one job. They will be split equally between the participants of the job-share.

A job-share will be split equally between two employees or as closely as possible to that scenario. Possible solutions may be: 3/2 days one half year, 2/3 days the second half year; 2 ½ days all year; morning/afternoon split; others splits may be considered.

This agreement will be in place for as long as one of the participants is eligible for a leave. (2002) Agreed to 1998

SETTLEMENT AGREEMENT #5

MEMORANDUM OF AGREEMENT

The Danvers Teachers Association and the Superintendent of Schools hereby agree to the following terms for the implementation of a flex time schedule commencing in the 2003/04 school year:

1.                   The flex time schedule is an extra instructional period for students only. The teacher day will consist of 7 hours and 25 minutes of continuous time. A continuous instructional day for teachers shall be observed; an exception will be made at the High School at the request of the teachers for the purpose of maintaining the rotating schedule. The overall window for Danvers teachers shall remain in force: 7:25 AM – 3:10 PM.

2.                   The student day shall consist of the instructional day and the additional 15 minutes for passing as described in the contract plus one class in the flex period up to 40 minutes in length. For elementary, the additional 15 minutes for the regular student day are added as follows: 5 minutes at the beginning of the day for opening exercises, 5 minutes added to the instructional day for passing purposes, and 5 minutes at the end of the day for dismissal.

3.                   Teachers shall not be responsible for the supervision of students who are in the building prior to or at the end of the regular student day as a result of flex time. Duties shall not be increased as a result of a flex schedule. Before and after school duties in all schools shall be assigned on an equitable and rotating basis. Duties across the District shall be as comparable as possible and shall be of a reasonable length.

4.                   Classrooms not used for a flex class shall be available to teachers not involved in flex time, and not used to house students not involved in a flex class. Classrooms shall be rotated for flex classes when possible.

5.                   Flex time class sizes shall be governed by the main contract.

6.                   Flex time classes shall not be considered a stipend position for teachers. They shall be filled by the shifting of a teacher’s regular schedule or by additional staff when that is not possible. Should a sixth class be used as a last resort, Article 5-Section D shall be observed.

7.                   Flex time credit classes are Unit A positions.

8.                   If a teacher is absent from a flex time class and a substitute has not been provided, it is the administration’s responsibility to secure the classroom coverage of a substitute. Should a teacher be asked to cover, they have the right of refusal or acceptance with pay as indicated in Article 5 – Section F. Should a large class, e.g., the band, be in need of a spot-substitute, the class shall be broken into regular sized classes. Substitute requests made under Article 5 shall be handled on a rotating basis.

9.                   Volunteers shall be sought for flex classes first whenever possible. An involuntary assignment of flex class shall be assigned to teachers on a rotating basis when possible.

10.                High School - Flex Time:

1.                   Flex time period will occur at the beginning of the regular day.

2.                   The schedule shall be worked out so that the rotating schedule shall be preserved.

3.                   A class taught in the flex period, 30 minutes in length, as presently scheduled, will run four days a week, all year long. The flex class shall equal a half-year course.

4.                   A teacher teaching a half-year course in the flex time period, will be scheduled to teach five regular classes one semester, and four regular classes the other semester.

5.                   Extra help given by teachers teaching a flex class could occur during the morning of the fifth day.

6.                   Should the extra AP class assigned to a teacher teaching the AP class be an additional class in that teacher’s schedule, that teacher shall be paid for that period. See Article 5, Section D.

11.          Middle School - Flex Time:

1.                   An eighth period will be added to the morning schedule, in order to implement flex time.

2.                   Teachers will teach period one through seven or periods two through eight. This could be done on an every other day basis.

3.                   Teachers teaching a flex class shall be exempt from bus duty on those days when their flex class occurs.

12.          Elementary – Flex Time:

1.        A flex period will be implemented in the morning.

2.                   Teachers will have a flex time schedule on the days they are assigned to teach a flex time class.

3.                   Elementary teachers teaching a flex class shall not be responsible for before or after school duties.

13.                It is understood that this agreement shall be reviewed during the spring of the year it is implemented in order to deal with the impact, if any, of the bus schedule, of the finalized schedule for all three levels, and of any other issue which changes the intent of this agreement.

14.                Flex time is to be considered on a pilot status, to be assessed and reworked if necessary by both parties during the 2003-04 school year. All other aspects of the contractual agreement between the DTA and the Danvers School Committee shall remain in effect.

15.                The attached schedules are the basis of this agreement for the 2003-04 school year. Should these schedules change, the new versions need to be discussed before the final implementation of flex time.

Signed on this date _____________________

SETTLEMENT AGREEMENT #6

If any member intends to retire during the life of this Agreement and gives written notice to the Superintendent of said intention to retire no later than August 1 of each year, they will receive the annual salary increase on their base salary on the first day of each of the remaining years. The written notice of intent to retire cannot be withdrawn or revoked except in extraordinary circumstances as determined by the Superintendent. If there are any monies owed, they will be repaid.

SETTLEMENT AGREEMENT #7

Memorandum of Agreement

Massachusetts Math and Science Initiative

Whereas, The Danvers Public Schools has received funds from a grant sponsored by the Massachusetts Math and Science Initiative known as the Advanced Placement Training and Award Program;

Whereas, said program involves funds for compensation of teachers in advanced placement courses based upon student scores in advanced placement tests;

Whereas, the Association contends that said compensation, if implemented, would violate the express terms of the collective bargaining agreement between the parties;

Now therefore, the parties, having negotiated over mandatory subjects of bargaining raised by said grant, hereby record their agreements, as follows:

      Subject to the considerations and agreements established below, the parties agree that the Advanced Placement Training and Award Program will go forward on a trial basis, beginning July 1, 2011. Said program will be reviewed on an annual basis. The Association reserves any and all rights it may have under statute and contract with respect to renewal of said grant on an annual basis.

      The Danvers Public Schools will establish and maintain a separate line item in each annual budget for the duration of the grant. Any AP qualifying score awards and all Threshold awards awarded to any Danvers Education Association member as well as any other award to any Danvers Education Association member by whatever title or name that is based on student advanced placement test scores will be deposited directly in said fund, to be used as defined below, for the maintenance and support of District Advanced Placement Programs in Math, Science, and English.

      Individual teachers of advanced placement courses in Math, Science and English who receive awards may withdraw the awarded amount from said account for the following agreed upon purposes:

       To pay for a college course or workshop for which a teacher is licensed, working toward licensure, or re-licensure, for themselves or for any member of their department

       To pay for a college course or workshop dealing with pedagogy for themselves or for any member of their department

       Classroom materials or supplies for themselves or for any member of their department

       Any form of printed information, whether electronic or hard copy, including but not limited to text books, reference books, journals or magazines, in a subject taught by themselves or by any member of their department

       Academically relevant student activities, including but not limited to field trips and academic competitions

       Guest speakers of lecturers

       Any personal expenses related to professional activities or responsibilities not otherwise reimbursed by the grant or by the District

       Time at the contract rate ($30 per hour unless otherwise adjusted through contract negotiations) for attending Massachusetts Math Science Initiative meetings, workshops or trainings scheduled outside the contractual work day /work year and not otherwise compensated by the grant

       Teacher enhancement& leadership

       The parties acknowledge that individual teachers of advanced placement courses may voluntarily agree to not utilize the “Teacher enhancement” option annually, over the duration of the grant.

       Reimbursement will be applied for following procedures established by the School Business Department, and the reason for reimbursement clearly indicated. Reasons for reimbursement and withdrawal of funds will be shared with the Association and MMSI within two weeks of any withdrawal of funds.

       The School District agrees that participation in Massachusetts Math Science Initiative programs is voluntary. No qualified individual who has been trained as an AP teacher will be denied the opportunity to teach an advanced placement course due to his/her non-participation in these programs. Every effort will be made to extend the opportunity to teach advanced placement programs to any interested qualified teacher.

       The School District further agrees that it will establish stipends for teachers of advanced placement courses not supported by the Massachusetts Math Science Initiative grant in amounts equal to that provided for by the grant (the current amount is $500 per teacher). In order to receive said stipend, the teachers must meet the same requirements associated with said stipend as contained in the Massachusetts Math Science Initiative grant.

This agreement shall be enforced through the grievance arbitration provisions of the collective bargaining agreement between the parties.

This agreement shall not be construed as setting any precedent in any negotiation or in the interpretation of any current or future agreement between the parties. It will become effective upon execution by the parties. This agreement may be terminated by either party by July 1 of each year of the grant, provided

that said termination will not interfere with the administration of the annual advanced placement examinations. Should the Association elect, in its sole discretion, to terminate this agreement, the parties agree that the Association may elect to file directly for arbitration under the terms of the collective bargaining agreement.

FOR THE DANVERS SCHOOL COMMITTEE       FOR THE DANVERS EDUCATION ASSOCIATION

______________________________________   __________________________________________

School Committee Chairperson                                       Association President

Dated: ______________________________             Dated: ______________________________

______________________________________

Superintendent of Schools

______________________________________

Dated:

SETTLEMENT AGREEMENT #8

The NEASC recommendation of the Advisor/Advisee program for the High School will be phased in beginning the second term of school, January 2012.