Easton

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DistrictEaston
Shared Contract District
Org Code880000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSoutheastern RVTSD
CountyBristol
ESE RegionSoutheast
Urban
Kind of Communityresidential suburbs
Number of Schools7
Enrollment3906
Percent Low Income Students7
Grade StartPK or K
Grade End12
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PREAMBLE

 

The Easton School Committee and the Easton Educators’ Association recognize that, in a democratic society, education must be a continuous evaluation and active promotion of all universal truths; that each child is entitled to an educational program designed to meet his/her specific educational needs;  that each child is entitled to instruction by Personnel professionally qualified and adequate in number in order that education of the highest quality may be the effective result; that more attention should be devoted to the constructive guidance of leisure time and in-school time activities of students; that commensurate with quality education is the need for good morale within the teaching staff; that both the Committee and the Association view the consideration of matters of mutual concern as a joint responsibility.  The Committee and the Association further recognize that class size can be an important factor in good education and the Committee will, subject to space availability and all other educational considerations, ensure that class size is conductive to an effective teaching-learning atmosphere.

 

ARTICLE I - RECOGNITION

 

The Committee recognizes the Association for the purpose of collective bargaining as the exclusive representative of units consisting of all professional employees of the Easton School System falling into any one of the following categories:

 

Unit A

All classroom teachers or teachers of remedial or special education including department heads, professional guidance personnel serving pupils directly in a counseling capacity, Oliver Ames High School librarian, and nurses.

 

ARTICLE II - NEGOTIATION PROCEDURE

 

A.        This Agreement is a complete Agreement between the parties.  No other agreements, understandings, or practices shall be controlling or construed in any way to add to, subtract from, or otherwise modify the provisions of this Agreement.

 

B.        The failure by the Committee or any of its agents or by the Association in one or more instances to observe or enforce any specific provision of this Agreement shall not be construed to be a waiver or modification of said provision.

 

C.        Not later than February 15, 2012, of the last year of this contract, the Committee agrees to enter into negotiations with the Association over a successor Agreement reached with the Committee and the Association will be reduced to writing, and will be signed by the Committee and the Association.

 

 

ARTICLE III - GRIEVANCE PROCEDURE

 

A.        DEFINITION

A grievance is hereby defined as a written complaint from an individual or group that there has been a violation or misinterpretation of a specific provision or provisions of this Agreement.  Any matter which is not covered by the provisions of this Agreement shall not be subject to a grievance.

 

B.        PURPOSE

The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to problems or disputes, which may arise from time to time.  Both parties agree that these proceedings should be kept as informal and confidential as may be appropriate at any level of this procedure.

 

A grievance which affects a group of teachers from more than one building may be submitted in writing by the Association, to the Superintendent directly, and the processing of such grievance shall be commenced at Level Two.

 

Nothing herein contained will be construed as limiting the right of any individual or group having a grievance to discuss the matter with any appropriate members of the administration; and the grievance may be adjusted without intervention of the Association, provided that the adjustment is not in conflict with the provisions of this Agreement, and that the Association has been given the opportunity to be present at such conference.

 

No reprisals of any kind shall be taken by any party of this contract against any party-in-interest, any witness, or any other participant in the grievance procedure for reason of such participation.

 

A grievance not initiated within the time specified below shall be deemed waived.  Failure to appeal a written decision on a grievance within the time limits specified below, unless an extension of time is mutually agreed upon, will mean the grievance shall be considered settled on the basis of the decision made, and shall not be eligible for further appeal.

 

C.        PROCEDURES

1.         LEVEL ONE

An individual or group with a grievance shall, with or without representation of the Association, file it with the appropriate Principal or immediate Supervisor within ten (10) school days (or when school is not in session, fifteen [15] working days, excluding Saturdays, Sundays, and holidays) from the day of the event upon which the grievance is based, or from the date when the individual or group had or should have had knowledge of the event.  Any meeting with reference to the above shall be held during non-teaching hours.

 

 

2.         LEVEL TWO

a.         In the event that the grievance shall not have been disposed of to the satisfaction of the aggrieved individual or group at Level One, or in the event that no decision has been reached within eight (8) school days (or when school is not in session ten [10] calendar days after filing the grievance at Level One), the grievance shall be referred, in writing, to the Superintendent of Schools within four (4) school days (or when school is not in session, five [5] calendar days) of the disposition under Level One.

 

b.         Within eight (8) school days (or when school is not in session ten [10] calendar days), after the receipt of the written grievance by the Superintendent or designee from the administration, the Superintendent or designee shall meet with the aggrieved individual or group and said President and/or members of the Association designated by him/her, in an effort to settle the grievance. 

 

3.         LEVEL THREE

In the event that the grievance shall not have been disposed of at Level Two, or in the event that no decision has been rendered within eight (8) school days (or when school is not in session ten [10] calendar days) after the Level Two meeting, the grievance shall be referred in writing to the School Committee.  At its next regular School Committee meeting or at a special meeting called for the purpose of considering the grievance, the School Committee shall meet with the Association in an effort to settle the grievance.  In the event that either the Association or the Committee elects to retain counsel to present its views at the Level Three meeting, the party so electing shall inform the other at least four (4) school days prior to the Level Three meeting.

 

4.         LEVEL FOUR

In the event that the grievance shall not have been settled to the mutual satisfaction of the Association and the Committee at Level Three, or in the event that no decision has been rendered within eight (8) school days (or when school is not in session ten [10] calendar days) after the Level Three meeting, either the Association or the Committee may elect to submit the grievance to arbitration by submitting written notice to the other party under the following procedures and conditions:

 

a.         The arbitrator is to be mutually selected by the Committee and the Association.  If the Committee and the Association cannot agree on arbitrator selection within twelve (12) school days or sixteen (16) calendar days after receipt of written intent to seek arbitration, either party may request the American Arbitration Association to provide a panel of arbitrators, said arbitrator then to be selected according to the rules of the American Arbitration Association.

 

b.         The fees of the American Arbitration Association and of the arbitrator and the expenses of any required hearings shall be shared equally by the Committee and the Association, but each party shall bear the expense of its own representatives, participants, witnesses, and for the preparation and representation of its case.

 

c.         The arbitrator's decision shall be in writing and shall set forth his/her findings of fact with reasons and conclusions.  The Arbitrator shall arrive at the decision solely upon the facts, evidence, and contentions presented by the parties through the arbitration proceedings.  The arbitrator shall have no power to add to, subtract from, or modify any of the provisions of this Agreement, and in reaching his/her decision shall interpret the Agreement in accordance with the commonly accepted meaning of words used herein and the principle that there are no restrictions intended on the rights or authority of the Committee other than those expressly set forth in this Agreement.  Subject to the foregoing, the decision of the arbitrator shall be submitted to the Committee and the Association and shall be final and binding upon the Committee, the Association, and the individual or group who initiated the grievance.

 

d.         Notwithstanding anything to the contrary, no dispute or controversy shall be the subject for arbitration unless it involves the interpretation or application of one or more specific provisions of this Agreement.

ARTICLE IV - SALARIES

 

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

 

B.        Pay adjustment for all schedules will be made in September and February.   Personnel will be required to submit official transcripts at a time, which will allow sufficient time for pay adjustments to be made.

 

C.        Definition of Degrees and Advanced Graduate Study:

 

1.         Bachelor’s Degree is defined as a Baccalaureate Degree earned at an accredited college or university.

 

2.         Bachelor’s plus 15 hours shall be defined as fifteen (15) semester hours of credit beyond the Bachelor’s Degree earned at an accredited college or university and which satisfies one but not a combination of the following conditions:

 

a.         Courses which add to the skills or knowledge of the teacher and which the teacher can apply directly to his/her current major assignment.

 

b.         Courses in a Degree program which are directly related to a teacher’s current major teaching assignment.

 

3.         Master's Equivalency shall be defined as thirty-nine (39) semester hours of credit beyond the Bachelor’s Degree earned at an accredited college or university and which satisfies one but not a combination of the following conditions:

 

            a.         Courses which add to the skills or knowledge of the teacher and which the            teacher can apply directly to his/her current major assignment.

     

b.         Courses in a Degree program which are directly related to a teacher’s current major teaching assignment.

 

4.         Master’s Degree is defined as a graduate degree earned at an accredited college or university.

 

5.         Master's plus 15 hours shall be defined as fifteen (15) semester hours of graduate credit beyond the Master's degree, earned at an accredited college or university, and which satisfies one but not a combination of the following conditions:

 

a.         Courses which add to the skill or knowledge of the teacher and which the teacher can apply directly to his/her current major assignment. 

 

b.         Courses in a degree program which are directly related to the teacher’s current major assignment.

           

6.         The Master's plus 30 hours shall be defined as thirty (30) semester hours of graduate credit beyond the Master's Degree earned at an accredited college or university, and which satisfies one but not a combination of the following conditions:

 

a.         Courses which add to the skills or knowledge of the teacher and which the teacher can apply directly to his/her current major assignment.

 

b.         Courses in a degree program which are directly related to the teacher’s assignment.

 

7.         Master’s plus 45 hours shall be defined as forty-five (45) semester hours of graduate credit beyond the Master’s Degree earned at an accredited college or university and which satisfies one but not a combination of the following conditions:

 

            a.         Courses which add to the skills or knowledge of the teacher and which the teacher can apply directly to his/her current major assignment.

 

            b.         Courses in a Degree program which are directly related to a teacher’s current major teacher assignment.

 

8          A second (double) Master's is defined as the completion of a program separate from an individual's first Master's Degree.

 

9          The Certificate of Advanced Graduate Study and Certificate of Advanced Study is defined as the completion of a specific graduate program beyond the Master's Degree at an accredited college or university.

 

10.       The Doctoral Program is defined as the completion of a minimum of thirty (30) credit hours toward the Doctorate, and acceptance and continuance in a bona fide Doctoral Program at an accredited college or university.

 

11.       The Doctorate is defined as the completion of a Doctor's Degree at an accredited college or university program beyond Master's Degree.

 

*Major teaching assignment is defined as sixty percent (60%) or more of the current assignment at the secondary level.

 

D.        Committee of Academic Review

 

A committee consisting of six (6) members will meet to review pertinent information for the following reasons:

 

1.         By request of an interested party in the event of disqualification of application for placement in an advanced credit salary column.

 

2.         To approve undergraduate courses to be taken for advanced credit. The Committee will consist of the following:  the Superintendent of Schools, two (2) representatives of the Easton School Committee, two (2) representatives of the Easton Educators’ Association, and the President of the Easton Educators’ Association.

 

E.        Experience Credit for Salary Schedule Placement:

 

1.         Teachers who have full-time teaching experience in elementary or secondary schools prior to joining the faculty of the Easton Public Schools will receive credit for salary schedule placement as follows:

 

a.         Teachers who have been teaching full-time during school year prior to joining the Easton faculty, and teachers who have been away from teaching one (1) year or less will receive one (1) step credit for each year of full-time teaching experience.

 

b.         Teachers who have been away from teaching more than one (1) year, but less than six (6) years, will receive one (1) step credit for each two (2) years of full-time teaching experience.

 

c.         Teachers who have been away from teaching six (6) or more years will receive one (1) step credit for each three (3) years of full-time teaching experience.

 

2.         Teachers who have had full-time teaching experience at the college level will receive half of the step credit given under provisions 1a, 1b, and 1c above.

 

3.         Teachers who have served on active duty in military service for one (1) year or more will receive one (1) step credit on the salary schedule.

 

4.         The maximum credit for previous experience is six (6) years, and no teacher new to the school system may be placed higher than Step 7 on the salary schedule, unless the School Committee decides such placement is in the best interest of the School System.

 

 

F.         Experience as a part-time teacher for more than half of the teacher work year shall qualify for step credit on the salary schedule.  More than half time shall be defined as follows:

 

1.         Elementary teachers – based on six (6) hour day four (4) or more hours per day.

 

      2.         Secondary teachers - based on five (5) periods three (3) or more periods per day.

 

3.         Regarding the six (6) day cycle at the Easton Middle School, an average of more than fifty percent (50%) of the time.

 

4.         A workload of at least three (3) full days per week on a full-time basis.

 

5.         The benefits received by part-time teachers working more than half-time as defined above are:

 

a.         Full Health benefits.

b.         Movement to next step on salary schedule.

c.         Prorating of salary and all other benefits provided in the Contract except funeral leave.  All teachers will receive the same funeral leave benefits.

 

More than half of a work year for a full-time teacher shall be defined as being in pay status for ninety-two (92) or more workdays in a work year.

 

Experience as a part-time teacher who is not more than half-time, or a full-time teacher who has not been in a pay status for more than half of a work year, as provided above, shall not qualify for step credit on the salary schedule.  It is the intent of the Committee to employ full-time professional employees wherever possible.

 

G.        Easton School Nurses will start no higher than Step 2 of the applicable degree column with those nurses without a Master’s degree having a maximum attainment of Step 9 effective on September 1, 2010.  Nurses with a Master’s degree have a maximum attainment of Step 11.

 

 

 

 

 

 

 

 

 

 

APPENDIX A

 

A.        It will be the policy of the School Committee to grant increments on the following basis.  Increments will be granted to those teachers who:

 

1.         Show a spirit of cooperation with fellow members of the instructional staff and those charged with the administration and supervision of the school program.

 

2.         Show evidence of continued efforts to improve their daily work in the classroom.

 

3.         Continue to keep abreast of modern developments in their field.

 

B.        Incremental pay increases shall become effective on September 1st of that year.

 

C.        The payment of annual salaries will be in either of the following methods:

 

1.         Current payment 26 payments, however all staff must take a lump sum payment for pay periods 22-26.

 

2.         Staff may elect to have their salary in 21 equal payments, September through June.

 

3.         The payroll office will develop a form to be distributed to staff in May, preceding the next contract.  This will enable staff to make their selection in a timely manner.

 

D.        A teacher who served less than one (1) full school year is entitled to receive as basic salary only an amount that bears the same ratio to the established annual basic salary as the time he/she served bears to the annual school term.  Example: A teacher whose basic salary is $10,000 and who teaches only one hundred twenty (120) days; his /her salary for the year will be 120/182 of $10,000 or $6,593.

 

E.         In adopting this schedule, the School Committee expresses a policy, which it expects to follow in fixing salaries.  The School Committee will make every reasonable effort to maintain this schedule, but it reserves the right to deviate when it appears to be in the best interest of the school children of Easton.

 

 

 

APPENDIX B

 

A.        Guidance Ratio Salary Schedule

 

            Director of Guidance              1.29

            Guidance Counselors              1.19

            School Psychologist                1.13

 

 
 
B.        Maximum Annum Salary Adjustment

 

1.         After eleven (11) years of service in Unit A in the Easton Public Schools employees shall receive an annual stipend of five hundred dollars ($500).

 

2.         After twenty-one (21) years of service in Unit A in the Easton Public Schools employees shall receive an annual stipend of one thousand dollars ($1,000).

 

3.         After twenty-six (26) years of service in Unit A in the Easton Public Schools employees shall receive an annual stipend of two thousand five hundred dollars ($2,500).

 

4.         After thirty-one (31) years of service in Unit A in the Easton Public Schools employees shall receive an annual stipend of three thousand dollars ($3,000).

 

5.         The above stipends shall not be cumulative.

 

6.         Bargaining unit members shall have the option of having Maximum Annum Salary Adjustments added to their annual salary or receiving such compensation in a lump sum separate check in the week following the first pay period in September.

 

Note 1:      The maximum salary for non-degree teachers is Step 10 Bachelor’s Level.

 

Note 2:      Teachers with Master’s Equivalency status can move to Master’s Maximum and can move to Master’s Plus 15 and Master’s Plus 30 levels after completing appropriate course work.

 

 

APPENDIX C

 

A.        Factors to be considered in determining Department Head Salaries:

           

1.         Basic salary for Department Heads:

                       

                        Effective September 1, 2009 - $2,892.00

                        Effective September 1, 2010 - $2950.00

                        Effective September 1, 2011 - $3024.00

 

2.         In addition, Department Heads shall be paid by the following amounts for each teacher in the department or fraction twenty percent (20%) or larger thereof:

           

            Effective September 1, 2009 - $129.00

            Effective September 1, 2010 - $132.00

            Effective September 1, 2011 - $135.00

 

 

3.         The X-factor shall be as follows:

 

            Effective September 1, 2009 - $1,132.00 - $2,715.00

            Effective September 1, 2010 - $1,155.00 - $2,769.00

            Effective September 1, 2011 - $1,184.00 - $2,838.00

 

This is to be determined by performance, responsibility, supply and demand, inventory, equipment, books, material, and safety.  This sum would be determined by the Easton School Committee upon recommendation of the Superintendent of Schools after consulting with the particular Department Head.

 

 

 

2009 - 2010

2010-2011

2011-2012

A.

Home Teaching (per hour)

34.68

35.37

36.25

B.

Workshop Presentation

60.00 per ws

80.00per ws

80.00 per ws

C.

Lead Nurse

3,981

4,060

4,162

D.

School Technology Facilitators

(7) each

735

750

769

E.

Ticket Gate Manager

2,102

2,144

2,198

F.

Senior Class Advisor

2,723

2,777

2,846

G.

Junior Class Advisor

2,268

2,313

2,371

H.

Sophomore Class Advisor

1,133

1,156

1,185

I.

Freshman Class Advisor

1,133

1,156

1,185

J.

OAHS Student Council

2,723

2,777

2,846

K.

OAHS National Honor Society

1,133

1,156

1,185

L.

OAHS Yearbook Advisor

2,124

2,166

2,220

M.

OAHS Yearbook Financial Advisor

929

948

972

N.

Innisfree

796

812

832

O.

Olivian

1,360

1,387

1,422

P.

OAHS Math Team

1,133

1,156

1,185

Q.

Audio-Visual Club

1,816

1,852

1,898

R.

OAHS Art Club

 

600

615

S.

OAHS Architectural/Engineering Club

 

600

615

T.

Future Business Leaders

1,133

1,156

1,185

U.

Future Teachers of Am. Club

1,133

1,156

1,185

V.

OAHS Gay Straight Alliance

 

600

615

W.

Best Buddies Advisors

595

607

622

X.

OAHS Green Team

 

600

615

Y.

Science League Competition

1,133

1,156

1,185

Z.

Science Olympiad

1,133

1,156

1,185

AA.

Environthon Advisor

595

607

622

BB.

OAHS Spanish Club

 

600

615

CC.

OAHS French Club

 

600

615

DD.

Foreign Exchange Advisor

paid

paid

paid

EE.

Foreign Travel Advisor

735

750

769

FF.

Washington Close Up Advisor

595

607

622

GG.

EMS Student Council

1,133

1,156

1,185

HH.

EMS National Junior Honor Society

797

813

833

 

 

2009 - 2010

2010-2011

2011-2012

II.

EMS Math Team

568

579

593

JJ.

EMS Yearbook Advisor

533

544

558

KK.

EMS Student of the Month Program

 

600

615

LL.

HANDS Advisor

595

607

622

MM.

Peer Mediation Coordinators (4)

735

750

769

NN.

Peer Assistant Leader (PAL) Coordinators (4) each

735

750

769

OO.

Social Competency Leader –

Open Circle

595

607

622

PP.

Elementary Math/Science Literacy Event Coordinator(s) – per building

664

677

694

QQ.

Drama Coach

2,268

2,313

2,371

RR.

Oliver Ames Musical

2,920

2,978

3,052

SS.

Musical Director

1,133

1,156

1,185

TT.

TRI-M Music Director

 

600

615

UU.

Marching Band Director

4,529

4,620

4,736

VV.

Percussion Coordinator

2,161

2,204

2,259

WW.

Marching and Maneuvering

1,702

1,736

1,779

XX.

Marching Band Visual Designer

2,161

2,204

2,259

YY.

Color Guard Coordinator

2,161

2,204

2,259

ZZ.

Color Guard Assistant

1,702

1,736

1,779

AAA.

Assistant Music Advisor

1,602

1,736

1,779

BBB.

Concert Band/Jazz Director

5,666

5,779

5,923

CCC.

Full Chamber Orchestra

2,268

2,313

2,371

DDD.

Pit Band Director

 

1,100

1,128

EEE.

Show Choir

2,161

2,204

2,259

FFF.

OAHS Show Choir Choreographer

 

2,225

2,281

GGG.

EMS Jazz Band

3,260

3,325

3,408

HHH.

EMS Show Choir Director

 

1,100

1,128

III.

FLO/HHR Jazz Band

400

408

418

JJJ.

6th Grade Show Choir

400

408

418

 

 

If more than one teacher fills any of the above positions, the stipend shall be divided among those teachers.

 

Activities covered:  Evening and weekend activities except afternoon athletic events and graduation activities.

 

 

 

 

ARTICLE V-PAYROLL DEDUCTIONS

 

A.        Dues

The Committee agrees to deduct from the salaries of its employees dues for the Easton Educators’ Association, Massachusetts Teachers Association, and the National Education Association as said employees individually and voluntarily authorize the Committee to deduct and to transmit the monies promptly to such association or associations.  Employees’ authorization will be in writing in the form set forth by the Massachusetts Teachers Association.

 

B.        Credit Union

Upon written request by teachers, payroll deductions will be made for membership and participation in a credit union authorized by specific agreement between the School Committee and the Easton Educators’ Association and authorized by Massachusetts statutes. 

ARTICLE VI-TUITION PAYMENT

 

A.        The Easton School Committee will reimburse seven hundred dollars [$700] per school year (September 1st to August 31st), nine hundred dollars ($900) effective September 1, 2010 and nine hundred and fifty dollars ($950) effective September 1, 2011 for courses which show a direct relationship to the individual’s current assignment or courses in a Degree program, which are directly related to the employee’s current major assignment.  These courses must be approved by the Superintendent of Schools prior to their being taken and a transcript from the college, along with a receipt of tuition paid, must be presented upon completion of the course in order to qualify for payment.  Available vouchers can be used for any course. 

 

B.        Speech & Language Therapists, Occupational Therapists, Nurses and Psychologists may access seven hundred dollars [$700] per school year (September 1st to August 31st) in order to acquire the Continuing Education Units necessary to maintain a license. This is not in addition to A.

 

C.        The provision of this article should not exceed the budgeted amount for that fiscal year, nor shall less than fifteen thousand dollars [$15,000] be budgeted in any fiscal year.

 

D.        If a course is taken for degree credit, it must meet the requirements of the college or university, and the grade must insure continuation in the program.

 

E.         Voucher courses are subject to the same conditions as tuition courses in order to qualify for reimbursement of fees and to insure horizontal movement on the salary schedule. However, during the last period before expiration, vouchers may be used for courses, which do not relate to an individual’s assignment.  In the event voucher courses are not approved for salary credit, Article IV, Section D, may be invoked by the party denied horizontal movement on the salary schedule.

 

F.         All courses must be taken at accredited institutions, and in order to insure a high degree of quality, no persons will be permitted to be reimbursed in more than one [1] three [3] credit course at a time when schools are in session. 

 

This applies to the regular school year of the Town of Easton and does not restrict the number of courses, which may be taken during the summer.  Any courses taken during the summer will not be reimbursed until after the start of the school year in September and the employee has resumed his/her assignment in Easton.

 

ARTICLE VII-VACANCIES AND TRANSFERS

 

A.        Notice of all vacancies shall be posted for at least ten [10] days on a bulletin board provided for such notices in each school building.

 

B.        Such notices shall include the job title, the qualifications, salary, description of duties and responsibilities, and the closing date for applications.

 

C.        If vacancies occur during the summer recess, notices will be sent to the President of the Association and any employees who have so notified the Superintendent in writing.

 

D.        When the only applicants for a vacancy within the bargaining unit are members of the bargaining unit, and qualifications are substantially equal, members of the bargaining unit with professional teacher status shall be given preference for the position based on seniority.  When applicants include persons outside the bargaining unit and qualifications are substantially equal, bargaining unit members with professional teacher status shall be given preference for the position on the basis of seniority.

 

E.         In case of involuntary transfer or when transfer becomes necessary because of a reduction in staff, the Department(s), teaching areas, or grades involved shall be canvassed for a qualified volunteer before any directed transfer is made.

 

F.         An involuntary transfer will only be made after a meeting between the employee involved and the Superintendent, at which time the employee will be notified of the reason(s) for the transfer.

 

G.        In the event of a change in the number of sections at a grade level within a school building, the staff at the grade level(s) affected within the building shall be canvassed for a qualified volunteer before any directed transfer is made.

 

H.        The terms of Section D (above) shall also apply to any qualified teacher being involuntarily transferred or reassigned.

 

I.          Except as specifically provided in this Agreement, involuntary transfers are not subject to grievance.

 

ARTICLE VIII - WORKDAY AND YEAR

 

A.        Personnel covered under Unit A, with the exception of Guidance Counselors and Psychologists, will begin no earlier than the Monday before Labor Day and terminate no later than June 30th, but in no event will the work year be longer than one hundred eighty-two [182] days.  The last day for teachers will continue to be the day after the last day for students, but will be a two [2] hour check out instead of a full day.

 

The work year will include days when pupils are in attendance, orientation days at the beginning of the school year, conference days, and any other days on which teacher attendance is required.  Orientation days for new teachers are not to be included in the above provision.

 

B.        Guidance personnel shall work the work year as defined for Unit A personnel plus an additional twenty-six [26] days.  These shall include one [1] week before the opening of school and one [1] week after the close of school.  All other days will be scheduled by the Administration after consultation with the individual involved.

 

School psychologists who receive a ratio of 1.19 will work the work year as defined for Unit A personnel plus an additional twenty-six [26] days.  These shall include one [1] week before the opening of school and one [1] week after the close of school.  All other days will be scheduled by the Director of Special Services.

 

School psychologists who receive a ratio of 1.13 will work the work year as defined for Unit A personnel plus an additional eighteen [18] days.  The days worked will include one [1] week before the opening of school and one [1] week after the close of school.  All other days will be scheduled by the Director of Special Services.

 

C.        Effective September 1, 1998, the length of an employee’s workday is six (6) hours and fifty-five (55) minutes Monday through Thursday and six (6) hours and forty (40) minutes on Friday and before vacations and holidays. 

 

The workday for Guidance and Psychological staff shall be:

A half hour before school and one hour after school Monday through Thursday, and a half hour before school and a half hour after school on Friday.  When school is not in session, the work day will be 8 a.m. to 2:30 p.m.

 

It is recognized that Department Heads may be required to spend a reasonable amount of time in excess of the workday for meetings related to Department Heads’ duties.

 

The starting and dismissal times shall be established by the School Committee.  In the event of any change in such starting and dismissal times the Superintendent shall, within a reasonable time, give written notice to the President of the Association stating reasons for such a change.  

 

D.        Teachers assigned to Kindergarten through Grade Eight are required to attend no more than one (1) Parent Night (Back to School Night) per school year. Three released time days and one evening shall be scheduled for parent conferences each fall for Grades Kindergarten through Grade Eight and again each spring for teachers assigned to Kindergarten through Grade Five. Such teachers shall schedule parent conferences and meet with all parents who desire conferences during such times. During such parent conference times, teachers shall not be required to be present except during the times in which such teacher has scheduled conferences with parents.

 

Teachers assigned to Grade Nine through Grade Twelve are required to attend up to two (2) evening parent conferences per school year.  During such parent conference times, teachers shall not be required to be present except during the times in which such teacher has scheduled conferences with parents.

 

ARTICLE IX – TRAVEL FUNDS

 

The Easton School System will provide sufficient funds so that two (2) department heads may attend at least one convention each year out of state providing this convention is east of the Mississippi River.  If the convention is west of the Mississippi River, funds will be provided so that one (1) department head may attend.

 

Approved travel will be reimbursed at the prevailing rate set by the town of Easton.

 

ARTICLE X-PROTECTION

 

If civil proceedings are brought against a unit member alleging that he/she committed an assault in connection with his/her employment, the Committee will furnish legal counsel to defend him/her in such proceedings, if he/she requests such assistance.  If an administrator desires to bring civil proceedings in connection with the alleged assault suffered by him/her, such administrator may request the Committee to furnish legal counsel to represent him/her in such proceedings.  If the Committee does not provide such counsel and the administrator prevails in the proceedings then the Committee will reimburse the administrator for reasonable counsel fees incurred by him/her.

 

ARTICLE XI - LEAVES

A.        Sick Leaves

Personnel in their first year of employment in Easton will be entitled to five [5] sick days and one [1] additional sick day for each additional month of active employment thereafter for a total of fifteen [15] days per year.  (Active employment is construed to mean days worked.)  Sick leave may be accumulated from year to year at the rate of fifteen [15] days per year.

 

All other personnel will be entitled to fifteen [15] days of sick leave each school year as of the first official day of said school year whether or not they report for duty on that day.  If a person completed the previous school year using Sick Leave Bank days, he/she will not be entitled to accumulate sick days the following year until he/she returns to work, at which point sick days will be pro-rated for that year.  Sick leave may be accumulated from year to year at the rate of fifteen [15] days per year without limit.  Upon request of the Superintendent a medical certificate shall be required to be filed with the Superintendent of Schools after five [5] consecutive days of sick leave and filed monthly for consecutive sick leave after the first five [5] days.  Five [5] days per year will be allowed for critical illness in the family.  Such days will be deducted from accumulated sick leave.

 

B.        Personal Business Leaves

Employees shall be entitled to three [3] additional days of leaves of absence without loss of pay for religious, personal, legal, business, household, or family matters which require absence during school hours.  Notification for such leave will be delivered to the Superintendent’s office prior to the close of business two [2] working days prior to the requested personal leave day, except in case of emergency.  (Example: a request for a personal leave day on Wednesday must be filed in the Superintendent’s Office before the close of business on the previous Monday.)  Such leave, except for emergency and religious reasons, will not be granted so as to extend a holiday or vacation period.  Employees shall not be required to state the reason for taking such leave other than that such leave is taken under this Section.

 

C.        Association Leave

In each school year, the Association will be granted up to five [5] days to be used by witnesses and participants only in hearings before an arbitrator under Article III, Level IV, or hearings before the Labor Relations Commission.  Any fractional day used for these purposes shall be counted as a full day.  (One witness equals one day).

 

D.        Funeral Leave

In the event of a death, up to five [5] days of leave may be granted by the Superintendent of Schools.  The Superintendent may grant additional days in extenuating circumstances.

 

 

E.        Jury Duty Leave

An employee required to serve on jury duty shall be paid by the Committee the difference between his/her regular compensation and the compensation received for jury duty, upon presentation of certification of compensation paid by the court.  Travel allowance shall not be included in the compensation paid by the court.

 

ARTICLE XII-SICK LEAVE BANK

 

The Sick Leave Bank will be maintained by the Association for use of bargaining unit members who voluntarily contribute accumulated sick leave.  The Association Sick Leave Bank Committee may require that members of the Sick Leave Bank donate accumulated sick leave days from time to time; however, such Sick Leave Bank shall not exceed four hundred [400] days.  The Association shall provide the Superintendent of Schools with a list of the members of the Sick Leave Bank, the assessment of days, and the number of days that have been granted.  Days currently in the Sick Leave Bank shall be carried over to the Successor Agreement.  The maximum number of days a Sick Leave Bank member may access the Sick Leave Bank is one hundred eighty-two [182] days within any five-year period.

 

Members of Unit A may join and access the sick leave bank in their third year of employment. 

 

The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of five (5) members.  Three members shall be designated by the Association and two members by the Superintendent.

ARTICLE XIII – WORKERS’S COMPENSATION

 

Whenever an employee is absent from school as a result of personal injury (caused by an accident or assault) arising out of and in the course of the employee’s employment, the employee will be paid by the school department a salary that will, when combined with Worker’s Compensation, be equal to the regular take home pay.  The employee will not benefit and make more money, nor take home less pay, while collecting Worker’s Compensation.  The employee shall use sick leave for the first ten (10) days.

 

ARTICLE XIV – MATERNITY/CHILD REARING LEAVE

 

A.        Subject to the conditions set forth in this Article, a member of this Unit who is pregnant shall be entitled to elect one (1) of the following types of maternity leave:

 

1.         Upon receipt of at lest two (2) weeks' written notice of her anticipated date of departure and intention to return a leave of up to eight (8) weeks shall be granted.  The employee shall have the option of taking eight (8) weeks' leave or a leave specifically limited to the actual period of disability caused or contributed to by pregnancy, childbirth, and recovery there from.  Such option must be elected on or before the date the leave begins.  Under either option, an employee who takes a leave under this paragraph may apply her sick leave benefits under Article XI, A, to the period of disability caused or contributed to by pregnancy, childbirth, and the recovery there from.  However, if such employee does not return to her position for at least one (1) complete school year following the termination of the leave, the sick leave benefits paid shall be repaid to the Committee or the Town of Easton, unless such return is not possible because of circumstances that were not known at that time that the leave commenced and that are beyond her control. 

 

2.         Upon receipt of at least four (4) weeks written notice of her date of departure and intention to return, a female employee with professional status may take leave commencing at a time corresponding with the beginning of the school year, the beginning of a semester, or vacation period, and ending on either the September 1st following the birth, or the next September 1st.  The return date must be elected at the time the notice of date of departure and intention to return is given.  In addition, the person must notify the Superintendent in writing by March 15 in the calendar year in which her leave expires, of her intention to return to the school system.  Failure to comply with this requirement will be considered as a resignation.  A person who takes a leave under this paragraph shall not be entitled to sick leave pay.

 

B.        1.         A bargaining unit member shall, upon arrival of the child in the home of the child to be adopted, be granted a leave of absence without pay to take care of such child.  The employee shall have the option of taking a leave of absence of up to eight (8) weeks, or an extended leave.  In the case of an extended leave, the employee shall return to duty on the September first immediately following the commencement of the leave, or the next September first.  The return date shall be elected at the time such leave commences.  Written notice of intent to take leave under this section shall be submitted to the Superintendent as early as possible, and in no case, later than thirty (30) calendar days next prior to the commencement of the leave. 

 

2.         A male bargaining unit member may be granted a leave of absence without pay to care for his child.  The employee shall have the option of a leave of absence of up to eight (8) weeks, or an extended leave.  The male bargaining unit member shall be granted paid leave up to five (5) sick leave days out of his accumulated sick leave due to delivery of a newborn child by his wife or partner.  The Superintendent may grant additional leave at his discretion in extenuating circumstances.  In the case of an extended leave, the employee shall return to duty on the September first immediately following the commencement of the leave, or the next September first.  The return date shall be elected at the time such leave commences.  Written request for leave under this section shall be submitted to the Superintendent as early as possible, and in no case later than thirty (30) calendar days next prior to the commencement of the leave.

 

C.        In the event of miscarriage or death of the child prior to termination of the leave, the person may make written application for reinstatement prior to the previously established date.  Such application may be granted by the School Committee upon recommendation of the Superintendent of Schools.

 

D.        A person with professional status returning from a leave under paragraph A2 will be placed on the next step of the schedule if she had been actively employed by the Easton School System for more than ninety-one (91) days in the school year during which the leave commenced.  Upon return, all benefits that were accumulated on the date the leave began shall be restored. 

 

E.         A person returning from a maternity/child rearing leave less than one (l) year in length shall have a right to return to the grade level or department as well as the school to which he/she was assigned at the commencement of the leave, unless there has been an elimination of courses or programs, reduction in force, or other change that makes such as assignment impossible, in which case the assignment shall be to as nearly comparable a position as possible.

 

F.         A person returning from an extended maternity/child rearing leave of at least a full year, unless there has been a reduction in force that would have affected him/her, will be returned to the same or a similar position to which he/she was assigned at the commencement of the leave with all benefits (including seniority) that he/she has accrued at the commencement of the leave.

 

1.         Similar means when an employee leaves as a full-time employee the employee returns as a full-time employee.

 

2.         The leave will not break seniority but will not be included to determine one’s total length of service.

 

G.        It is recognized that once an employee elects a particular type of leave provided for in this Article, that election may not be revoked. 

 

ARTICLE XV-CLERICAL AIDES

 

A.        The School Committee will provide one (1) full-time clerical aide to be shared by the Easton Middle School and Oliver Ames High School, and one (1) clerical aide for each elementary school.  The primary duty of these aides will be to provide clerical assistance for teachers, and these aides will be given administrative duties only when all work for teachers has been completed.  Nurses shall receive clerical assistance only to the extent of actual practice prior to June 1, 1988.

 

B.        At the secondary level, the School Committee will provide one (1) full-time clerical aide for Department Heads.  This clerical aide will be scheduled in the respective departments by the High School Principal.

 

C.        Teachers will keep the actual school registers in their rooms, but will only be required to record attendance.

 

ARTICLE XVI – PROFESSIONAL IMPROVEMENT LEAVE

& CAREER CHANGE LEAVE

 

A.        Professional Improvement Leave

Upon written recommendation by a Professional Improvement Committee consisting of three (3) persons chosen by the Easton Educators' Association, three (3) members chosen by the Easton School Committee, and the Superintendent of Schools acting as a chairman, professional leaves will be granted for study to a member of Unit A or Unit B by the Easton School Committee subject to the following conditions:

 

1.         The program of professional study must be in a discipline that, in the opinion of the Professional Improvement Committee, shall further enhance the value of the individual within their current assignment, or that, in the opinion of the Professional Improvement Committee, is such a program that will benefit the Easton School System.

 

2.         No more than two (2) of the personnel mentioned above will be absent on Professional Improvement Leave at any one time.  Leave will also be granted to a teacher or administrator who is within one (1) year of in his/her Doctorate Program, providing he or she must spend one (1) year in residency to complete such a program.

 

3.         Requests for Professional Improvement Leave must be received by the Superintendent of Schools in writing in such form as may be required by the Superintendent of Schools as early as possible, and no later than April 15th; and action must be taken on all requests no later than May 1st of that school year preceding the school year for which the Professional Improvement Leave is requested.  A letter of intent must be filed with the Superintendent of Schools on or before December 15 of the previous year.

 

4.         The person has completed at least five (5) consecutive full school years with the Easton Public Schools.

 

5.         Personnel on Professional Improvement Leave will be paid at the following rates, provided such pay, when added to any Program Grant, will not exceed the regular salary rate:

 

50 percent after 5 years

60 percent after 6 years

75 percent after 7 years or more

 

6.         Upon completion of the Professional Improvement Leave, a person will be placed on the Salary Schedule on the step as if he/she were teaching.  No loss of step will result from a person using this leave.

 

7.         A person, upon completion of their leave, will agree to return to the Easton School System for a period of two (2) years.  If the person fails to fulfill two (2) years of service after his/her return, he/she shall return to the Town of Easton a sum of money which shall bear the same proportion to the salary paid during the Professional Improvement Leave as the amount of unfilled service bears to the two-year obligation; said sum of money to be paid within a one-year period commencing on the day of termination of employment.

 

B.        Career Change Leave

 

1.         Subject to the conditions set forth in this Article, a leave of absence will be granted to bargaining unit members to explore the possibility of a career change.

 

2.         To be eligible, an employee must have eight (8) or more years of seniority at the time the written application for the leave is filed with the Committee. 

 

Self-employment is considered to be employment, for purposes of this Article, only if it is bona fide.

 

            The application will state the name of the potential new employer and the capacity in which the applicant is to be employed.  Such employment must be on a full-time basis for the period of the leave, except as provided in Section 3, below.

 

3.         An employee may also explore the possibility of retirement under the terms of this provision. In such case, the employee must be vested under the Massachusetts Teachers Retirement Plan.  An employee exploring the possibility of retirement shall not be required to be employed for the period of the leave.

 

4.         All leaves will be for a period of one (1) year commencing on September 1 and ending on August 31.  An employee shall be eligible for only one (1) such leave during the term of his/her service in Easton.

 

5.         In case of a large number of applicants, the Committee reserves the right to establish a ratio in the best interest of the Easton Public Schools.  The ratio shall be as follows:

 

No more than ten percent (10%) of the persons covered under this Agreement may be granted leave at one time.  The Committee reserves the right to deny the leave if it feels the department, school, and/or grade level will be seriously affected by the leave.  Seniority should be a consideration but not the deciding factor in determining the recipients of leave requests.

 

6.         A person returning from a leave under this Article, unless there has been a reduction if force that would have affected him/her, will be returned to the same or a similar position to which he/she was assigned at the commencement of the leave with all benefits (including seniority) that he/she has accrued at the commencement of the leave.

 

a.         Similar means when an employee leaves as a full-time employee the employee returns as a full-time employee.

 

b.         The leave will not break seniority but will not be included to determine one’s total length of service.

 

7.         Employees taking this leave may continue group health and life insurance coverage during the time of the leave as provided by the Committee for full premium cost.  Failure to forward full premium payments to the Committee and to comply with all other conditions imposed by the insurance carrier will terminate this option.

 

8.         Notification Requirements

 

a.                   The Committee must be notified in writing of the request no later than the January 1 directly preceding the year in which the leave is to be taken.

 

b.                  The Committee must notify the applicant in writing of its decision regarding the request no later than the February 1 directly preceding the year in which the leave is to be taken.

 

c.                   If approval is granted to the applicant, the leave will not be rescinded after the seventh (7th) day from the date of approval.

 

d.                  If the employee, taking the leave, does not notify the Committee of his/her intent to return by the March 15 directly preceding the end of the leave, the absence of notification will be considered a resignation.

 

ARTICLE XVII – TEACHING LOAD

 

A.        All teachers in Grades Seven (7) through Twelve (12) will be guaranteed at least one (1) individual planning period per day (unless being compensated for teaching an additional class).  A preparation period shall be the same length as the normal teaching period.  Travel from one school to another school shall not be considered preparation time.  Such preparation periods shall be in addition to the teacher’s duty-free lunch period.

 

Secondary level English Teachers for Grades Nine (9) through Twelve (12) shall teach five (5) classes per day, one of which will be a writing seminar.

 

B.        The teaching load of certain Department Heads (science, social studies, English, mathematics, and the foreign language) will be reduced by two (2) classes as described in paragraph A in order to provide adequate time for supervision and evaluation.  For the English Department Chair, this will result in a schedule of 3 regular classes, but no Writing Seminar.  The teaching load of other Department Heads who supervise no more than ten (10) teachers will be reduced by one class.  The non-teaching time is to be used for duties related to the function of Department Head.

 

C.        Additional classes for secondary teachers above the numbers specified in A and B of this Article shall be voluntary and shall be compensated at the rate of twelve percent (12%). Effective September 1, 2010  the compensation will increase to fourteen percent (14%) of their salary.  Compensation will be prorated for the duration of the assignment.  Teachers volunteering to teach an extra period will remain in the non-teaching duty rotation and will have duties assigned as other secondary teachers.

 

D.        Secondary administrators shall make every effort to arrange teaching schedules so that no teacher has more than three (3) preparations daily.  A preparation shall be defined as a preparation for a different course.  Preparation for a different group or level of the same course shall not be counted as additional preparation.  Double periods shall count as one (1) preparation and classed under C above shall not be counted in determining the number of daily preparations.  In the event that it is necessary to schedule academic teachers for more than three (3) daily preparations, these teachers shall be paid six hundred dollars ($600) for each daily preparation above three (3).

 

E.         All bargaining unit members assigned to Kindergarten through Grade Six shall have a duty-free preparation period of at least forty (40) consecutive minutes during the student day for four (4) days each week.  The teachers’ sixty (60) minute lunch period exclusive, of lunch duty days, more than compensates for the fifth (5th) day.  Student passing, supervision, and traveling time from school to school shall not be considered preparation time.

 

F.         Both the Easton School Committee and the Easton Educators’ Association recognize that teachers, to perform effectively, need ample advance notice of the subjects or grades they will be teaching each school year.  However, both parties recognize that circumstances may arise requiring late changes in teaching assignments prior to the start of a school year.  Balancing these interests, the procedures below are to be followed in assigning teachers their regular teaching duties:

 

1.            When changes in these tentative assignments become necessary after the close of  

                        the school year and before the second week of August, principals are to notify

                        the teachers involved.

 

2.         Whenever possible, principals should avoid making changes in teaching assignments after the second week of August and generally such changes should be made only to accommodate sudden changes in enrollment or available classroom space or unexpected resignations.  Furthermore, principals should make every effort to have assignment changes after the second week in August accepted voluntarily by the teachers involved.

 

G.        No teacher will be required to take more than one (1) student teacher in a three (3) year period.  Supervising teachers should not be required to substitute for a teacher who is absent for a day.

 

 

H.        Class Size

 

1.                  Kindergarten through grade six (6).

 

a.         Wherever possible at the beginning of each school year, the size of all classes, system wide, at each grade level shall be equal.  Prior to the beginning of each school year, wherever possible, teachers will be assigned to provide equalization of class size throughout the system.  The transfer or reassignment of teachers to achieve such equalization shall be as provided in Article VII of this Agreement.

 

b.         Wherever possible after the beginning of the school year, any additional scheduling of students to any classes shall be done in a manner, which will continue to equalize class size.

 

2.                  The equalization of class size shall be subject to existing teaching staff and available space.

 

I.          This Article is subject to renegotiation as an individual Article if a change in the present school schedule should be necessitated.

 

J.          Whenever possible, a Professional Employee shall not be removed from his/her regular assignment to substitute for another Professional Employee who is absent from his/her class.

 

K.        When teachers are involved in inclusion (integrated, clustered, or co-taught classes), where Special Needs students are scheduled into the regular education classes, the following should be part of the process:

 

1.         Volunteer teachers shall be sought first.

 

2.         All teachers should have adequate training.

 

3.         Attempts will be made within the buildings to provide common planning time specifically designated for facilitating the learning of integrated students.

 

L.         Whenever a physically challenged student is assigned to a class, a procedure will be established to address the needs of the student as a result of the I.E.P.  The input of the classroom teacher is necessary to address student needs in the mainstreaming effort for physically challenged students.

 

M.        Bargaining unit members shall not be required to substitute, including supervisory duties, for other teachers except in the case where a teacher leaves during the school day because of illness, injury, or other emergency.

 

ARTICLE XVIII – LUNCH BREAK

 

At the Kindergarten to Grade Six (6) level, in order to give each teacher adequate time for lunch, a sufficient number of teacher aides shall be employed by the Easton School system to relieve the teachers of all cafeteria, classroom, and playground duties during the noon hour so that each teacher will have thirty (30) minutes for lunch.  It is further agreed that there shall be no addition to the kinds of duties performed by elementary teachers during the school lunch time to those which had been performed prior to March 1, 1984.

 

 

ARTICLE XIX – REGULAR DUTIES

 

A.        Where possible all regular duties will be assigned equally on a rotating basis to all bargaining unit members within a building, except for guidance counselors, school psychologists, and as otherwise provided in Article XVII, Section A second paragraph and Section B.

 

B.        Teachers assigned to grades seven through twelve, who travel between buildings, will not be assigned homeroom duty.  In the event the monthly faculty meeting has to be rescheduled, the Principal will provide five (5) calendar days notice of the rescheduled date.

 

C.        Regular duties are those duties that occur regularly and are ancillary or supportive of the administration of the school day, but not inclusive of the seven (7) student periods daily at the secondary level or during student instructional periods at the elementary level.

 

D.        The EEA member who serves as President of the Easton Educators’ Association shall not be assigned regular duties.

 

 

 

ARTICLE XX – CURRICULUM DEVELOPMENT

 

A.        In general, it is the responsibility of all teachers to participate as part of their regular duties during the school year, in assessing needs for curriculum revision.  When Department Heads or Subject Area Supervisors have been appointed, persons holding these positions have responsibility, as part of their regular duties during the school year, to provide leadership in assessing needs for curriculum revision.

 

B.        When teachers write curriculum guides during vacation periods, according to the guidelines established by the Curriculum Coordinating Council, they will be compensated according to the following schedule:

 

            1.         2009-2012:  $88.00 per day

 

 

ARTICLE XXI - NO STRIKE

 

The Association agrees that it will not cause, condone, or take part in any strike, walkout, slowdown, sanction, or work stoppage including extracurricular services, while this Contract is in effect.

 

The Association and its members, individually and collectively, agree that if there is a violation of this clause, any or all members violating this clause will, at the discretion of the School Committee, be subject to disciplinary action.

 

ARTICLE XXII - EVALUATIONS

 

A.        All formal classroom visits for the purpose of preparing evaluation reports for the Office of the Superintendent of Schools will be conducted openly.  Teachers will be given a copy of these formal evaluations.

 

B.        Any evaluation report made as a result of an informal observation will be given to the teacher concerned within two (2) school days of such observation.

 

C.        Teachers will have the right to discuss all evaluation reports with their supervisors before they are filed.

 

D.        Teachers have the right, upon request, to review the contents of their personnel file in the Office of the Superintendent of Schools

 

E.         No material derogatory to a teacher’s performance including, without limiting the generality of the foregoing, a teacher’s conduct, service, character, or personality, will be placed in his/her personnel file unless the teacher has had the opportunity to review such material and affix his/her signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof.

 

F.         Any complaint concerning an employee made to any member of the Administration will be promptly called to the attention of such employee and the complainant will be clearly identified.  A teacher shall be entitled to have a representative of the Association present during any meeting to discuss a complaint.

 

G.        No employee shall be disciplined, reprimanded or suspended, reduced in rank or compensation, or terminated without just cause.

 

H.        The agreed upon evaluation process shall be incorporated into the collective bargaining agreement as an Appendix.

 

 

ARTICLE XXIII - COLLECTIVE BARGAINING AGENCY SERVICE FEE

 

Under the provisions of Chapter 150E and Chapter 180, Section 176 of the General Laws, as amended by Chapter 463 of the Acts of 1970, and as accepted by the Selectmen of the Town of Easton on March 1, 1971, it is agreed that:

 

A.        As a condition of his/her continued employment while this Agreement shall continue in effect, every employee covered by this Agreement, if and when not a member of the Association by failure to pay the established dues of the Association and the dues of any other professional organization required for Association membership, shall pay, or by payroll deduction shall have paid to the Association, an Agency Service Fee equal to costs for the negotiation and administration of the Agreement up to one hundred percent (100%) of the dues to the Easton Educators' Association, the Massachusetts Teachers Association and the National Education Association. 

 

B.        Payment of the Agency Service Fee shall be in accordance with the schedule established for payment of Association dues and the dues of other professional organizations required for Association membership; provided, however, that in no case shall such payments be required before the thirtieth (30th) day next following the date of the beginning of the employee's employment.

 

C.        The amount of the Agency Fee shall represent the best efforts of both parties to establish a fee, which is proportionately commensurate with the cost of collective bargaining and contract administration. 

 

D.        The revision of this Article shall become effective on September 1, 1975, or on the date of its acceptance by a majority vote of all employees covered by the Agreement and present and voting, whichever is later.

 

 

ARTICLE XXIV - SCHOOL COMMITTEE RIGHTS

 

The Committee is a public body established under and with the powers provided by the Statutes of the Commonwealth of Massachusetts.  As elected representatives of the citizens of Easton, charged with the responsibility for the quality of education in, and the efficient and economical operation of, the Easton School System, it is acknowledged that the Committee has final authority for the determination and administration of educational policy, the direction, employment and reemployment of staff members, and the operation and management of the public schools in Easton.

 

Nothing in this Agreement shall be deemed to derogate or impair the powers, rights, or duties conferred upon the Committee by the Statutes of the Commonwealth or the Rules and Regulations of any pertinent agency of the Commonwealth.

 

As to every matter not expressly covered by this Agreement and except as expressly or directly modified by the specific provisions of this Agreement, the Committee retains exclusively to itself all rights and powers that it has or may hereafter be granted by law, and shall exercise the same without such exercise being made the subject of grievance or arbitration.

 

 

ARTICLE XXV-REDUCTION IN FORCE (LAYOFF)

 

When it becomes necessary to reduce the number of employees included in the bargaining unit, the following procedure shall apply:

 

A.        The Committee shall make every attempt to accomplish said reductions by attrition.

 

B.        A teacher on professional status shall not be laid off if there is a non-professional status teacher whose position the professional status teacher is certified to fill.

 

C.        “Certified” shall mean that the employee has on file with the Office of the Superintendent evidence that he/she possesses a certification from the State Department of Education or can obtain such certification by the effective date of such layoff.  The effective date of such layoff shall be defined as the last scheduled workday of the employee reached for layoff.

 

D.        For individuals who were employed in the Easton Public Schools in the 1995-1996 school year, the following procedures shall apply:

     

In case of a layoff, the least senior teacher within an area of certification shall be laid off first.  A teacher who has been reached for layoff in his/her area of employment shall be allowed to bump the least senior teacher in another subject area for which he/she is certified.  In the case where the teacher reached for layoff is certified in more than one (1) area, such teacher must bump the least senior teacher.

 

E.         For those employees who begin employment on September 1, 1996, the following procedures shall apply:

 

1.                  In order to bump into an area outside the department to which they are currently assigned, teacher must have one (1) year of teaching experience in that area.  The experience must have occurred within the previous five (5) years within the Easton Public Schools.

 

F.         1.         Seniority shall mean the employee’s total length of continuous service from the initial date in this bargaining unit.  In cases of identical date of entry into the bargaining unit, the employee with the highest level of education in their field or specialization of the position he/she will hold shall be the most senior.  In cases where the level of education is also identical, seniority shall be determined by the drawing of lots by such employees.

 

2.                  Leaves of absence shall not constitute an interruption in continuous service, except as provided herein.  Any employee who takes one (1) extended, unpaid leave of absence under the terms of this Agreement or approved by the Committee shall not experience an interruption in continuous service.  After the first extended unpaid leave of absence, any subsequent extended unpaid leave(s) of absence taken by any individual employee shall be construed to be non-active service and shall not be included in determining the total length of service.  However, such leave(s) shall not be construed to break active service; and seniority for such employee shall mean the total amount of service preceding such leave(s) added to the total amount of service after resuming active duty following such leave(s) of absence.  For the purpose of this provision, extended leave of absence shall mean a leave of absence in excess of ninety-three (93) consecutive workdays.

 

3.                  An updated Seniority List shall be supplied by the Committee annually not later than September 15 each year.  If the Association does not challenge the updated list within thirty (30) days, the updated list shall stand as written.  If there is a challenge, the Committee and the Association shall meet forthwith in an effort to resolve the challenge.  If the challenge cannot be resolved within thirty (30) days next following the challenge, the matter shall be submitted to arbitration in accordance with Article III, Section C level four of this Agreement.

 

G.        When it is necessary to reduce the schedule of a position resulting in less than a full time teaching position the reduction shall be considered a layoff under the terms of this Article.  Personnel who have a less than full-time assignment will be subject to salary reductions and reduction of all other benefits, except health and life insurance coverage.  Reduction of salary and other benefits will show a direct relationship to the reduction of assignment.  Supervisory duties shall also be on a prorated basis.

 

H.        1.         Personnel who are to be affected by a reduction in staff will be notified within forty-eight (48) hours of a vote of such action by the School Committee.   Said notice shall include specific reason(s) for and the effective date of the layoff.  Said layoff (for teachers with professional status, per the Education Reform Act) date will be not less than forty-five (45) days from the date of notification.  Such personnel shall be entitled to recall rights for a period of three (3) years from the effective date of their respective layoffs.

     

2.         During the recall period, laid off personnel will be notified by certified mail to their last address of record in the Superintendent’s Office and given preference for positions for which they are certified as they develop in the inverse order of their respective layoff.  Failure to accept an offer of full-time employment according to the provisions of this Article in writing within eighteen (18) calendar days from the receipt of such notification shall terminate the teacher’s recall rights.  All benefits, including salary and tenure to which an employee was entitled at the time of the layoff, shall be restored in full upon reemployment within the recall period.  However, during the recall period there will be no accumulation of benefits.  On return, the individual will be placed on the salary step next above their step position at the time of the layoff.  During the recall period teachers who have been laid off shall be given preference on the substitute list, if they so desire.

 

I.          Laid off employees may continue group health and life insurance coverage during the recall period as provided by the Committee to members of the bargaining unit by reimbursing the Committee for full premium cost.  Failure to forward full premium payments to the Committee and to comply with all other conditions imposed by the insurance carrier or refusal to return to employment upon recall will terminate this option.

 

J.          While members of the bargaining unit continue on layoff, the Committee agrees not to hire any new personnel to fill an open position unless:

 

1.         No person on layoff is certified to fill the position nor will become certified by the fifteenth (15th) day next prior to the beginning date of the open position; and

 

            2.         All certified personnel on layoff have declined an offer to fill the position.

 

 

ARTICLE XXVI – HEALTH INSURANCE

 

Effective July 1, 2009, the following health insurance programs will be available to unit members, and will replace the current plans. 

 

a.         The current “HMO Blue New England Plan” will be replaced with the “HMO Value Plan” in accordance with the attached.  The Town will continue to contribute seventy-five percent (75%) annually to the cost of the premium, with the employee contributing twenty-five (25%) of the premium cost.

 

b.         The current “Blue Care Elect Preferred” will be replaced with “Blue Care Elect Value Plan” in accordance with the attached.  The premium contribution rates for the PPO Plan will be adjusted, effective July 1, 2009, so that the Town’s premium will be the actual cost equivalency to the HMO plan premium offered by the Town.  This premium rate will be adjusted each July 1, in order to maintain this equivalency.

 

c.         The Town agrees to reimburse all employees for the increase in all office co-payments and all prescription co-payments, except each member must pay the initial $300.00 of the increase for office co-payments and Tier I and Tier II prescription co-payments. The initial $300.00 payment is not reimbursable. Proof of the $300.00 spent must be submitted all together with the first requested eligible amount to be refunded.  In the case of Tier III prescription co-payments, each member will be required to pay the initial $200.00 of the increase. The initial $200.00 is not reimbursable.  Proof of the $200.00 spent must be submitted all together with the first requested eligible amount to be refunded. The payments required from the members will be capped at the above $300.00 and $200.00 respectively.  The Town will reimburse the employee for amounts above the $300.00 and $200.00, respectively, if the employee submits the expense receipts within sixty (60) days after the date of the service.

 

c.         The Town agrees to reimburse all employees for the increase in all inpatient and all outpatient surgery co-payments in the amount of $250 and all emergency room co-payments in the amount of $50.00.

           

In addition, the Town will reimburse employees for the increase in CT, MRI, and PET scans in the amounts of $75 to a maximum of $375.00 per year.

 

            The Town will reimburse the employee if the employee submits the expense receipts within sixty (60) days after the date of the service. 

 

d.         This reimbursement arrangement shall remain in effect from July 1, 2009 through June 30, 2012, or for the period of time that the previously mentioned “Value” plans are offered to employees but, in no event later than June 30, 2012.

 

 

ARTICLE XXVII – SUBSTANCE ABUSE

 

Alcoholism and drug abuse are recognized by the parties to be treatable illnesses.  Without detracting from the existing rights and obligations of the parties recognized in the other provisions of this Contract, the Committee and the Association agree to cooperate in encouraging employees afflicted with alcoholism or drug abuse to undergo a program designed to rehabilitate the employee.

 

ARTICLE XXVIII – MISCELLANEOUS

 

A.       Oliver Ames High School teachers whose classes are reduced by June graduation may be reassigned by the Superintendent or his/her designee to serve as substitute teachers in the High School.

 

B.       When elementary principals are absent from their buildings for a full school day, their duties will be performed by one (1) or more administrative assistants appointed for each elementary district.  A substitute teacher will be employed to cover the class of the administrative assistant so that he or she may perform the duties of the principal during the principal’s absence.

 

C.       The Easton Middle School Guidance Office will be staffed to provide the counselors with full-time clerical assistance.

 

E.       (Changed 9-1-75) Courses taken after September 1, 1973 and prior to receiving an advanced degree may be credited toward higher preparation levels unless the courses were prerequisites for the degree received or the courses were required to meet basic certification requirements.

 

F.       The Central Office Administration will prepare job descriptions for all positions.

 

G.       The Administration will develop plans to enable teachers to access school buildings for work during non-school hours.

 

The Committee reserves the right to implement an eight (8) period day provided however, that such is not in violation of any of the provisions of the Collective Bargaining Agreement.  The committee will seek input from the Association in any implementation of an eight (8) period day.

 

 

            ARTICLE XXIX - DURATION

 

Except where stated differently in this Agreement and as provided herein the conditions of this Agreement will be effective as of September 1, 2009 and will continue and remain in force and effect through August 31, 2012.

 

 

 IN WITNESS WHEREOF, THE COMMITTEE HAS CAUSED THIS AGREEMENT TO BE SIGNED IN ITS NAME AND BEHALF BY ITS CHAIRMAN, OR HIS/HER DESIGNEE ON THE SCHOOL COMMITTEE, HERETO DULY AUTHORIZED, AND THE ASSOCIATION

HAS CAUSED THIS AGREEMENT TO BE SIGNED IN ITS NAME AND BEHALF BY ITS PRESIDENT, HERETO DULY AUTHORIZED, ON THE DAY AND YEAR BELOW WRITTEN.

 

 

 

For the Easton School Committee

 

 

 

                                                                                   

 

 

For the Easton Educators Association Unit A

 

 

 

                                                                                   

 

 

 

 

Date:                                      


SALARY SCHEDULES

 

Increment movement will be effective on the 92nd work day for teachers; the 105th work day for guidance counselors and the 101st work day for psychologists.

 

            2008 – 2009

 

 

 

 

 

 

 

 

CAGS

 

 

 

 

 

 

 

 

DBL MA

 

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

MA+60

DOC

1

38,226

39,648

41,163

41,867

42,648

43,370

44,091

46,530

2

39,996

41,409

42,933

43,620

44,386

45,119

45,851

48,296

3

43,291

43,508

46,277

47,001

47,781

48,520

49,259

51,759

4

45,285

46,731

48,269

48,995

49,765

50,515

51,265

53,754

5

47,368

48,806

50,367

51,086

51,858

52,607

53,356

55,853

6

49,535

50,989

52,547

53,263

54,048

54,791

55,533

58,033

7

51,826

53,272

54,813

55,544

56,316

57,072

57,826

60,316

8

54,200

55,652

57,210

57,927

58,707

59,458

60,208

62,708

9

56,690

58,142

59,691

60,434

61,209

61,956

62,702

65,210

10

63,638

65,145

65,745

66,344

66,940

67,239

67,538

68,265

11

 

 

69,724

70,473

71,312

72,115

72,917

75,571

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

92ND Day

2009 - 2010

 

 

 

 

 

 

 

 

CAGS

 

 

 

 

 

 

 

 

DBL MA

 

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

MA+60

DOC

1

39,182

40,639

42,192

42,914

43,714

44,454

45,193

47,693

2

40,996

42,444

44,006

44,711

45,496

46,247

46,997

49,503

3

44,373

44,596

47,434

48,176

48,976

49,733

50,490

53,053

4

46,417

47,899

49,476

50,220

51,009

51,778

52,547

55,098

5

48,552

50,026

51,626

52,363

53,154

53,922

54,690

57,249

6

50,773

52,264

53,861

54,595

55,399

56,161

56,921

59,484

7

53,122

54,604

56,183

56,933

57,724

58,499

59,272

61,824

8

55,555

57,043

58,640

59,375

60,175

60,944

61,713

64,276

9

58,107

59,596

61,183

61,945

62,739

63,505

64,270

66,840

10

65,229

66,774

67,389

68,003

68,614

68,920

69,226

69,972

11

0

0

71,467

72,235

73,095

73,918

74,740

77,460

 

 

 

2010 - 2011

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

CAGS

 

 

 

 

 

 

 

 

DBL MA

 

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

MA+60

DOC

1

39,966

41,452

43,036

43,772

44,588

45,343

46,097

48,647

2

41,816

43,293

44,886

45,605

46,406

47,172

47,937

50,493

3

45,260

45,488

48,383

49,140

49,956

50,728

51,500

54,114

4

47,345

48,857

50,466

51,224

52,029

52,814

53,598

56,200

5

49,523

51,027

52,659

53,410

54,217

55,000

55,784

58,394

6

51,788

53,309

54,938

55,687

56,507

57,284

58,059

60,674

7

54,184

55,696

57,307

58,072

58,878

59,669

60,457

63,060

8

56,666

58,184

59,813

60,563

61,379

62,163

62,947

65,562

9

59,269

60,788

62,407

63,184

63,994

64,775

65,555

68,177

10

66,534

68,109

68,737

69,363

69,986

70,298

70,611

71,371

11

0

0

72,896

73,680

74,557

75,396

76,235

79,009

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

2011 - 2012

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

CAGS

 

 

 

 

 

 

 

 

DBL MA

 

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

MA+60

DOC

1

40,965

42,488

44,112

44,866

45,703

46,477

47,249

49,863

2

42,861

44,375

46,008

46,745

47,566

48,351

49,135

51,755

3

46,392

46,625

49,593

50,369

51,205

51,996

52,788

55,467

4

48,529

50,078

51,728

52,505

53,330

54,134

54,938

57,605

5

50,761

52,303

53,975

54,745

55,572

56,375

57,179

59,854

6

53,083

54,642

56,311

57,079

57,920

58,716

59,510

62,191

7

55,539

57,088

58,740

59,524

60,350

61,161

61,968

64,637

8

58,083

59,639

61,308

62,077

62,913

63,717

64,521

67,201

9

60,751

62,308

63,967

64,764

65,594

66,394

67,194

69,881

10

68,197

69,812

70,455

71,097

71,736

72,055

72,376

73,155

11

0

0

74,718

75,522

76,421

77,281

78,141

80,984

 

 

 

 

 


EASTON PUBLIC SCHOOLS

EASTON, MA

 

 

CORI POLICY/PROCEDURES FOR EMPLOYEES

 

BACKGROUND:  Chapter 385 of the Acts of 2002, an Act Further Protecting Children, requires school systems to obtain criminal offender records information (“CORI”) on all current employees, applicants for employment, volunteers, individuals who provide transportation services to students on a regular basis, and independent contractors and laborers hired to perform work on school grounds.

 

SCHOOL SYSTEM APPROVAL PROCESS: Even though a school system has been authorized to receive CORI data on new employees, it must resubmit a certification application with the Criminal History Systems Board (“the Board”).  Upon re-approval by the Board, the school system will be assigned a CORI code which allows the Board to track CORI requests and deliver information efficiently and accurately.

 

AUTHORIZED DISTRICT EMPLOYEES:  The school system must identify the individuals who will be authorized to receive CORI data, and include this information as part of the application process.  As part of an Agreement of Non-Disclosure, each person who is identified by the school system to receive CORI data must sign and submit an agreement that CORI information will not be released to any individual other than the Superintendent of Schools, and the individual for whom the CORI data was sought.

 

CENTRALIZED STORAGE LOCATION:  Copies of the CORI request forms, and all CORI data that is received from the Board will be stored in a locked file cabinet in the office of the Administrative Assistant to the Superintendent.  Copies will not be included in Personnel Files, nor will anyone other than the Administrative Assistant and the individual himself/herself have access to the information.

 

CONDITION OF EMPLOYMENT:  It is a condition of continued employment that an employee, upon request, sign the CORI form that allows the school district to receive the CORI data from the Criminal History Systems Board pursuant to Massachusetts law (Chapter 385 of the Acts of 2002).

 

FREQUENCY OF CORI SUBMISSIONS:  CORI checks for individual employees will be conducted not more than every three (3) years without good cause during an individual’s term of employment.  Upon the receipt of the new CORI data, the previous CORI data will be destroyed.

 

USE OF CORI INFORMATION:  Each CORI case is different, and determinations will therefore be made on a case-by-case basis.  Among the factors to be considered will include, but not be limited to when the conduct occurred, the type or nature of the conduct, the relationship of the conduct to the employee’s present position, the penalty imposed, whether the charge resulted in a conviction, whether the individual has been arrested subsequently, and post-conviction conduct.

 

COMMUNICATION WITH EMPLOYEE:  Once the CORI data has been received by the school system, it will be filed in the office of the Administrative Assistant.  A determination will also be made whether or not the information delineated necessitates a meeting between the employee and the Superintendent.  If such a meeting is indicated, the employee has the right to be represented by counsel and/or union representation.

 

DUE PROCESS:  Any and all personnel actions resulting from a CORI report shall be conducted pursuant to the provisions of the respective collective bargaining agreement and the General Laws of the Commonwealth.

 

 

 

 

 

 

                                                                                                                                                           

Nancy De Luca                             Date                      William Simmons                          Date

E.E.A. President                                                         Superintendent


JOB SHARING AGREEMENT

 

 

Memorandum of Agreement on Job Sharing entered into by the Easton School Committee and the Easton Education Association.

 

1.         Job Sharing means two teachers sharing one full time teaching position on a 50/50 basis.

 

2.         All job sharing arrangements shall be on a voluntary basis.

 

3.         Both teachers shall work the first three and the last three days of the contractual year.

 

4.         Both teachers shall attend the Open House in the fall, as well as parent conferences.  Teachers are expected to attend the IEP meetings of their students on a mutually agreed upon schedule.

 

5.         In the event that one of the teachers is absent, the partner teacher shall make every effort to cover the class.  The teacher who covers will be paid the regular day substitute rate.  With the Principal’s prior approval, the teachers may also trade days.

 

6.         In all situations where one job-sharing teacher is working with a substitute, daily or long term, the teacher will be responsible for all lesson plans.

 

7.         Leave Benefits will be prorated.

 

8.         If either partner is unable or unwilling to complete the school year, the remaining partner agrees to assume full-time responsibility for the position for the remainder of the year.

 

9.         If the job-sharing program is discontinued, the job-sharing teachers shall return to open positions on the basis of current contract language.

 

10.       Both teachers shall arrange meeting times to evaluate students and to mark report cards.

 

11.       The two job-sharing teachers shall share the preparation/planning time.  There is however, no guarantee that the preparation/planning time shall be equally divided on the split day (Wednesday).

 

12.       Because the intent is that the job share will not exceed the cost of one full-time teacher, the one teacher to receive insurance benefits must be identified at the outset.

 

13.       Both teachers shall share the responsibility to attend monthly meetings.  At least one teacher will attend each meeting.

 

14.       Half days and in-service programs shall be shared with the two teachers taking turns at coverage and reporting to each other.

 

15.       The Administration shall notify all elementary teachers by March 1, that any teachers interested in a job share for the following school year should give a written request to the Superintendent by March 15.  It is strongly recommended that the requesting teacher have a preliminary discussion with the Principal.

 

16.       The Superintendent shall make the final decision on the acceptance of any job share.

 

17.       Only teachers with Professional Teacher Status shall be eligible for job sharing.

 

 

 

 

KINDERGARTEN EXTENDED DAY PROGRAM

 

1.      Kindergarten Extended Day Program (KED) teachers shall be members of the Easton Educators’ Association (EEA).

 

2.      KED teachers will follow the K-2 beginning and end-of-the-day school and employee work day hours in their respective primary schools.

 

3.      KED teachers will be part of the EEA seniority list and follow the contractual Reduction in Force language if and when applicable.

 

4.      KED teachers, as per Article VII, Section G, are separate from the kindergarten teachers grouping at their respective buildings, and for the purposes of this section form their own “grade level affected” as reflected in this language.

 

5.      KED teachers are not entitled to the “duty free preparation period” stipulated in Article XVII of the contract for the K-6 elementary teachers; this section (E) is not applicable.

 

6.      KED teachers must hold the appropriate certification for that level, and they follow the teacher contract salary scale for placement and subsequent movement.

 

 

 

 


EASTON PUBLIC SCHOOLS

 

 

 

 

EVALUATION PROCESS AND PROCEDURES

 

UNIT A – EASTON EDUCATORS’ ASSOCIATION

 

 

 

 

 

 

“Probably nothing within a school has more

impact on students in terms of skills development,

self-confidence or classroom behavior than the

personal and professional growth of their teachers.”

 

 

      Roland Barth

Improving Schools from Within

 

 

 

 

 

EEA Approval:  April 11, 2005

Easton School Committee Approval:  April 28, 2005


EASTON PUBLIC SCHOOLS

EVALUATION PROCESS

 

 

INTRODUCTION

The professional staff and the quality of its performance are the critical link to improving schools and student achievement. Both the administration and faculty of the Easton Public Schools believe that the purpose of the evaluation process is to improve and recognize the effectiveness of the professional staff.  The evaluation process is a collaborative effort designed to play a meaningful role in assisting the professional staff in its efforts to achieve the vision of the Easton Public Schools:

            The Easton Public School System educates children to become motivated, lifelong learners who, as confident and creative individuals, function to their full potential, understand and value individual differences, and are contributing members of their community, able to meet the challenges of a global society.

The evaluation process described herein has been developed in accordance with the Massachusetts General Laws 603 CMR 35.0. The specific purposes of evaluation, as delineated in the Massachusetts General Laws are as follows:

 

(a)    to provide information for the continuous improvement of performance through an exchange of information between the person being evaluated and the evaluator, and

 

(b)   to provide a record of facts and assessments for personnel decisions.

 

The evaluation process is continuous throughout each school year and includes both formal and informal aspects.  The components of the evaluation process include:  goal setting, formal and informal observations, pre-and post-conferences, evaluation, and self-directed activities. 

 

 

PERSONNEL INVOLVED IN THE OBSERVATION/EVALUATION PROCESS

A.    For the purposes of this document, professional staff includes all members of Unit A.

 

B.     The principals and assistant principals shall make formal observations of faculty members in accordance with the established evaluation cycle.  The principals assume primary responsibility for the implementation of the evaluation procedures.

 

C.     The department heads and directors shall make formal and informal observations of all faculty members and be involved with the building principals in the evaluation process.

 

 

 

D.    In cases of persistent disagreements between the evaluator and the evaluatee concerning the content of the observation and/or evaluation reports, the professional staff member may request an additional/ alternative evaluator to observe his/her performance.

 

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

 

 

OBSERVATION AND EVALUATION PROCEDURES

 

A.    All professional staff members will establish goals each year. Goals established between the evaluator and evaluatee may include district, school, department, and/or individual goals.  Goal setting for all professional staff must be completed by October 30th of each year.

 

B.     The Principles of Effective Teaching and Examples of Descriptors (M.G.L. 603 CMR 35.0) will serve as the established criteria for the evaluation process for all members of Unit A except Nurses, Psychologists and Guidance Counselors who will be evaluated using the attached Professional Standards for Nurses, Psychologists and Guidance Counselors.   In each evaluation area, sample descriptors serve as guidelines to assess performance.  All descriptors will NOT necessarily be addressed in any single observation or evaluation. 

 

C.     Faculty members, in their first, second or third years of employment, will be evaluated twice each year.  Each evaluation report will be preceded by at least one formal observation that includes a pre-conference, observation, and post-conference.  These evaluation reports must be completed by December 15th and May 15th.

 

D.    Faculty members, with professional status, will be evaluated every two years, with the initial rotation determined by the number of years in the system.  Two forms of evaluation will be used in the cycle:  formal observations and self-directed activities.

 

1.      Faculty members with professional status involved in the formal evaluation process will be evaluated once during the year.  The evaluation report will be preceded by at least one formal observation that includes a pre-conference, observation, and post-conference.  This evaluation report must be completed by May 15th.

 

2.      In the year of the self-directed evaluation, faculty members, with professional status, will select a professional growth option, mutually agreed upon between the evaluatee and the evaluator.  The professional growth options may include, but are not limited to, the following:

 

 

 

 

§  Peer Coaching

§  Action Research

§  Development of Reference Guides

§  Development and/or Presentation of New Course or Workshop

§  Teacher Portfolio

 

§  Peer Observation

§  Study Group

§  Development of New Curriculum

§  Focused Course Work

§  Grant Writing

§  Videotaping & Self-Analysis

§  Focused Observation by Evaluator

 

Faculty members with professional status must submit a Self-Directed Evaluation Plan to the evaluator by October 15th.  A Written Reflection must be submitted to the evaluator by June 1st

 

E.     Both the evaluator and the evaluatee shall sign the observation report and evaluation report.  The signature by the evaluatee does not necessarily indicate agreement with the contents of the evaluation.   The evaluatee will have the right to include a written response to the observation report and/or the evaluation report.

 

F.  Any principal noting previously documented areas in need of improvement for which there has not been progress, will develop a plan indicating corrective steps to be taken, support to be provided, and a recommended timeline for said improvement to take place.

 

 

OTHER GENERAL GUIDELINES

 

A.    The superintendent is responsible for ensuring that all evaluators receive training in the principles of and recommended practices for supervision and evaluation and that they possess, or have available to them, expertise in the subject matter and/or areas to be evaluated. 

 

B.  The final evaluation report, signed by both evaluator and evaluatee, will be placed in the professional staff member’s personnel file.

      

 


EASTON PUBLIC SCHOOLS

EVALUATION CALENDAR

 

Employment Year

 

Evaluation Process Components

Outcome

Due Date

 

1, 2, and 3

 

Faculty without Professional Status

 

Evaluation by Administrator

Set and Review Goals

 

Pre-Observation Conference

At least one formal observation 

      before each evaluation

Post-Observation Conference

Observation Report

 

1st Formal Evaluation

 

2nd Formal Evaluation

 

 

 

Annual Goals

 

Observation Reports

 

 

 

 

 

Evaluation Report

 

Evaluation Report

 

 

October 30

 

 

 

 

 

 

 

December 15

 

May 15

 

4, 8, 12, 16, 20, 24,  28, 32, 36, 40

 

Goal Setting

Set and Review Goals

 

 

 

 

Annual Goals

 

 

October 30

 

5, 9, 13, 17, 21, 25,

29, 33, 37

 

Evaluation by Administrator

Set and Review Goals

 

Pre-Observation Conference

At least one formal observation 

      before the evaluation

Post-Observation Conference

Observation Report

 

Formal Evaluation

 

 

 

Annual Goals

 

Observation Report

 

 

 

 

 

Evaluation Report

 

 

October 30

 

 

 

 

 

 

 

May 15

 

 

6, 10, 14, 18, 22, 26, 30, 34, 38

 

Goal Setting

Set and Review Goals

 

 

Annual Goals

 

October 30

 

7, 11, 15, 19, 23, 27, 31, 35, 39

 

Self-Directed Evaluation

Develop Self-Directed Evaluation Plan

 

Implement plan activities

 

Reflection

 

 

 

Self-Directed Evaluation Plan

 

 

 

Reflection Form

 

 

October 15

 

 

 

June 1

 

EASTON PUBLIC SCHOOLS

ANNUAL GOALS

           

 

NAME:

 

SCHOOL:

 

 

Goal 1 (Related to department, school, or district goal):

 

 

 

 

 

 

 

How will you know that this goal has been achieved?

 

 

 

 

Goal 2  (Related to individual professional growth):

 

 

 

 

 

 

 

How will you know that this goal has been achieved?

 

 

 

 

Other Goals (Optional):

 

 

 

 

 

 

 

How will you know that this goal has been achieved?

 

 

 

 

 

 

Signature of Faculty Member:                                                              Date:                        

                                   

Signature of Evaluator:                                                                          Date:                       

 

Due Date:  October 30th

EASTON PUBLIC SCHOOLS

OBSERVATION REPORT

 

Teacher                                                             School                                                           

 

Observer                                                           Date of Observation                                     

 

 

I.                   DESCRIPTION OF CLASS/ACTIVITY OBSERVED

 

 

 

 

 

 

 

            II.        COMMENDATIONS

 

 

 

 

 

 

III.             RECOMMENDATIONS

 

 

 

 

 

 

 

Faculty Member Comments (Optional)

 

 

 

 

 

 

 

            Signature of Faculty Member                                                              Date                          

                                    (Signature indicates faculty member has seen Observation Report)

 

 

            Signature of Observer                                                                            Date                                    

 

 

EASTON PUBLIC SCHOOLS

TEACHER EVALUATION REPORT

 

 

Teacher                                                                          School                                              

 

Evaluator                                                                       Date                                                 

 

Principles of Effective Teaching

 

I.                   CURRENCY IN THE CURRICULUM

 

 

II.                EFFECTIVE PLANNING & ASSESSMENT OF CURRICULUM & INSTRUCTION

 

 

III.             EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

 

 

IV.             EFFECTIVE INSTRUCTION

 

 

V.                PROMOTION OF HIGH STANDARDS & EXPECTATIONS FOR STUDENT ACHIEVEMENT

 

 

VI.             PROMOTION OF EQUITY & APPRECIATION OF DIVERSITY

 

 

VII.          FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

 

 

 

Teacher Comments (Optional)

 

 

 

 

 

 

 

            Signature of Teacher:                                                                            Date:                        

                                    (Signature indicates teacher has seen Evaluation Report)

 

            Signature of Evaluator:                                                                          Date:                       

EASTON PUBLIC SCHOOLS

EVALUATION REPORT

(Nurse, Psychologist, Guidance Counselor)

 

 

Name                                                                             School                                              

 

Evaluator                                                                       Date                                                 

 

Professional Standards

 

I.                    CURRENCY IN THE FIELD

 

 

II.                EFFECTIVE PLANNING & EVALUATION

 

 

III.             EFFECTIVE COMMUNICATION

 

 

IV.             EFFECTIVE COLLABORATION

 

 

V.                PROMOTION OF HIGH STANDARDS & EXPECTATIONS

 

 

VI.             PROMOTION OF EQUITY & APPRECIATION OF DIVERSITY

 

 

VII.          FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

 

 

 

Faculty Member Comments (Optional)

 

 

 

 

 

 

 

            Signature of Faculty Member:                                                              Date:                        

                                    (Signature indicates faculty member has seen Evaluation Report)

 

            Signature of Evaluator:                                                                          Date:                       

 

EASTON PUBLIC SCHOOLS

SELF-DIRECTED EVALUATION PLAN

           

 

NAME:

 

SCHOOL:

 

COLLABORATOR(S) – (If any):

 

 

Professional Growth Option:

 

 

 

To which school and/or district goal is your plan related?

 

 

 

To which Principle of Effective Teaching/Professional Standard is your plan related?

 

 

 

What are your anticipated student and/or your professional learning outcomes?

 

 

 

What actions/activities will you undertake to accomplish your plan?

 

 

 

 

 

 

 

What resources are needed to accomplish your plan (e.g. professional development, sub coverage, materials, technology)?

What data, information or evidence will you use to evaluate your plan?

 

 

 

What is your anticipated timeline?

 

 

 

 

 

 

Signature of Faculty Member:                                                              Date:                        

                                   

 

Signature of Evaluator:                                                                          Date:                       

 

 

DUE DATE:  October 15th

 

EASTON PUBLIC SCHOOLS

SELF-DIRECTED EVALUATION PLAN REFLECTION

           

 

NAME:

 

SCHOOL:

 

COLLABORATOR(S) – (If any):

 

 

Professional Growth Option:

 

 

 

 

Action Steps Completed:

 

 

 

 

 

Evidence of Completion:

 

 

 

 

 

Learning Outcomes:

 

 

 

 

 

Year-End Reflections:

 

 

 

 

 

Future Directions:

 

 

 

 

 

 

 

Signature of Faculty Member:                                                              Date:                        

                                   

Signature of Evaluator:                                                                          Date:                       

 

Due Date:  June 1st

EASTON PUBLIC SCHOOLS

Principles of Effective Teaching And Examples Of Descriptors

(Education Laws and Regulations 603 CMR 35.00: Evaluation of Teachers and Administrators)

 

I. Currency In The Curriculum

 

A.     The teacher is up to date regarding curriculum content

 

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

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

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

4. Contributes to the ongoing evaluation of the curriculum.

 

II. EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

 

A.     The teacher plans instruction effectively.

 

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

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

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

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

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

6. Seeks out and collaborates with school-based specialists, resource personnel, including technology specialists, and administrators to better design curricula or instructional modifications to meet the special learning needs of students and support all students to learn and apply a challenging core curriculum.

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

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

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

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

 

B.     The teacher plans assessment of student learning effectively.

 

1. Determines specific and challenging standards for student learning.

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

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

 

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

 

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

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

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

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

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

 

III. EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

 

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

 

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

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

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

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

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

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

 

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

 

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

2. Manages routines effectively.

3. Maintains appropriate professional boundaries with students.

4. Serves as a positive role model for students.   

               

IV. EFFECTIVE INSTRUCTION

 

A.     The teacher makes learning goals clear to students.

 

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

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

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

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

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

 

B.     The teacher uses appropriate instructional techniques.

 

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

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

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

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

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

 

C.      The teacher uses appropriate questioning techniques.

 

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

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

 

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

 

1. Regularly tries innovative approaches to improve instructional practices.

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

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

 

V. PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

 

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

 

1. Regularly communicates objectives or learning outcomes to students.

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

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

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

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

 

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

 

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

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

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

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

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

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

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

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

9. Builds positive relationships with students and parents to enhance students' abilities to learn effectively.

10. Recognizes and responds appropriately when an individual student is having social and/or emotional difficulties which interfere with learning and/or participation in class.

 

VI. PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

 

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

 

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

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

 

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

 

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

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

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

 

VII. FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

 

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

 

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

2. Maintains professional boundaries with parents.

 

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

 

1. Maintains professional boundaries with colleagues.

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

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

4. Participates in student or school activities.

5. Cooperates with other teachers about students' overall work load.

 

C.      The teacher is a reflective and continuous learner.

 

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

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

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

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

5. Is receptive to suggestions for growth and improvement.


 

EASTON PUBLIC SCHOOLS

Professional Standards for Nurses, Psychologists, and Guidance Counselors

(Excerpted from documents produced by the National Association of School Psychologists, National Association of School Nurses, and American School Counselors’ Association)

 

I. Currency In The FIELD

 

A.      The Nurse/Psychologist/Guidance Counselor maintains current knowledge and competency in their practice.

 

1. Demonstrates working knowledge of the recommended practices in the field.

2. Keeps current in the field and applies knowledge to practice.

 

 

II. EFFECTIVE PLANNING AND EVALUATION  

 

A.     The Nurse/Psychologist/Guidance Counselor develops a plan of action that specifies actions and expected outcomes.

 

1. Has a personal vision and uses that vision to guide goals, expectations, and standards for work.

2. Sets short-term and year-long goals for program improvement.

3. Collects and analyzes data to drive decision-making process.

4. Identifies expected outcomes individualized to students.

5. Uses materials and resources, including technology, that enhance the quality of services.

6. Seeks out and collaborates with other personnel in order to implement plan effectively and efficiently.

7. Implements actions and interventions identified in the action plan.

 

B.     The Nurse/Psychologist/Guidance Counselor evaluates programs and student progress on a regular basis.

 

1. Systematically evaluates the quality and effectiveness of practice.

2. Implements evaluation procedures which appropriately assess the desired goals.

3. Communicates progress to parents, students and staff members in a timely fashion when appropriate.

4. Prepares and maintains accurate and efficient record-keeping systems.

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

6. Contributes to the ongoing evaluation and improvement of the program.

 

 

III. EFFECTIVE COMMUNICATION

 

A.     The Nurse/Psychologist/Guidance Counselor uses effective written, verbal, and nonverbal communication skills.

 

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

2. Utilizes technology to communicate effectively and efficiently.

 

 

B.     The Nurse/Psychologist/Guidance Counselor communicates effectively with colleagues, parents and students.

 

1. Presents and disseminates information to diverse audiences in a clear and concise manner.

2. Uses positive interpersonal skills to listen, adapt, and problem solve in difficult situations.

3. Demonstrates the sensitivity and skills needed to communicate with individuals of diverse characteristics.

4. Maintains confidentiality when communicating regarding sensitive issues.

               

               

IV. EFFECTIVE COLLABORATION

 

A.     The Nurse/Psychologist/Guidance Counselor collaborates with students, staff, families and the community to provide effective programs.  

 

1. Contributes to the development of school policies and procedures that advocate for effective programs and services that promote the physical well-being and mental health of students.

2. Works effectively with families, educators, and others in the community to promote and provide comprehensive services to children and families.

 

B.      The Nurse/Psychologist/Guidance Counselor is constructive and cooperative in interactions with parents and receptive to their contributions.

 

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

2. Maintains professional boundaries with parents.

 

 

V. PROMOTION OF HIGH STANDARDS AND EXPECTATIONS

 

A.     The Nurse/Psychologist/Guidance Counselor communicates high standards and expectations to students.

 

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

2. Communicates clear expectations to students.

3. Provides feedback to students on their progress.

4. Models the skills, attitudes, values and processes central to student success.

 

B.     The Nurse/Psychologist/Guidance Counselor promotes confidence and perseverance in the student and increased personal responsibility.

 

1. Builds positive relationships with students and parents to enhance students’ success.

2. Recognizes and responds appropriately when an individual student is having physical, social and/or emotional difficulties which interfere with learning and/or participation in school.

3. Demonstrates attitudes of fairness, courtesy and respect that encourage students' active participation in the school community.

4. Serves as a positive role model for students.

5. Maintains appropriate professional boundaries with students.

 

 

VI. PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

 

A.     The Nurse/Psychologist/Guidance Counselor strives to ensure equitable opportunities for all students.

 

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

 

B.     The Nurse/Psychologist/Guidance Counselor demonstrates appreciation for and sensitivity to the diversity among individuals.

 

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

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

 

 

VII. FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

 

A.      The Nurse/Psychologist/Guidance Counselor shares responsibility for accomplishing the goals and priorities of his/her department, school and district.

 

1. Maintains professional boundaries with colleagues.

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

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

4. Participates in student or school activities.

 

B.     The Nurse/Psychologist/Guidance Counselor is a reflective and continuous learner.

 

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

2. Evaluates one’s own practice in relation to the professional standards for the field and relevant statues, regulations, and policies.

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

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

5. Is receptive to suggestions for growth and improvement.