Gill-Montague

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DistrictGill-Montague
Shared Contract District
Org Code6740000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyFranklin
ESE RegionPioneer Valley
Urban
Kind of Communityrural economic centers
Number of Schools5
Enrollment1085
Percent Low Income Students52
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document GILL-MONTAGUE

COLLECTIVE BARGAINING AGREEMENT

 

 

GILL-MONTAGUE EDUCATION ASSOCIATION    & GILL-MONTAGUE REGIONAL SCHOOL COMMITTEE

 

 

2010-2013


ARTICLE I GENERAL

 

Pursuant to the provisions of Chapter 150E of the Massachusetts General Laws of Massachusetts, this Contract is made this 8th day of February, 2011, by the GILL-MONTAGUE REGIONAL SCHOOL COMMITTEE (the Committee) and the GILL-MONTAGUE EDUCATION ASSOCIATION (the Association).

 

It is the intention of the parties by the consummation of this Agreement to continue their harmonious relations; to promote mutual cooperation and understanding; to formulate rules; to define and resolve the proper interest of the employees in their rights of compensation and conditions under which they perform their duties, all with a goal to improving the educational system and fulfilling the mission of the Gill-Montague Regional School District.

 

The parties acknowledge that the Committee has the complete authority over policies which it exercises under the law, and that this vehicle of collective bargaining will provide the teachers with a better opportunity to bring their knowledge and experience to bear on matters of professional concern together with that of the Committee with a goal of assisting in solving the growing problems inherent in the advancement of education.

 

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

 

This Agreement represents and incorporates the complete and final understanding and settlement by the parties of all bargainable issues which were or could have been the subject of negotiations. During the terms of this Agreement, neither party will be required to negotiate with respect to any such matter, whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement.

 

"No student or employee shall be discriminated against on account of race, color, sex, age, religion, creed, ancestry, national origin, sexual preference or handicap. Equal educational and employment opportunity shall, respectively, be made available in accordance with applicable

Federal and State Laws."

ARTICLE II RECOGNITION

 

The Committee recognizes the Gill-Montague Education Association as sole bargaining agent for all employees covered by this Agreement.

 

Employees covered by this Agreement shall be the teachers, guidance counselors, nurses, speech therapists, librarian/media specialists, school psychologists, department heads, team leaders, home school liaisons, the Education Technology Coach, special education team chairpersons, reading specialists, behavior analysts, and occupational therapists. Excluded from this unit will be the Superintendent of Schools, the Director of School Business Services, Assistant Principals, Principals, Deans of Students, Director of Special Education, Director of Technology, Director of Elementary Education, School Nurse Leader and all other employees of the Gill-Montague Regional School District.

 

 

ARTICLE III MANAGEMENT RIGHTS

 

Except as expressly provided otherwise by this Agreement, or by Chapter 736 of the Act of 1965 or any subsequent laws, the determination and administration of school policy, the operation of the schools and the direction of the teachers are vested, exclusively, in the School Committee and its agents as designated by law (hereinafter referred to as the School Committee). The administration and execution of provisions of this paragraph will be carried out by the Superintendent of Schools or his/her agents as designated by law (hereinafter referred to as the Superintendent) as the executive officer of the School Committee. The management of the school system, and the direction of the working force, including the right to plan, direct and control operations; to schedule and assign duties to employees; to determine the curriculum, textbooks, instructional supplies and schedules; to establish standards and to maintain the efficiency of employees; to establish and require employees to observe School Committee rules and regulations; to hire, lay-off or relieve employees from duties; to maintain order and to suspend, demote, discipline and discharge employees with Professional Teacher Status for just cause, are the recognized, reserved rights of the School Committee. The foregoing enumeration of School Committee rights shall not be deemed to exclude other rights of management, not specifically set forth; the School Committee, therefore, retaining all rights not specifically restricted by the Agreement. The exercise by the School Committee of any of the foregoing rights shall not alter any of the specific provisions of this Agreement, nor shall they be used to discriminate against any member of the Association Bargaining Unit.

ARTICLE IV

WORKING HOURS AND LOAD

 

A.        Grades 9-12 Teachers

1.                   Teachers in grades 9-12 will be assigned a maximum of three (3) ninety (90) minute teaching blocks per day.

2.                   All teachers are guaranteed three hundred thirty (330) minutes of individual prep time per full five (5) day week.

3.                   An additional one hundred twenty (120) minutes per week is administratively directed and scheduled at least a week in advance for the purpose of collaborative professional development activities; grade level or vertical team meetings; student data review and assessment development; teacher study groups; technical computer training, assemblies, school wide meetings; advisory and other school improvement activities. Of the one hundred twenty (120) minutes, there will be no more than sixty (60) minutes of duties that will be regularly scheduled.

4.                   In addition, each teacher will attend a monthly after school department meeting for collaborative and curricular work.

5.                   Teachers may be released from any or all of the one hundred twenty (120) minutes of administratively directed activities without diminishing management rights.

6.                   In addition, teachers in grades 9-12 will be assigned a maximum of three (3) teaching blocks per day and no more than two duty periods per week, not to exceed thirty (30) minutes each. Said duty time will be subtracted from their daily unassigned block and the schedule shall be established in accordance with the terms contained in Article V, Section A.

 

B.         Grades 6-8 (except Gill Elementary) Teachers

 

1. All teachers are guaranteed two hundred, twenty-five (225) minutes of individual prep time per full five (5) day school week with a minimum of thirty (30) consecutive minutes daily and, wherever possible, forty-five (45) consecutive minutes daily. It is understood that collaboration among staff members is a desired educational goal: to that end, the teachers will use the time above and beyond the two hundred, twenty-five (225) minutes for collaborative efforts between staff members whenever possible.

 

C.         PreK-5 (and Gill Grade 6) Teachers

 

1. All teachers are guaranteed two hundred, twenty-five (225) minutes of individual prep time per full five (5) day school week with a minimum of thirty (30) consecutive minutes daily and, wherever possible, forty-five (45) consecutive minutes daily.   It is understood that collaboration among staff members is a desired educational goal: to that end, the teachers will use the time above and beyond the two hundred, twenty-five (225) minutes for collaborative efforts between staff members whenever possible.

 

2.   Elementary Collaborative Planning Time

In order to increase the amount of collaborative curriculum and instructional planning, professional development and staff meeting for teachers and administrators, an additional one (1) hour will be added once a week on Thursday afternoons in the following manner:

 

For three (3) Thursdays a month elementary teachers, will meet commencing at 3:20 p.m. and ending at 4:20 p.m. The agenda for these times will be planned collaboratively by the building staff and administration and scheduled as follows:

 

First Thursday of the month: Staff Meeting

 

Second and Third Thursday of the Month: Collaborative professional development activities; grade level or vertical team meetings; student data review and assessment development; teacher study groups; technical computer training and upgrades of teacher sites and other collaborative activities of mutual benefit.

 

Fourth Thursday of the Month: This "hour" will be conducted at teacher discretion outside the school work day, to be the equivalent of one (1) hour per week of parent contact to include phone and face-to-face conferences, email and letter contact, and Edline updates. Said contact to be recorded in the teachers' class and/or student records.

 

3.   Elementary teachers, by policy, will have equal access to the services of the
paraprofessionals, contingent upon the requirements of attaining the best
utilization of aide time as determined by the Principal.

 

D. Grades PreK-12 Teachers

 

1. Parent/Teacher Conferences: Parent/Teacher conferences will be scheduled twice per year PreK-12, provided:

 

a.   One is offered on an early release afternoon and the other is offered in the
evening.

 

b.   Shared staff serving the district will be involved in the parent/teacher
conference schedule
to the same extent and in the same manner as all other
teachers serving the district. Parent conferences with such shared teachers


 

will be scheduled in the order received based upon parent requests made to the principals' offices. This will not preclude such shared teachers from initiating parent/teacher conferences.

 

c.   Conferences provided for in this Agreement do not supplant those which
were already taking place in the district schools on the date of this
Agreement.

 

d.   The one hundred eighty fifth (185th) day will be a day for faculty before the
start of school for individual preparation at the assigned school during the
regular school hours. This one hundred eighty fifth (185th) day will be the
day before the normal "two (2) days" prior to the opening of school. These
two (2) days will continue to be one (1) day for school business and one (1)
for professional development.

 

e.   The three days prior to the start of school will be as follows:

i.   Day 1 - district day (professional development, district business),

ii.    Day 2 - school level day (school business, i.e., staff meeting, including
preparation for students, collaborative planning, etc.),

iii.   Day 3 - day of individual classroom preparation (see Article IV(D)(1)
above)

2.             Shared Positions - When one position is shared, the wages, benefits and seniority will be pro-rated accordingly.

3.             Two (2) of the one-hundred eighty-five (185) teacher contract days, one (1) prior to the arrival of students and one (1) following their departure, will be designated for school business.

4.             All teachers covered by this Agreement will be entitled to a thirty (30) minute lunch period coinciding with or falling within a student lunch/recess period. Teachers will be free to leave the building during their duty-free lunch time.

5.             Teachers having collaborative and individual preparation time in the daily schedule shall devote this time to the preparation of lessons, analysis of students' work or research. In some instances, it may be necessary to call upon teachers to supervise their class when the normally scheduled supervisor (specialist) is absent. In such situations, teachers may carry out their previously planned activities while supervising their class.

6.             Under unusual circumstances, teachers may, upon authorization by the administration, leave the building during those periods of time when they are not assigned to the direct supervision of students.

7.      At the end of the school year, all grade levels will be released for a half day for the
last three student days to allow for individual teacher completion of end of the
year paperwork and grading.

 

8.      Employees who are assigned to the middle school and/or high school must report
to work ten (10) minutes prior to the start of the students' first class, and remain
ten (10) minutes after the students' last class. Currently, this means employees
must arrive no later than 7:35 a.m. and remain until 2:35 p.m. Employees who are
assigned to an elementary school must report to work by 8:30 a.m., and remain
ten (10) minutes after the students' last class. Currently, this means employees
must remain until 3:25 p.m. In the event of a delayed opening, the hours will be
adjusted accordingly.

 

E. District Professional Personnel - Guidance counselors, nurses, speech therapists, library/media specialists, school psychologists, home school liaisons, educational technology coaches, special education team chairpersons, reading specialists, behavior analysts and occupational therapists.

1.            District professional personnel will be entitled to a 30 minute duty-free lunch period. Employees will be free to leave the building during their duty-free lunch time.

2.            District professional personnel will be assigned no more than two duty periods per week, not to exceed 30 minutes each. The schedule of said duty time shall be established in accordance with the terms contained in Article V, Section A.

3.            District professional personnel will be involved in the parent/teacher conference schedule to the same extent and in the same manner as all teachers serving the district.

 

4.      The one hundred eighty fifth (185 th ) day will be a day for faculty before the start
of school for individual preparation at the assigned school during the regular

 

school hours. This one hundred eighty fifth (185 th ) day will be the day before the normal "two (2) days" prior to the opening of school. These two (2) days will continue to be one (1) day for school business and one (1) for professional development.

 

5.      At the school sponsored functions in elementary school buildings that require
student supervision (i.e.: science fair, evening plays and the like), this supervision
will be performed by district personnel from each building.
In cases where shared
personnel
exist, the site manager, in consultation with those professionals, will
ensure equitable responsibility. No more than three (3) such arrangements will be
given to any one employee unless that employee should volunteer for the duty.

Weekends, holidays and vacation periods should be excluded from these assignments except when staff volunteer their services.

6.             Under unusual circumstances, district professional personnel may, upon authorization of the administration, leave the building during those periods of time when they are not assigned to the direct supervision of students.

7.            Secondary guidance counselors will work five (5) week days immediately prior to the first teacher day of the school year and five (5) week days immediately following the last teacher day of the school year. Counselors will be compensated on a per diem basis for these days.

 

In addition to the evening obligations for Unit A employees stated elsewhere in this contract, secondary guidance counselors will attend and make presentations at no more than three (3) additional evening parent meetings during the course of the school year as deemed necessary by administration.

 

8.      Secondary School Nurse(s) will work five (5) week days in August, prior to the
teachers' first day of school for the purpose of clearing students for sports,
planning for students with special needs, and reviewing records of incoming
students for immunization compliance. The Secondary School Nurse(s) will be
compensated on a per diem basis for these days.

 

 

ARTICLE V

ASSIGNMENT AND TRANSFERS

 

A.        Teachers will be notified in writing of their programs for the coming year, including the
schools to which they will be assigned, the grades and/or subject that they will teach,
and any special or unusual classes that they will have, as soon as possible prior to the
opening of school in September. It is understood by both parties, however, that in the
event of
a change in circumstances or conditions after such notifications, assignments
may be changed as required to meet this situation when, in the opinion of the
Superintendent, it
is in the best interest of the Gill-Montague Regional School District.
The Administration will, however, consult with a teacher prior to any change in
assignment under this Article at the earliest possible date.

 

B.        In order to assure that pupils are taught by teachers working within their areas of
competence,
teachers will not be assigned, except temporarily or for good cause as
determined by the Superintendent, outside of the scope of their teaching licenses
and/or their major or minor field of study.

 

C.        Notice of intent to transfer or re-assign shall be given to teachers in writing and stating
the reason as soon as practicable, and except in cases of emergency, not later than

August 15th. Any involuntary transfer or reassignment shall be made only after a meeting between the teacher involved and the Superintendent.

 

 

ARTICLE VI

NON-TEACHING DUTIES

 

A.        Professional Development

1.           By September 30th, each school, under the direction of the principal, will for an ongoing subcommittee or otherwise meet to consider and convey the professional development needs for its staff and elect a representative to the District Professional Development Committee. Prior to the district Professional Development Committee meeting, the elementary representatives will meet to discuss the elementary priorities. A representative from each school, the Superintendent, at least one (1) administrator from both elementary and secondary levels, and one (1) school committee representative will form the District Professional Development Committee. The committee, guided by the needs of each school, level, and individuals belong to professional subgroups, will create a district professional development plan for the following school year. The plan will be presented to the school committee annually by the Superintendent for approval no later than the second school committee meeting in June.

2.           All employees shall contribute ideas and strategies to the creation of the professional development plan.

3.           The employer will seek to provide to the best of its abilities the professional development opportunities sought by the employees.

 

B.        Teachers shall be available for after school help sessions for those pupils needing
additional instruction for not more than two (2) afternoons per week in Grades 6-12
(except Gill Elementary).

 

C.        Employees who use privately owned automobiles for authorized district travel will be
reimbursed for
all mileage driven at the currently posted district rate after submitting
an approved payment voucher and attaching proof of mileage such as MapQuest as

stated in district policy,

 

D.        When in-service workshops are held, all employees will attend.

 

E.        Teachers who are asked to assume administrative responsibility for the day will be
relieved
of regular teaching duties for that day if the teacher affected so requests.

F. At the school sponsored functions in Pre-K through 6 buildings that require student supervision, (i.e., science fair, evening plays and the like), this supervision will be performed by the professional teaching staff from Grades Pre-K through 6. Assignments for such supervision will be made by the building principals to ensure equitable responsibility. No more than three (3) such assignments will be given to any one teacher unless that teacher should volunteer for the duty. Weekends, holidays and vacation periods shall be excluded from these assignments except when teachers volunteer their services.

 

 

ARTICLE VII

ACCIDENT AND INSURANCE

 

A.  Employees are eligible to participate in the Gill-Montague Regional School District's
employees' group insurance program.

 

B.  Effective July 1, 2008, said employees will receive health insurance benefits through the
Group Insurance Commission (GIC) in accordance with the September 26, 2007 Public
Employee Committee (PEC) GIC Memorandum of Agreement between the School
Committee and the PEC.

 

C.  Health insurance coverage for new or recalled employees: If a new or recalled
employee is covered under COBRA or a "bridge insurance" plan, including the
Commonwealth Connector, during the GIC required waiting period for coverage
eligibility, the District will reimburse said employee up to the District's share of the
monthly cost of the same type of insurance plan through GIC. The employee is solely
responsible for any amount exceeding the cost of the District's share toward the GIC
plan. For example, if a new employee obtains coverage through COBRA under an HMO
plan, the District will reimburse the employee ninety percent (90%) of the GIC HMO
plan rate (not to exceed the full cost of the COBRA or "bridge insurance" premium
costs). The employee is responsible for the remaining ten percent (10%), plus any
additional cost over and above the GIC HMO plan rate. Reimbursement under this
agreement will be provided as soon as possible after the employee enrolls in
a GIC
insurance plan through the District.

 

In order to access this benefit, new or recalled employees must provide the District with proof of insurance coverage and premium costs during the waiting period.

 

This benefit will only be available to new or recalled employees who have submitted an application for coverage under a GIC insurance plan through the District.

 

D.  Dental Insurance - The Gill-Montague Regional School District will offer an expanded
dental plan to unit members as agreed to by the Association to which it will contribute
$22/family plan or $7.25/individual plan per premium payment.

Long Term Disability - The Gill-Montague Regional School District will offer a long-term disability insurance plan to unit members agreed to by the Association to which one hundred percent (100%) of the premium will be paid by the participating teacher.

 

Life Insurance - Effective September 1, 1993, Life Insurance coverage in the amount of five thousand dollars ($5,000) per employee will be provided with the employee paying twenty percent (20%) of the cost of same.

 

 

ARTICLE VIII PROTECTION

 

The Committee will reimburse employees covered by this Agreement, within a reasonable limit, for any clothing or other property maliciously damaged or destroyed in the course of their employment, and for extraordinary damage to said property in the performance of their duties.

 

The Committee will reimburse employees for clothing damaged or destroyed in connection with personal injury occurring while acting within the scope of the employee's official duties or employment less the amount of any insurance reimbursement provided that the actual replacement value of said damaged articles can be substantiated to the satisfaction of the Employer.

 

The Committee agrees to provide Worker's Compensation Insurance as required by Massachusetts General Laws.

 

Reduction in Force

 

1. If it is necessary to reduce the number of teachers with Professional Teacher Status in the bargaining unit as defined in this Agreement, the Administration wilt adhere    to    the    use    of    the    following    criteria     in    sequence:

 

a. Area(s) of Licensure deemed "Highly Qualified" as defined by NCLB for the
position to be assigned.

 

b. Evaluation must be in "Strong Support" or "Growth" category, not in the
"At Risk" category.

 

c. Length of continuous service within the district will prevail if two or more
teachers are deemed relatively equal.

 

2,    Teachers with Professional Teacher Status affected by a reduction will have recall rights based on the reverse of the order in which they were laid off for a two (2) year

period from the effective date of the layoff. The effective date of the layoff will be defined as the first teacher work day that the laid off teacher would have normally been scheduled to work but for the layoff action or the first day for which the laid off teacher received unemployment compensation, whichever occurs sooner.

3.           Teachers with Professional Teacher Status having recall rights will keep the Superintendent's office informed of their current permanent address and/or temporary address.

4.           The Superintendent's office will notify a teacher with Professional Teacher Status being recalled by certified mail, and said teacher must notify the Superintendent's office within two (2) weeks of the mailing date of the notice, of the employee's acceptance of the position. Failure on the part of the teacher to notify the office within twenty (20) calendar days of the date the Administration places on the certified mail receipt will constitute an automatic rejection of the position by the teacher and terminate recall rights. Refusal of the position will also have the effect of termination of the teacher's recall rights.

5.           The Administration shall not be held responsible for the failure of the postal service to deliver letters of notification or reply within the specified time limits.

6.           Any teacher with Professional Teacher Status affected by a reduction in staff shall be so notified at the earliest possible time as can be determined by the Administration. Said notification shall include a statement that the reason for dismissal is the reduction in the number of teaching positions.

7.           Any teacher with Professional Teacher Status who is terminated by reason of reduction in staff will be sent notification of any teaching vacancy occurring between the time of termination and the opening of the next school year following the teacher's termination.

8.           Any teacher with Professional Teacher Status whose position is eliminated will be considered for any open position occurring before the start of the new school year for which the employee is legally certified and qualified as determined by the

Administration.

9.       Any claim to a position under this Article must be supported by the appropriate teaching license on file in the Office of the Superintendent of Schools at the time the position is filled. Any teacher who intends to obtain additional licensure must give the Superintendent of Schools at least thirty (30) days written notice prior to filing said additional license with the Superintendent of Schools.

10.        In cases where length of service becomes the determining criterion under this Article and the length of service is equal, then the teacher with Professional Teacher Status with the highest level of formal education, as recognized on the salary schedule then in effect, will be given preference for retention or recall.

11.       Teachers with Professional Teacher Status who have been laid off will be recalled using the same criteria listed in paragraph C.l.

12.       Teachers on layoff status will not accrue seniority (length of service).

13.       All benefits to which a teacher with Professional Teacher Status was entitled at the time of layoff shall be restored in full upon re-employment within the recall period. For any teacher covered by this Agreement who has ever been recalled to GMRSD from a layoff within the recall period, said layoff shall not constitute an interruption of continuous service.

14.       The Superintendent will provide a seniority list to the Association on November 1 of each year. Challenges to the list must be presented in writing to the Superintendent within thirty (30) calendar days of receipt of the seniority list by the Association, or the list will be deemed to be correct until replaced by the following year's list.

15.       When layoff action occurs, the Association shall be notified in writing of all teachers who have been laid off.

16.       When a recall action occurs, the Association shall be notified of any teacher who is involved in the recall action.

17.       Membership in group medical coverage may be continued by employees while on layoff status provided they pay 100% of the premium cost and insurance carrier does not prohibit said inclusion. This provision will continue for the length of the recall period.

 

 

ARTICLE IX

JUST CAUSE

 

Any written or formal complaints about an employee under this contract made to an

administrator or supervisor of the School District will be promptly called to the attention of that employee by his/her supervisor.

 

No teacher with Professional Teacher Status will be disciplined, reprimanded, reduced in rank or compensation, suspended, dismissed, deprived of any benefit without reasonable and just cause.

ARTICLE X VACANCIES AND PROMOTIONS

 

A.        When a vacancy occurs during the school year in a position covered by the terms of this
Agreement, including Schedule B positions, such vacancy will be made known to all Unit
A employees by means of a notice being posted by the Superintendent or a designee in
each school for a period of ten (10) working days or fourteen (14) calendar days, by
email to all Unit A employees, and by written notice to the President of the Association
or a designee.

 

B.        When a vacancy occurs in a position covered by the terms of this Agreement during the
summer recess, such vacancy shall be posted on a bulletin board in the
Superintendent's office for a period of ten (10) calendar days and, in addition, such
notices will be mailed to the President of the Association or a designee.

In both situations above, the qualifications for the position, its duties, and the rate of compensation will be clearly set forth.

 

C.        Openings for summer school and evening school positions and for positions under
federal programs will be publicized for ten (10) calendar day by the Superintendent or a
designee by means of a written notice posted in each school, sent by email to
employees, and by written notice to the President of the Association or a designee.

 

D.        No vacancy shall be filled, except on a temporary basis, unless consistent with this
Article.

 

 

ARTICLE XI

DEDUCTIONS

 

All persons covered by this contract will, upon signing appropriate authorization forms, be entitled to the following deductions:

 

A.       Dues:

Gill-Montague Education Association Massachusetts Teachers Association

National Education Association

 

The decision pertaining to dues deduction for the Gill-Montague Education Association, Massachusetts Teachers Association, National Education Association, must be made on or before September 15 of each school year. These deductions shall be in eighteen (18) consecutive payments beginning with the first paycheck in October.

B.      Credit Unions

 

C.        Tax-Sheltered Annuities
Three (3) plans will be available.

 

D.        It is specifically understood and agreed that the Gill-Montague Regional School
Committee, its officers and agents, shall be saved harmless for such deductions under
Section A. above. For the purpose of this Article, the term "harmless" is defined as:
"any monies, once transmitted by the Gill-Montague Regional School Committee and its
officers and agents to the Gill-Montague Education Association MTA/NEA; the Gill-
Montague Regional School Committee and its Officers and Agents, are no longer
responsible for same, provided that such funds are transferred within thirty (30) days."

 

E.       A "pre-tax" deduction will be available for employee medical, dental and life insurance
contributions.

 

F.         Each employee, in accordance with M.G.L. C.150E, s.12, shall be required to pay the
service fee to the Association except that an employee who was not a member of the
Association prior to August 25, 2001 shall not be required to pay a service fee to the
Association. An employee who is a member of the Association after August 25, 2001
may cease membership in the Association and shall be required, in accordance with
M.G.L. c. 150 E, s. 12 to pay the service fee to the Association.

 

The Association will be solely responsible for enforcing the provisions of this section.

 

The Committee will not be responsible to enforce any provision of this section.

 

The Association will indemnify, defend and hold harmless the Committee against any and all claims, actions or lawsuits of any kind or description, whether at law or in equity, and whether based on statute, constitution of common law, made or instituted against the Committee or its agents, employees, or administrators, resulting from this section. Specifically, the Association will have no right of action, by way of contribution, counterclaim or other basis against the Committee. Should any administrative agency or court of competent jurisdiction find the Committee liable for any damages as a result of this section, the Association will pay any and all of those damages, including interest and charges.

 

If any court of competent jurisdiction determines that any part of this section is unconstitutional, in violation of statute, or otherwise unenforceable, all of the other parts of this section will be null and void.

 

The service fee shall be calculated in accordance with the provisions of M.G.L. C.150E, s.12, and applicable state and federal constitutional law and shall not exceed the periodic dues required to be paid by employees to remain members in good standing with the Association.

 

 

ARTICLE XII SALARIES

 

The salary schedule is set forth on Schedule A attached hereto and made part of this Agreement. The following provisions shall apply to Schedule A:

1.             The salary schedule is based on 185 teaching days, except as otherwise provided.

2.             In order for course credits to be utilized by an employee towards reaching advanced classification, the course must be approved for this purpose in advance by the Superintendent.

3.             Employees who complete requirements for an advanced category or degree status while in service will have their salaries adjusted immediately to the new salary schedule upon presentation to the Superintendent of proof of completion of the course or program.

 

4 When a new teacher is appointed and placed on a level on the salary schedule, the preceding professional credit requirements may be waived. Full credit for previous years of recognized experience as evaluated by the Superintendent will be granted.

 

5.    All persons on the salary schedule will have the option of being paid in either:

a.      Twenty-six (26) equal payments, or

b.      Twenty-one (21) equal payments, or

c.      Twenty-six (26) equal payments, but with payments 22 through 26 paid as a
"lump sum" the next payroll period after students are dismissed.

 

Employees choosing twenty one (21) payments through the school year will have the opportunity to have their health insurance payments taken out in the last two (2) payments to gain the benefit of pre-tax dollars.

 

The choice between which of the three (3) foregoing methods of payment a teacher wishes, must be made not later than August 15th preceding the payment year, or immediately upon initial employment, if employed after August 15th, by submitting such decision to the Superintendent's office on the approved form. If a teacher (other than a newly employed teacher) does not submit such form by August 15th, then the District shall continue the same method of payment as utilized for that teacher the preceding year. If a newly employed teacher does not submit such form immediately upon initial employment, then the teacher will receive payment of his or her salary in twenty one (21) equal installments.

 

Changes in method of payment may not be made during a school year.

 

In the event that a calendar year includes twenty-seven (27) two-week pay periods, the first pay period for the school year in that calendar year will occur three (3) weeks following the final pay period of the preceding school year. Salary pay dates are listed in Appendix C.

6.            Annual level increases (e.g. level raises and longevity) are dependent upon satisfactory service. Even though a teacher may have professional status, a salary increase may be withheld providing it is documented that the teacher has rendered unsatisfactory service. Annual increments will be granted only where there has been a continuation of high standard of teaching performance or an improvement in efficiency of service. Evaluation of teaching performance is under the jurisdiction of the Administrators, utilizing the approved evaluation format and adopted Teacher Proficiency Standards. The reason or reasons for the withholding of salary increase will be provided in writing to the teacher involved.

7.            During uncompensated leave, salary will be reduced at the rate of l/185th of the annual salary.

8.            Any employee who is covered by the terms of this Agreement who is hired to or reduced to less than a full-time position, will receive salary and benefits pro-rated on the percentage of the work day and/work year actually worked. (51% - 49% shared employees). In the case of shared positions, one employee will be considered at least .51 F.T.E. For salary purposes, one person will be considered 51% and > and one person will be considered 49% or < and both = but no larger than 1 F.T.E. and entitled to the % share of the appropriate level on which they are placed.

9.            Employees will receive their first pay within two weeks of the twenty-sixth (26th) pay of the prior year.

10.         Longevity is dependent upon continuous service in the Gill-Montague Regional School District. The longevity level increases will be given in the following increments: Year 16 through Year 20, $500; Year 21 through Year 25, $1,000; Year 26 through Year 29, $1,500; Year 30 plus, $2,500. Teachers on layoff status who are subsequently recalled to the District will not accrue longevity service; however, such layoff status will not constitute a break in continuous service for the purposes of computing longevity pay. Teachers qualified for longevity pay leaving the district before the end of the contract will receive a pro-rated longevity check.

11.    A professional employee with twenty (20) or more years of full-time employment
with the Gill, Montague and/or Gill-Montague Regional School Committee(s), may
elect to increase his/her pay for three (3) consecutive years by $2,000 in each of
the three years, as well as the longevity pay already provided for in Article
XII,
Section A(10). Teachers must apply in writing for the longevity payment on or
before January 15th of the preceding academic year in which they qualify and wish
to begin collecting said benefit. If the teachers do not receive all of the above
$6,000 prior to separation from employment, he/she shall be entitled to a lump
payment at the time of separation from service equaling the remaining sum. After
receiving the longevity benefit payments, the teacher will not be entitled to any
further longevity payments under Article
XII.

 

A maximum of four (4) employees may access the longevity benefit each year. In the event that more than four (4) employees apply, then eligibility will be determined on the basis of seniority with seniority being determined in accordance with the following provisions.

 

a.      Consideration of the date employee(s) actually commenced working,
with the earliest date of commencement taking precedent.

 

b.      in the event of a tie, date employee(s) were appointed by the School
Committee(s)/Administration with the earliest date and order of
appointment taking precedent.

 

12.  Any teacher who substitutes/covers for another teacher shall receive the top daily
substitute rate of pay in addition to their regular salary. The pay will be pro-rated
for the portion of the day which the aforementioned teacher was used in the
substitute category. This shall include, but not be limited to, a teacher taking
another teacher's class into his/her classroom with their regularly assigned class.

 

B. Nurse's Salary

1.        Any nurse without a Bachelor's Degree will remain/be placed on the RN's Column of Schedule A. Those nurses will be eligible for annual Level increases in accordance with Article XII.

2.        For the 2005-2006 contract year, any nurse with a Bachelor's Degree or higher will be placed on the Bachelor Column of Schedule A. Those nurses will remain at the 2004-2005 Level on Schedule A.

3.        For the 2006-2007 contract year, any nurse with a Master's Degree or higher will be placed on the Master's Column of Schedule A.   Those nurses will continue to

remain at their 2004-2005/2005-2006 Level on Schedule A. Any nurse not moving

to the Master's Column will be eligible for a Level increase on Schedule A in accordance with Article XII.

4.        Prior to August 25, 2007, any nurse may submit to the Superintendent proof of coursework beyond the Bachelor's and/or Master's Degree that was completed prior to August 25, 2005. Upon the Superintendent's review and approval, the nurse will be deemed eligible as of August 25, 2007, to be placed on the salary column of Schedule A commensurate with the completed coursework. Any courses taken after August 25, 2005, however, must be pre-approved by the Superintendent if they are to be applied towards salary advancement, in accordance with Article XII.

5.        As of August 25, 2007, all nurses, regardless of column placement, will be eligible for Level increases in accordance with Article XII.

6.        For salary purposes, the District will recognize as a Master's Degree equivalent, all national certifications as a school nurse recognized by the Massachusetts Department of Elementary and Secondary Education as Master's Degree equivalents.

 

C.      Course Reimbursement/Equivalent Study

1.          Equivalent credit may be given for approved workshop hours, as approved by the Superintendent or a designee on the basis of fifteen (15) hours being the equivalent of one (1) credit.

2.          College courses/workshops must have prior approval in keeping with district and individual professional development plans. The following rules apply:

3.          Courses must have prior approval in writing by the Superintendent.

4.          For undergraduate courses, the standard of work must be "C" or better. The standard of work for graduate courses must be that which is acceptable for graduate credit. A pass grade is acceptable in the absence of a stated letter grade.

5.          The Committee shall reimburse up to two (2) courses over a five (5) year period per employee.

6.          Only employees licensed under the Massachusetts Law will be reimbursed.

7.          Prior approved courses will be reimbursed up to $1500 per course..

8.          Course reimbursement will be processed within sixty (60) days of the date that the grade and course payment documentation is provided to the Superintendent. Reimbursement for courses will be made by separate check.

9.          Any employee who seeks reimbursement for courses must be under contract with the Gill-Montague Regional School District at the time reimbursement is requested.

 

D.      The salary schedules as set forth on Schedule B attached hereto are made a part of this Agreement, and the following provisions shall apply to Schedule B:

 

1. All positions in Schedule B shall be posted as open on an annual basis, and persons interested in filling these positions must apply in writing to the Building Administrator.

 

2 All positions in Schedule B shall be open to members of the bargaining unit as well as to persons not covered by the bargaining unit.

3.             Persons filling positions in Schedule B only shall not be entitled to any provisions of this Agreement other than salary for the positions held.

4.             Positions under Schedule B shall be created and eliminated at the sole discretion of the Administration, and initial salaries and/or ranges for newly created positions shall be at the discretion of the Committee.

5.             The Administration will make recommendations to the Superintendent for the compensation of personnel coming under this schedule, with such recommendations falling within the established salary ranges.

6.             Salary increases are not automatic for personnel covered by Schedule B. Even though personnel may have previously held a position under Schedule B, an increment will only be granted when, in the opinion of the Administration, there has been a high standard of leadership, satisfactory service and/or an improvement of efficiency of services. When salary increases are withheld, personnel will be notified in writing of failure to meet these requirements.

7.         The Principal and Athletic Director shall annually make recommendations to the Superintendent regarding personnel performance.

 

8 Personnel not holding the position under Schedule B during the previous year shall be placed at a level deemed appropriate by the Superintendent.

 

ARTICLE XIII

TEMPORARY LEAVES OF ABSENCE

 

Sick Leave Days

1.             Each employee is entitled to fifteen (15) days paid sick leave each year, earned at the rate of 1 34 days per month, up to a maximum of fifteen (15) days. There is unlimited accumulation of sick leave days. Available sick leave for first year teachers is applied at the end of the school year, when they receive pay for the days which were lost in that year due to insufficient sick leave accumulation at the time of the earlier illness. A doctor's certificate is required for five (5) or more consecutive days of absence.

2.             Sick Leave Donations

 

Teachers who have accumulated sick leave days may voluntarily transfer one (1) day per request to another employee in the District who has exhausted all of his/her sick and personal days accumulated and who needs supplemental paid days to contend with a medically verified (catastrophic) illness or injury. It is the responsibility of the benefactor to notify the Central Office of the transfer by an approved form. The benefactor will not transfer more than a total of five (5) days per school year to another employee. The benefactor must understand that he/she is permanently relinquishing his/her right to the sick days that he/she is transferring to another. The beneficiary must have access to a sick leave bank procedure.

 

A District teacher who has a medically verified (catastrophic) illness or injury, and who has exhausted all of his/her sick and personal days accumulated, may ask that the Central Office notify other teachers in the District of his/her need for sick day donations. The receiving teacher may receive up to sixty (60) transferred days per year for this purpose. The entire sick leave donation from all teachers will not exceed one hundred twenty (120) days per year on a first come first served basis. Both the requesting recipient and the donor may ask to remain anonymous.

 

The medically verified (catastrophic) illness or injury shall be documented with a

certificate signed by the teacher's treating physician and shall set forth the nature of the employee's illness or injury and the anticipated duration of same.

 

 

Professional Days

 

Employees will be entitled to at least two (2) professional days, with pay, for the

purpose of visiting other schools or attending meetings or conferences of an educational nature with the approval of the Principal; and, provided a budget request


has been made and approved in advance, the Committee will reimburse employees for such travel and expenses.

 

C.         Personal Days

 

Employees will be entitled to three (3) personal days per school year, with pay, upon written request to the Building Principal two (2) full days in advance. (In case of an emergency, the notification period will be waived.) Upon receipt of the written request on the form provided, the Building Principal will immediately grant the leave, unless she/he determines that an emergency situation exists and that it is necessary for the safety and proper operation of the school to refuse the request.

 

Upon the completion of the school year, employees will be eligible to receive or to convert a payment of $60 per day for each day of unused personal time, or convert them to an equivalent number of sick days to be added to the sick leave balance of the employee. The employee will be responsible for the appropriate notification to the business office by the end of the last "teacher" work day of the school year.

 

D.        Bereavement Leave

 

Employees will be entitled to up to five (5) school days bereavement leave with pay in each instance of death in the immediate family.

 

E.         Jury Duty

 

All persons covered by this Agreement will continue to receive their salary while on jury duty as long as they turn over their jury duty pay, minus meals and mileage, to the District Treasurer. This applies only when actual school days are lost.

 

F.         Military Reserve Duty

 

While on required annual two (2) week training duty in the military reserves during the school year, a teacher will be paid the difference between the employee's regular school salary and the total amount of the employee's military pay for that two (2) weeks training duty, upon presentation of the military pay voucher.

 

G.        Illness in Family

 

Any employee covered by this Agreement shall be entitled to use up to seven (7) days per year of accumulated sick leave in the event of illness in the immediate family.

 

H.        Immediate Family Definition

immediate family shall be defined as mother, father, spouse, brothers, sisters, children, grandparents,  grandchildren  (includes  current  mother-in-law  and  father-in-law, stepmother, stepfather, stepsister, stepbrother or stepchild, and also includes adopted children or grandchildren, immediate household members, and others at the discretion of the Superintendent.)

 

I. Each employee will be notified of his accumulated sick leave by the Superintendent by letter at the beginning of the school year.

 

J. An employee returning from sick leave will be placed upon the salary schedule as if the leave had not occurred.

 

K. If any arbitration hearing, mediation or fact finding meeting, or Massachusetts Labor Relations Commission proceeding is scheduled during the regular work day, the Association may request a total of no more than four (4) representatives or witnesses to attend the hearing without loss of earnings. The Association must give the Superintendent of Schools four (4) calendar days written notice, specifying the name of the Association representatives or witnesses who will attend the hearing or meeting. If the Association deems it necessary to have representatives and/or witnesses in excess of the four (4) referenced above, they will have the right to have a reasonable number attend and/or participate but only with the above mentioned four (4) calendar days written notice to the Superintendent, with no provision for protection against loss of earnings.

 

L.       Maternity/Parenting Leave

 

Maternity/Parenting leave of at least twelve (12) weeks for the purpose of giving birth or care of a newborn infant will be granted to any employee provided the Superintendent is given at least two (2) weeks written notice of the commencement of the leave. Such leave will generally be considered unpaid leave, but a female employee may use personal and accumulated sick days if temporarily disabled during the pregnancy and/or after the delivery of the child; provided she furnishes written documentation from a physician attesting to the fact that the pregnancy-related disability prohibits the employee from carrying out the duties and responsibilities of her job. This provision (i.e., Section L) covers those leaves available under M.G.L., c. 149, § 105D and the Family Medical Leave Act and is in no way in addition to those statutory provisions.

 

The District shall continue to pay its portion of the employee's group health premium during the approved leave period unless the employee declines such coverage, fails to pay the employee's portion of the premium in a timely fashion, or notifies the employer that the employee will not return from leave.

 

M. Adoption Leave (unpaid) of up to twelve (12) weeks will be granted to either parent. The District shall continue to pay its portion of the employee's group health premium during the approved leave period unless the employee declines coverage, fails to pay the employee's portion of the premium in a timely fashion, or notifies the employer that the employee will not return from the leave.

 

ARTICLE XIV EXTENDED LEAVES OF ABSENCE

 

A.        In cases not covered by other Articles in this Agreement, the Committee will consider
the reasonable request of an employee to take leave for a period not to exceed the
current school year for the following reasons: restoration of health; the alleviation of
hardship involving the employee or the employee's immediate family; or the fulfillment
of graduate academic requirements (such as residency). When an employee requests
leave under FMLA (Family Medical Leave Act), the completion of the required FMLA
paperwork shall be the responsibility of the employee or his/her designee.

 

B.         Any employee returning from an extended leave of absence will be placed upon the
salary schedule as if the leave had not occurred.

 

C.         Any employee will be granted a leave of absence for up to one (1) year for the purpose
of caring for an immediate family member as defined in Article Xlll-H. This leave shall
be without pay except that employees must use all accrued personal and sick time, to
the extent permissible pursuant to Article XIII(C & G). The District shall continue to pay
its portion of the employee's group health insurance premium during the approved
leave period unless the employee declines such coverage, fails to pay the employee's
portion of the premium in a timely fashion, or notifies the employer that the employee
will not return from leave.

 

D.        Seniority will accrue on all recognized leaves of absence granted under this Agreement.

 

 

ARTICLE XV SABBATICAL LEAVE

 

One (1) employee per year will be entitled to a sabbatical leave with the following provisions:

 

A.        The employee must have Professional Teacher Status in the Gill-Montague Regional

School District to be eligible.

 

B.        A full-time employee will be eligible for sabbatical leave with the following options:

 

1.      After three (3) years of service in Gill-Montague, the teacher is eligible for a full
year sabbatical at 1/2 pay.

 

2,     After six (6) years of service in Gill-Montague, the teacher is eligible for a semester
(half year)
sabbatical leave at full pay or a full year at half pay.

C.        The salary rate of an employee on sabbatical will be consistent with the employee's
appropriate placement on the salary schedule that is current at the time of the
sabbatical.

 

D.        The employees will pledge to remain in the Gill-Montague Regional School District for
two
(2) years following completion of the sabbatical leave. Failure to fulfill this
provision will be considered just cause to demand reimbursement by the employee to
the District, monies received from it during the sabbatical leave.

 

The employee and/or the employee's family shall be released from such payment if the employee's failure to render the agreed service as stipulated is due to the employee's permanent disability or death.

 

E.         An employee returning from sabbatical leave shall be placed on the level of the salary
schedule the employee would have attained had the employee remained in the School
District.

 

F.         An employee returning from sabbatical leave will be entitled to the same sick leave
benefits the employee would have earned had the employee not gone on sabbatical.

 

G.        The employee may choose whether the sabbatical will be for a full year or for one (1)
semester.

 

H.        The provisions of this Article are waived for this contract

 

 

ARTICLE XVI

PERSONNEL EVALUATION

 

A.       EVALUATION STANDARDS

 

In order to provide information for the continuous improvement of teacher performance (in this Article, "teacher" refers to all employees covered by this

Agreement) and to provide a record of facts and assessments for personnel decisions, all employees covered by this Agreement will be subject to a regular Personnel Evaluation in compliance with Massachusetts Department of Education (DESE) regulation 803 CMR 35.0, and the negotiated Teacher Proficiency Standards (see Appendix A, Teacher Proficiency Standards) adopted herein, which include the DESE Minimum Standards and the DESE Standards for Continuing Professional Development.

B.       THE MEETING WITH PRINCIPAL AND CATEGORY ASSIGNMENT

 

Prior to October 15 of each academic year, Principals will have a Goal Setting Meeting with each of their teachers individually to discuss the following:

        Evaluation protocol

        Goals of the evaluation process

        Teacher proficiency standards

        Teacher Professional Growth Status assignment

        District and site based goals and objectives

        Primary evaluator(s) and alternative evaluator options

 

At this meeting, the Principal and the teacher will review and sign the teacher's Individual Professional Development Plan (IPDP).

 

Teachers/District Professional Personnel hired after the beginning of the school year will have a Goal Setting Meeting within six (6) weeks of their hiring date and will be evaluated within ninety (90) days.

 

C.       TEACHER PROFESSIONAL GROWTH STATUS

 

Teachers will be placed in one of three categories in regard to their professional growth, status, and development. The categories are "Strong Support," "Growth," and "At Risk." Teachers with Professional Teacher Status can be designated to any one of the three categories. Teachers without Professional Status will be assigned to the Strong Support category only.

 

1. Strong Support

 

This designation applies to all Non-Professional Teacher Status teachers and to those teachers with Professional Teacher Status in the following categories:

        New site or teaching assignment

        At the teacher's request

        At the discretion of the Principal

 

a. Teachers in this category will customarily have their professional
development needs administratively determined by the Principal,

 

b.   Teachers in this category will be evaluated semi-annually. The first
observation, post-observation conference and evaluation will be
completed by January 15th. The second will be completed by June
1st.


 


2,      Growth


>


Teachers so designated must have Professional Teacher Status and are considered to be meeting or exceeding the GMRSD Teacher Proficiency Standards.

 

a. Placement in this category is based on the teacher's request and/or
Principal's recommendation with the Principal making the final
determination.

 

b. Placement in this category is based on the teacher demonstrating an
appropriate level of sound teaching proficiencies.

 

c. The Principal and teacher collaboratively determine the professional
development needs of the teacher. The Principal may determine one
goal.

 

d. Teachers placed in this category will be evaluated a minimum of every
other year.

 

3.       At Risk

 

Teachers with Professional Teacher Status may be designated as At Risk by their Principal if they fail to meet one or more of the Teacher Proficiency Standards.

 

a. The Principal's recommendations on the evaluation form will include
clearly identified goals for improvement with specific timelines for
achievement and specifically outlined mechanisms for improvement and
support.

 

b. Performance Evaluations for teachers designated as At Risk must be filed
in the central office by April 15th of the academic year.

 

c. Teachers in this category will be evaluated at least four times during the
school year. At least two evaluations will be conducted during the first
half of the school year and at least two will be completed during the
second
half of the school year.

 

d. Teachers in this category should be made to understand that any
recommendation for contract renewal will be dependent on significant
improvement in performance.

 

e. Teachers will remain at At Risk until they have received four (4)
consecutive evaluations that indicate they are meeting all the Teacher
Proficiency Standards.

f.  Teachers placed in At Risk for the current school year will be notified by
the end of that school year as to their evaluation category for the
upcoming year.

 

g. A teacher placed in the At Risk category who receives four (4) consecutive
evaluations indicating one or more deficiencies in meeting Gill-Montague
Regional School District Teacher Proficiency Standards is subject to
dismissal.

 

h. Teachers with this designation shall remain at their current salary level
and are not eligible to receive longevity compensation.

 

OBSERVATION

 

All monitoring or observation of the work performance of employees will be conducted openly and with full knowledge of the employee.

 

In the event that it is the intention of the evaluator to do a series of observations, these observations must be conducted within a two (2) week period and the employee must be informed.

 

A follow-up discussion of the observation will occur should one be requested by either the Principal or the teacher.

 

The evaluator will commit to writing and present to the employee the completed evaluation and recommendations within seven (7) school days of the observation(s).

 

A meeting between both parties where the evaluation report will be discussed will occur within ten (10) school days of the evaluation.

 

Following an evaluation by the primary evaluator, a teacher may request an additional evaluation to be conducted by an alternative evaluator. This alternative evaluation is in addition to the primary evaluation. A list of alternative evaluators will be posted by central office by October 15th of each school year.

 

All classroom observations must be completed by May 15th. By June lSl, the Principal shall complete the Teacher Proficiency Evaluation Form(s) (See Appendix B).

 

The completed Teacher Proficiency Evaluation Form(s) will include narrative comments by the Principal and will be shared and discussed with the teacher. The teacher may make narrative comments concerning his/her performance on the form(s) as well.

The teacher's signature on the Teacher Proficiency Evaluation Form(s) is required but does not indicate agreement. Teacher comments are encouraged and shall be attached.

 

Teachers will receive a copy of the evaluation form(s) after both parties have signed it.

 

D. The parties agree to establish a Joint Labor Management Committee (JLMC) to review and improve the current Evaluation Procedure with the goal to complete their work in consideration of and at the issuance of the RTT evaluation guidelines from the DESE. The JLMC will consist of up to three (3) members selected by the School Committee, and up to three (3) members selected by the Association President. The Superintendent, Association President, and the School Committee Chair shall serve as advisors to the JLMC.

 

 

ARTICLE XVII GRIEVANCE PROCEDURE

 

A.        A "grievance" is hereby defined to mean a claim by an employee of an alleged violation
involving the meaning, interpretation, or application of this Agreement. A grievance
shall be in writing as to the nature of the alleged violation.

 

B.        Failure at any level of this procedure to communicate the decision of a grievance within
the specified time limits to the aggrieved employee and to the President of the
Association shall permit the aggrieved party or parties to proceed to next level.

 

C.        Failure at any level of this procedure to appeal the grievance to the next level within
the specified time limits shall be deemed to be acceptance of the decision rendered at
that level.

 

D.        No reprisals of any kind shall be taken by any party of this contract against any party in
interest, any witness, any member of the Personnel Committee of the Association, or
any other participant in the grievance procedure by reason of such participation.

 

E.         A grievance that affects a group or class of employees, or is of a general nature, may be
submitted in writing by the Association to the Superintendent directly, and the
processing of such grievance shall be commenced at Level Two.

 

F.         If any employee covered by this Agreement shall present any grievance without
representation by the Association, the disposition, if any, of the grievance shall be
consistent with the provisions of this Agreement.

G. When a grievance arises, the grievance must be filed within fourteen (14) calendar days from the day of the event upon which the grievance is based or from the date when the employee had or should have had the knowledge of the event.

LEVEL ONE

 

An employee with a grievance shall, with or without a building representative of the Association, present it to the employee's immediate supervisor and/or the Principal, within fourteen (14) calendar days of the event on which the grievance is based. Any meeting with reference to the above shall be held during non-school hours.

 

LEVEL TWO

 

In the event that the grievance shall not have been disposed of to the satisfaction of the aggrieved employee at Level One, or in the event that no decision has been reached within fourteen (14) calendar days after the presentation of the grievance to the immediate supervisor and/or Principal, the grievance shall be reduced to writing and referred to the Superintendent of Schools within fourteen (14) calendar days of the disposition under Level One.

 

LEVEL THREE

 

In the event that the grievance shall not have been disposed of at Level Two, or in the event that no decision has been rendered within fourteen (14) calendar days after the Level Two meeting, the grievance shall be referred in writing to the School Committee within fourteen (14) calendar days. At the next regular School Committee meeting or at a special meeting called for the purpose of considering the grievance, the School Committee shall meet with the Association in an effort to settle the grievance.

 

LEVEL FOUR

1.                  In the event that the grievance shall not have been satisfactorily disposed of at Level Three, or in the event that no decision has been rendered within fourteen (14) calendar days after the Level Three meeting, the moving party must file a written demand with the American Arbitration Association within twenty (20) calendar days of receipt of the disposition under Level Three, of the unsettled grievance. The arbitrator shall be selected by agreement between the parties. If the parties are unable to agree upon an arbitrator, the selection shall be made by the American Arbitration Association, in accordance with its rules and regulations.

2.                  The arbitrator shall be without power or authority to modify or alter the terms of the collective bargaining agreement.


 

3.                  The decision of the arbitrator shall be in writing and shall be rendered within thirty (30) calendar days after the hearing is declared closed. This decision shall be final and binding on both parties,

4.                  The costs for the services of the arbitrator shall be borne equally by the School Committee and the Association.

5.                  Employees have the right to be represented by an attorney, a member of the Association, or to represent themselves.

6.                  Only the Association may file for arbitration, not an individual employee.

7.                  The parties to this collective bargaining agreement recognize the "exclusive remedy" provisions of M.G.L., Chapter 150E, §8 and the amendment to M.G.L. Chapter 71 providing some educational employees the right to access a statutory arbitration procedure. The parties further agree that an employee who is subjected to disciplinary action, where such disciplinary action can be reviewed by an arbitrator appointed by the Massachusetts Department of Education pursuant to M.G.L. Chapter 71 or through this Article, may pursue an appeal of his/her grievance through either the grievance procedure or such state appointed arbitrator. The parties further agree that whichever arbitration forum in which review of a disciplinary action is first requested shall be the exclusive method for the resolution of such dispute, foreclosing access to the other arbitration forum.

 

ARTICLE XVIII NO STRIKE

 

During the term of this Agreement, the parties hereto agree that there shall be no strikes of any kind whatsoever, work stoppages, withholding of services, slowdowns, or interference with or interruption of the operation of the School Department by any employee or the Association. Nor shall there be any strike or interruption of work during the term of this Agreement because of any disputes or disagreements between any other persons, employers, associations or unions who are not signatory parties to this Agreement.

 

Employees who violate this provision shall be subject to disciplinary action, including discharge for just cause, and any claim by either party against the other of a violation of this Article shall be subject to arbitration as provided for elsewhere in this Agreement.

 

If the School Committee claims the Association has violated any provisions of this Article, it may present such claim to the Association, in writing, and if the parties fail to settle it within ten (10) calendar days, the School Committee may submit the dispute to arbitration under the provisions of Article XVII.

 

ARTICLE XIX

AGREEMENTS

 

A.        In the event that the Association or the Committee desires to make any proposal the
subject matter of which is not covered by the terms of this Agreement, either party may
submit such proposal in writing to the Superintendent (which term shall also include his
designee) and request a meeting.

 

The Superintendent will acknowledge receipt of such proposal in writing within three (3) days and notify the other party of such proposal.

 

B.        It should be understood by both parties that a proposal which involves a change in the
School Budget voted at the annual Town Meeting(s) will not be negotiable during the
contract year covered by this Agreement.

 

 

ARTICLE XX RETIREMENT

Separation Benefit

 

Upon retirement, teachers with twenty (20) or more years of service in the Gill-Montague Regional School District will be eligible to receive a payment of $20 per day for each day of accumulated sick leave up to a maximum of three hundred (300) days.

 

Teachers who inform the district of their intention to retire on or before December 1st in the year of their retirement will receive payment by July 15th of the following fiscal year.

 

Teachers who inform the district of their intention to retire after December 1st in the year of their retirement will receive payment on or before July 15thof the second fiscal year after their retirement.

 

It is expressly understood and made a condition of this separation benefit that the parties agree that the amounts are paid under Massachusetts General Law, Chapter 32, and therefore will not be subject to retirement deduction or any other provisions of said General Laws, Chapter 32.

 

ARTICLE XXI SEXUAL HARASSMENT

 

A. The adopted policy of the Committee maintains a working environment free from all forms of sexual harassment or intimidation. Sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature will not be condoned or permitted. Not only is sexual harassment inappropriate, offensive and unprofessional

behavior, it also violates Title VII of the Civil Rights Act and Massachusetts General Laws, Chapter 151B. All complaints of sexual harassment will be promptly investigated.

B.      Sexual Harassment includes situations where:

1.             submission to or rejection of such sexual advances, requests or conduct is made either explicitly or implicitly a term or condition of an individual's employment or a basis for employment decisions affecting the individual; or

2.             such harassing conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, humiliating or sexually offensive work environment.

 

C. Any employee who is subject to sexual harassment or intimidation or has information about same should either immediately contact the immediate supervisor or, if the problem involves the supervisor, the Superintendent.

 

ARTICLE XXII MENTORING PROGRAM

 

A Joint Labor-Management Committee (JLMC) consisting of six (6) members, three (3) appointed by the School Committee and three (3) appointed by the Association President, shall begin to meet no later than September 30, 2011, to review the Mentoring/New Teacher Induction Program. The joint committee shall be prepared to make its recommendations to the School Committee and the Association no later than December 15, 2011. The Superintendent, President of the Association, and the School Committee Chair shall serve as advisors to the JLMC.

 

 

ARTICLE XXIII JOINT LABOR MANAGEMENT COMMITTEE

 

JOINT LABOR MANAGEMENT COMMITTEE

 

 

A.  The parties agree to

                    Establish a JLMC

                    Conduct regular JLMC meetings

 

For the purpose of

              Enhancing the collaborative relationship

              Cooperatively addressing issues as they arise on an ongoing basis

 

Meetings will be conducted

                    On a regularly scheduled basis

                    As needed

Issues the JLMC may address include

                    Grievances and contract issues

                    Problems raised by the bargaining unit

                    Any matter the parties agree to address

The following issues are assigned to the JLMC

                    Teacher Proficiency Standards Appendix

                    Special Education caseloads, outlined duties

                    Fairness of resources in classrooms (staff, materials)

                    In-service trainings; notice and agendas

                    Paraprofessionals; efficiency and management

                    Personal day use: springtime and end of year

                    Mentoring

                    Elementary teacher handbook

                    Discussion of the current Reduction-in-Force process

 

B. The Joint Labor-Management Committee (JLMC) shall begin to meet no later than September 15, 2009 to review and determine appropriate adjustments to Schedule B salaries. The joint committee shall be prepared to make its recommendations to the School Committee and the Association no later than December 1, 2009.

 

ARTICLE XXIV TASK FORCE

 

The parties agree to form a Joint Labor Management Committee to:

 

a.    explore the current equivalent credit practices as identified in Article XII(Cl), and
make recommendations for any changes to pre-approved district credit,

 

b.    explore teacher training for current and new teachers to maintain current and
ongoing initiatives and curriculum, including the establishment of in-house trainings
conducted by Unit A staff and/or other professional trainers, and compensation for
such,and

 

c.    explore compensation and practices for district-sponsored training outside the
school day.

The Joint Labor-Management Committee (JLMC) shall consist of six (6) members, three (3) appointed by the School Committee and three (3) appointed by the Association President. Any recommendations of the JLMC will be subject to negotiation and ratification by the respective constituent bodies.

ARTICLE XXV DISTRICT/SCHOOL GOALS

 

All teachers will be given a written copy of the District's goals and his/her school's goals no later than October 1 of each school year.

 

ARTICLE XXVI DURATION

 

A.        Not later than November 15th of the calendar year preceding the contract year in
which the Agreement expires, the Committee agrees to enter into negotiations with the
Association over a successor Agreement.

 

B.        The provisions of the Agreement (except salary) will be in effect from August 25, 2010
to August 24, 2013.

 

C.        If a successor Agreement is not reached before the expiration date of the existing
Agreement, the existing contract shall remain in effect until the successor Agreement is
reached.

 

D.        The parties agree to meet promptly to negotiate changes to this Agreement required by
law.

 

IN WITNESS WHEREOF the parties to this Contract have caused these presents to be executed by their agents hereunto duly authorized, and their seals be affixed hereto, as of the date first above written.


 


SCHOOL COMMITTEE

GILL-MONTAGUE REGIONAL SCHOOL DISTRICT


 

 

 

 

Date:   ^


 

GILL MONTAGUE EDUCATION ASSOCIATION

 

 

_____________________________________________                                       Date:

Karl Dziura, GMEA President


TEACHERS SALARY SCHEDULE 2009 - 2010 (Previous Year contract)

 

 

 

 

 

 

 

 

M+30

M+45

M+60

 

 

 

 

 

 

Masters

M+15

CAGS

CAGS+15

CAGS+30 Ed.D/Ph

LEVEL

RN

BACH

B+15

B+30

B+45

B+60

DM

DM+15

DM+30

D

A

29,616

37,518

38,800

39,682

40,555

41,429

42,133

42,836

43,540

44,244

B

30,653

38,723

40,027

40,903

41,782

42,660

43,358

44,056

44,754

45,454

C

31,684

39,927

41,257

42,132

43,009

43,887

44,584

45,279

45,978

46,675

D

32,712

41,128

42,480

43,358

44,239

45,112

45,811

46,512

47,213

47,911

E

34,303

43,032

44,439

45,326

46,219

47,111

47,823

48,537

49,247

49,961

u_

35,601

44,671

46,119

46,970

47,913

48,858

49,588

50,321

51,051

51,781

G

36,899

46,307

47,798

48,607

49,606

50,604

51,354

52,100

52,849

53,599

H

38,152

47,608

49,109

50,046

50,983

51,917

52,662

53,402

54,145

54,887

1

39,450

49,313

50,875

51,816

52,759

53,702

54,530

55,354

56,183

57,009

J

40,123

51,275

52,885

53,845

54,805

55,771

56,614

57,458

58,300

59,144

K

40,802

53,233

54,896

55,874

56,854

57,839

58,698

59,557

60,419

61,276

L

41,406

54,022

55,710

56,702

57,695

58,695

59,566

60,437

61,312

62,183


Schedule A

 

TEACHERS SALARY SCHEDULE 2010-2011

 

Increase steps A-K by $750 and step L by $1,000. AH employees will remain on the step they were on during the 2009-2010 school year (i.e., if an employee was on step 3 during the 2009-2010 school year, the employee will remain on step 3 during the 2010-2011 school year).

 

 

 

 

 

 

 

 

M+30

M+45

M+60

 

 

 

 

 

 

Masters

M+15

CAGS

CAGS+15 CAGS+30 Ed.D/Ph

LEVEL

RN

BACH

B+15

B+30

B+45

B+60

DM

DM+15

DM+30

D

A

30366

38268

39550

40432

41305

42179

42883

43586

44290

44994

B

31403

39473

40777

41653

42532

43410

44108

44806

45504

46204

C

32434

40677

42007

42882

43759

44637

45334

46029

46728

47425

D

33462

41878

43230

44108

44989

45862

46561

47262

47963

48661

E

35053

43782

45189

46076

46969

47861

48573

49287

49997

50711

F

36351

45421

46869

47720

48663

49608

50338

51071

51801

52531

G

37649

47057

48548

49357

50356

51354

52104

52850

53599

54349

H

38902

48358

49859

50796

51733

52667

53412

54152

54895

55637

1

40200

50063

51625

52566

53509

54452

55280

56104

56933

57759

J

40873

52025

53635

54595

55555

56521

57364

58208

59050

59894

K

41552

53983

55646

56624

57604

58589

59448

60307

61169

62026

 

42406

55022

56710

57702

58695

59695

60566

61437

62312

63183

TEACHERS SALARY SCHEDULE 2011 - 2012

 

Effective August 25, 2011, bargaining unit members receive their regular step movement (i.e., if an employee was on step 3 during the 2010-2011 school year, the employee will move to step 4). Effective August 25, 2011, an across the wage scale increase of 0.5%.

 

M+30     M+45     M+60 Masters   M+15     CAGS   CAGS+15 CAGS+30 Ed.D/Ph

 

LEVEL

RN

BACH

B+15

B+30

B+45

B+60

DM

DM+15

DM+30

D

A

30518

38459

39748

40634

41512

42390

43097

43804

44511

45219

B

31560

39670

40981

41861

42745

43627

44329

45030

45732

46435

C

32596

40880

42217

43096

43978

44860

45561

46259

46962

47662

D

33629

42087

43446

44329

45214

46091

46794

47498

48203

48904

E

35228

44001

45415

46306

47204

48100

48816

49533

50247

50965

 

36533

45648

47103

47959

48906

49856

50590

51326

52060

52794

G

37837

47292

48791

49604

50608

51611

52365

53114

53867

54621

H

39097

48600

50108

51050

51992

52930

53679

54423

55169

55915

1

40401

50313

51883

52829

53777

54724

55556

56385

57218

58048

J

41077

52285

53903

54868

55833

56804

57651

58499

59345

60193

K

41760

54253

55924

56907

57892

58882

59745

60609

61475

62336

 

42618

55297

56994

57991

58988

59993

60869

61744

62624

63499

M+30     M+45     M+60 Masters   M+15     CAGS   CAGS+15 CAGS+30 Ed.D/Ph


LEVEL

RN

BACH

B+15

B+30

B+45

B+60

DM

DM+15

DM+30

D

A

30671

38651

39947

40837

41720

42602

43312

44023

44734

45445

B

31718

39868

41186

42070

42959

43845

44551

45255

45961

46667

C

32759

41084

42428

43311

44198

45084

45789

46490

47197

47900

D

33797

42297

43663

44551

45440

46321

47028

47735

48444

49149

LU

35404

44221

45642

46538

47440

48341

49060

49781

50498

51220

F

36716

45876

47339

48199

49151

50105

50843

51583

2 -3 C3

53058

G

38026

47528

49035

49852

50861

51869

52627

53380

54136

54894

H

39292

48843

50359

51305

52252

53195

 

54695

55445

56195

1

40603

50565

52142

53093

54046

54998

55834

56667

57504

58338

J

41282

52546

54173

55142

56112

57088

57939

58791

59642

60494

K

41969

54524

56204

57192

58181

59176

60044

60912

61782

62648

L

42831

55573

57279

58281

59283

60293

61173

62053

6293 "7

63816

 

Effective on the first Monday of the full pay period nearest the 93r work day, an across the wage scale increase of 0.5%.

TEACHERS SALARY SCHEDULE 2012 - 2013

 

Effective August 25, 2012, bargaining unit members receive their regular step movement. Effective August 25, 2012, an across the wage scale increase of 0.5%.

 

M+30     M+45     M+60 Masters   M+15     CAGS   CAGS+15 CAGS+30 Ed.D/Ph

 

LEVEL

RN

BACH

B+15

B+30

B+45

B+60

DM

DM+15

DM+30

D

A

30824

38844

40147

41041

41929

42815

43529

44243

44958

45672

B

31877

40067

41392

42280

43174

44064

44774

45481

46191

46900

C

32923

41289

42640

43528

44419

45309

46018

46722

47433

48140

D

33966

42508

43881

44774

45667

46553

47263

47974

48686

49395

E

35581

44442

45870

46771

47677

48583

49305

50030

50750

51476

F

36900

46105

47576

48440

49397

50356

51097

51841

52582

53323

G

38216

47766

49280

50101

51115

52128

52890

53647

54407

55168

H

39488

49087

50611

51562

52513

53461

54217

54968

55722

56476

I

40806

50818

52403

53358

54316

55273

56113

56950

57792

58630

J

41488

52809

54444

55418

56393

57373

58229

59085

59940

60796

K

42179

54797

56485

57478

58472

59472

60344

61217

62091

62961

L

43045

55851

57565

58572

59579

60594

61479

62363

63252

64135

M+30     M+45     M+60 Masters   M+15     CAGS   CAGS+15 CAGS+30 Ed.D/Ph


LEVEL

RN

BACH

B+15

B+30

B+45

B+60

DM

DM+15

DM+30

D

A

31132

39232

40548

41451

42348

43243

43964

44685

45408

46129

B

32196

40468

41806

42703

43606

44505

45222

45936

46653

47369

C

33252

41702

43066

43963

44863

45762

46478

47189

47907

48621

D

34306

42933

44320

45222

46124

47019

47736

48454

49173

49889

E

35937

44886

46329

47239

48154

49069

49798

50530

51258

51991

F

37269

46566

48052

48924

49891

50860

51608

52359

53108

53856

G

38598

48244

49773

50602

51626

52649

53419

54183

54951

55720

H

39883

49578

51117

52078

53038

53996

54759

55518

56279

57041

1

41214

51326

52927

53892

54859

55826

56674

57520

58370

59216

J

41903

53337

54988

55972

56957

57947

58811

59676

60539

61404

K

42601

55345

57050

58053

59057

60067

60947

61829

62712

63591

L

43475

56410

58141

59158

60175

61200

62094

62987

63885

64776

 

 

Effective on the first Monday of the full pay period nearest the 92nd work day, an across the wage scale increase of 1.0%.


M+30     M+45     M+60 Masters   M+15     CAGS   CAGS+15 CAGS+30 Ed.D/Ph


LEVEL

RN

BACH

B+15

B+30

B+45

B+60

DM

DM+15

DM+30

D

A

31288

39428

40751

41658

42560

43459

44184

44908

45635

46360

B

32357

40670

42015

42917

43824

44728

45448

46166

46886

47606

C

33418

41911

43281

44183

45087

45991

46710

47425

48147

48864

D

34478

43148

44542

45448

46355

47254

47975

48696

49419

50138

E

36117

45110

46561

47475

48395

49314

50047

50783

51514

52251

F

37455

46799

48292

49169

50140

51114

51866

52621

53374

54125

G

38791

48485

50022

50855

51884

52912

53686

54454

55226

55999

H

40082

49826

51373

52338

53303

54266

55033

55796

56560

57326

1

41420

51583

53192

54161

55133

56105

56957

57808

58662

59512

J

42113

53604

55263

56252

57242

58237

59105

59974

60842

61711

K

42814

55622

57335

58343

59352

60367

61252

62138

63026

63909

L

43692

56692

58432

59454

60476

61506

62404

63302

64204

65100

If the last cherry sheet received by the District as of June 30, 2012 includes a Chapter 70 amount which is at least 3.0% higher than the Chapter 70 amount contained in the last cherry sheet of FY11, then effective August 25, 2012 an additional across the wage scale increase of 0.5% (See salary schedule below).


SCHEDULE B

 

 

CURRICULAR DIVISION CHAIRPERSONS

 

 

 

English/Language Arts/Reading                                              2,500

Math/Computer Business                                                        2,500

Science/Technology Education/PE and Health                        2,500

History and Social Sciences/Library                                       2,500

World Languages/Fine Arts

Student Support Services                                                        2,500

Guidance, Nurse, Counselors, SPED

 

 

HIGH SCHOOL HOUSE LEADERS_______ (not currently being used)

 

 

Humanities                                                                             2,411

Math/Sciences                                                                        2,411

Support Services                                                                     2,411

Middle School Team Leaders                                                 2,500

Principal's Liaison to Special Programs                                   2,500

 

TEACHER IN CHARGE

 

 

Montague Center                                                                    2,411

Gill Elementary                                                                       2,411

Hillcrest Elementary (on demand)                                          26.78/per diem

Sheffield Elementary (on demand)                                         26.78/per diem

Great Falls Middle School                                                       26.78/per diem

 

 

ADVISORSHIPS Position

M.S. Silent Reading Coordinator                                             1,500
M.S. Anti-Harassment Advisor                                               720

Anthropology                                                                             720

M.S. Art Club                                                                             720

Band Director

2,500

Class Advisor - Grades 9-12

1,500

Color Guard/Twirlers

1,000

Computer Club

720

Drama Club Advisor

720

Drama Director

3,000

Family & Consumer Science Club

720

French Club (Foreign Lang. Club)

720

Greenhouse Manager

1200

Hiking Club

720

M.S. Literary Magazine

1,000

M.S. Mediator

720

Musical Director

3,000

Assistant Musical Director

1,500

National Honor Society

720

H.S. Newspaper

1,000

Photography Club

720

S.A.D.D.

720

Science Fiction Club

720

H.S. Ski Club

720

M.S. Ski Club

720

H.S. Student Council

1,500

M.S. Student Council

1,500

H.S. Yearbook

2,500

M.S. Yearbook

1,050

 

The following activities were previously approved at $500 but are not currently funded.

 

"As Schools Match Wits"                     Athletic Association                 M.S. Chess Club

M.S. Drama Club                                 Health Careers                         Model Congress

Peer Educator's Advisor                      Science Club                            Speech and Forensics

 

 

 

HIGH SCHOOL HEAD COACH ATHLETIC SALARIES

 

 

 

Athletic Director                                                                  5,000

Head Baseball                                                                      2,840

Head Basketball (Boys)                                                     3,480

Head Basketball (Girls)                                                      3,480

Head Cheerleading                                                                 3,000

Head Cross Country                                                            3,000

Faculty Advisor (Tickets, bookkeeping)

1,073

Head Field Hockey

2,840

Head Football

4,400

Head Golf

2,130

Head Softball

2,840

Head Soccer

2,840

Head Swimming

3,480

Head Tennis (Boys)

2,130

Head Tennis (Girls)

2,130

Head Track (Boys)

2,840

Head Track (Girls)

2,840

Head Volleyball

2,880

 

HIGH SCHOOL ASSISTANT ATHLETIC SALARIES

 

 

 

Assistant Baseball (2)                                                               1,704

Assistant Basketball (Boys)                                                      2,088

Assistant Basketball (Girls)                                                      2,088

Assistant Football (2)                                                               2,640

Assistant Softball                                                                     1,704

Assistant Swimming                                                                 2,088

Assistant Volleyball                                                                 1,728

 

 

MIDDLE SCHOOL ASSISTANT ATHLETIC SALARIES

 

M.S. Assistant Baseball                                                            1,278

M.S. Assistant Basketball (Boys)                                              1,566

M.S. Assistant Basketball (Girls)                                              1,566

M.S. Assistant Field Hockey                                                    1,278

M.S. Assistant Football (2)                                                       1,980

M.S. Assistant Soccer                                                               1,278

M.S. Assistant Softball                                                             1,278

APPENDIX A

Teacher Proficiency Standards Currency in the curriculum

a.         Attends and participates in faculty, departmental, site, and district-wide
committees with the vision of curriculum evaluation.

 

b.         Is involved in activities of professional growth in order to maintain and improve
skills in content area(s) and educational methodology.

 

c.         Provides opportunities for higher order thinking skills when planning lessons and
assessments.

 

Effective planning and assessment of curriculum and instruction

 

a.         Uses understanding of learning styles to diagnose individual needs for
intervention

 

b.         Seeks out colleagues for additional information and insights on individual
students' learning styles.

 

c.         At appropriate times within the school year, cooperates with other members of
the staff in planning instructional goals, objectives, methods and budget.

 

d.         In keeping with district policy, works to establish and maintain open lines of
communication with students, parents and colleagues concerning both the
academic and behavioral progress of all students.

 

e.         Sets short and long term goals, integrating areas of the curriculum to prepare
for classes assigned and show written evidence of preparation upon request of
the immediate supervisor.

 

f.         Assists in the selection of books, equipment, and other instructional materials to

facilitate the delivery of the adopted curriculum.

Effective management of classroom environment

a.         Meets and instructs the student(s) in the locations and at the time designated.

b.         Develops and maintains a classroom environment conducive to effective
learning within the limits of the resources provided by the district.


c.         Takes all necessary and reasonable precautions to protect students, equipment,
materials and facilities.

 

d.         Establishes, models and maintains high standards of classroom behavior, and
instructs students in the area of developing social skills.

 

IV.      Effective Instruction

 

a.         Makes learning goals clear to students by making connections between concepts
taught and students' prior knowledge and experiences.

 

b.         Uses appropriate instructional techniques such as cooperative, peer and project-
based learning; audio-visual presentations; lectures; discussions and inquiry;
practice and application; and the teaching of others.

 

c.         Provides, when desirable, options for students to demonstrate competency and
•mastery
f new materials, including written work, plays, art work, oratory, visual

^    itions, exhibitions and portfolios.

 

jf'   i standards and expectations for student achievement

 

• students' understanding of the curriculum and adjusts instruction, raater     and assessments when appropriate.

 

->mo*   confidence and perseverance in the learner which stimulates in      eJ personal responsibility for learning the objectives of the curriculum.

 

Strives to implement by instruction, modeling, and action, the district philosophy of education, instructional goals and objectives.

 

VI.      Fulfillment of professional responsibilities

 

a.         Maintains records as required by law, district policy, and administrative
regulations.

 

b.         Upholds and enforces school rules and administrative regulations.

 

c.         Interacts openly, constructively, and collaboratively with parents and colleagues.

 

d.         Performs related duties assigned by the administration in accordance with
district
policy.

e. In keeping with district policy, works to establish and maintain open lines of communication with students, parents, and colleagues concerning both the academic and behavioral progress of all students.

 

VII.     Promotion of equity and appreciation of diversity

 

a.         Establishes, models, and maintains high standards of classroom behavior, and
instructs students in the area of developing social skills.

 

b.         Provides opportunities to include all students in the full range of classroom
activities.

 

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

 

d.         Develops and implements strategies effective in meeting the needs of all
students in the classroom.

 

The appraisal of these minimum standards will typically be made through a supervisor's regular contact and interaction with the staff member. When problems occur in these areas, the staff member will be contacted by the supervisor to remind him/her of minimum standards in the problem area and to provide support measures and suggest time-lines. If the problem continues or reoccurs, the supervisor, at his or her discretion, may prepare and issue to the staff member a written notice setting forth the specific deficiency with a copy to the teacher's file. In the unlikely event that serious, intentional or flagrant violations of the minimum performance standards occur, the supervisor, at his or her discretion, may put aside this recommended procedure and make a direct recommendation for more formal and immediate action. This may include verbal reprimands, written reprimands, suspension, or dismissal.

APPENDIX B
GILL-MONTAGUE REGIONAL SCHOOL DISTRICT
________________________ TEACHER PROFICIENCY EVALUATION FORM________________________

 

Teacher: ______________  Subject: ______________ Observation Date(s): _________________

 

Observer: ______________  Post-observation Conference Date: __________________________

 

 

This form is intended for use with both teaching and non-teaching activities. The evaluation form includes the following components: teaching activities, non-teaching activities, recommendations and timelines, and teacher comments. The criteria for teaching and non-teaching activities are based on the Gill-Montague Regional School District Teacher Proficiency Standards.

 

A. Teaching Activities

B.  Non-Teaching Activities

C.  Recommendations and Timelines

D.   Teacher Comments


Evaluator's Signature


Date


 


Teacher's Signature


Date


 

 

Copies: Superintendent, Evaluator, and Teacher