Georgetown

Show detailed information about district and contract

DistrictGeorgetown
Shared Contract District
Org Code1050000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersWhittier RVTSD
CountyEssex
ESE RegionNortheast
Urban
Kind of Communityresidential suburbs
Number of Schools3
Enrollment1688
Percent Low Income Students7
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Georgetown

GEORGETOWN PUBLIC SCHOOLS

GEORGETOWN, MASSACHUSETTS

SEPTEMBER 1, 2009

to

AUGUST 31, 2012

CONTRACT AGREEMENT

between

THE GEORGETOWN EDUCATION ASSOCIATION

and

THE GEORGETOWN SCHOOL COMMITTEE

GEORGETOWN PUBLIC SCHOOLS

Georgetown, Massachusetts

CONTRACT AGREEMENT

between

THE GEORGETOWN EDUCATION ASSOCIATION

and

THE GEORGETOWN SCHOOL COMMITTEE

Accepted:

October 24, 1966

Revision Accepted:

May 14, 1973

Revision Accepted:

September, 1975

Revision Accepted:

April, 1976

Revision Accepted:

December, 1978

Revision Accepted:

September, 1981

Revision Accepted:

September, 1983

Revision Accepted:

May 9, 1986

Revision Accepted:

May 9, 1988

Revision Accepted:

January 27,1992

Revision Accepted:

June 12, 1995

Revision Accepted:

October 23,1997

Revision Accepted:

June 8, 2000

Revision Accepted:

February 11, 2004

Revision Accepted:

September 14, 2006

Revision Accepted:

June 8, 2009

CONTRACT

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, THIS CONTRACT IS MADE THIS 8th day of June, 2009, by the SCHOOL COMMITTEE OF GEORGETOWN MASSACHUSETTS (hereinafter sometimes referred to as the Committee) and the GEORGETOWN EDUCATION ASSOCIATION (hereinafter sometimes referred to as the Association).

PREAMBLE

1.             Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Georgetown, and that good morale within the teaching staff of Georgetown is essential to achievement of that purpose, we, the undersigned parties to this contract, declare that:

a.             Under the laws of Massachusetts, the Committee elected by the citizens of Georgetown, has final responsibility for establishing the educational policies of the public schools of Georgetown, Massachusetts.

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

c.             The teaching staff of the public schools of Georgetown has responsibility for providing in the classrooms of the schools education of the highest possible quality.

d.             Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff, and so on.

e.             To give effect to these declarations, the following principles and procedures are hereby adopted.

ARTICLE I - SCOPE

1.             For the purposes of collective bargaining with respect to wages, hours, and other conditions of employment, the negotiation for collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of all professional employees as such employees are defined in Chapter 150E of the General Laws of Massachusetts, except Principals, Assistant Principals, Director of Special Education, Director of Curriculum and Instruction, Director of Finance and Operations, Nurse Leader and Director of Athletics.

2.             Compensation and other conditions of employment subject to the provisions of this Contract, the wages, hours, and other conditions of employment applicable on the effective date of this Contract to the employees covered by this Contract shall continue to be so applicable.

ARTICLE II - DUES DEDUCTION AND AGENCY FEE

1.            The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts and, in accordance therewith, shall certify to the Treasurer of Georgetown all payroll deductions for the payment of dues to the Association duly authorized by employees covered by this Contract.

2.                   The Committee agrees to require, as a condition of employment, that all teachers except those teachers certified as members to the Committee by the Association pay annually or by dues deduction to the Association as of the thirtieth (30th) day subsequent to the effective date of this Agreement, or the thirtieth (30th) day subsequent to the execution of this Agreement, whichever is later, an agency service fee which shall be commensurate with the cost of collective bargaining and contract administration as determined solely by the Association and which amount shall be certified annually to the Committee by the Association.

3.                   The monies referred to shall be remitted to the Association Treasurer by the school department on or before the tenth (10th) day following the issuance of the paycheck from which the deductions were made.

4.                   The Association will be provided with the names and addresses of all unit members within ten (10) days of the opening of school each September.

5.                   The Association shall indemnify and save the Committee and/or the Town of Georgetown harmless against all claims, demands, suits, or other forms of liability which may arise by reason of any action taken in making deductions and remitting the same to the Association pursuant to paragraphs 2 and 3 of this Article.

6.                   Sign-up for tax-sheltered investments shall be made available to all bargaining unit members once during the school year. (Beginning in September for ninety [90] days.)

ARTICLE III - GRIEVANCE PROCEDURE

1.            The purpose of the procedure set forth hereinafter is to produce prompt and equitable solutions to those problems which from time to time may arise and affect the conditions of employment of the employees covered by this Contract. The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved: and nothing in this Contract shall prevent any such employee from individually presenting any grievance of the employee.

LEVEL ONE: An employee with a grievance will present it to his/her Principal either directly or with a representative of the Association. In the event that the employee is not directly responsible to an individual Principal, then he/she will present it to his/her immediate supervisor.

LEVEL TWO: If at the end of ten (10) school days next following such presentation the grievance is not resolved to the satisfaction of the grievant, the employee and a representative of the Association may within ten (10) school days thereafter present the grievance in writing to the Superintendent, who shall meet to discuss the grievance with the employee and the President of the Association or his/her designee within ten (10) school days after receipt of the written grievance.

LEVEL THREE: If at the end often (10) school days next following the meeting with the Superintendent, the grievance is not resolved to the satisfaction of the grievant, the employee may within ten (10) schools days thereafter present the grievance in writing to the School Committee, which shall, with the Superintendent, meet with the employee and/or counsel, and/or an authorized representative of the Association, within twenty (20) school days in an effort to settle the grievance.

LEVEL FOUR: If the grievance is not resolved to the satisfaction of the employee and the Association within twenty (20) school days after the meeting with the Committee, and if the grievance shall involve the interpretation or application of any provision of this Contract, the

Association may, within twenty (20) school days, submit the grievance to the American Arbitration Association for binding arbitration in accordance with the procedure set forth in Article IIIA.

2.                   If at the end of the fifteen (15) school days next following the occurrence of any grievance, or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented at Level One of the procedure set forth in Section 1 above, the grievance shall be deemed to have been waived; and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified therefore by the said Section I.

3.                   If any employee covered by this Contract shall present any grievance without representation by the Association the disposition, if any, of the grievance shall be consistent with the provisions of this Contract and, if the Association shall so desire, it shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

4.                   No written communication, other document, or the record relating to any grievance shall be filed in the personnel file maintained by the School Department of Georgetown for any employee involved in presenting such grievance.

ARTICLE IIIA - ARBITRATION

1.                    In the event the Association submits a grievance to arbitration, the arbitrator shall be selected according to and governed by the following procedure: The arbitrator is to be mutually selected by the Committee and the Association. If the Committee and the Association cannot agree, within seven (7) school days after written notice specified above of the intention to arbitrate, then the party demanding arbitration shall within three (3) school days thereinafter, request the American Arbitration Association to provide a panel of arbitrators. Said arbitrator is then to be selected under the provisions of the Voluntary Labor Arbitration Rules now, or hereafter, in effect. The Voluntary Labor Arbitration Rules shall also govern the procedure at any arbitration hearing.

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

3.                    The Arbitrator's award shall be in writing and shall set forth his/her findings of fact with reasoning and conclusions. He/She shall arrive at his/her decision solely upon the facts, evidence, and contentions presented by the parties through the arbitration proceeding. The arbitrator shall have no power to add to, subtract from, or modify any of the terms of this Agreement. Subject to the foregoing, the decision of the arbitrator shall be submitted to the School Committee, the Association, and shall be final and binding upon the Committee, the Association and the teacher or group of teachers who initiated the grievance.

4.                    The parties may, by mutual agreement, submit more than one (1) pending grievance to the same arbitrator.

ARTICLE IV - VACANCIES AND PROMOTIONS

1.             Whenever any vacancy in a professional position occurs during the school year (September to June), it will be adequately publicized by the Superintendent by means of a notice placed on the Teachers' Lounge Bulletin Board in every school. During the months of July and August, written notice of any such vacancy will be mailed to the Association President and posted in the Superintendent's and Principals' offices. In both situations, the qualifications for the position, its duties, and the rate of compensation will be clearly set forth.

2.                   All qualified teachers of the Georgetown School System will be given fourteen (14) days from the date of posting to make application for such positions, and the Superintendent and/or Principal agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in a school system and other relevant facts.

3.                   Whenever a vacancy in a professional position occurs, it will be filled by a temporary or permanent appointment within thirty (30) days. A permanent appointment must be made within a reasonable period of time. Teachers who have applied in writing for such positions will be notified in writing by the Superintendent of the action taken regarding their application within thirty (30) days. Teachers who are refused such positions are entitled to an interview with the Superintendent and/or Principal for the purpose of learning the reason for the action taken, as perceived by the Superintendent and/or Principal.

4.                   Appointments will be made without regard to race, color, religious creed, national origin, gender, sexual orientation, genetic information, ancestry, age, or political affiliation.

ARTICLE V - POSITIONS IN SUMMER AND EVENING SCHOOLS

1.    All openings for summer school and for positions under Federal Programs will be adequately publicized by the Superintendent in each school building as early as possible and teachers who have applied for such positions in writing will be notified in writing by the Superintendent of the action taken regarding their applications within thirty (30) days.

A statement giving these dates during which proposals for summer curriculum projects will be accepted will be adequately publicized by the Superintendent in each school building as early as possible and teachers who have submitted proposals will be notified by the Superintendent of action taken regarding their proposals with thirty (30) days.

2.                   Positions in the Georgetown Summer and Evening Schools will, to the extent possible, be filled by regularly appointed teachers in the Georgetown School System.

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

ARTICLE VI - TEACHER EMPLOYMENT

1.            Full credit consideration will be given for continuous previous outside teaching experience upon employment. Consideration will also be given for teaching experience in established programs of the Peace Corps, Vista, or military service.

ARTICLE VII - TEACHER ASSIGNMENT

1.            Teachers will be notified in writing of their teaching assignments, the schools to which they will be assigned, the grades that they will teach, and any special or unusual class that they will have, no later than July 15 whenever possible. It is understood, however, that teaching assignments may change from time to time due to unforeseen circumstances.

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

3.                   Teachers who desire a change in grade or subject assignment will file a written statement of such desire with the office of the principal not later than April 1. Such statement will include the grade and/or subject to which the teacher desires to be assigned. Not later than one (1) week prior to the end of school, the principal will notify each teacher of the action taken in regard to his request for a change and will discuss the reasons for such action.

4.                   Teacher assignments will be made without regard to race, color, religious creed, national origin, gender, sexual orientation, genetic information, ancestry, age, or political affiliation.

5.                   Teachers who are assigned to duties in more than one (1) school in any school day shall be paid at the current IRS rate per mile if they use their own vehicle for the purpose of driving between schools.

ARTICLE VIII - TEACHING HOURS AND TEACHING LOAD

1.            The starting and dismissal times for students shall be as follows:

a.             Perley Elementary School                                  8:40 a.m. - 2:45 p.m.

b.             Penn Brook Elementary School                        8:40 a.m. - 2:45 p.m.

c.             Middle/Senior High School                                7:30 a.m.-2:15 p.m.

Said starting and dismissal times are subject to modification by the School Committee, but in no event shall the teacher workday be lengthened.

2a.          The workday of classroom teachers will begin five (5) minutes before the official starting time for students. Elementary teachers shall be permitted to leave thirty (30) minutes and middle/high school teachers ten (10) minutes after the closing of the student school day.

2b.          At the Perley Elementary School teachers will be on duty an average of five (5) minutes before or after the school day.

At the Penn Brook School members will be available for dismissal duty until 3:00 PM. There will be a rotation of five (5) members to remain on dismissal duty from 3:00 PM to 3:15 PM only if needed. The principal will post the rotation monthly. Teachers are not responsible for monitoring students who are involved in a non-school activity (i.e., ski program). Health concern for unit members on outside duty will be brought to the attention of the principal, and if requested, the member will have the right to be relocated inside the building. A doctor's note will be provided if requested by the principal. Members continue to have the Friday flexibility of leaving before 3:15 PM, provided the student dismissal has been completed. Penn Brook teachers shall have a 40-minute duty free lunch and no AM duties.

Either party may, upon ten (10) days notice to the other, reopen this Agreement should the Commonwealth of Massachusetts make any changes in the time and learning standards promulgated to date.

2c.          The Committee will institute a voluntary pilot "flex time" program. The schedule of a teacher who volunteers to participate in the pilot program may be subject to modification, but in no event shall the teacher's workday be lengthened.

3.             Teachers will have a duty-free lunch period of at least thirty (30) minutes per day. Effective

September 1,1996 lunch/recess time at the elementary level shall be reduced by ten (10) minutes per day from that in effect during the 1995-1996 school year, and the fifteen (15) minute recess at the Perley and Penn Brook Schools shall be eliminated.

4a.          All teachers in the Senior High School, exclusive of department heads, will, in addition to their lunch period, normally have no more than the following teaching assignments:

Five (5) teaching periods per day

One (1) preparation period per day

One (1) duty period (study hall, corridor duty, or departmentally directed meetings). Corridor duty will not change without meeting and consultation with the Georgetown Education Association.

Departmentally directed meetings shall occur for a period of ninety (90) days in each school year that the present schedule remains in effect, and shall include the following:

             Define department goals and objectives.

             Examine and discuss curriculum frameworks for subject areas.

             Identify appropriate professional development areas around curriculum and instruction and discuss with the Curriculum Director.

             Revise curriculum to align with Frameworks.

             Review and recommend course changes and/or new courses.

             Review curriculum guides for all courses after they have been developed.

             Develop scope and sequence for all courses within the department.

             Identify, discuss, and design forms of alternative assessment which meet state Frameworks and MCAS requirements.

             Discuss timeline and budget for above.

The Curriculum Director will attend and participate in these meetings and shall have the opportunity to contribute to the agenda. The building principal will be provided agendas and minutes of the meetings on the form provided in Appendix K.

4b.          Middle school teachers of language arts, mathematics, reading, science, social studies, and special education will, in addition to their lunch period, have the following teaching assignments:

Five (5) teaching periods per day

One (1) preparation period per day

One (1) team period for four (4) days in a six-day cycle; the schedule and agenda of the team period to be determined by the "core team," as defined above.

The Principal or his/her designee will assign supervisory duties as defined in Section 4b during the non-team period.

In the event that no reasonable coverage is available, study hall coverage can be assigned during team time. Study hall coverage can be assigned a maximum of one (1) team period within a four-day rotation of team periods.

4c.           Middle School Team Leaders: Team Leaders will be responsible for the development of core team design for their specific grade level and lead all scheduled team meetings focusing on the following topics: curriculum; instruction; assessment; special education and guidance; student work; parent interaction, and planning. Team Leaders will attend monthly meetings with administration and will be responsible for the planning, preparation and communication for class trips.

4d.          The administration shall continue the present practice of scheduling part-time teachers for classes and/or study halls within a block of consecutive periods whenever practicable.

5.             Departments Heads:

a.         Department Heads are personnel charged with the responsibility of specific subject contents of areas from Grade 6 through 12.

b.          Department Heads in departments of less than three (3) may be required to carry a normal teacher load.

c.             The Department Head shall discuss with the principal all facets of his/her department and conferences between both shall be held at mutually convenient times.

d.            The Department Head shall share responsibilities for supervision of teachers and classrooms; orientation of new teachers to the curriculum and department procedures; developing and revising curriculum guides; assisting, whenever possible, in the selection of new teachers; evaluation of the program; submitting budgets for the department to the Principal of the school; presenting purchase orders for approval; accounting for equipment, materials and textbooks; articulation with the elementary schools, middle school, colleges, universities; planned meetings; recommending in-service programs and workshops to the Principal and/or Superintendent; providing leadership and direction to same; attending professional meetings as approved by the Principal and/or Superintendent; and submitting reports as directed by the Principal and/or Superintendent. The Department Head shall fulfill his/her duties as described herein to the satisfaction of his/her supervisory Principal.

e.             Department Heads in Middle/High School will, in addition to their lunch period, have no more than the following teaching assignments:

Four (4) teaching periods per day. Remaining time will be devoted to the discharge of department functions.

Department Heads shall work four (4) days in the summer at their per diem rate.  The building principal and the department head will mutually agree upon the scheduling of said four (4) days.

f.             All Department Heads shall be trained in the evaluation process.

6.                   Middle/High School teachers will not ordinarily be required to teach more than two (2) subjects, nor more than a total of three (3) teaching preparations within said subjects at any one time.

7.                   Every attempt will be made to keep to an absolute minimum the number of different teaching rooms to which Middle/High School teachers are assigned.

8.                   School time will be provided for Middle School teams to meet to make recommendations for student placement schedules for the following academic year.

9.                   In the event that a Middle/High School teacher is assigned to teach a sixth (6th) course for a full year or a full semester, s/he shall be compensated at twenty per cent (20%) of his/ her base compensation earned during the time period in which the course is taught.

10.               Grade 1 teachers at the Perley School will be guaranteed a minimum of one hundred ninety (190) minutes per week of preparation time. In addition, Perley School teachers in Grade 1 will not be required to remain with their pupils during instruction by computer specialists. The additional time beyond the one hundred sixty (160) minutes will be divided equally for the purpose of grade level meetings and/or grade level and/or integrated level planning.

All Penn Brook unit members, except art, music, and physical education specialists shall be guaranteed a minimum of two hundred (200) minutes per week of preparation time. Forty of the two hundred (200) minutes will be divided equally for the purpose of grade level meetings, and/or grade level and/or intra-grade planning. The teachers will direct fifty percent (50%) of the meeting/planning periods and the remaining fifty percent (50%) will be facilitated by the principals.

Building principals will attempt to provide kindergarten and elementary teaching specialists with reasonable preparation time. Concerns will be brought to the attention of the Superintendent.

12.               The Committee shall employ a sufficient number of part-time teachers' aides to relieve all teachers of all cafeteria duty, provided that teachers be available on an emergency basis to assist in the cafeteria.

13.               The work year of teachers covered by the salary schedule set forth in Appendix A shall be no more that one hundred eighty-five (185) work days for teachers new to Georgetown and one hundred eighty-four (184) work days for teachers who have had experience in the Georgetown School System. Three (3) of these days shall be full staff development days, and one (1) day for new teachers will be an orientation day.

The Committee will notify the Association of its intent to begin school before Labor Day on or before January 1st preceding the subsequent school year.

The agenda for professional development days shall be sent to the President of the Association for informational purposes at least ten (10) school days prior to their occurrence.

14.               Unit members will attend up to three (3) afternoon or evening activities each school year as determined by the District. The third meeting will be an afternoon or evening student activity of the teacher's choice. A schedule of all student activities shall be distributed by the principal, it being understood that all activities will be covered.

15.               Effective September 1, 2006 the Mentor Supervisor will receive a stipend of fifteen hundred dollars ($1,500) per year with one (1) in-service credit plus fifteen (15) PDP's. A teacher mentor will receive a stipend of five hundred dollars ($500) per mentee per year with one (1) in-service credit plus fifteen (15) PDP's.

All communications between the mentor and the mentee are confidential.

ARTICLE IX - TEACHER EVALUATION

The parties have agreed to an evaluation instrument, which is incorporated by reference into the collective bargaining Agreement. (See APPENDIX 1.)

1.                   The parties agree that the observation and evaluation of the teaching staff shall be for the primary purpose of improving the effectiveness of the teachers. It is also urged that all observations be followed up by a conference at the earliest possible convenience for both the supervisor and the teachers.

2.                   All observation of the teaching performance of any teacher shall be conducted openly and with the full knowledge of the teacher. No evaluation of any teacher by any supervisor shall be considered final until the supervisor shall have observed the teacher at work at least two (2) times, or three (3) times if the teacher shall promptly after the second observation request that he/she be observed again. No teacher shall receive adverse comments orally from any observer in the presence of pupils.

3a.          A teacher will have the right, upon request, to review the contents of his/her personnel file. A teacher will be entitled to have a representative of the Association accompany him/her during such review.

3b.          No material derogatory to a teacher's conduct, service, character or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review the material. The teacher shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to a copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

ARTICLE X - RIGHTS OF TEACHERS WITHOUT PROFESSIONAL TEACHER STATUS

1.                   Teachers without professional status who will not be re-appointed must be notified in writing on or before June 15 that they will not be reappointed for the following year.

2.                   Upon written request, the Superintendent and/or Principal will grant the teacher one (1) personal interview for the purpose of learning the reasons as perceived by the Superintendent or principal for his/her failure to be re-elected. The teacher and Superintendent or Principal are each entitled to representation.   Such appearance will be within fifteen (15) calendar days of the request.

ARTICLE XI - MEMBERS' RIGHTS

1.             No teacher having professional teacher status will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without due cause.

ARTICLE XII - CLASS SIZE

1.             The Committee agrees that every effort will be made to limit class size to reasonable numbers according to the following:

Teachers of full five (5) credit subjects or their equivalent.

The maximum student load per teacher on a secondary or a departmentalized level will not exceed 625-655 per week (average of 125-131 students per day).

Teachers of full five (5) credit subjects or their equivalent will teach five (5) classes, each meeting five (5) times per week for a total of twenty-five (25) periods per week or the equivalent.

The maximum class size in subjects meeting more frequently than five (5) times per week will reflect a proportion consistent with the above figures.

Teachers of special subjects:

The maximum student load per teacher in special subjects or areas where classes meet fewer than five (5) times per week will not exceed an average of 135-141 students per day.

Teachers who have some full five (5) credit subjects and some special subjects:

The student load of such teachers will reflect an average consistent with the above figures.

Teachers on elementary levels:

Maximum teacher load will not exceed ninety (90) students per day based on the total number of students in homeroom, mathematics and language arts classes.

Exceptions to these provisions are permissible by mutual agreement between the Principal and the teacher involved. In the event that such agreement is not reached, exceptions may be made by agreement between the Association and the Superintendent.

ARTICLE XIII - SICK LEAVE

1.                   Teachers will be entitled to sixteen (16) sick-leave days per year and said leave shall accumulate from year to year without limitation. New teachers on the first day of school will be granted leave on a pro-rated basis. Calculation of sick leave days for part-time teachers will be on a pro-rated basis.

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

a.             Two (2) days when emergency illness or injury in the family requires a teacher to make arrangements for necessary medical and nursing care

b.             Five (5) days for a critical illness in the immediate family.

3.            Each teacher will be notified upon request of the number of sick-leave days accumulated thus far and the number of sick-leave days he/she has used during the school year. The dates when sick leave was taken will be included.

4.            In recognition of dedicated service to the children of Georgetown, any teacher covered by this Agreement who has taught for fifteen (15) continuous years in the Georgetown School System, may obtain an increase in compensation in the final year of teaching by following the established procedure.

Continuous service shall not include time spent on leaves of absence.

Eligible teachers who desire to participate in this program will notify the Superintendent of Schools by November 1 of the school year in which they intend to retire of their intention to retire under the provisions of the Massachusetts Teachers' Retirement Act. If such notice is submitted in writing by November 1, then, at the conclusion of the final year of teaching, all accumulated sick leave shall be wiped off the books and in lieu thereof the individual concerned will receive twenty dollars ($20.00) per day for each sick leave day surrendered in lump sum payment on or about July 1.

In the event the individual fails to retire under the provisions of the Act immediately at the conclusion of the school year (unless prevented from doing so by death) the teacher will agree in writing to repay to the Town of Georgetown the differential between the salary which was actually received under the provisions of this section and that which the teacher would have received had he/she not submitted the intention to retire, said amount to be deducted from the final summer paycheck of the school year.

It is understood that the giving of a notice of intent pursuant to this provision is irrevocable, and that the teacher giving such notice shall be required to retire at the conclusion of the school year, except if extraordinary changes in the teacher's family or personal life require the teacher to continue teaching. The term "extraordinary" shall be interpreted in accord with the definition in Webster's International Dictionary.

This benefit will be paid to the estate of any teacher who follows the above procedure but dies prior to receipt of the benefit.

5.             Along with the initial paycheck in September, each teacher shall receive a written accounting of his/her accumulated sick leave.

ARTICLE XIV - TEMPORARY LEAVES OF ABSENCE

1.            Teachers will be entitled to the following temporary leaves of absence with pay each school year unless otherwise stated:

a.             It is recognized by all that absences by regular teachers from the classroom may interrupt the educational process and must, therefore, be held to an absolute minimum. In each school year, however, up to three (3) days of sick leave may be utilized for imperative personal business, erlegal obligations or religious holidays which could not effectively be conducted outside of school hours.

Though reasons do not have to be cited, except as provided hereafter, notification of dates for such leaves must be made in writing to the Superintendent not less than seventy-two (72) hours before such absence occurs whenever possible. Personal leave which extends a holiday or vacation period shall be at the discretion of the Superintendent.

b.             Upon request, a teacher may be given at least one (1) day for the purpose of visiting other schools or attending meetings or conferences of an educational nature, such leave to be granted at the discretion of the Superintendent.

c.             A maximum of fourteen (14) days per school year for persons called into temporary active duty of any unit of the U. S. Reserves or the State National Guard, provided that such obligations cannot be fulfilled on days when school is not in session. Teachers will be paid the difference between their regular pay and the pay which they receive from the state or federal government.

d.            Up to five (5) days at any one (1) time in the event of a death in the immediate family. In the event of a death, other than in the immediate family, up to five (5) days may be allowed at the discretion of the Superintendent.

2.             Teachers who are called to jury duty in any county in which jury duty is required shall receive leave with pay for the duration of such duty. Compensation shall be the difference between jury-duty pay and the teacher's regular pay. Compensation shall be continued as though teachers had not been absent. Teachers shall remit to school committee any and all monies which he/she receives for jury-duty compensation.

ARTICLE XV - EXTENDED LEAVES OF ABSENCE

1.                   The Committee agrees that teachers with professional teacher status designated by the Association may, upon request, be granted a leave of absence for up to one (1) year without pay for the purpose of engaging in Association (local, state or national) activities. Upon return from such leave, a teacher will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.

2.                   A leave of absence without pay of up to two (2) years may be granted to any teacher with professional teacher status who joins the Peace Corps, Vista, or serves as an exchange teacher, and is a full time participant in either of such programs. Upon return from such leave, a teacher will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent: Application will be made to the Superintendent at least thirty (30) days prior to said leave.

3.                   Military leave may be granted to any teacher who enlists in any branch of the armed forces of the United States. Upon return from such leave, a teacher will be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence for up to a maximum of four (4) years.

The school district will follow Federal, State and Town policies and/or bylaws in granting a military leave of absence.

4a.         Maternity Leave of Absence

(1)                Every full-time teacher who is pregnant or who adopts shall be entitled to the leave set forth in M.G.L. c. 149, 105D. (See APPENDIX F, attached, for informational purposes only).

(2)                Upon satisfactory medical evidence of fitness to return to work, a teacher may return to work.

(3)                Actual disability caused by pregnancy and childbirth during the aforesaid leave shall be treated as paid sick leave and an employee will be permitted to use her accumulated sick leave for the period of actual disability.

4b.          Childrearing Leave of Absence

In the event a teacher desires a leave longer than the eight (8) weeks provided by statute, the following procedure will be followed:

(1)                The teacher will, if possible, provide sixty (60) days' notice of anticipated departure.

(2)                Said childrearing leave should begin at a time corresponding to the beginning of a new semester (or other appropriate time such as after a vacation period) provided that, up to this time, the teacher has the approval of her physician, and has the ability to perform her assigned duties satisfactorily as determined by the Principal.

(3)                Following the birth of a child, the child's mother shall be granted a childrearing leave which will normally terminate one (1) year from the September first following the termination of pregnancy.

(4)                Following the birth of a child, the child's father shall be granted a childrearing leave of up to one (1) school year. Under ordinary circumstances, such leave may only commence at the beginning of a school year.

(5)                Following the adoption of a child, either parent shall be granted a childrearing leave of up to one (1) school year pursuant to this Article. Under ordinary circumstances, such leave may only commence at the beginning of a school year.

(6)                Leave taken pursuant to this Article shall be without pay or increment or credit toward professional teacher status and must be consecutive. The return to full-time employment shall constitute a termination of childrearing leave.

(7)                Return to service will be at the beginning of a school year unless the Superintendent consents to a teacher's return during the school year, or in case of a leave pursuant to paragraph (3) above, consent to her return at the beginning of the school year immediately following the termination of pregnancy. Such leave(s) may be extended by the Superintendent.

(8)                All benefits to which a teacher was entitled at the time of his/her leave of absence commenced, including unused accumulated sick leave, less any sick leave utilized pursuant to this Article, shall be restored to him/her upon his/her return, and he/she shall be assigned to the same position which he/she held when the leave commenced, or to the most substantially equivalent position available.

5.                   After five (5) years of continuous employment in the Georgetown School System, a teacher will be granted a leave of absence, without pay or increment, for up to one (1) year for health reasons. Request for such leave will be supported by appropriate medical evidence.

6.                   Other leaves of absence without pay may be granted by the Superintendent.

7.                   Effective September 1,1989, all benefits to which a teacher was entitled at the time of his/her leave of absence, including unused accumulated sick leave, will be restored to him/her upon his/her return and he/she will be assigned to the same position which he/she held at the time said leave commenced or to the most substantially equivalent position that is available.

8.                   All requests for leaves will be applied for and answered in writing.

9.                   Teachers may be granted a leave of absence without pay or increment for one (1) year for the purpose of advanced graduate work, foreign exchange or overseas duty, or work on a research project directed by a university or governmental agency. Effective September 1,1989, upon returning to the Georgetown School System, the teacher shall be assigned to the position he/she held prior to leaving or to the most substantially equivalent position that is then available.

10.                In the normal course of a leave of absence the teacher shall notify the Superintendent by March 15 of his/her intention to return the following September following expiration of, his/her leave. All requests for extensions or renewals of leaves must be applied for in writing on or before March 15 of each year in which the leave expires. Decisions on such requests will be confirmed in writing by April 15. If the leave does not run from September 1 through August 31, the teacher will provide the Superintendent with at least thirty (30) days notice of his/her intention to return.

11.               The above said leaves will not be taken consecutively.

12.               Leaves of absence shall not be granted during the school year for vacation or entertainment purposes.

13.               The Committee will apply the terms of this Agreement in a manner consistent with the Family Medical Leave Act. Leave entitlement under state law, this Agreement, and FMLA run concurrently when they cover the same type of leave.

ARTICLE XVI - COMMUNICATIONS

The Association will be provided in advance with one (1) copy of the agenda for School Committee meetings and one (1) copy of the minutes of each meeting once approved. Said copy to be delivered to the President of the Association by inter-school mail.

ARTICLE XVII - INSURANCE

In the event that Massachusetts State Legislature sees fit to increase the percentage payable by cities and towns toward Health Insurance, and it is adopted by the Town of Georgetown, the Committee will pay the maximum percentage permitted by the law effective the day and year designated by the Great and General Court.

ARTICLE XVIII - PROFESSIONAL DEVELOPMENT & EDUCATION IMPROVEMENT

The Committee will pay the reasonable expense (including fees, meals, lodging and transportation) incurred by teachers who attend workshops, seminars, conferences, or other professional improvement sessions at the request and/or with the advance approval of their principal or immediate superior and Superintendent. Teachers will receive reimbursement for travel at the rate of the current amount per mile established by the Internal Revenue Service for attendance at the above meetings.

ARTICLE XIX - SABBATICAL LEAVE

Desiring to reward professional performance and encourage independent research and achievement, the Board hereby initiates this policy of sabbatical leaves for teachers, to be granted upon the recommendation by the Superintendent and the approval of the School Committee, for approved scholarly programs of study or travel, not to exceed one year.

Eligibility:

Any permanent member of the professional staff who has served seven (7) or more years in the Georgetown Public School System may request said leave. Not more than two (2) members of the total professional staff shall be granted the leave during any one (1) school year, but the number of leaves, if any, shall be at the discretion of the Superintendent.

Duration:

A sabbatical leave may be granted for one (1) full semester or two (2) full consecutive semesters only.

Application & Selection:

Application must be filed with the Superintendent no later than November 1 of the school year previous to the school year for which the leave of absence is requested. In the event a number of applications in excess of two (2) are received, the following factors will be taken into account in assigning leave:

1.             Educational value of the proposed project to the school system.

2.             Length of service in the Georgetown Public School System.

3.             Representation of areas of teaching in the system (i.e., middle school, high school, elementary, vocational, special).

4.             Priority of application (date).

Second leave:

A second or third leave shall not be authorized unless and until one shall have reestablished eligibility by serving another period of seven (7) years.

Salary:

Staff members on leave of absence will receive one-half (!4) of the salaries which they would have received if they had remained on active duty for a leave of two (2) consecutive semesters. Staff members on leave of absence will receive all of their regular salaries which they would have received if they had remained on active duty for a leave of one (1) semester. The tenure, regular salary increments and status are thereby not impaired upon returning to the Georgetown School System.

Required before leave is taken:

A staff member who has been granted a sabbatical leave shall file with the Superintendent a written agreement stipulating:

1.                    That he/she will remain in the service of the Georgetown School System for a period equal to twice the length of such leave.

2.                    That in default of this agreement, he/she will refund to the Town of Georgetown the amount of salary received while on said leave except that for reasons of illness or disability, which prevents the teacher's return to active employment, death, or discharge from his/her position by the Committee the default shall be forgiven.

3.                    That upon returning to the Georgetown School System, the teacher will be assigned to the position that he/she held prior to leaving or a position that is acceptable to both parties.

The parties agree that Article XIX will remain in the Agreement on the understanding that the grant of sabbatical leave is entirely discretionary with the Committee and, subject to law, can be granted or not granted for any reason whatsoever.

ARTICLE XX - SCHOOL COUNCILS

For each completed term as an elected member of a school council, employees covered by this Agreement will receive (3) Professional Development Points (PDP) to be applied to any required recertification.

ARTICLE XXI - SALARIES

1.                  The basic salaries of all persons covered by the Agreement are set forth in Appendices "A" and "E" which are attached hereto and made a part hereof.

2.                  Salaries of those personnel having administrative responsibilities, and differentials for personnel having supervisory responsibilities, extracurricular assignments, athletic coaching, and nurses are set forth in Appendices "B", "C", "D" and "E".

3.                  All persons on the salary schedule set forth in Appendices "A" and "E" will have the option of being paid either in twenty-six (26) bi-weekly installments or twenty-one (21) bi-weekly installments, or they may, upon written request prior to October 1, receive a check for the last six (6) installments on the last scheduled work day for teachers. (May be postdated not later than the first pay period in July).

The first salary installment will be paid on the second Friday after the commencement of school (i.e., the Friday of the week following that on which Labor Day falls).

If the first Town payroll in September occurs during the week in which Labor Day falls, bargaining unit members who are employed during the previous school year will receive the first installment of the twenty-one (21) or twenty-six (26) payroll payments on the first Friday following Labor Day. New teachers, on the first Friday following Labor Day, will receive fifty per cent (50%) of a twenty-one (21) or twenty-six (26) payroll installment. The remaining fifty per cent (50%) will be received on the last pay period in the school year. The above procedure is only applicable where the Town's bi-weekly payroll does not fall during the second Friday in September following Labor Day.

The lump-sum option is not available to personnel hired on a twelve (12) month basis.

4.             A longevity payment will be added to each employee's annual salary according to the following schedule:

 

2009-2010

2010-2011

 

 

2011-2012

Years 11-15

$ 900 annually

$1200 annually

Years 16-20

$1350 annually

$1800 annually

Years 21-25

$1800 annually

$2400 annually

Years 26-30

$2250 annually

$3000 annually

Years 31-35

$2700 annually

$3600 annually

Years 36+

$3150 annually

$4200 annually

Part-time employees will be paid on a pro-rata basis, depending upon the percent of full-time employment for their particular position.

The above payments will be paid in a lump sum to employees in the first payroll period in December 2009, and annually in December thereafter.

5.             Continued salary-schedule increments will not be automatic beyond Step 4, Scale I without satisfying the following requirements:

a.            A teacher shall produce evidence of completion of not less than three (3) semester hours of study previously approved by the Superintendent during the preceding three consecutive years.

b.            Teachers on maximum who have not completed three (3) semester hours of study within the three (3) preceding consecutive years shall not be automatically moved to any maximum salary caused by a salary-schedule-negotiated change until such credit is approved by the Superintendent.

c.            The approval of credits will be granted for courses accepted under an accredited college or university program, or for courses directly related to the teacher's area of concentration. Credit will also be granted for workshops, in-service courses, and other programs related to the teacher's area of concentration, which have the prior approval of the Superintendent.

d.            Section 5 does not apply to any teacher at the Master's level.

e.            A teacher with professional teacher status who on/by September 1,2003 has earned forty-five (45) credits beyond the Masters' Degree will be placed on Column 10. A teacher who on/by September 1, 2003 has not acquired forty-five (45) credits beyond the Masters' Degree but has acquired thirty-six (36) credits beyond the Masters' Degree will be eligible for placement on Column 10 after completing nine (9) additional credits based upon an individual plan(s) of self-directed professional development approved in advance by the Superintendent. The Superintendent's decision on whether to approve the individual plan and/or to award credits is not subject to the grievance and arbitration provision of this agreement.

f.             Teachers employed prior to September 1,1993 who are placed on Scale 7 based upon Bachelors' Degrees plus thirty-six (B+36) credits will be eligible, effective September 1, 2003, for placement on Scale 8 if they have achieved Bachelors plus fifty-four (B+54) credits and on Scale 9 if they have achieved Bachelors plus seventy-two (B+72) credits. Any credits earned after September 1, 2003 by teachers on Scale 7 without a Masters Degree for placement on Scales 8 and 9 must be graduate credits approved in advance by the Superintendent. The computation of credits beyond the Bachelors Degree will be based upon credits on file in the Superintendent's office on or before September 1, 2003.

6.                   No person receiving a stipend above the regular salary schedule placement as director, department head, or Schedule B, shall be employed as a coach of more than one (1) sport.

7.                   To receive credits on the salary schedule during the school year the official transcript must be received by February 15. Any increase on the salary schedule will then be effective March 1.

ARTICLE XXII - RIGHTS OF THE COMMITTEE

The Committee is a public body established under, and with the power provided by, the statutes of the Commonwealth of Massachusetts. As the elected representatives of the citizens of

Georgetown charged with the responsibility for the quality of education in, and the efficient and economical operation of, the Georgetown School System, it is acknowledged that the Committee and the Superintendent have the final responsibility of establishing the education policies of the Public Schools of Georgetown.

Nothing in this Agreement shall be deemed to derogate or impair the powers and responsibilities of the Committee and the Superintendent under the statutes of the Commonwealth or the rules and regulations of any agencies of the Commonwealth. As to every matter not expressly covered by this Agreement and except as directly modified by a specific provision of this Agreement, the Committee and the Superintendent retains exclusively to itself all rights and powers and responsibilities that it has or may hereafter be granted by law, and may exercise the same at its discretion, subject to the grievance-arbitration on provisions of this Agreement.

ARTICLE XXIII - CONTINUITY OF EMPLOYMENT

1.                   In consideration of the terms of this Agreement and the legislation which engendered it, the Association and its members individually and collectively, agree for the term hereof, that they shall not cause, -condone, sponsor, sanction, assist or participate in any strike, work stoppage, concerted absence or refusal to perform assigned duties, or other illegal activities directed against the Georgetown School System.

2.                   The Association further agrees that should any strike, sit down, stay in, slow down, work stoppage, withholding of services or any other interference occur (regardless of the lack of Association connection with the activity), it shall put forward every effort to immediately have the activity terminated, including ordering persons concerned to return to work.

3.                   Teachers who participate in any such activities may be disciplined or discharged as the Superintendent in his/her judgment deems proper and said disciplines shall be final and binding on the parties affected thereby, subject to the grievance and arbitration procedure.

4.                   The Association agrees to reimburse the Committee for any monies expended as a result of a strike or any other conduct described in Section I above authorized by the Association.

5.                   In connection with any negotiations for a successor agreement to this Agreement, said negotiation shall be conducted without the threat of strikes by either party and any outstanding differences shall be referred to the mediation, fact-finding or other statutory impasse procedures provided by law.

ARTICLE XXIV - LAYOFF AND RECALL

If the Committee should decide to reduce the number of positions in the bargaining unit, each department and/or classification listed below shall constitute a separate unit for purposes of layoff and recall:

A.            Pre-K-6

B.            Secondary, e.g.

1.                   English

2.                   Science

3.                   Mathematics

4.                   Social Studies

5.                   Foreign Language

6.                    Business Education

7.                    Reading

8.                    Practical Arts

a.         Home Economics

b.         Industrial Arts

9.                    MusicK-12

10.                Physical Education/Health K-12 or Physical Education K-12

11.                Art K-12

12.                Guidance K-12

13.                Special Needs K-12

14.                Librarians and Media Specialists K-12

15.                Nurses K-12

16.                Speech and Language Specialists K-12

Should new departments and/or classifications arise during the term of this agreement, the parties will review and determine whether to include the new departments as layoff categories.

1.            Definitions:

a.             Seniority - For all current employees seniority shall be defined as length of continuous service in

a professional position(s) in the Georgetown Public Schools measured from the first day for which compensation was received. For employees entering the bargaining unit after August 31,1978, seniority shall be defined as length of full-time continuous employment in the bargaining unit, measured from the first day for which compensation was received including time spent on paid leaves of absence. Effective September 1,1989, seniority shall be defined as length of full-time continuous employment in the bargaining unit, measured from the first day for which compensation was received, including time spent on paid leaves of absence. However, effective September 1,1989, time spent on unpaid leaves of absence shall not constitute a break in seniority, but shall not be counted in the determination of seniority for purposes of this article. For all current employees who are employed less than full time in the Georgetown Public Schools, seniority shall be measured on a pro-rated basis according to the percentage of a full-time position they are employed in ratio to a full-time employee. Part-time employees' continuous service shall be measured in the same manner as full-time employees except that it shall be measured on a prorated basis.

b.             Qualified - Certified by the Massachusetts Department of Elementary and Secondary Education.

c.             Teacher with Professional Teacher Status - A teacher possessing rights under G.L. c.71, section 42 as amended.

2.             Layoff Procedure

a.            To the extent possible and practical, normal attrition will be the method first used, to reduce the number of teaching positions in those classifications and/or department in which reductions are necessary. That is, teachers who resign, retire, or who otherwise terminate their employment shall not be replaced. Also included in this paragraph are those teachers without professional teacher status whose employment the Committee determines not to renew.

b.            Reductions in positions may be effective only as of the first day of any professional work year. Except for unforeseen circumstances, a teacher to be laid off shall be notified by the August 15 preceding the effective date of layoff, but the Superintendent agrees to provide preliminary written notice to those teachers who might be affected by layoff prior to the end of the previous school year. The August 15 notice required under this section shall be deemed to have been given when the notice has been mailed, via certified mail, postage prepaid, addressed to the teacher at his/her last known address appearing in the Committee's records.

c.             If it is not at all possible to reduce the staff by the factors in paragraph (a) above, reductions will first be made among those teachers who have not attained professional teacher status in the department and/or classifications to be reduced, provided there are teachers with professional teacher status who are qualified to fill those positions.

d.            Layoff for all teachers with professional teacher status in the department and/or classifications to be reduced shall be by reverse order of seniority.

e.             A qualified teacher with professional teacher status laid off pursuant to this Article shall have the right to bump a teacher with professional teacher status with less seniority in a classification and/or department in which said senior teacher previously taught in Georgetown for at least three (3) years within the last seven (7) years.

3.             Rights of Teachers on Layoff

a.            Any teacher with professional teacher status who is laid off pursuant to this Article shall be considered to be on an unpaid leave of absence and shall be considered for recall for a period of two (2) years to the position which he/she previously performed in the Georgetown School System. If an opening occurs during that period, the teacher will be offered the opportunity to return to work in his/her department and/or classification on a last out-first in basis, provided that the teacher continues to be qualified to fill that position.

b.            Teachers with professional teacher status shall be notified of recall via certified mail at their last address of record at the office of the Superintendent of Schools.

c.             A teacher with professional teacher status recalled shall have fifteen (15) calendar days to notify the Superintendent of his/her acceptance or rejection; return of the certified letter by the Post Office will be considered a rejection of the teaching assignment by the teacher.

1.            A teacher with professional teacher status who rejects recall for reasons of illness or disability rendering the teacher unable to work or other good reason as approved by the Superintendent shall be moved one (1) position down on the recall list or to the bottom of the recall list, whichever position is higher on the list; and the reason for the rejection must be stated on the teacher's letter of rejection. Proof of illness or disability must be furnished to the School Committee if requested. Regarding an illness or disability rendering the teacher unable to work, the School Committee may require a letter from a physician, certifying that the teacher's illness or disability rendered him/her unable to work. The recall period of a teacher rejecting recall due to illness or disability shall extend for a period of one (1) year in addition to that set forth in paragraph "a" above. All teachers who reject a recall with no reason or an unacceptable reason under this section will be removed from the recall list; the Association and the teacher shall be notified of such removal in writing within ten (10) school days.

2.             All benefits to which a teacher with professional teacher status was entitled at the time his/her layoff commenced, including previously accumulated sick leave days will be returned to him/her upon recall.

d.            Teachers with professional teacher status who have been laid off shall be given preference on the substitute list if they so desire and so indicate in writing.

e.             A teacher laid off shall have the right to request a lump-sum final paycheck even if he/she had not requested said check by October 1 as set forth in Article XXI, Section 3 of this Agreement.

4.             Seniority List

a.             Within sixty (60) days after the execution of this Agreement, and annually thereafter, the Superintendent shall forward to the Association a Seniority List containing the names of all employees in the bargaining unit. Should the Association choose to challenge the accuracy of the Seniority List, written notice detailing the challenge shall be sent to the Superintendent within twenty (20) school days of receipt of the Seniority List. Within ten (10) school days of receipt of the challenge, the Association's representative shall meet with the Superintendent to resolve the challenge. If the parties are unable to resolve the challenge, the matter shall be immediately submitted to arbitration in accordance with Article IIIA of this Agreement.,

b.             Challenges to the make up of subsequent Seniority Lists may be made only to the extent of the change, if any, from the preceding Seniority List.

c.             The existing practice (as represented by the seniority lists of 1978,1979,1980,1981,1982) of seniority-list placement of bargaining-unit members shall continue for the duration of this agreement. The existing practice is as follows:

1.                   Bargaining-unit members are placed on the seniority list according to their seniority within the specific department and/or classification in which they are teaching.

2.                   When a teacher leaves a department and/or classification in which he/she has previously taught to teach on a full-time basis in another department and/or classification or commences to teach on a fractional basis in an additional department and/or classification, said teacher shall remain on the seniority list in that department and/or classification in which he/she had originally taught, until such time as he/she has completed three (3) years of teaching within the new department and/or classification.

3.                   When a teacher has been out of the department and/or classification in which he/she originally taught for a period of four (4) years, said teacher shall be removed from the seniority list as it pertains to the original department and/or classification.

4.                   During said four (4) year period, as set forth in subsection 3 above, such teacher shall appear on the seniority lists pertaining to both departments and/or classification in which he/she is teaching.

5.                   A teacher teaching in a fractional department and/or classification situation, once he/she has met the requirement set forth in subsection 2 above, shall continue to appear on the seniority lists of both departments and/or classifications for the entire length of his/her fractional service or until that time when the provisions of subsection 3 above become applicable.

5.             This article does not apply to teachers without professional teacher status.

ARTICLE XXV - EARLY RETIREMENT INCENTIVE

1.            There shall be an early retirement incentive under the following conditions:

Any employee who was hired on or before September 1, 1996 and who is on the maximum step with fifteen (15) years of service in the Georgetown Public Schools under the age of sixty (60) shall be eligible to apply at the beginning of the school year.

2.                   To be eligible for the lump-sum payment, payable on or about July 1, the employee must file a written application with the Superintendent by December 1 of the school year in which he/she intends to retire.

3.                   An employee shall receive a lump-sum payment of thirty percent (30%) of his/her base salary for his/her final year of teaching as set forth in APPENDIX A as a one-time-only early retirement incentive.

4.                   An employee who receives the early retirement incentive payment shall retire effective as of the date which is the day after the date of issuance of the lump-sum payment.

5.                   A maximum of two (2) members per year will be entitled to retire pursuant to the provisions of this article at the conclusion of any given school year. If more than two (2) members apply, the two (2) individuals with the greatest seniority will be awarded the early retirement incentive.

6.                   It is understood that the giving of a notice of intent to retire pursuant to this provision is irrevocable for a teacher who is eligible to receive benefits pursuant to Section 5 above, and that the teacher giving such notice and eligible to receive benefits shall be required to retire at the conclusion of the school year, except if extraordinary (as defined in Article XIII, Section 4) changes in the teacher's family or personal life require the teacher to continue teaching.

7.                   Any teacher employed as of September 1,1991, whose employment commenced on or after his/her forty-fifth (45th) birthday shall be eligible for the early retirement benefit set forth in this Article after fifteen (15) years of service, notwithstanding that the teacher will be over the age of sixty (60) when the teacher becomes eligible for the benefit.

ARTICLE XXVI - HEALTH AND SAFETY

The Association shall have the right to meet with the administration immediately to discuss reasonable steps to guarantee the health and safety of teachers.

ARTICLE XXVII - EDUCATION REFORM

Upon ten (10) school days written notice by either party, unless otherwise mutually agreed, the Association and the Committee will meet to discuss changes in the collective bargaining agreement caused by the Education Reform Act of 1993.

ARTICLE XXVIII - TEACHER PROTECTION

1.                   Teachers will immediately report all cases of physical assault or injury resulting therefrom suffered by them in connection with their employment to the Building Principal in writing. The Building Principal will provide a copy to the Superintendent. The Principal or designee will promptly report, if appropriate, the incident to proper law enforcement authorities in the event such report has not already been made.

2.                   Alleged incidents of assault of a teacher or injuries resulting therefrom shall be promptly investigated by the teacher's Principal. A written report of this investigation shall be forwarded to the Superintendent.

3.                   The Superintendent will comply with any reasonable request from the teacher for information in the Superintendent's possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the teacher, the police and the courts.

4.                   In case of personal injury to a teacher sustained as a result of, and in the performance of, the teacher's duties, the teacher may apply for Workers' Compensation and use available sick leave to the extent permitted by G.L. c.152 section 69.

5.                   Upon written request, the Committee will use its best efforts to arrange for the Association to inspect, or copy, at its expense, any insurance policies maintained by the Town covering teacher liability and/or indemnity.

6.                   A teacher will be permitted leave without loss of pay or loss of sick leave to testify under subpoena in any court hearing involving an alleged assault of that teacher.

ARTICLE XXIX -- TUITION REIMBURSEMENT

1.             The Committee agrees to allocate the sum of twenty thousand dollars ($20,000) per fiscal year for the purpose of reimbursing bargaining unit members for graduate level courses in an approved degree program an/or for courses beyond a Masters Degree.

If a teacher is enrolled in a degree program, evidence of admission to such program must be provided to the Superintendent. To be eligible for reimbursement, the course must be designed to enhance the competence of the teacher in his/her position.

2.                    All requests must be submitted in writing to the Superintendent or his/her designee and approved by the Superintendent or his/her designee prior to the start of the course.

3.                    The reimbursement will be at the rate of six hundred dollars ($600) per course. The teacher must receive a B or better in the course.

4.                    The funds will be on a first-come, first-served basis for the first course for all bargaining unit members. If funds remain, reimbursement will be provided for all or a portion of a second course on a first-come, first-served basis.

If funds remain, bargaining unit members without a Masters Degree will be eligible for reimbursement for graduate level courses. A teacher must be employed at the time of the reimbursement.

ARTICLE XXX — 403-B PLAN

Effective September 1, 2006, the Committee agrees to establish a 403-B plan for all bargaining unit members. For the 2006-2007 school year the employer will match up to the first five hundred ($500) dollars contributed by each employee provided, however, if there are more than eighty-two (82) members who participate in the 403-B plan, the employer will provide a match which is equal to $41,000 divided by the number of participants. Effective September 1, 2007 and September 1, 2008, the employer will match up to the first five hundred ($500) dollars contributed by each employee. Each member must contribute the full amount to be eligible for this contribution.

To the extent permitted by law, a member's sick leave buy back payment upon retirement will, at the member's request, be deposited into the member's 403-B Plan. (Please refer to Article XIII Section 4.)

Subject to vendor approval, the Committee will provide two (2) additional entry points for enrollment into and/or changes in 403-B plans.

2.                   The School Committee will not be responsible for any administrative costs relating to this program, and the only legal responsibility relating to the 403-B plan will be to transmit the contribution to the appropriate vendor(s).

3.                   During the term of this 9/1/2009 - 8/31/2012 Contract the employer will not match employee contributions.

ARTICLE XXXI - RETIREMENT PAY

All stipends or other monetary compensation in which the parties reach agreement and reduce to writing during the term of this agreement or any extension thereof are hereby incorporated into the collective bargaining agreement at the time the agreement is reached. When the agreement contains terms that continue beyond the terms of this agreement or any extensions thereof, the terms shall be printed as part of the appropriate article/appendix in the subsequent agreement. The employer assumes no responsibility for the MTRS denial of inclusion in base pay for retirement purposes.

ARTICLE XXXII - GENERAL

1.            CORI Checks

In compliance with the provisions of Chapter 385 of the Acts of 2002, the Superintendent of Schools shall request and review CORI checks. Such checks shall take place not more than once every three (3) years.

Employees shall be made aware that CORI reports concerning them are being requested and when such request is actually made. Employees shall be made aware that, upon request, they shall be provided with a copy of the CORI report received by the Superintendent.

All CORI checks shall be kept in a separate, secure file maintained in the office of the Superintendent. Upon retirement or termination of his/her employment an employee may request in writing that s/he be given his/her reports. Such reports shall be provided to the employee within ten (10) days of the request.

After review of a CORI report, the Superintendent, if s/he deems it necessary, may meet with the employee who may, at such meeting, be represented by the Association. All personnel actions resulting from information acquired from a CORI report shall be conducted pursuant to the provisions of the Collective Bargaining Agreement and the General Laws of the Commonwealth of Massachusetts.

ARTICLE XXXIII - TECHNOLOGY

The Association and the School Committee mutually agree to support the use of technology throughout the School District, including integration with administrative tasks, assessment and delivery of instruction, development of curriculum, as well as internal and external communication. The School Committee is committed to providing unit members with adequate hardware, software and training necessary to accomplish this initiative.

ARTICLE XXXIV - DURATION

1.                 The provisions of this Agreement will be effective as of September 1, 2009 through August 31, 2012.

2.                 Negotiations for a successor contract shall commence not later than October 15, 2011.

3.                 Should any provision of this Contract, or the application of this Contract to any member of the professional staff or Committee covered hereunder to be found to be contrary to law, such provisions of applications shall have effect only to the extent permitted by law, or as provided for hereunder but all other provisions or applications of this contract shall continue in full force and effect

GEORGETOWN SCHOOL COMMITTEE

By____________________________

                  Chairman

GEORGETOWN EDUCATION ASSOCIATION

By____________________________

                  President

                  President

APPENDIX A

YEAR ONE                   Teachers remain on step. Those teachers eligible for step movement receive an additional 25% of the step differential.

2009-2010

2.00%

Scale (Column)

1

2

3

4

5

6

Degree

B

B+6

B+12

B+18

B+24

B+30

Step

 

 

 

 

 

 

1

$39,793

$40,156

$40,526

$40,882

$41,247

$41,607

2

$41,878

$42,247

$42,602

$42,973

$43,330

$43,693

3

$43,576

$43,942

$44,299

$44,663

$45,035

$45,389

4

$45,271

$45,635

$45,996

$46,371

$46,727

$47,089

4

$45,071

$45,435

$45,796

$$47,143

$46,527

$46,889

5

$47,014

$47,382

$47,753

$48,110

$48,468

$48,838

5

$46,814

$47,182

$47,553

$47,910

$48,268

$48,638

6

$48,248

$48,608

$48,967

$49,334

$49,701

$50,060

6

$48,048

$48,408

$48,767

$49,134

$49,501

$49,860

7

$50,402

$50,782

$51,132

$51,494

$51,861

$52,225

7

$50,202

$50,582

$50,932

$51,294

$54,661

$52,025

8

$52,112

$52,464

$56,913

$51,873

$58,774

$53,930

8

$54,943

$50,154

$56,542

$52,642

$58,548

$53,515

9

$54,739

$55,099

$55,469

$55,835

$56,208

$56,574

9

 

$59,501

$59,521

$55,551

$54,561

$56,591

10

$59,111

$59,501

$59,909

$60,303

$60,697

$61,109

10

$59,911

$59,301

$59,178

$60,103

$60,497

$60,909

11

 

 

 

 

 

 

11

 

 

 

 

 

 

 

7

8

9

10

11

12

B+36,M

M+18

MM,M+36

M+45

CAGS

PHD

 

 

 

 

 

 

$42,272

$42,998

$43,729

$44,898

$45,506

$46,692

$44,610

$45,332

$46,057

$47,225

$47,832

$49,018

$46,559

$47,272

$47,997

$49,165

$49,773

$50,958

$48,474

$49,214

$49,939

$51,108

$51,716

$52,902

$48,274

$48,014

$49,739

$50,908

$51,516

$52,702

$50,465

$51,192

$51,933

$53,101

$53,708

$54,895

$50,265

$50,992

$51,773

$52,901

$53,508

$54,695

$51,873

$52,602

$53,329

$54,498

$55,106

$56,291

$51,673

$52,402

$53,129

$54,298

$54,906

$56,091

$54,348

$55,081

$55,804

$56,973

$57,579

$58,766

$54,148

$54,881

$55,604

$56,773

$57,379

$62,973

$55,129

$54,969

$57,742

$56,973

$59,520

$60,705

$50,782

$50,271

$57,487

$50,154

$59,487

$60,528

$58,534

$59,260

$59,961

$61,129

$61,736

$62,923

$59,801

$59,731

$64,381

$64,154

$64,845

$64,354

$62,843

$63,587

$64,352

$65,519

$66,128

$67,313

$59,154

$67,165

$64,154

$64,619

$65,928

$67,113

$66,331

$67,124

$67,930

$69,099

$69,706

$70,892

$66,131

$66,924

$67,730

$68,899

$69,506

$70,692

TEACHER WITHOUT PROFESSIONAL STATUS RATE IS $200 LESS THAN TEACHER WITH PROFESSIONAL TEACHER STATUS RATE

*(1) Teachers employed prior to September 1,1993 who are placed on Scale 7 based upon Bachelors' degrees plus 36 credits will be eligible, effective September 1, 2003, for placement on Scale 8 if they have achieved Bachelors plus 54 credits and Scale 9 if they have achieved Bachelors plus 72 credits. Any credits earned after September 1, 2003 by teachers on Scale 7 without a Masters Degree for placement on Scales 8 and 9 must be graduate credits approved in advance by the Superintendent The computation of credit beyond the Bachelors Degree will be based upon credits on file in the Superintendent's office on or before September 1, 2003.

"(2) A teacher with professional teacher status who on September 1, 2003 has earned 45 graduate credits beyond the Masters' Degree will be placed on Column 10. A teacher who on September 1, 2003 has not acquired 45 graduate credits beyond the Masters' Degree but has acquired 36 graduate credits beyond the Masters' Degree will be eligible for placement on Column 10 after completing nine (9) additional credits based upon an individual plan(s) of self-directed professional development approved in advance by the Superintendent. The Superintendent's decision on whether to approve the individual plan and/or to award credits is not subject to the grievance and arbitration provision of this agreement

YEAR TWO                     Teachers remain on step. Those teachers eligible for step movement receive an additional 50% of the step differential.

2010-2011

2.75%

Scale (Column)

1

2

3

4

5

6

Degree

B

B+6

B+12

B+18

B+24

B+30

Step

 

 

 

 

 

 

1

$41,456

$41,831

$42,206

$42,579

$42,948

$43,321

2

$43,466

$43,845

$44,210

$44,588

$44,960

$45,330

3

$45,210

$45,585

$45,953

$46,330

$46,708

$47,074

4

$46,952

$47,324

$47,696

$48,085

$48,447

$48,820

4

$46,752

$47,124

$47,886

$47,885

$48,247

$48,620

5

$48,790

$49,169

$49,553

$49,917

$50,284

$50,666

5

$48,590

$48,969

$49,352

$49,917

$50,048

$50,666

6

$50,552

$50,918

$51,282

$51,663

$52,043

$52,408

6

$50,352

$50,718

$51,082

$51,463

$51,843

$52,208

7

$52,269

$52,664

$53,022

$53,393

$53,769

$54,144

7

$52,069

$52,464

$52,822

$53,193

$53,569

$53,944

8

$54,031

$54,388

$54,778

$55,143

$55,524

$55,899

8

$53,831

$54,188

$54,578

$54,943

$55,324

$55,699

9

$56,921

$57,291

$57,671

$58,048

$58,432

$58,810

9

$56,721

$57,091

$57,471

$57,848

$58,232

$58,610

10

$60,737

$61,137

$61,556

$61,962

$62,366

$62,790

10

$60,537

$60,937

$61,356

$61,762

$82,166

$62,590

11

 

 

 

 

 

 

11

 

 

 

 

 

 

 

7

8

9

10

11

12

B+36,M

M+18

MM,M+36

M+45

CAGS

PHD

$44,067

$44,814

$45,563

$46,764

$47,388

$48,606

$46,341

$47,077

$47,821

$49,022

$49,646

$50,864

$48,331

$49,071

$49,816

$51,016

$51,641

$52,859

$50,299

$51,066

$51,811

$53,013

$53,638

$54,855

$50,099

$50,866

$51,611

$52,813

$53,438

$54,655

$52,399

$53,144

$53,908

$55,110

$55,733

$56,952

$52,199

$52,144

$53,703

$52,813

$54,645

$54,663

$54,397

$55,147

$55,888

$57,089

$57,714

$58,931

$54,197

$54,947

$55,688

$56,889

$57,514

$58,731

$56,390

$57,144

$57,885

$59,086

$59,709

$60,929

$56,190

$56,944

$57,685

$58,886

$59,509

$60,729

$58,383

$59,129

$59,877

$61,080

$61,703

$62,921

$58,183

$58,929

$59,677

$60,800

$61,503

$62,721

$60,754

$61,499

$62,214

$63,414

$64,038

$65,257

$60,554

$61,299

$62,014

$63,214

$63,838

$65,057

$65,618

$66,386

$67,184

$68,383

$69,008

$70,226

$65,418

$66,186

$66,984

$68,183

$68,808

$70,026

$68,155

$68,970

$69,798

$70,999

$71,623

$72,842

$67,955

$68,770

$69,598

$70,799

$71,423

$72,642

TEACHER WITHOUT PROFESSIONAL STATUS RATE IS $200 LESS THAN TEACHER WITH PROFESSIONAL TEACHER STATUS RATE

*(1) Teachers employed prior to September 1,1993 who are placed on Scale 7 based upon Bachelors' degrees plus 36 credits will be eligible, effective September 1, 2003, for placement on Scale 8 if they have achieved Bachelors plus 54 credits and Scale 9 If they have achieved Bachelors plus 72 credits. Any credits earned after September 1, 2003 by teachers on Scale 7 without a Masters Degree for placement on Scales 8 and 9 must be graduate credits approved in advance by the Superintendent The computation of credits beyond the Bachelors Degree will be based upon credits on file in the Superintendent's office on or before September 1, 2003.

** (2) A teacher with professional teacher status who on September 1, 2003 has earned 45 graduate credits beyond the Masters' Degree will be placed on Column 10. A teacher who on September 1, 2003 has not acquired 45 graduate credits beyond the Masters' Degree but has acquired 36 graduate credits beyond the Masters' Degree will be eligible for placement on Column 10 after completing nine (9) additional credits based upon an individual plan(s) of self-directed professional development approved in advance by the Superintendent The Superintendent's decision on whether to approve the individual plan and/or to award credits is not subject to the grievance and arbitration provision of this agreement

YEAR THREE                Teachers eligible to advance in steps advance one step.

2011-2012

2.75%

Scale (Column)

1

2

3

4

5

6

Degree

B

B+6

B+12

B+18

B+24

B+30

Step

 

 

 

 

 

 

1

$41,427

$41,808

$42,204

$42,579

$42,964

$43,342

2

$43,764

$44,155

$44,530

$44,588

$45,294

$45,682

3

$45,558

$45,946

$46,322

$46,330

$47,099

$47,472

4

$47,348

$47,732

$48,112

$48,085

$48,886

$49,266

5

$49,135

$49,523

$49,913

$49,917

$50,671

$51,060

6

$50,938

$51,318

$51,697

$51,663

$52,472

$52,851

7

$52,715

$53,112

$53,484

$53,393

$54,254

$54,637

8

$54,514

$54,891

$55,282

$55,143

$56,050

$56,435

9

$57,094

$57,473

$57,864

$58,048

$58,641

$59,028

10

$62,407

$62,818

$63,249

$61,962

$64,081

$64,516

11

 

 

 

 

 

 

 

7

8

9

10

11

12

B+36,M

M+18

MM,M+36

M+45

CAGS

PHD

$43,978

$44,745

$45,519

$46,753

$47,395

$48,647

$46,580

$47,348

$48,112

$49,347

$49,987

$51,240

$48,650

$49,395

$50,161

$51,394

$52,036

$53,287

$50,671

$51,445

$52,211

$53,445

$54,087

$55,338

$52,715

$53,484

$54,262

$55,497

$56,137

$57,390

$54,765

$55,535

$56,302

$57,536

$58,178

$59,429

$56,814

$57,587

$58,350

$59,584

$60,225

$61,478

$58,862

$59,631

$60,397

$61,633

$62,273

$63,525

$61,168

$61 935

$62,680

$63,914

$64,555

$65,808

$65,269

$66,051

$66,846

$68,079

$68,721

$69,972

$70,029

$70,867

$71,717

$72,952

$73,592

$74,845

*(1) Teachers employed prior to September 1,1993 who are placed on Scale 7 based upon Bachelors' degrees plus 36 credits will be eligible, effective September 1,2003, for placement on Scale 8 if they have achieved Bachelors plus 54 credits and Scale 9 if they have achieved Bachelors plus 72 credits. Any credits earned after September 1,2003 by teachers on Scale 7 without a Masters Degree for placement on Scales 8 and 9 must be graduate credits approved in advance by the Superintendent The computation of credits beyond the Bachelors Degree will be based upon credits on file in the Superintendent's office on or before September 1,2003.

"(2) A teacher with professional teacher status who on September 1,2003 has earned 45 graduate credits beyond the Masters' Degree will be placed on Column 10. A teacher who on September 1, 2003 has not acquired 45 graduate credits beyond the Masters' Degree but has acquired 36 graduate credits beyond the Masters' Degree will be eligible for placement on Column 10 after completing nine (9) additional credits based upon an individual plan(s) of self-directed professional development approved in advance by the Superintendent The Superintendent's decision on whether to approve the individual plan and/or to award credits is not subject to the grievance and arbitration provision of this agreement

APPENDIX B

SALARY FOR ADMINISTRATIVE SUPERVISORY AND SPECIALIZED PERSONNEL

Below-mentioned personnel will be hired as a teacher and placed on the salary schedule according to their education and work experience. A separate contract will be given for special duties and responsibilities.

There will be three (3) distinct schedules described hereafter as Schedules A, B and C.

SCHEDULE A:

Schedule A shall include members of the professional staff who regularly work on a year-round basis and shall consist of the Director of Guidance, 6-12. This shall be a non-teaching position.

Compensation for the Director of Guidance will be based upon his/her level on the salary scale and will be given in addition to the regular salary.

POSITION                             RATIO

Director of Guidance        1.24

Calculation of Compensation:

Ratio of 1.24 times step and scale salary placement Work Year:

217 day work year

Duties:

The Director of Guidance is responsible for overseeing all aspects of a comprehensive guidance and counseling program for students in grades six (6) through twelve (12). Additional responsibilities include (but are not limited to) budget development, recommending and organizing staff development activities, coordinating related services to address academic, social, and emotional needs for students, and other related services as assigned by the Principal.

Guidance Counselors:

Guidance Counselors have the option to work up to ten (10) days more than the normal teacher-work year at their per diem rate. The days to be worked shall be determined by mutual agreement of the parties.

SCHEDULE B:

The following additional amounts will be paid to professional personnel as listed:

POSITION                                                            BASIS FOR STIPEND

Physical Education/Health                                Percent of Base*

Department Head (Grades 6-12)

Director of Instructional Media                                        17 of Base

Director of Music                                                                  125 of Base*

Department Heads

Department Heads will be paid as follows:

Department Head formula for stipend:

(.06+ .01 n) x Base*

n = number of teachers in department, including department head

*Salaries of personnel listed in this schedule shall be computed from a

Base of:                                            2009-2010                            2010-2011                             2011-2012

36,302                                    37,300                                    38,326

A Department Head will receive a pro-rated amount for each teacher working in more than one department in his/her area of certification. This language clarification is intended to apply to shared staff and not to positions such as a .6 staff person who works in one department only. In the latter case the Department Head would be given full credit for that teacher.

SCHEDULE C:

 

2009-2010            2010-2011

2011-

 

Grade Eight Team Leader

3,000

3,000

3,000

Grade Seven Team Leader

3,000

3,000

3,000

Grade Six Team Leader

3,000

3,000

3,000

APPENDIX C

Description

2009-10

2010-11

2011-2

AFS Advisor

$1,344

$1,371

$1,399

A cappella Group Advisor

$1,291

$1,317

$1,343

Academic Coach -HS

$2,035

$2,076

$2,117

Academic Coach -MS

$2,035

$2,076

$2,117

Arts Jam Coordinator

$621

$634

$646

Basketball Clock (2) per game

$34.49

$35.18

$35.881

Builders Club Advisor Grade 7

$1,292

$1,318

$1,345

Builders Club Advisor Grade 8

$1,292

$1,318

$1,345

Cafeteria Coverage Per Week

$55.08

$56.18

$57.311

Chess Club Advisor

$1,317

$1,343

$1,370

Civil Rights Advisor

$1,317

$1,343

$1,370

Class coverage for regular/long block

$27.54/$35.70

$27.54/$35.70

$27.54/$35.701&2

Close Up Advisor

$647

$660

$673

Color Guard Advisor

$1,115

$1,137

$1,160

Dance Club Advisor

$1,317

$1,343

$1,370

Debate Team Advisor

$2,035

$2,076

$2,117

Drama Club Advisor

$782

$798

$814

Drama Club Play Director

$1,790

$1,826

$1,862

Drill Instructor

$1,115

$1,137

$1,160

Elementary Music Production Advisor

$1,344

$1,371

$1,399

Freshman Advisor

$1,123

$1,145

$1,168

Grade Eight Team Leader

$2,040

$2,081

$2,122

Grade Seven Team Leader

$2,081

$2,122

$2,165

Grade Six Team Leader

$2,081

$2,122

$2,165

Intramurals Coach

$1,197

$1,221

$1,246

Jazz Band Advisor

$1,344

$1,371

$1,399

Junior Advisor

$1,344

$1,371

$1,399

Key Club Advisor

$1,344

$1,371

$1,399

Marching Band Advisor

$2,274

$2,319

$2,365

Math Team Advisor

$2,035

$2,076

$2,117

Middle School Yearbook Advisor

$901

$919

$937

National Honor Society Advisor

$1,344

$1,371

$1,399

Over Night Chaperones

$76.50

$76.50

$76.50 3

Peer Leader Advisor

$1,317

$1,343

$1,370

SAAD Advisor

$1,317

$1,343

$1,370

Saturday AM Detention

$108

$110

$1124

Science Fair Director

$722

$737

$751

Senior Advisor

$1,790

$1,826

$1,862

Sophomore Advisor

$1,122

$1,144

$1,167

Spanish Club Advisor

$1,317

$1,343

$1,370

Spring Play Director

$1,721

$1,755

$1,790

Student Council HS advisor

$1,344

$1,371

$1,399

Student Council MS Advisor

$872

$890

$907

Tolerance Club Advisor

$1,317

$1,343

$1,370

Tomorrows Leaders Advisor

$722

$737

$751

Yearbook Advisor.

$2,639

$2,692

$2,745

Notes:                                                    1  Hourly Wage

2   Depend on whether teacher or Dept Head covers.

3   Nightly Per Diem

4   For the morning session.

* Payment for administrative assignment to class coverage.

A teacher or department head will be eligible for class coverage compensation whenever he/she is requested by the school principal or his/her representative to cover a class for a colleague and that assignment exceeds the full teaching and supervisory load set forth in Article VIII, Teacher Hours and Teaching Load, Section 4 and 5.

All positions set forth in Appendix C shall be deemed "vacant" as of the end of each year. Assignments to these positions are subject to annual appointment by the Principal subject to the approval of the Superintendent.

All individuals serving in Appendix C positions will provide to the building principal, a general overview of the activity by completing a form provided by the Building Principal.

APPENDIX D INTERSCHOLASTIC COACHES

 

2009-2010

2010-2011

2011-2012

Position

Level 1

Level 2

Level 1

Level 2

Level 1

Level 2

Varsity Football

$7,886

$8,386

$8,054

$8,554

$8,225

$8,725

Assistant Football

$4,821

$5,171

$4,925

$5,275

$5,030

$5,380

Freshman Football

$2,821

$3,121

$2,884

$3,184

$2,947

$3,247

Varsity Field Hockey

$4,898

$5,398

$5,006

$5,506

$5,116

$5,616

Assistant Field Hockey

$4,548

$4,898

$4,656

$5,006

$4,766

$5,116

Freshman Field Hockey

$4,198

$4,498

$4,306

$4,606

$4,406

$4,716

Varsity Cross Country

$3,398

$3,898

$3,476

$3,976

$3,556

$4,056

Varsity Soccer B & G

$4,898

$5,398

$5,006

$5,506

$5,116

$5,616

Assistant Soccer B & G

$4,148

$4,498

$4,256

$4,606

$4,411

$4,716

Middle School Soccer B & G

$4,048

$4,298

$4,156

$4,406

$4,266

$4,516

Middle School Track

$2,973

$3,223

$3,038

$3,288

$3,103

$3,353

Fall Cheerleading

$2,494

$2,794

$2,550

$2,850

$2,607

$2,907

Winter Cheerleading

$2,927

$3,227

$2,992

$3,292

$3,058

$3,358

Varsity Basketball B & G

$5,327

$5,827

$5,444

$5,944

$5,563

$6,063

Assistant Basketball B & G

$4,977

$5,327

$5,094

$5,444

$5,213

$5,563

Freshman Basketball B & G

$4,627

$4,927

$4,744

$5,044

$4,863

$5,163

Middle School Basketball

$4,477

$4,727

$4,594

$4,844

$4,713

$4,963

Varsity Wrestling

$5,193

$5,693

$5,306

$5,806

$5,423

$5,923

Assistant Wrestling

$4,843

$5,193

$4,956

$5,306

$5,073

$5,423

Varsity Baseball

$4,898

$5,398

$5,006

$5,506

$5,116

$5,616

Assistant Baseball

$4,548

$4,898

$4,656

$5,006

$4,766

$5,116

Varsity lacrosse B & G

$4,898

$5,398

$5,006

$5,506

$5,116

$5,616

Assistant lacrosse B & G

$4,548

$4,898

$4,656

$5,006

$4,766

$5,116

Varsity Softball

$4,898

$5,398

$5,006

$5,506

$5,116

$5,616

Assistant Softball

$4,548

$4,898

$4,656

$5,006

$4,766

$5,116

Level 1 rate represents 0 to 3 years experience

Level 2 rate represents 4 or more years experience.

Varsity                                                  Level 1 is $500 less than Level 2

Assistant                                               Level 1 is $350 less than Level 2

Freshman and Cheerleading            Level 1 is $300 less than Level 2

Middle School                                     Level 1 is $250 less than Level 2

At Level 2 Field Hockey, Soccer, Basketball, Wrestling, Baseball, Lacrosse, Softball the Assistant Coach is five hundred dollars ($500) less that the Varsity Coach.

At Level 2 the Freshman Coach is nine hundred dollars ($900) less that the Varsity Coach in the above-designated sports.

At Level 2 the Middle School Coach is eleven hundred dollars ($1100) less than the varsity Coach in the above-designated sports.

1.            All athletic positions set forth in APPENDIX D shall be deemed "vacant" as of the end of each year. Assignments to these positions are subject to annual appointment by the Committee; and all positions will be posted at least thirty (30) days prior to the deadline or application for the position, except in cases of emergency, as determined by the Superintendent. The Superintendent shall appoint coaches for fall sports by the preceding June 30, for winter sports by the preceding September 30, and spring sports by the preceding January 1.

All qualified bargaining unit members will have the opportunity to be interviewed for open coaching positions.

2.                   All personnel filling positions covered by APPENDIX D shall be evaluated in writing at least once annually for each coaching position, which will be based upon at least two observations. Coaches will be given a copy of any written evaluation and will have the opportunity to discuss it with the evaluator. The coach shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to a copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The coach will also have the right to submit a written answer to such material, and his/her answer shall be attached to the file copy. Coaches will have the right, upon request, to review the contents of their coaching file.

3.                   The enumeration of certain positions in APPENDIX D neither means that the Superintendent must continue those in existence nor is it intended to exclude payments for any other athletic duties not specifically included herein.

APPENDIX E SCHOOL NURSES

Nurses with a Bachelor's degree will be placed on Schedule A, Step 1 and will be permitted to advance on the Bachelor's scale each year. Nurses with a Master's Degree or who complete a Master's Degree will be placed on Scale 7. A nurse who earns her Master's Degree will move to Scale 7 onto the same salary step as his/her then current step on Scale 1.

WEEKS PER YEAR - The work year shall be thirty-eight (38) weeks per year (all days the regular school is in session).

HOURS PER WEEK - The nurses shall normally put in the same working day as members of the professional staff in the building or buildings they serve, but from time to time, like other members of the staff, be called upon to render special or emergency services beyond the regular framework.

SICK LEAVE - Nurses shall be entitled to the same emergency leave, sick leave and vacation periods that are extended to the teaching staff.

INSURANCE - Nurses shall be protected by Professional Liability Insurance Coverage. They shall, insofar as state and local laws permit, be entitled to participation in the health and life insurance policies that are available to teachers and school employees.

TRANSPORTATION ALLOWANCE - The Transportation Allowance shall be two hundred dollars ($200) per year.

TEACHING - Nurses shall not be assigned regularly scheduled teaching duties. (Nurses will continue to make classroom presentations on health issues.)

APPENDIX F

CHAPTER 149

LABOR AND INDUSTRIES

CH. 149. S. 105D. MATERNITY LEAVE RIGHTS AND BENEFITS

A female employee who has completed the initial probationary period set by the terms of her employment or, if there is no such probationary period, has been employed by the same employer for at least three consecutive months as full-time employee, who is absent from such employment for a period not exceeding eight weeks for the purpose of giving birth, or for adopting a child under the age of eighteen or for adopting a child under the age of twenty-three if the child is mentally or physically disabled, said period to be hereinafter called maternity leave, and who shall give at least two weeks' notice to her employer of her anticipated date of departure and intention to return, shall be restored to her previous, or a similar, position with the same status, pay, length of service credit and seniority, wherever applicable, as of the date of her leave. Said maternity leave may be with or without pay at the discretion of the employer.

Such employer shall not be required to restore an employee on maternity leave to her previous or a similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of such maternity leave; provided, however, that such employee on maternity leave shall retain any preferential consideration for another position to which she may be entitled as of the date of her leave.

Such maternity leave shall not affect the employee's right to receive vacation time, sick leave, bonuses, advancement, seniority, length of service credit, benefits, plans or, programs for which she was eligible at the date of her leave, and any other advantages or rights of her employment incident to her employment position; provided, however, that such maternity leave shall not be included, when applicable, in the computation of such benefits, rights, and advantages; and provided, further that the employer need not provide for the cost of any benefits, plans, or programs during the period of maternity leave unless such employer so provides for all employees on leave of absence. Nothing in this section shall be construed to affect any bargaining agreement or company policy which provides for greater or additional benefits than those required under this section.

A notice of this provision shall be posted in every establishment in which females are employed.

For the purposes of this section, an "employer" shall be defined as in subsections 5 of section one of chapter one hundred and fifty-one B. Added by St. 1972, c.790, s.1; St. 1984, c.423; St. 1989, c.318.

APPENDIX G

SIDE LETTERS

Regarding APPENDIX B

1.             If a Unit member is assigned to the position of School Store Manager during any part of the contractual day, the Association and Committee agree to bargain the wages, hours, and working conditions for this position.

2.             Effective September 1, 2008, the parties have negotiated the positions of K-5 Special Educator Facilitator Sped Facilitator 6 - 12 as a bargaining unit position. The job description is on file.

APPENDIX H

ABBREVIATED STUDENT SCHOOL DAYS AND STAFF-DEVELOPMENT TIME

During the school year abbreviated student school days (Early Release Days) will be scheduled as follows:

Two (2) parent-conference days at the Elementary level

One (1) parent-conference day at the Middle/High School level

The last day of the school year

It is recommended that the Superintendent of Schools, after consultation with the Association, establish specific staff development dates no later than Memorial Day of the preceding school year.

VOICE OF TEACHERS FOR EDUCATION (VOTE)

G.E.A. members who wish to make voluntary contributions to VOTE will be allowed to make equal payroll deductions from their salary.

Teachers will notify the business office before September 30 of every school year of the amount they want deducted. If no notification is given to the business department, the previous year's deduction, if any, will be made.

VOTE is the Voice of Teachers for Education. It is MTA's political action arm, an independent, voluntary, non-partisan organization.

APPENDIX I

REGARDING ARTICLE IX-TEACHER EVALUATION

Article IX Teacher Evaluation

A Plan to Strengthen the Culture of a School System

Through Teacher Supervision and Evaluation

Effective School Year 2000-2001

I.            Purpose

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

               Promote and support the system's mission and goals.

               Provide a means of periodically assessing individual teacher performance

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

               Promote and support professional development

               Provide data for personnel practices within standards and procedures defined in state law and local labor agreements

               Support and promote teachers as life-long learners

              Support teachers, making their profession more satisfying and enjoyable

II.            General

1.                   Teachers without Professional Teacher Status will be formally evaluated every year. Teachers with Professional Teacher Status (PTS) will be formally evaluated at least once every two (2) years. Normally, the written summative evaluation report shall be given to Non-Professional Teacher Status teachers no later than May 15th and to the PTS teacher no later than June 1st of the evaluation year involved.

2.                   Performance evaluations will be based on the "Principles of Effective Teaching" set forth in Attachment A to this agreement. The "descriptors" are set forth as examples and are not exhaustive. It is recognized that not every "principle" need be covered in an evaluation. Attached, as Attachment E, is the Summative Evaluation form.

3.                   During the cycle year, a teacher may elect to participate in a goal(s) setting process as delineated on the attached pages and attachments.

4.            During the off-cycle year, the Principal will meet the member on/or before October 20th to discuss the goal(s) developed by the teacher. After the meeting, the teacher will complete Attachment B-2 on/or before November 1st. The Principal's signature will indicate that he/she has received a copy of the goal(s). By June 1st the teacher will submit a self-evaluation to the Principal regarding the summary of performance of the teacher's goal(s). (Attachment G)

5.                  A teacher shall receive prior notification of a formal announced observation.

6.                  A teacher will be given the opportunity whether to have to have a conference prior to the first formal observation. Teachers shall be given the opportunity to gather and provide information on their performance for consideration by their evaluator. Such information must be submitted, in writing, to the evaluator at least three (3) days prior to the meeting between the teacher and his/her evaluator to discuss the formal evaluation report.

7.                  Significant negative information utilized in the formal evaluation report(s) which is derived from informal observations of the teacher shall be brought to the attention of the teacher prior to the teacher's receipt of the formal evaluation reports.

8.                  The evaluator shall meet with the teacher to discuss formal classroom observation report(s) (Attachment D) at a mutually convenient time, normally within ten (10) school days following the observation of the teacher. Space will be provided for the teacher's signature and comments. The signature of the teacher shall signify receipt of the classroom observation report, not approval of the contents of the classroom observation report.

9.                  Teachers shall be given the opportunity to respond, in writing, to their formal written observation reports within ten (10) school days.

10.               Nothing contained in the Agreement shall affect the right of the evaluator or observer to conduct additional observations or evaluations of PTS or Non-PTS teachers during a scheduled evaluation year, or in the case of PTS teachers, during what would otherwise have been an "off year." In the event a teacher is to be formally evaluated in excess of the aforementioned "minimums," the teacher shall be so notified.

11.               Nothing contained in this Agreement shall be construed as in any way limiting the rights of the Superintendent and/or Principal, as established by law, with respect to the dismissal of a non-PTS teacher, or with respect to the appointment or no-reappointment of a non-PTS teacher.

12.               Formal Evaluation Cycle. Each formal classroom observation shall not be less than fifteen (15) minutes in length.

III.          Evaluation Process and Procedures

Teachers shall be evaluated in the areas of their qualification and certification.

By May 1st the evaluator will have completed all written classroom observations (See Attachment D) for non-professional and professional status teachers. (Completion of Attachment C is optional.) The teacher without Professional Teacher Status will receive a written copy of his/her evaluation by June 1st. Within ten (10) school days after receiving the Summative Evaluation Report, the teacher may request a conference with his/her evaluator. The teacher may provide additional information or rebuttal in the Teacher Response section on Attachment E.

All teachers with Professional Teacher Status will be evaluated once every two (2) years.

All observation of the teaching performance of any teacher shall be conducted openly and with the full knowledge of the teacher. No evaluation of any teacher by any supervisor shall be considered final until the supervisor shall have observed the teacher at work at least two (2) times, or three (3) times if the teacher shall promptly after the second observation request that he/she be observed again. No teacher shall receive adverse comments orally from any observer in the presence of pupils.

IV.       Professional Improvement Plan

Teachers may be placed on a Professional Improvement Plan (PIP) if the evaluator determines that the teacher's performance needs considerable improvement.

a.            The Association President will be notified prior to placement on the plan.

b.            Teacher may appeal placement to the Superintendent.

c.             A teacher may dispute placement on the plan and the appropriateness of the plan through an expedited arbitration process. The parties will agree as part of the collective bargaining Agreement to three (3) arbitrators to be used for this purpose. Selection will be based on the arbitrator's availability. The arbitrator will issued a decision within thirty (30) days of filing for arbitration.

A teacher placed in this level shall be observed a minimum of three (3) times in the work year. The administrator or supervisor will draft an improvement plan designed to address those areas in which improvement is needed. The improvement plan will include time lines, procedures to be followed, results to be achieved, how the evaluator will assist, if necessary, in accomplishing the goal of the plan and a method of evaluation (Attachment F). For example, the plan could include the resources to be used by the member, specific teaching techniques to be employed by the teacher, courses to be taken, peer assistance and the observation of other classes or other school systems. The teacher will review the plan and may suggest changes of modifications. The plan will be mutually agreed to by the teacher and the evaluator. In the event agreement on the plan cannot be reached, the Superintendent or his designee will make the final decision. Should the improvement plan call for course work, the school system will pay the cost of registration, tuition and books.

At the mid-point of the evaluation year, the teacher and the evaluator will review the progress being made on an improvement plan. At that time, mutually agreed upon modifications to the plan may be made. In the event agreement on modifications cannot be reached, the Superintendent or his designee will make the final decision.

At the end of the improvement plan time period, the evaluator and the teacher shall meet and discuss the plan: what worked, what did not work and why. The teacher will then be placed back in the regular cycle for evaluation, continue on an improvement plan or have other actions taken. No teacher with professional teacher status shall be terminated for poor performance without being afforded the opportunity to participate in an improvement plan.

ATTACHMENT A

Principles of Effective Teaching and Examples of Descriptors

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.                   Provides 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.                   Has an active current certificate.

5.                   Contributes to the ongoing improvement of the curriculum.

II.            Effective Planning and Assessment of Curriculum and Instruction

A.            The teacher plans instruction effectively.

1.                   Has a personal vision of high expectations for student work.

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

3.                   Uses materials and resources, 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 styles of students and support all students and support all students to learn and apply a challenging core curriculum.

4.                   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.

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

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

7.                   Designs curriculum experiences in which students are increasing responsibility for their own learning.

8.                   Integrates the teaching of reading, listening, writing, speaking, viewing and the use of appropriate learning tools within the discipline.

9.                   Alternative assessment as adopted by the district.

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 (e.g., portfolios, performances, demonstrations, Writing Across the Curriculum, etc.).

3.                    Incorporates time and strategies for students to reflect upon their learning.

4.                    Teacher also uses oral tests, homework, discussion/class participation to assess student program.

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

1.                   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's progress to parents students and staff members in a timely fashion using a range of information (e.g., portfolios, anecdotal records and other artifacts).

4.                   Prepares and maintains 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 are interacting with ideas, materials, teachers and one another.

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

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

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

6.                   The teacher encourages all students to participate in discussions and express their opinion.

7.                   The teacher responds to questions as promptly as possible.

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.                   Maintains appropriate professional boundaries with students.

3.                   The teacher clearly communicates behavioral standards.

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.                   Checks for students' understanding of content and concepts and progress on skills and makes modifications where necessary.

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 (e.g., written work, plays, art work, oratory, visual presentations, exhibitions and portfolios).

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

4.                    Demonstrates working knowledge of current teaching methods in their particular disciplines.

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.                   Tries innovative approaches to improve instructional practices.

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

V.           PROMOTION OF STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

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

1.                   Communicates objectives or learning outcomes to students when appropriate.

2.                   Provides feedback to students on their progress on goals and objectives when appropriate.

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, positive attitudes and processes central to the subject being taught.

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

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

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

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

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

5.                   Regularly identifies students needing extra help and encourages student cooperation and participation in extra-help sessions.

6.                   Identifies students who are not meeting expectations and develops an oral or written plan that designates the teacher's and the student's responsibilities regarding learning.

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

8.                   Attempts to build positive relationships with students and parents to enhance students' abilities to learn effectively.

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

10.               The teacher provides a classroom environment, which encourages student to take risks and persevere with challenging tasks.

11.           The teacher encourages students to find answers to their own questions.

VI.           PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

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

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.

2.                   The teacher encourages participation of students in classroom activities without regard to gender, race or religion.

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 cultural backgrounds.

2.             Works 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 to aid in the total development of the student.

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

1.                   Works constructively with others to identify school problem and suggest possible solutions (e.g., curriculum, discipline, scheduling).

2.                   Works collaboratively with other staff in planning and in implementing interdisciplinary curriculum and instruction during the regular school day.

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.                   Is receptive to suggestions for growth and improvement.

4.                   The teacher avails himself/herself to professionally develop programming offered by the school department.

ATTACHMENT B-1

GEORGETOWN PUBLIC SCHOOLS

EDUCATOR'S ANNUAL GOAL(S) —OPTIONAL FOR CYCLE YEAR

Staff Member __________________________ School _______________________

Subject __________________________ Program or grade(s) __________________________

Date of Fall Conference __________________________

1.                    Goal(s):

2.                    Rationale:

3.                    Plan:

4.                    Explanation:

Received by

Principal __________________________ Teacher __________________________

ATTACHMENT B-2

GEORGETOWN PUBLIC SCHOOLS

EDUCATOR'S ANNUAL GOALS—OFF-CYCLE YEAR

Staff Member __________________________ School __________________________

Subject __________________________ Program or grade(s) __________________________

1.            Goal(s):

2.                    Rationale:

3.                    Plan:

4.                    Evaluation:

Received by:

Principal __________________________ Teacher __________________________

Copies to Teacher, Evaluator(s)

ATTACHMENT C

GEORGETOWN PUBLIC SCHOOLS

OPTIONAL CLASSROOM PRE-OBSERVATION FORM

Staff Member __________________________ School __________________________

Subject __________________________ Program or grade(s) __________________________

Date of Pre-Conference __________________________

TOPIC/CONCEPT TO BE ADDRESSED

INSTRUCTIONAL OBJECTIVES

INSTRUCTIONAL PROCEDURES

ASPECTS OF THE CLASS RELEVANT TO THE TEACHER'S GOAL FOR THE YEAR

COMMENTS ON SPECIAL CONDITIONS

Signed by:

Principal __________________________ Teacher __________________________

Copies to Teacher, Evaluator(s)

ATTACHMENT D

GEORGETOWN PUBLIC SCHOOLS

CLASSROOM OBSERVATION FORM

Staff Member __________________________ School __________________________

Subject ____________________________ Grade Level/Class____________________________

Date of Observation____________________________

Time/Duration________________Announced________________Unannounced___________________

I.                    CLASSROOM OBSERVATION (Principles of Effective Teaching and Accompanying Descriptors)

II.                 COMMENTS OBSERVATION (Progress toward Teacher's Goal(s)

III.               SUMMARY

IV.               TEACHER RESPONSE (Optional)

Signed by

Evaluator: ____________________________Teacher____________________________

Date ____________________________ Date____________________________

Signature of the Teacher means only that he/she has read this document. The Teacher may attach a written statement of his/her own provided he/she does so within ten (10) school days.

The evaluator will return form within ten days of the evaluation. Copies to Teacher, Evaluator(s), Personnel File

ATTACHMENT E

SCHOOL YEAR: ____________________________

GEORGETOWN PUBLIC SCHOOLS SUMMATIVE EVALUATION REPORT

Teacher ___________________Dates of Classroom Observation____________________________

Subject ______________________Date of Summative Evaluation____________________________

School/Department _________________Subject/Grade Level____________________________

I._________________________ Evaluation of the Teacher's Goal(s)

Extent to which goal(s) activities was/were realized.

II.                 Evaluation of Overall performance relative to the Principles of Effective Teaching (l-VII)

III.               Needs Significant Improvement (specific remediation plans will be developed).

IV.               Teacher Response (optional)

Type of Contract:                1st year_____ 2nd year_______ 3rd year________

Professional Teacher Status____________

Signed by:

Evaluator ____________ Position ____________ Date ____________

Teacher's

Signature ____________ Date ____________

Signature of the Teacher means only that he/she has read this document. The Teacher may attach a written statement of his/her own provided he/she does so within ten (10) school days.

Copies to Teacher, Evaluator(s), Personnel File

ATTACHMENT F

GEORGETOWN PUBLIC SCHOOLS

PROFESSIONAL IMPROVEMENT PLAN

I.                    Areas to be addressed

II.                  Plan of Action

III.               Resources to be Used

Evaluator(s) ____________ Teacher ____________

Date ____________ Date ____________

ATTACHMENT G

GEORGETOWN PUBLIC SCHOOLS

SELF-EVALUATION REPORT

Teacher ____________ Subject/Grade Level ____________

School/Department ________________________

SUMMARY OF PERFORMANCE OF THE TEACHER'S GOALS:

Copies to Teacher, Evaluator(s), Personnel Files

APPENDIX J-1

GRIEVANCE FORM

GRIEVANCE LEVEL ONE

PRINCIPAL / IMMEDIATE SUPERVISOR

DATE FILED: ______________

TO: Principal/Immediate Supervisor: ___________________________

School/Work Location: ___________________________

UNIT EMPLOYEE: ___________________________

Last Name                            First Name                                            M.I.

LOCATION/WORK AREA:

Statement of Grievance (description of what you are asserting occurred) and Citation of the Provisions of the Contract: I am grieving the Collective Bargaining Agreement, generally and specifically, including but not limited to the following provisions of the Agreement:

Remedy Requested at this Level:

Association Representative                                                                               Unit Employee Signature

cc: GEA President GEA Representative MTA Consultant

Use the back of this form if more space is needed to explain the grievance or the requested remedy.

APPENDIX J-2

GRIEVANCE FORM

GRIEVANCE LEVEL TWO

SUPERINTENDENT

DATE FILED: ___________________________

TO: Superintendent: ___________________________

UNIT EMPLOYEE: ___________________________

Last Name                            First Name                                            M.I.

LOCATION/WORK AREA: _________________________

Statement of Grievance(description of what you are asserting occurred) and Citation of the Provisions of the Contract: I am grieving the Collective Bargaining Agreement, generally and specifically, including but not limited to the following provisions of the Agreement:

Remedy Requested at this Level:

Association Representative                                                                               Unit Employee Signature

cc: GEA President GEA Representative MTA Consultant

Use the back of this form if more space is needed to explain the grievance or the requested remedy.

APPENDIX J - 3

GRIEVANCE FORM

GRIEVANCE LEVEL THREE

SCHOOL COMMITTEE

DATE FILED:                                               

TO: Georgetown School Committee c/o Superintendent____________________________________

UNIT EMPLOYEE:________________________________________________________________

Last Name                            First Name                                            M.I.

LOCATION/WORK AREA: _________________________________________

Statement of Grievance (description of what you are asserting occurred) and Citation of the Provisions of the Contract: I am grieving the Collective Bargaining Agreement, generally and specifically, including but not limited to the following provisions of the Agreement:

Remedy Requested at this Level:

Association Representative                                                                               Unit Employee Signature

cc: GEA President GEA Representative MTA Consultant

Use the back of this form if more space is needed to explain the grievance or the requested remedy.

APPENDIX J - 4

TIME LIMIT WAIVER LETTER

AGREEMENT TO EXTEND/WAIVE A TIME LIMIT

It is agreeable to the Georgetown Education Association and the Georgetown School Committee, parties to the Collective Bargaining Agreement dated _____________, to extend/waive the time limits of Step/Level _____________ of Article III, The Grievance Procedure, in the matter of the grievance known as _____________ for the period of time up to and including _____________ (Date).

Signed in duplicate:

For the Association                                                             For the Employer

Date                                                                                       Date

Appendix K GEORGETOWN MIDDLE / HIGH SCHOOL

Department Meeting Minutes

Date:

Staff Present:

Minutes Submitted By:

1. Agenda Item:

Key Discussion Points:

Action Items:

2. Agenda Item:

Key Discussion Points:

Action Items:

3. Agenda Item:

Key Discussion Points:

Action Items:

4. Agenda Item:

Key Discussion Points:

Action Items:

Follow Up Items:

Next Meeting Date: