northampton ma teachers contract

Northampton

AGREEMENT BETWEEN THE NORTHAMPTON ASSOCIATION OF SCHOOL EMPLOYEES

AFFILIATED WITH THE MASSACHUSETTS TEACHERS ASSOCIATION

AND

NORTHAMPTON SCHOOL COMMITTEE 212 MAIN STREET NORTHAMPTON,MASSACHUSETTS 01060

COVERING THE PERIOD JULY 1, 2007 THROUGH JUNE 30, 2010

CONTRACTUAL AGREEMENT

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this contract is madebetween the SCHOOL COMMITTEE of the city of Northampton (hereinafter referred to as the Committee)and the NORTHAMPTON ASSOCIATION OF SCHOOL EMPLOYEES (NASE) (hereinafter referred toas the Association).

PREAMBLE

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

a. Under the law of Massachusetts, the Committee elected by the citizens of Northampton, has finalresponsibility for establishing the educational policies of the public schools of Northampton,

b. The Superintendent of Schools of Northampton (hereinafter referred to as the Superintendent) hasresponsibility for carrying out the policies so established,

c. The professional staff of the public schools of Northampton has the responsibility for providingeducation of the highest possible quality in the public schools of the City of Northampton,

d. Fulfillment of these respective responsibilities can be facilitated and supported by consultations andfree exchanges of views and information between the Committee, the Superintendent, and the Associationin the formulation and application of policies relating to wages, hours, and other conditions of employmentfor the professional staff, and so

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

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RECOGNITION

2. For the purpose of negotiations with respect to wages, hours, other conditions of employment, andany questions arising thereunder, the Committee recognizes the Association as the exclusive negotiatingagent and representative of:

UNIT A: All teachers, librarians, guidance counselors, educational coordinators, head teachers,Department Chairpersons, Supervisor of Athletics and Intramurals, Educational T.V. Coordinator,Registered Nurses, School Psychologist, Adjustment Counselors, (Social Worker), Coordinator of Out ofDistrict and Transitional Services, Speech Therapist, Elementary Science Specialist, Chapter I Coordinator,Early Childhood Coordinator, coaches and extracurricular personnel. Excluded are all other units in theNorthampton School System.

COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

Subject to the provisions of this contract, and except as otherwise provided by Appendix “A” attachedhereto and made a part hereof, the wages, hours and other conditions of employment applicable on theeffective date of this contract to the employees covered by this contract shall continue to be so applicable.

DURATION

This Agreement will be effective July 1, 2007 through June 30, 2010 and will continue to remain in fullforce and effect to and including June 30, 2010 and shall thereafter automatically renew itself forsuccessive terms of one (1) year each unless by November 1, next prior to the expiration of the contractyear involved, either party gives written notice that it desires to negotiate a new contract or amendmentthereto. Upon receipt of such notice, the parties agree to meet for the purposes of negotiating a new oramended Agreement. In the event either party desires to negotiate a new contract or amendment and onehas not been agreed upon by June 30, 2010, this contract may be extended by mutual agreement.

5. Following the formal re-opening of negotiations for a successor agreement, if the Committee andthe Association shall have failed to reach agreement, either party shall have the right to petition the StateBoard of Conciliation and Arbitration to initiate mediation and fact finding proceedings in accordance withSection 9 of Chapter 150E of the General Laws of Massachusetts.

MANAGEMENT RIGHTS

Except as expressly provided otherwise by this Agreement, or by Chapter 736 of the Act of 1965 or anysubsequent laws, the determination and administration of school policy, the operation of the schools and thedirection of the teachers are vested, exclusively, in the School Committee or its statutory agents as definedin the Education Reform Act of 1993. The administration and execution of the provisions of this paragraphwill be carried out by the Superintendent of Schools or his/her designees as the executive officer of theSchool Committee. The management of the school system, and the direction of the working force,


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including the right to plan, direct and control operations; to schedule and assign duties to employees; todetermine the curriculum, textbooks, instructional supplies and schedules; to establish standards and tomaintain the efficiency of employees; to establish and require employees to observe School Committeerules and regulations; to hire, lay-off or relieve employees from duties; to maintain order and to suspend,demote, discipline and discharge employees, subject to just cause for teachers with professional status; arethe recognized, reserved rights of management. The foregoing enumeration of management rights shall notbe deemed to exclude other rights of management, not specifically set forth; the employer, therefore,retaining all rights not specifically restricted by this Agreement. The exercise of any of the foregoing rightsshall not alter any of the specific provisions of this Agreement, nor shall they be used to discriminateagainst any member of the Association or Bargaining Unit.

ARTICLE I NEGOTIATING PROCEDURE

A. 1. During negotiation, the Committee and the Association will present relevant data, exchangepoints of view, and make proposals and counter-proposals. The Committee will make available to theAssociation for inspection all pertinent public records of the Northampton School system. Either partymay, if it so desires, utilize the services of outside consultants and may call upon professional and layrepresentative to assist in the negotiation.

B. 1. If an agreement is reached, it will be presented to the Committee as a joint recommendation of theSuperintendent and the Association if the matter is one upon which Committee action is necessary. If theCommittee disagrees with such joint recommendation, it will not reject it without further negotiation withthe Association in a good faith effort to resolve the disagreement.

2. For the duration of this contract the Committee shall make no change in policy which affects wages,hours and other conditions of employment without negotiating such change with the Association.

3. Any agreement reached with the Committee will be reduced to writing, will be signed by the Committeeand the Association, and will become an Addendum to this Agreement.

ARTICLE II GRIEVANCE PROCEDURE

A. Definition. Any claim by the Association or teacher that there has been a violation, misinterpretationor misapplication of the terms of this Agreement, a violation of its or his/her right to fair treatment, orviolation of any established policy or practice shall be considered a grievance.

B. Time Limits. All time limits herein shall consist of calendar days exclusive of legal holidays,Saturdays and Sundays. The time limits indicated hereunder will be considered maximum unless extendedby mutual agreement in writing. In the event a grievance is filed which cannot be resolved to thesatisfaction of the Association or the aggrieved prior to the termination of this contract using the normaltime limits set out herein, the Association may submit the grievance directly to arbitration in accordancewith Level Four of this procedure.

C. Level One. A teacher with a grievance will present it to his/her principal either directly or through


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the Association within thirty (30) days. In the event that the teacher is not directly responsible to anindividual principal, then he/she will present it to his/her immediate supervisor.

Level Two. If the grievance is not resolved to the satisfaction of the grievant or the Association within four(4) days after submission at Level One, the teacher or the Association may present the grievance in writingto the Superintendent within four (4) days.

Level Three. If the grievance is not resolved to the satisfaction of the grievant or the Association within five(5) days after submission at Level Two, the teacher or the Association may present the grievance in writingto the Committee within five (5) days.

Level Four. If the grievance is not resolved to the satisfaction of the Association within ten (10) days, orwithin three (3) days after the next regular meeting of the School Committee, whichever is later, theAssociation may submit the grievance to the American Arbitration Association for binding arbitration inaccordance with their current rules within thirty (30) days. The decision of the arbitrator shall be final andbinding on both parties.

Should the nature of the grievance necessitate a decision which cannot be delayed, the ten (10) dayprovision shall apply.

D. Expedited Grievance Resolution Process:

After a grievance has been appealed to Level Two, or, if the parties have agreed to initiate a grievance atLevel Two, either the Superintendent or President of the Association may request that a Joint LaborManagement Committee be convened. The Committee will consist of at least two (2) individuals appointedby the Association, and at least two (2) individuals appointed by the Superintendent. The parties agree thatrepresentatives at appropriate levels of the school department will be appointed to the committee. Experts,resource people and others may also, at the request of either party, be asked to participate, and to provideinformation, but are not members of the Committee.

The Joint Labor Management Committee will discuss the grievance, will research and share relevantinformation, and will develop appropriate resolutions acceptable to the parties. All decisions will be madeby consensus.

Any discussions between the parties pursuant to the work of the Joint Labor Management Committee willbe considered confidential and will not be admissible at any subsequent level of the grievance procedure.

If a grievance that has been referred to the Joint Labor Management Committee remains unresolved afterfifteen (15) days following submittal to the Superintendent, the parties agree that they will either, a) agree toextend the timelines, or b) the Association will, within four (4) days, resubmit the grievance to theSuperintendent at Level Two. Thereafter, the timelines established at Level Three of the grievanceprocedure will be followed.

E. General Provisions

The Association and the Committee shall have the right to use in its presentation of any level of thisgrievance procedure any representative or representatives of its own choosing.


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The costs of the services of the arbitrator, including per diem expenses, if any, and actual and necessarytravel and subsistence expenses, will be borne equally by the Committee and the Association.

An employee under this contract may present a grievance to his employer and have such grievance heardwithout intervention by the exclusive representative of the employee organization representing saidemployee, provided that the exclusive representative is afforded the opportunity to be present at suchconferences and that any adjustment made shall not be inconsistent with the terms of an agreement then ineffect between the employer and the exclusive representative.

Provided the parties agree, Level One and or Level Two of the Grievance Procedure may be bypassed andthe grievance brought directly to Level Three.

No reprisals of any kind will be taken by the Committee or the School Administration against any teacherbecause of his/her participation in this Grievance Procedure.

6. The Committee and the School Administration will cooperate with the Association in itsinvestigation of any grievance to the extent permitted by state law, and further will furnish the Associationwith such information from the personnel file of the aggrieved teacher as is necessary for the processing ofany grievance. The Association will likewise cooperate with the Committee and the Administration.

7. All documents, communications, and records dealing with the processing of a grievance will befiled separately from the personnel files of the participants.

8. If, in the judgment of the Association, a grievance affects a class or group of teachers, theAssociation may submit such a grievance in writing to the Superintendent directly and the processing ofsuch grievance will be commenced at Level Two. However, in these cases, the time limit shall be extendedby fifteen (15) days.

9. All decisions rendered at Levels One, Two and Three of the Grievance Procedure will be in writing,setting forth the decision and the reasons therefore and will be transmitted promptly to the grievant and/orthe Association.


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When it is necessary, pursuant to Level Four of the Grievance Procedure for an aggrieved member(s) (orhis/her representative) to attend a hearing held during a school day by the American Arbitration Associationand/or Labor Relations Commission he/she/they will be released, without loss of pay, as necessary in orderto permit participation in the foregoing activity.

ARTICLE III EMPLOYMENT AND ASSIGNMENT OF UNIT A PERSONNEL

All teachers, supervisors, counselors and special teachers shall qualify for a position in the NorthamptonPublic Schools under the General Laws of the Commonwealth of Massachusetts and such other regulationsset forth by the Committee.

A. Character and Attitudes. All Unit A personnel, while in the service of the Committee, shall affirmand accept their responsibility to practice their profession according to the highest ethical standard. Theyshall recognize the supreme importance of the pursuit of truth, the encouragement of scholarship, and thepromotion of democratic citizenship. They shall regard as essential to these goals the protection of freedomto learn and to teach, and the guarantee of equal educational opportunity for all.

B. Non-Discrimination. In accordance with applicable federal and state laws, the Committee and theAssociation agree not to discriminate against any employees covered by this Agreement on the basis of age,gender, race, religion, color, creed, physical handicap, residence, marital status, sexual orientation, ornational origin. The Committee further agrees that it will not discriminate against any employee forAssociation membership of Association activity or for adhering to any lawful provision of this Agreement.

C. Applications for Employment. Candidates for all positions in Unit A shall apply for a position on thebasis of professional and legal qualifications. All letters of application shall be directed to theSuperintendent.

D. Experienced Teachers. Experienced teachers entering the Northampton Public School System willbe allowed full credit for previous teaching experience up to five (5) years. Teaching experience beyond thefive years may be credited at the discretion of the Superintendent.

E. Certification. The Superintendent and/or Principal will hire personnel in accordance with theapplicable provision of Chapter 71, Section 38G.

F. Notification of Employment. All personnel shall be notified in writing within a reasonable period oftime of their hire, said notification stating the length of time engaged and the salary.

G. Period of Acceptance. Each candidate is given ten (10) days after receipt of notice (Sunday notcounted) of employment to file acceptance in writing. If such acceptance is not received at the end of ten(10) days, it shall be considered a declination on the part of the person.

H. Continuing Appointments. All teachers shall be subject to the laws regarding continuingappointments and professional teacher status as defined in Chapter 71, Section 41 of the General Laws.

I. Evaluation of Teachers. The purpose of the evaluation and assessment of each teacher is

(1) to provide information for the continuous improvement of the teacher’s performance through theexchange of information between the person being evaluated and the evaluator; and (2) to provide a record


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of facts and assessments for personnel decisions. The ultimate goal of teacher evaluation is theenhancement of professionalism and accountability so that students may be able to perform at high levels asstudents and, ultimately, as citizens.

All teachers employed by the Northampton Public Schools will be subject to evaluation. Each teacher, in agiven year, will be informed in writing of the type of evaluation process s/he will be subject to and theidentity of his/her evaluator by November 1.

All observations will be conducted openly and with the knowledge of the teacher. A formal observation willbe preceded by a pre-observation conference, and will be followed by a conference between the evaluatorand the teacher. It is recognized that an evaluator may visit a teacher’s classroom on more occasions thanthe formal observations, and may consider what is observed during these visitations when completing theevaluation form, provided that the visitation occurred openly and with the knowledge of the teacher.

All Non-Professional Status Teachers must be evaluated annually through the formal evaluation process.Professional Status Teachers will be placed on a three-year cycle. 1 Year One, they will be formallyevaluated. Year two they will have a choice to participate in either an Individual Growth Year,Collaborative Year, or a formal evaluation. Year three is an Assimilation year.

1. NON-PROFESSIONAL STATUS TEACHER EVALUATION PLAN

a. The principal (or his/her designee)/assistant principal/Director of Pupil Services will conduct aminimum of one formal classroom observation with written notes per year of the teacher who hasnon-professional status.

b. Additional classroom observations as deemed necessary by the principal or requested by the teacherwill be completed by or about April 15th.

c. The principal will complete teacher evaluations yearly, until the teacher reaches professional status.

2. PROFESSIONAL STATUS TEACHER EVALUATION PLAN2

Year 1 Formal Evaluation Year:

a. The principal (or his/her designee)/assistant principal/Director of Pupil Services will conduct aminimum of one formal classroom observation with written notes prior to or about May 15th.

1 At the discretion of the Principal a formal evaluation can be completed at any time. 2 At the discretion ofthe Principal a formal evaluation can be completed at any time.

Year 2 Individual Growth or Collaboration Year

a. The teacher will submit an Individual Growth Plan (IGP) that includes personal growth goals based


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on the individual professional development plan and NPS, and school goals for principal (or his/herdesignee) approval.

b. The teacher will submit a collaboration plan that includes collaborative goals with at least one otherfaculty member within the school/district that specifically describes the nature of the collaboration and theprofessional development plan that will occur and how the plan supports or promotes district and/or schoolgoals.

Year 3 Assimilation Year

The teacher will consolidate knowledge gained during the previous three years and prepare for the nextcycle of evaluation by identifying goals and areas of interest toward which to focus professionaldevelopment.

3. TEACHERS ON A REMEDIATION PLAN

A teacher who has been placed on a remediation plan will be placed in the Formal Evaluation process. Anevaluation schedule, a series of formal and informal observations and a documentation process will bediscussed between the teacher and the principal (or his/her designee). Remediation plans will be consideredpart of the evaluation document and will have the following elements:

(1) a statement of the deficiencies with respect to performance standards;

(2) a statement of the performance goal(s);

(3) an appropriate timetable for improvement, which may specify target dates for intermediate levels ofimprovement;

(4) suggestions for a program which will lead to improvement, which may include, but not be limitedto modeling, practice, audio or video taping, reinforcements, formative supervision, counseling, therapy,environmental change and professional development activities;

(5) a directive that the plan must be followed;

(6) a monitoring system, including a schedule for observations and conferences;

(7) any specification of a time for a final assessment;

(8) a statement of the consequences of not attaining an acceptable level of performance, includingpossible termination of employment;

(9) signature of the evaluator and the teacher, including the date, for the purpose of establishing receiptand discussion only.

The teacher will remain in the Formal Evaluation process for the duration of the remediation period.


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J. Right to Review Contents of Personnel File. Members of the bargaining unit will have the right,upon request to the Superintendent in writing, to review the contents of their personnel files provided atwenty-four hour notice is given. A member of Unit A will be entitled to have a member of the Associationaccompany him/her during such a review.

No material originating after original hiring which is derogatory to an employee’s conduct, service,character, or personality will be placed in his/her personnel file unless the teacher has had the opportunity toreview the material. The employee will also have the right to submit a written answer to such material andhis/her answer will be reviewed by the Superintendent and attached to the file copy.

A single personnel file will be kept in the Superintendent’s Office and will be kept up to date. No otherofficial personnel file shall exist for any employee.

If an employee of the bargaining unit is to be disciplined or reprimanded by a member of theAdministration, he/she will be entitled to have a member of the Association present.

K. Vacancies and New Positions/Voluntary Transfers.

1. For purposes of this Article, a vacancy in a position is created by the death, resignation, retirement,promotion, transfer of a teacher, or the non-renewal of the contract of a teacher without professional teacherstatus when such non-renewal is not caused by budgetary limitations, declining enrollment and/or programchanges.

2. When a vacancy occurs, and the Superintendent and/or the Principal determine that the vacancyshould be filled, or when the School Committee creates a new position, the following procedure shall beemployed:

a. Notice of such vacancies and new positions will be posted in each school, said notice to include adescription of the available position and its location. Public advertisement of the position may occur at thesame time as the posting.

b. Teachers desiring a transfer will submit a written request to the Superintendent within ten (10) daysof the date of the posting, stating the assignment preferred. All requests will be acknowledged in writing.

c. In addition, a teacher may file a written general request for a transfer with the Superintendent,stating the assignment preferred, even when a position has not been posted. Such request must be renewedeach school year and will be acknowledged in writing. Such a request will be considered by theSuperintendent when filling any posted position pursuant to Section 2(a) above.

d. If a vacancy or new position is posted during the school year, and the position is to be filled during


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the school year, the Superintendent may transfer a current teacher into that position during the school year,or may fill the position with an outside candidate for the duration of the school year. At the end of theschool year, any vacancy or new position filled by an outside candidate for the duration of the school yearwill be deemed to be a vacancy as of April 15 for the following school year. Teachers who submittedrequests pursuant to Section 2 (b) and (c) above shall be considered for transfer into that position.

3. Summer Positions

a. Teachers may apply for transfer to a vacancy that may occur, or a new position that may be created,from July 1 to the first workday of that school year. Teachers who wish to be informed of any such newpositions or vacancies shall notify, in writing, the Superintendent of their interest no later than the last dayof school. Such notification shall include their summer address.

b. A teacher transferred to a Summer Position or Vacancy on the basis of a written request submittedunder paragraph (b) above will be given notice of the transfer by registered mail at the address of theteacher on file in the Superintendent’s office promptly after the transfer is authorized, and the teacher isobligated to accept the Summer Position or Vacancy. Notice is deemed to be given when mailed.

L. Vacancies in Supervisory Positions in Unit A.

1. Effective the date of the signing of this Agreement, candidates for all supervisory positions in theNorthampton Public Schools must possess a Master’s Degree or equivalent.

2. Candidates for supervisory positions shall apply to the Superintendent of Schools. Formal writtenapplication shall then be made on forms appropriate to the position sought. The Superintendent willacknowledge the receipt of all applications for supervisory positions in writing within one week.

3. All personnel in promotional positions within Unit A shall be appointed by the Superintendent orPrincipal.

4. In the event that there are several equally qualified individuals for a position in the judgment of theSuperintendent or Principal, preference will be given to teachers currently employed by the School District.

M. Involuntary Transfers. Although the Administration and the Association recognize that sometransfer of teachers from one school to another is unavoidable, they also recognize that frequent transfer ofteachers is disruptive to the educational process and interferes with optimum teacher performance.

1. When involuntary transfers are necessary, a teacher’s area of competence, major and/or minor fieldof study, quality of teaching performance, and length of service in the Northampton School System will beconsidered in determining which teacher is to be transferred. Teachers being involuntarily transferred willbe transferred only to a comparable position, when available. Any involuntary transfer will be made onlyafter proper notification.


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N. Teacher Assignments.

1. When a Principal contemplates a change of assignment within a building, he/she will so inform thestaff, and in particular, will discuss the proposed change(s) with affected staff no later than May 1 of theyear preceding the school year in which the change is to be made.

In proposing reassignments, a Principal shall consider, to the extent possible, voluntary request(s) ofreassignment by teachers.

Changes in assignment will, to the extent possible, be made on a voluntary basis.

If the teacher disagrees with the Principal’s proposed reassignment, the affected teacher(s) may request theinvolvement of the Superintendent of Schools and a representative of the Northampton Association ofSchool Employees.

2. If a Principal believes an involuntary reassignment is still necessary, then in making suchreassignment the Principal will consider a teacher’s area of competence, major and/or minor field of study,quality of teaching performance, and length of service in the Northampton School System in determiningwhich teacher is to be transferred. Teachers being involuntarily reassigned will be transferred only to acomparable assignment, when available.

3. A teacher who has been involuntarily reassigned will receive at least forty-five (45) calendar daysnotice prior to the effective date of the change.

O. Suspension.

1. Teachers may be suspended in accordance with the provisions of Chapter 71, Section 42D of theGeneral Laws.

2. Complaint Against a Teacher. Any complaint against a teacher requires that the teacher must beinformed of all details as promptly as possible in order to defend himself/herself. The above informationshall be furnished by the appropriate supervisor.

Any reprimand of a teacher by a supervisor or other administrator will be made in private and never in thepresence of pupils, parents, citizens, other employees or at public gatherings.

P. Homeroom Assignments.

1. Whenever possible, floating teachers will not be assigned a homeroom.

2. Traveling teachers will not be assigned a homeroom and every effort will be made not to have themassigned to study halls.


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Q. Class Size.

1a. Whenever possible the School District will have classes of twenty-five (25) pupils per teacher. Thispupil-teacher ratio will not apply to study hall assignments, homeroom assignments, physical educationclasses, band, extracurricular assignments.

b. Reserved.

2. Reserved.

a. Reserved.

b. Reserved.

3. Whenever possible, secondary principals will not assign more than one hundred (100) students toEnglish Teachers in four (4) classes at the high school and five (5) classes at the middle school.

R. Discharge of Teacher. Discharge of teachers shall be in accordance with the provisions of Chapter71, Section 42 of the General Laws of the Commonwealth.

Just Cause Provision. No teacher with professional teacher status shall be disciplined, reduced in rank orcompensation or deprived of fair treatment without just cause.

ARTICLE IV DUTIES AND RESPONSIBILITIES OF UNIT A PERSONNEL

Each member of Unit A should exercise his or her employment in a manner consistent with the highestideals of professional service.

All personnel shall familiarize themselves with this Contract and perform all duties according to thisContract. A copy of Appendix “A” will be distributed annually to all teachers by the NorthamptonAssociation of School Employees.

A. All elementary teachers are under the general supervision of the Superintendent of Schools anddirectly responsible to their respective principals.

1. All high school and middle school teachers are under the general supervision of the Superintendentof Schools and directly responsible to their respective principal, vice principals, and departmentchairperson.

2. All nurses are under the general supervision of the Superintendent of Schools and directlyresponsible to the Director of Health.

B. School Year and Hours of Duty


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1. Teachers will instruct students for not more than one hundred eighty days scheduled betweenSeptember 1 and June 30. Up to one non-instructional day may be scheduled for teachers the last businessday before September 1. In years when Labor Day falls on September 4th or earlier, an additionalprofessional day, as described in subsection 5, may be rescheduled before September 1st. In addition, up tofive (5) days may be scheduled as emergency days. These days will be removed from the calendar if notused. The parties agree and acknowledge that if it becomes impossible to hold one hundred eightyinstructional days for students prior to June 30, due to excessive snow days or other emergencycircumstances beyond the control of the School Committee, the School Committee may schedule studentinstructional days during previously scheduled non-school or vacation days. In that event, the Associationwill be notified of the Committee’s intentions not later than March 20 of any school year, and will beconsulted by the Committee prior to the finalization of any revised calendar.

a. Effective July 1, 2001, the teacher work year will be one hundred eighty three (183) days, scheduledbetween September 1 and June 30, including one orientation day scheduled immediately prior to theopening of school (two days for teachers new in the system), and two (2) professional development days,defined in #5 below.

b. Effective July 1, 2002, the teacher work year will be one hundred eighty four (184) days, scheduledbetween September 1 and June 30, including the orientation day(s), two professional development days,and one teacher professional day, as defined in #5(a), below.

c. Effective July 1, 2006, the teacher work year will be one hundred eighty five (185) days, scheduledbetween the last business day before September 1 and June 30, including the orientation day(s), twoprofessional development days, and two teacher professional days, one of which will be scheduled, alongwith the orientation day, before the start of school for students, as defined in #5(a) below.

d. Nurses who perform authorized summer work as assigned to update and organize health records willcontinue to be paid at their applicable per-diem rate.

2. In recognition of the requirements of the Education Reform Act of 1993, teacher reporting anddismissal times shall be as follows:

a. Teachers at Northampton High School will report ten (10) minutes prior to the students and will berequired to remain five (5) minutes after students are dismissed.

b. Teachers at the Middle School will be required to report fifteen (15) minutes prior to the studentsand to remain ten (10) minutes after students are dismissed.

c. Teachers at the elementary schools will be required to report ten (10) minutes before the studentsand to remain five (5) minutes after students are dismissed.


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In addition, elementary teachers will report to school ten (10) minutes prior to the initial reporting time ofthe students (as opposed to the time of the first bell for students). Said time to be included in theelementary day as defined in 3a.

3. a. The elementary school day will be six (6) hours and twenty (20) minutes, including lunch.

b. Elementary teachers will have a fifteen (15) minute duty free recess.

4. The high school and middle school day will be six and one-half (6 1/2) hours, including lunch.

5. Professional development days will include, but not be limited to, inservice training, curriculumrelated activities including review and assessment, and professional development, as determined by theDepartment Chairpersons, the District Council, the Professional Development Committee, theSuperintendent or his/her designee responsible Curriculum, Instruction and Equity.

a. Professional teacher days will include curriculum-related activities within grade level(s) in buildingsor across the system, or within departments. One day, to be scheduled after the start of the student year, willprovide opportunity for curriculum and student assessment such as by individual school, department, gradelevel, district wide, primary, upper elementary, middle and/or secondary. A second day, to be scheduledbefore the start of the student year, will be at the building level and will focus on curriculum preparation,review, and implementation, the scheduling and coordination of services for students with specialists, thereview of student cumulative record files and individualized education plans, and other such activities thatfacilitate the opening of school. Both days will be coordinated and scheduled by the building principals.

b. A teacher who presents a workshop to Unit A personnel on a designated professional developmentday shall be paid for preparation time with respect to such workshop at the rate of twenty-five dollars($25.00) per hour, not to exceed one hundred fifty dollars ($150.00) per workshop. The workshop rateeffective September 1, 2008 shall be twenty-eight dollars ($28.00) per hour, not to exceed one hundred fiftydollars ($150.00) per workshop.

6. Effective July 1, 2001, the day before Thanksgiving will be a half-day for teachers. One day asscheduled by the Superintendent, which will be a half-day for students, will be used for budget preparation. The last day of school for students will be a half-day for students, and teachers will remain on that day inorder to complete necessary professional responsibilities.

7. Authorized curriculum work will be posted to allow interested teachers to apply. Curriculum work isdefined as any project which yields a curriculum, or a part of a curriculum, to be used by other teachers inthe school district. Teachers will be compensated at the rate of twenty-five dollars ($25.00) per hour forsuch authorized curriculum development work performed outside the regular teacher workday/work year.


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C. Absences.

Whenever possible, a teacher shall give notice of his/her absence as follows so that a substitute may beprovided:

An elementary teacher shall notify the Elementary Substitute Teacher Coordinator, and a secondary teachershall notify the Secondary Substitute Teacher Coordinator, up to

7:30 p.m. (Sunday through Thursday) on the day before the absence or between

6:00 a.m. and 7:00 a.m. (but not later than 7:00 a.m.) on the day of the absence.

D. Leaving the Premises. Teachers may leave the school premises during an unassigned period afternotifying the Principal’s Office. The amount of time out of the building should not exceed the length ofteachers’ unassigned periods. Teachers having first or last period unassigned are responsible for therequired fifteen minute period before and after school.

E. Emergency School Closing. Whenever a school is closed during a term because of inclementweather or for any other reason, the teachers shall do any other work that may reasonably be expected ofthem under the direction of the Superintendent.

F. Student Records. Student records shall be kept and revealed in accordance with the provisions ofChapter 71, Section 34D, E, and F, of the General Laws of Massachusetts.

G. Detaining Pupils. For the purpose of study or discipline, teachers may require pupils to remain afterthe afternoon session up to the length of one (1) class period, if necessary. Any student entitled to free bustransportation shall be given one (1) day’s notice to enable the pupil to arrange for other transportation.

H. Inventory. Teachers will make every reasonable effort to preserve and care for textbooks, apparatus,and other school property furnished for the use of their pupils. When requested by the Superintendent,Department Chairperson, Curriculum Coordinator, or Principal, they shall report the number of each kindof books on hand, the number unfit for use, the number needed for the ensuing year and also the amountand kind of supplies required.

In case of mutilation, defacement, or loss of a school book by a pupil, disciplinary action will be taken bythe teacher. Any persistent neglect to return books which have been loaned to students shall be promptlyreported to the principal.

I. Suspension of Students. Any teacher may recommend to the Principal the suspension of a pupil forflagrant misconduct. The Principal may take the necessary steps to carry out the suspension.

J. School Property. Teachers shall be held responsible for the order and neatness of their respectiverooms. When an injury is done to school property, they shall give prompt notice to the Principal of thebuilding. This does not imply that teachers will perform custodial duty.

K. Teacher Meetings. It shall be the duty of the teacher to attend all meetings called by theSuperintendent, Principal or Department Chairperson. Teachers will be given adequate notice of suchmeetings and meetings will be limited to two (2) per month, except for one month wherein the Principal


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may schedule three (3) per month, and except for emergency or other very important reasons as determinedby the Administrator responsible. Said meetings will not be restricted in subject matter to be covered at themeeting.

Teachers will not be required to attend meetings scheduled before school hours, unless an emergencysituation requires such a meeting, or by agreement of all concerned.

L. Preparation Period.

1. a. Middle School and elementary teachers in the departmental structure will, in addition to theirduty-free lunch period, have one preparation period per day during which they will not be assigned to otherduties. If a teacher, due to the organizational structure has other unassigned periods, the Principal may callon this teacher to perform professional duties. If substitute teaching is involved then the provisions ofArticle IX, Section D will apply.

b. Elementary teachers will have a daily preparation period four (4) days a week for a minimum length ofthirty (30) minutes. Effective July 1, 2009, the School District will provide a fifth elementary preparationperiod, which will not be mandated to be on the fifth day of the elementary school week, but may be,because of scheduling, provided on one of the existing four preparation days. The School District willmake an effort to prepare the elementary schedule to permit the fifth preparation period, if possible, to be onthe fifth school day.

2. a. Effective with the 1996-1997 school year, a long-block schedule will be implemented atNorthampton High School, consisting of four (4) long blocks each full school day. Full-time teachers shallnot be assigned more than three (3) teaching blocks each full school day. In addition, full-time teachersshall have one (1) preparation period each full school day; the preparation period shall be of the sameduration as a teaching block.

2. b. Teachers shall not be assigned any supervisory duties at the high school.

2. c. When teachers at the high school are called upon to cover classes after the senior class terminatesit academic year, teachers will be called according to the following formula:

i. Teachers who had senior classes will be called first.

ii. Teachers who have more than one (1) preparation period will be called next.

3. Kindergarten teachers who teach two (2) half day Kindergartens per day shall have 100 minutesunassigned time per week, in the form of ten minutes in the morning and ten minutes in the afternoon.

4. At the middle school, duties will be assigned on an equitable basis among all staff.

M. Number of Preparations. Middle School and elementary teachers in the departmental structure willnot be required to teach more than two major subjects. Middle School teachers will not have more than atotal of three (3) teaching preparations at any one time.


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Exceptions to the provisions of the first above paragraph may be made only if the Superintendent ofSchools (or his/her designee) determines that it is necessary to do so in the best interests of the educationalprocess. (A disagreement over whether an exception is justified will be subject to the Grievance procedureand will be initiated at Level One thereof.)

At the High School, full-time teachers will not be required to teach more than two (2) major subjects, norhave more than a total of two (2) teaching preparations at any one time. This provision shall not preclude afull-time teacher from agreeing to teach more than two (2) major subjects and/or more than two (2)preparations at any one time.

N. Lunch Period. Teachers shall have a duty-free lunch period of the same length as the student lunchperiod in their school.

O. Unassigned Periods for Elementary Teachers. Elementary teachers will not be required to remain intheir classrooms while special teachers are presenting a lesson.

P. Unit A Personnel, except for special education TEAM liaisons, will be remunerated at the followingrates for each TEAM meeting which extends beyond the contractual work day:

Effective July 1, 2005 $20 per TEAM meeting

Special education TEAM liaisons will receive a $744 for 2004-2005, $766 for 2005-2006 and $789 for2006-2007.

No special education TEAM meetings will be held prior to the time teachers are required to report in themornings.

Q. All agenda before subcommittee meetings of the Committee and all minutes following thesemeetings, as well as agenda and minutes for meetings of the full School Committee, will be posted on theofficial Northampton Public Schools Website.

R. Parent-Teacher Conferences Elementary Schools.

1. One week of early release day conferences will be scheduled in the fall, after consultation with theprincipals and faculty, concurrent with the time of report card distribution and when the Superintendentdeems it would be most educationally sound. (5 days)

2. Conferences will include three afternoon conferences (1 pm – 3pm) and two evening conferences (6pm – 8 pm).

3. Conferences will be scheduled for 20 minutes each.

4. Teachers will use the eight remaining parent contact hours provided in the current contract for avariety of parent/teacher contacts during the school year. (Examples of contact: notes, letters, newsletters,updating websites, phone calls, informal meetings, child study meetings). (Examples of not included


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contacts: team meetings, Open House, and similar practices already addressed in the contract).

5. The number of hours that teacher use to contact parents is not restricted to the parent/teacherconferences and the eight contact hours, but will be up to the teachers’ professional judgment.

ARTICLE V

NON-TEACHING DUTIES

A. Special Assignments. In addition to teaching and supervision, each teacher is subject to assignmentsof reasonable added professional responsibilities by the principal.

The following are not professional responsibilities:

1. *Checking and collecting health forms and/or emergency forms.

2. Collecting and accounting for insurance money.

3. Keeping the register.

4. White Cards.

5. Collecting and accounting for lunch money.

6. Collecting and accounting for milk money.

7. Duties related to a student’s personal hygiene.

*Note: The teacher will be responsible for initial distribution and collection of forms only and will not berequired to conduct follow-ups.

B. Extracurricular Activities.

1. Teachers will be responsible for extracurricular activities on a voluntary basis.

2. Any activity occurring after regular school hours shall be considered an extracurricular activity withthe exception of professional responsibilities.

3. Payment for all coaching and extracurricular activities will be made immediately following thecompletion of the coaching or extracurricular assignment.

4. The Supervisor of Athletics and Intramurals will be paid in ten (10) monthly installments.


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C. Teachers will not be required to drive pupils to activities which take place away from the schoolbuilding.

D. Coaching/Extra Curricular.

1. Coaching appointments will be made for one (1) to three (3) year periods, subject to M.G.L. c. 71, s.47A, after which each appointment will be considered automatically reopened for application and a noticeof vacancies will be posted. Such notification will be posted within ten days after the season ends andapplications will be received no later than four (4) weeks after the initial posting.

2. Assignments to extracurricular activities will be made for one (1) to three (3) year periods after whicheach assignment will be considered automatically reopened for application and a notice of vacancies will beposted. Such notification will be posted within ten days after the activity ends and applications will bereceived no later than four (4) weeks after the initial posting.

E. Years of experience in the position in the system will determine step placement, one step for eachyear.

F. Committee Assignments.

1. First consideration will be granted to teachers who volunteer to serve on committees. Teachers willhave the right to refuse committee service.

2. Persons who are interested in and/or affected by the subject of a committee study will be able tovolunteer for said committee membership.

ARTICLE VI Reserved (See Article XX) ARTICLE VII LEAVES OF ABSENCE WITH PAY

A. Sick Leave

1. a. Full time teachers who begin work in a school year on the first day of such school year shallcommence such school year with a sick leave credit of twelve and one-half (12.5) days (a day consisting of7 hours).

b. Teachers who begin work in a school year after the first day of such school year, including withoutlimitation a teacher who is an employee on the first day of such school year, will receive an initial credit of1-1/4 days (8.75) for each full month remaining in the school year. Teachers who cease employment at anytime during a school year or who take an unpaid leave of absence of more than ten (10) days or a leave ofabsence described in Article VIII B will have their initial sick leave credit for such school year reduced by1-1/4 days (8.75 hours) for each month or portion thereof that they are off the payroll, plus the number ofsuch initial sick leave days they have used during such school year.


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c. For purposes of determining the length of an unpaid leave of absence, days granted pursuant to any suchleave of absence that immediately follow the days granted pursuant to a prior unpaid leave of absence forthe same purpose shall constitute a single leave of absence.

d. For purposes of determining the number of sick leave days provided under this subsection for a schoolyear that are used in such school year, sick leave days provided under this subsection for such school yearshall not be considered to be used until sick leave days accumulated in previous school years have beenexhausted.

e. Unused sick leave days will accumulate without limit.

2. Absence from work due to illness of the employee will be charged against that employee’saccumulated sick time.

3. The employee may use his or her accumulated sick time for illness of a member of the employee’simmediate family as defined in Section B and other relatives of the employee who reside in the house holdof the employee to care for the ill person. This shall not be construed to mean a continuing absence butrather an emergency type of situation for a period of up to one week. A variation of the one week limit maybe granted on the recommendation of the Superintendent.

4. Sick Leave Bank

a. There shall be a Sick Leave Bank Committee, consisting of the Vice-Chairperson of theNorthampton School Committee, the Superintendent of Schools, and the President of the NorthamptonAssociation of School Employees. The Sick Leave Bank Committee will administer the provisions of theSick Leave Bank.

b. The Sick Leave Bank will depend upon voluntary contributions from employees covered by thisAgreement.

c. Bargaining unit members may become a member of the Sick Leave Bank by donating two (2) dayswithin ninety (90) working days of the date that she/he first reported for work, provided that she/he hasaccrued days available for this purpose.

d. After the initial donation, each year one (1) day will be added to the Sick Leave Bank by each


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member of the Sick Leave Bank. Any member of the Sick Leave Bank may withdraw from the Bank for aschool year by giving written notice to the Sick Leave Bank Committee by September 15 of the school yearduring which she/he no longer desires membership.

e. The number of days in the Sick Leave Bank cannot exceed four (4) times the number of employeesin the bargaining unit. If the sick leave days in the Bank exceed three-fourths (3/4) of the maximumnumber of days at the end of any school year, the members of the Bank will not be required to make theannual one (1) day donation at the start of the school year. If the number of sick leave days in the Bank aredepleted to one-half (1/2) or less of the maximum number of days, one (1) additional day for the Bank maybe assessed each member.

f. If an employee who has not become a member of the Sick Leave Bank decides to join in a yearsubsequent to the year in which she/he could first have become a member, his/her initial donation to theBank must equal the total number of days that she/he would have donated through the years had she/hejoined when first eligible.

g. No member of the Sick Leave Bank will be denied continuation of membership in the Bank if along-term illness has caused exhaustion of his/her individual sick leave benefits, thus preventing annualrequired donations to the Bank.

h. A member of the Sick Leave Bank who has exhausted his/her individual sick leave benefits mayapply for benefits from the Sick Leave Bank. Such benefits are intended to augment an employee’s sickleave benefit in cases involving catastrophic or long-term illness or accident not covered by Workers’Compensation. In assessing any application, the Sick Leave

Bank Committee may request such medical documentation as it deems appropriate and shall, in addition,consider the following criteria:

i. Demonstrated need of the applicant

ii. Prior sick leave usage

iii. Relative needs of other applicants

iv. Supply of days in the Bank.

i. The Sick Leave Bank Committee’s decision on all applications and other matters within itsjurisdiction shall be final and shall not be subject to the grievance/arbitration procedure contained in thisAgreement. Any employee whose application is rejected or modified will, upon request, be granted ameeting with the Sick Leave Bank Committee.


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j. By June 15 of each year, the Sick Leave Bank Committee will inform the Association and theSchool Committee of the number of days accrued in the Sick Leave Bank. The Sick Leave BankCommittee will also be responsible for maintaining an up-to-date list of the members of the Sick LeaveBank.

5. Any employee whose personal illness extends beyond the period compensated under the terms ofthis Section A will be granted a leave of absence up to one (1) year without pay for such time as isnecessary for complete recovery from such illness.

6. The Superintendent may request a doctor’s certificate in the case of extended absences or unusualcircumstances, whether or not Sections A 4 and A 5 of this Article VII are applicable. The Superintendentand Principal are the granting authorities for FMLA leave.

B. Bereavement Leave. In the event of a death of a member of the immediate family, or of any personresiding in the household (including a relative of the second degree), teachers shall be entitled to five (5)bereavement days. Immediate family includes Husband, Wife, Domestic Partner, Father, Mother, Father-in-Law, Mother-in-Law, Child, Brother, Sister, Grandfather, Grandmother, Grandchild of the employee. Inthe case of a death of a relative of the second degree (other than a relative of the second degree residing inthe household), the teacher shall be entitled without loss of pay to the day or part thereof necessary toattend the funeral. Relatives of the second degree include Uncles, Aunts, Nephews, Nieces, Cousins, andin-laws other than mentioned above. Bereavement Leave must be taken within five (5) days of the death ofthe relative or person residing in the household. This requirement may be waived by mutual agreement ofthe Superintendent of Schools and the President of the Association.

C. Death Benefits. In the case of the death of a teacher, his/her estate shall receive the amount ofmoney equal to the unused balance of his/her accrued sick leave, based on 1/200 of his/her current salary.

D. Personal Days. Two (2) personal days are allowed each year. These days are not subtracted fromthe employee’s accumulated sick leave. These days may not be taken on a day preceding or following avacation. Unused personal days will accrue as additional sick leave days. Any unused personal days in anyschool year will be added to a teacher’s sick leave days at the end of such school year or, in the case of ateacher who dies or retires during a school year, upon the death or retirement of such teacher. A teacherwill give written notice of a personal day to the Superintendent (using the form set forth in Appendix A-4)at least twenty-four (24) hours before the personal day is to be taken, except in the case of an emergency,when notification may be made by telephone to be followed by written notice.

E. Up to a total of three (3) days during any school year will be allowed for religious observance.These days shall be deducted from sick leave or personal leave. The teacher shall notify theSuperintendent’s office whether he/she wants these days deducted from personal leave or sick leave.

F. Employees will not suffer loss of pay, sick, or personal days for subpoenaed court appearances.


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G. Jury Duty.

An employee in the bargaining unit who serves on jury duty will continue to receive his regular pay fromthe City, provided the employee’s supervisor certifies on the payroll that the employee is absent for juryduty. When payment by the court for such jury duty is made, such payment, exclusive of travel or anyother allowances, shall be refunded to the City by the employee in the following manner: the employeeshall present to the Superintendent’s Office either the check from the court endorsed over to the City ofNorthampton, or a certification from the court as to the amount paid together with employee’s personalreimbursement to the City.

An employee on jury duty shall be considered as being employed Monday through Friday.

It will be the responsibility of an employee who has been informed that his/her service will not be requiredon the following day to notify the School Department in time to cancel the need for a substitute.

H. The Superintendent of Schools or the Superintendent’s designee will be responsible for theadministration of the foregoing provisions of this Article, consistent with the terms of this Agreement.3

3 The Superintendent may place members of the Bargaining Unit with professional status on administrativeleave with pay in connection with misconduct allegations.

ARTICLE VIII SPECIAL LEAVES

All teachers returned from leaves of absences granted in this Article shall, upon request, be restored to thesame or similar position they held at the time the leave was granted, provided such position is still inexistence. All benefits to which a teacher was entitled at the time his/her leave of absence commenced,including unused accumulated sick leave (determined as provided in Section VII A 1), will be restored tohim/her upon his/her return. A teacher who has been granted any leave of absence for a period of one yearmust notify the Superintendent before March 31 of his/her intention to resume work the followingSeptember. The Superintendent shall notify the teacher by January 31 requesting a letter of intent by March31. Failure to give such notification will be considered as the teacher’s declination to return to work theensuing year.

A. Maternity Leave. Employees will be eligible for Maternity Leave in accordance with the provisionsof Mass. General Laws c. 151B, §4 and c. 149, §105D as interpreted and enforced pursuant to c. 151B§4(11A). Extension of Maternity Leave for medical reasons may be granted by the Superintendent ofSchools.

B. FMLA Leave. The parties hereby agree to incorporate by reference the City of Northampton’spolicy on Family and Medical Leave, Appendix E, established pursuant to the Federal Family and MedicalLeave Act, with the understanding that any benefit which may be established pursuant to this Agreementwhich is in addition to that available under the Family and Medical Leave Act (for example, short termfamily sick leave, leave for less than full time employees, extended leave) will not be limited by this policy.

C. Small Necessities Leave. An employee eligible for FMLA leave shall be entitled to up totwenty-four (24) hours of leave per contract year as provided by G.L. c. 149, §52D; a copy of the law maybe obtained from the Superintendent’s office. When an eligible employee takes such leave, such leave shallbe deducted from personal leave.


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D. Sabbatical Leave for Study or Travel. Teachers with professional teacher status who have servedseven (7) years in the Northampton School System may, upon the recommendation of the Superintendentand with the budgetary approval of the School Committee, be granted leave of absence for study or travelupon the following conditions:

1. No more than one (1) per cent of the teaching staff shall be absent on sabbatical leave at one time.

2. Request for sabbatical leave must be received by the Superintendent in writing in such form as maybe required by the Superintendent not later than December 1 of the year preceding the school year in whichthe sabbatical leave is requested. If the Superintendent recommends the request, it will be forwarded to theSchool Committee for approval or disapproval.

3. Teacher on sabbatical leave will be paid at three-fourths (3/4) of the annual salary rate, provided thatsuch pay when added to any program grant shall not exceed the teacher’s full annual rate.

4. The teacher must file with the Committee a written agreement to remain in the service of theCommittee for one (1) full year in the event of a half-year’s leave or two (2) full years in the event of a fullyear’s leave. If a teacher resigns, within the year or the two-year period following the sabbatical, thatteacher will refund to the City the sum of money proportionate to the unfulfilled period of time agreed toabove.

5. Teachers granted sabbatical leave of absence are required to report twice each semester to theSuperintendent of Schools. This report must indicate the extent of the study of school systems either athome or abroad in case of sabbatical leave for travel, or the nature of the courses taken at a university andthe application of these to the work of the individual concerned in the case of sabbatical leave of absencefor study. If such reports are unsatisfactory, the leave may be terminated by the Board at any time upon therecommendation of the Superintendent.

6. In case the number of applications shall exceed one (1) per cent, selections shall be made inaccordance with the following principles:

a. Length of service, preference to be given to those longest in the service.

b. Distribution by schools, care being taken that the number from any school should not becomparatively excessive.

c. Nature of service, provisions being made that the benefits of such leave of absence shall bedistributed as fairly as possible among all grades, high school and supervisory positions.


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d. the needs of the school system.

7. Regular annual increments shall be given for time of leave, the same as for regular service in theschool.

8. A teacher may not be granted a second sabbatical leave of absence until seven (7) years after thedate of return of the first leave.

E. Temporary Leave of Absence.

Military Leave. Military leave will be granted according to the provisions of Chapter 33, Section 59 of theGeneral Laws of the Commonwealth of Massachusetts.

F. Extended Leave of Absence.

1. Leave of absence without pay or increment of up to one (1) year will be granted for the purpose ofcaring for a sick member of the teacher’s immediate family. Additional leave may be granted at thediscretion of the Superintendent.

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

H. Notwithstanding any foregoing provision of this Article, the Superintendent of Schools or theSuperintendent’s designee will be responsible for the administration of each of its provision, consistent withthe terms of this Agreement.4

4 The Superintendent may place members of the Bargaining Unit with professional status on administrativeleave with pay in connection with misconduct allegations.

ARTICLE IX SUBSTITUTE AND PART-TIME TEACHERS

A. A substitute teacher will be eligible, after ninety plus one consecutive days in the same assignment,to be part of the bargaining unit (this will apply to a substitute appointed to work ninety plus oneconsecutive days in the same assignment and a substitute who has actually worked ninety plus oneconsecutive days in the same assignment), and such substitute teachers will only be eligible for sick leaveand one personal day per semester. Said substitute teacher will be placed by the Superintendent on theTeacher salary schedule and will not be eligible for any other benefits, except sick leave and personal leave.

B. Reserved.

C. Reserved.

D. Regular Teachers as Substitutes.


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1. No teacher shall be asked to substitute for another teacher except in case of emergency. Anemergency is understood to be no more than one (1) day in duration. In those cases where regularsubstitutes are not available and a regular teacher voluntarily agrees to serve as a substitute during his/herpreparation time, said teacher shall be paid fifteen dollars ($15.00) for each period substituted andtwenty-five dollars ($25.00) for each long-block period substituted. Such arrangements will be made by theprincipal of the school with the Superintendent’s approval.

2. No teacher will be required to substitute for a coach or club advisor when said sport activity or clubbegins before the end of the regular school day. Teachers who volunteer to substitute will be paid twelvedollars and fifty cents ($12.50) for each period substituted, pro-rated for a half a period ($6.25).

3. Elementary classroom teachers will not be required to substitute for specialist teachers.

4. No teacher will be allowed to assume the role of principal in the absence of the principal.

E. Part-Time Teachers.

1. (a) Part-time teachers may have a partial schedule every day, or a full schedule certain days only;part-time will be pro-rated for purposes of salary, service credit, and benefits.

1. (b) At the high school level one (1) teaching period shall constitute 33 1/3%, two (2) periods - 662/3%, three (3) periods constitute full-time. At the middle school, one teaching period shall constitute 20%,two periods - 40%, three periods

-60%, four periods - 80%, and five periods - 100%.

1. (c) The formula for elementary teachers will be based on a percentage of the total length of theschool day to the nearest tenth (1/10) exclusive of duty free lunch.

2. Every effort will be made to provide continuity for teachers having a part-time schedule.

3. Part-time teachers who are required to attend curriculum days, workshop days, parent-teacherconferences or other meetings (except for special education team meetings covered under Article IVP ofthis Agreement) held after their professional duties end will be compensated at an hourly rate based on theirregular salary for the actual time of the meeting.

4. Part-time teachers will be scheduled so that their teaching responsibilities and any professionalassignments are performed in a single continuous block of time insofar as possible.

F. Current policy regarding substitute nurses will continue to be applicable.


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ARTICLE X

DUTIES AND RESPONSIBILITIES OF DEPARTMENT CHAIRPERSONS

A. There shall be department chairperson positions with the following responsibilities:

1. Communicate regularly, as requested, with the appropriate building principal and/or theSuperintendent or his/her designee responsible for Curriculum and Instruction.

2. Complete orientation training by the Superintendent or his/her designee responsible for Curriculumand Instruction.

3. Facilitate the already established curriculum development process and assigned departmentactivities.

4. Assist the principal in the budget process by coordinating resource and materials orders for theappropriate group or building.

5. Facilitate department meetings.

6. Advise principals on departmental course design and instructional needs.

B. Department chairpersons will not have responsibility for teacher evaluation, nor will they beassigned any supervisory responsibilities. Chairpersons will have a full teaching load.

Effective for the 2005-2006 academic year, the areas and grade levels of responsibility for departmentchairpersons are as follows: Performing Arts PK-8

Visual Art PK-8

P/E Health PK-8

Guidance 6-8


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Pupil Services 6-8

Math 6-8

Reading 6-8

Science 6-8

Social Studies 6-8

World Languages 6-8

English/Language 6-8

Exploratory Block 6-8

Math 9-12

Science 9-12

Social Studies 9-12

English 9-12

Pupil Services 9-12

Technology/Business 9-12

Guidance 9-12

World Language 9-12

PE/Health 9-12

Fine & Performing Arts 9-12

D. The position shall receive an annual stipend, according to the following:

All department heads FY2008 FY2009 FY2010 $2,015 $2,075 $2,137

E. 1. Chairpersons will have the opportunity to visit other schools and attend conventions andconferences, whenever possible, in order to keep abreast of new books, new trends and practices in theirrespective fields.

2. Chairpersons will have full comprehensive membership in the national organization for their subject areapaid for by the Committee.

F. Reasonable notices of meetings will be given, and meetings will be limited to two (2) per monthexcept for emergencies or other very important reasons as determined by the administrator responsible.


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G. Selection of Department Chairpersons:

1. a. The position of Department Chairperson will be advertised as a vacancy (in accordance withArticle III) every two (2) years.

b. If a vacancy occurs before the end of the two (2) year period, the replacement appointment will be for theremainder of such two (2) year period.

Prior to the posting of vacancies, the Superintendent of Schools will provide an opportunity for a writtensurvey of all members of the department and representative elementary teachers, where applicable, jointlyselected by the Superintendent and the President of the Association, to establish departmentrecommendations for the positions of the Department Chairperson. These surveys will be reviewed by theSuperintendent and the President of the Northampton Association of School Employees.

H. EVALUATION OF DEPARTMENT CHAIRPERSONS

1. Department Chairpersons will be evaluated annually by either the Superintendent or his/herdesignee or the building principal. The evaluator will be designated at the beginning of each school year.

2. Purpose. Evaluation is the ongoing process of defining goals and identifying, gathering, and usinginformation as a part of a process: (a) to provide information for improving performance, and (b) to providea record of facts and assessments for personnel decisions. The evaluation shall be free of racial, gender,religions and other discriminations or biases as defined in state and federal laws, and shall be based ondirect observation. Such observations will be conducted openly and with the knowledge of the DepartmentChairperson.

3. The evaluator will use an evaluation instrument mutually agreed upon by the Committee and theAssociation.

4. The evaluation report must provide specific recommendations for improving performance in thoseareas identified as in need of improvement.

5. Each Department Chairperson will be given a copy of his/her evaluation report to sign or initial anda copy to retain and shall have the right to discuss such report with the evaluator.

6. Department Chairpersons shall have the right to respond in writing to an evaluation report. Suchresponse will be attached to the evaluation report.

7. Any Department Chairperson may appeal an adverse evaluation report through the grievance


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procedure, but only on the grounds of bad faith or discrimination.

8. Each Department Chairperson shall have an annual conference of evaluation with his/her evaluator.

ARTICLE XI ASSOCIATION

A. Use of Buildings. The Association will have the right to use school buildings without cost atreasonable times for meetings. The principal of the building in question will be notified in advance of thetime of all such meetings. Request for such use must be made to and approved by the Superintendent ofSchools.

B. Availability of Educational Benefits. Northampton teachers, who are not residents of Northampton,will be allowed to send their children to the regular education program in the Northampton Public Schoolson a space available basis at one-half the tuition charge. Such teachers may do so by agreeing in advancethat their children may be transferred from class to class, or from school to school, should enrollment makethis necessary.

Acceptance of a non-resident student will be subject to annual review and current policy.

ARTICLE XII

WORKERS’ COMPENSATION

In the event an employee receives compensation under the Workers’ Compensation Act, the Committeeagrees to pay the employee, if he/she so agrees, the difference between the compensation he/she receivesand the usual weekly salary, such difference to be charged against the employee’s sick leave account to theextent of accumulated sick leave earned.

ARTICLE XIII INSURANCE AND ANNUITY PLAN

A. Group Life and Health Insurance. Any teacher is eligible for enrollment in any insurance planwhether life or health offered to the employees of the City of Northampton.

B. Annuity Plan. Teachers will be eligible to participate in a “tax sheltered” annuity plan establishedpursuant to United States Public Law No. 87-370.

C. Group Health Accident Insurance. In addition to the above fringe benefits, health-accident insuranceis available to a regular teacher through the Northampton Association of School Employees.

D. During the term of this contract, the Committee agrees to pay at least 50% of health and lifeinsurance premiums for plans offered to employees of the City of Northampton, except that, effective July1, 2001, the Committee agrees to pay eighty-five percent (85%) and eighty percent (80%) effective July 1,2002 of the premiums for hospital and medical coverage in the City of Northampton’s group health


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maintenance organization plan.

The Committee agrees to raise the current life insurance and accidental death and dismemberment policyamount from $2000 to $5000 effective either July 1, 2001, or when all bargaining units have executed acollective bargaining agreement with the City and School Department, whichever is later.

E. Dental Insurance: The Committee agrees to implement a voluntary Dental Plan.

F. Flexible Spending Account: The Committee agrees to offer a voluntary Flexible Spending Account.

G. The Committee agrees to provide for payroll deduction of individual premium payments for MTAdisability insurance; with premium costs to be paid by the employee.

ARTICLE XIV DUES DEDUCTION

A. The Committee hereby accepts the provisions of Section 17A of Chapter 180 of the General Laws ofMassachusetts and, in accordance therewith, shall certify to the Treasurer of Northampton all payrolldeductions for the payment of dues to the Association duly authorized by employees covered by thiscontract.

B. The Committee hereby accepts amended provisions (amended by Chapter 785 of the Acts of 1969)of Section 178B of Chapter 149 of the General Laws of Massachusetts and in accordance with, shall certifyto the Treasurer of Northampton all payroll deductions for making deposits in any credit union operated bymembers of a state association of teachers, provided that these deductions are for a contract year.

ARTICLE XV SALARY

A. Salary Schedule See Appendix A – 1 Nurse’s Salary Schedule See Appendix A - 1a & 1b

B. Extracurricular See Appendix A - 2

C. Department Chairpersons and teachers assigned to more than one (1) school in any one (1) day willreceive either twenty dollars ($20.00) per month reimbursement5 for all inter-school driving done by themor they may elect to be reimbursed at the mileage rate authorized by the City. Such election must be madeat the start of the school year in September. For driving outside the City, reimbursement will also be at therate authorized by the City.

D. Super-Maximum -- Professional Increments. Four (4) professional increments of one hundred($100) dollars each are available for professional study, other courses, workshops, and/or its equivalent intravel.

1. Hours of Study: One three (3) credit course or more of approved study with credit for anyprofessional work done, actual attendance at the required number of classes is necessary.

2. First Increment: The first increment must be earned through study.

3. Second, Third, Fourth Increment: The second, third and fourth professional increment may be


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earned through study or its equivalent in travel.

4. Travel: Only two (2) increments may be earned through travel. One increment may be earned fordomestic travel only when the trip consists of at least five (5) consecutive weeks of travel and for foreigntravel only when the trip covers at least four (4) weeks of travel in foreign countries.

5. Time Limit on Courses: Only one (1) hundred ($100) dollar increment may be earned during anytwelve-month (12) period except through full-time study.

6. Time Limit on Increments: Once an increment is received for professional study, this incrementremains as a part of the teacher’s salary as long as he/she is employed in the Northampton Public SchoolSystem.

After receiving the fourth supermaximum increment the teacher, to continue to have the annual salaryreflect this $400, shall take a three credit course or three in-service credits during each five year period.These three credits may also be earned by serving on

5 To qualify for this reimbursement, travel must actually occur during the same day between differentschools in the District. curriculum committees, the In-Service Committee, Special Education Committees,or other recognized committees established in the school system and approved by the Superintendent. Threecredits will be given for each year of service on such a committee.

During each five-year period, the School District agrees to offer or approve at least one in-serviceopportunity per year. Credit will be granted according to a formula of 15 classroom hours per in-servicecredit. The cost of any in-service course given under the auspices of the School District will be sharedequally between the School District and the participant.

Teachers with a Masters +15 and those who qualify under Article XV Section F of the current contract areexempt from this requirement. The five-year period is to commence from the effective date of the 1981contract.

7. Professional Study:

a. No teacher shall receive more than five (5) annual increments in salary unless he/she presentsevidence of professional study in his/her field, or a related field, or a field which has a potential futurerelationship, or one which carries with it apparent self-improvement in either presentation or methodology,of work equal to six (6) college credits during each five (5) year period.

i. If the ultimate course desired and approved requires a specific prerequisite, it shall be implied in theapproval of said course that such prerequisite is automatically approved and that the credits given for theseprerequisites shall count toward the total of the aforementioned six (6) college credits.

b. As an alternative to obtaining six (6) college credits, as outlined in Paragraph A above, a teachermay participate in, and receive credit for, workshops, conferences or mini-courses presented byprofessional associations or certified profession development providers. In order to have such credit counttoward receiving the annual increment, the following procedures shall apply:


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i. Prior approval of the Superintendent or his/her designee is required;

ii. Fifteen (15) clock hours of participation is such workshops, conferences and/or mini-courses shallbe the equivalent of one (1) college credit;

iii. Only workshops, conferences and/or mini-courses presented by established professionalassociations or certified professional development providers will be considered; and

iv. The workshops, conferences, and/or mini-courses must be similar in quality and rigor as a collegecourse.

v. Unless said teacher has obtained a terminal degree, such as a Ph.D. or M.F.A., a teacher is notadvised to rely solely on participation in such workshops, conferences and/or mini-courses for meeting thisrequirement. However, each application will be judged on its own merits.

c. (i) “Standard Request for Approval Form” (Appendix A-4) shall be submitted as soon as possible,and preferably at least twenty (20) days prior to the starting date of the course(s), workshop(s),conference(s) and/or mini-course(s). The form should be submitted in duplicate and will be acted upon andreturned within ten (10) days receipt of the form in the Superintendent’s Office.

8. Advance Study Salary Adjustments: Changes in salaries due to advanced study will be made twice ayear, each September and/or February, only as a result of teacher claims substantiated by college records.

9. Withholding Increments: Any teacher whose work is judged unsatisfactory by the Superintendent ofSchools and combined evaluation of the Department Chairperson, and the Principal in charge of his/herwork shall have his/her salary increases withheld even though he/she may be a teacher with professionalteacher status. This is, provided that the teacher has been given written notice of the reasons in advance ofthe awarding of contracts and provided that the teacher, when on professional teacher status, if he/she sodesired, had been granted a hearing before the Superintendent.

10. Approval: All courses, degrees, and travel must be approved in advance by the Superintendent ofSchools. A teacher may advance laterally and vertically on the salary scale (whenever possible) and alsoreceive a super-maximum increment, if applicable.

E. Retirement Credit. A teacher meeting the following requirements shall be entitled to receive thesum of fifty-five dollars ($55.00) per day for one hundred (100) days of unused sick leave accumulated inthe Northampton School System.

1. The teacher must be retiring with fifteen (15) or more years of service with the Northampton SchoolDepartment.

2. The teacher must have at least one hundred (100) days of unused accumulated sick days.

3. The teacher must advise the Superintendent of his/her intention to retire by January 15 immediatelypreceding the end of the school year he/she plans on retiring. This requirement may be waived by theSchool Committee.


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F. Method of Payment.

1. Teachers will receive their salary in 26 equal installments every other Thursday, beginning with thesecond Thursday of the school year.

2. Teachers may collect their salary for the summer months by notifying the School District in writingprior to the beginning of the school year. Payment for the remainder of their salary shall be made on orbefore the final payday in June or over the summer months of July and August as may be elected by theteacher.

3. New staff members hired prior to February 1 will be advanced on the salary scale as those whoentered in September. Those hired on or after February 1 will be advanced on the salary scale one yearfrom the following September.

G. In-Service Courses. In-service courses are considered a part of the professional growth of the staff. In-service courses approved by the Superintendent will represent a minimum of fifteen (15) class hours.

H. Payment for Teaching of In-Service Courses. A teacher who teaches an in-service course describedin Section G of this Article will be compensated at the rate of fifty one dollars and fifty cent ($51.50) perhour for each hour of such teaching, up to a maximum of seven hundred seventy two dollars and fifty cents($772.50) per course. Effective September 1, 2008, the hourly rate of such teaching will be adjusted fromfifty one dollars and fifty cent ($51.50) to fifty five dollars ($55.00), up to a maximum of seven hundredseventy two dollars and fifty cents ($772.50) per course.

I. Reserved for future use.

J. Guidance Personnel

1. Reserved for future use.

2. Designated Middle School and High School guidance personnel shall work up to a total of ten (10)extra days in addition to the regular teacher work year. Such personnel shall be paid a per diem rate foreach day worked and such pay shall be incorporated in to a July 1 to June 30 schedule for pay purposes. This is in addition to the stipend listed in Appendix A.

3. Elementary guidance personnel shall work the regular teacher work year and shall receive thestipend listed in Appendix A in addition to their regular teacher salary.6

K. Teachers who have achieved National Board Certification will receive an annual stipend of onethousand dollars ($1,000).

Stipend does not apply to any elementary guidance personnel hired after the execution of the 2004-2007Agreement.


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ARTICLE XVI REDUCTION IN FORCE

A. Natural attrition and/or retirements shall be taken into account prior to invoking the provisions ofthis Article.

B. When necessary to invoke the provisions of this Article due to a reduction in the number of teachersemployed, changed in enrollment or distribution of students, or administrative reorganization, affectedteachers will be notified, in writing sixty (60) calendar days prior to the time such a change will take effect.

1. In the event of such reduction, teachers will be laid off in the reverse order of seniority.

C. Any teacher whose position is eliminated shall:

1. Be transferred into a vacant or newly created position for which he/she is qualified, certified orcertifiable, such transfer to be given priority over those teachers who have requested a transfer pursuant toArticle III, Section K.

If this is not possible, then:

2. Replace an employee with lower seniority and where, within the School System, there is a positionfor which the employee whose position is eliminated is qualified, certified or certifiable.

3. The teacher must be certified by the State Department of Education, either in writing or verbally, thelatter being requested by the Superintendent or his designee.

D. Seniority is measured in terms of a teacher’s length of service in years, months and days from theinitial date of appointment. Seniority of part-time teachers shall be pro-rated in implementing Section C,above.

E. Cases of identical seniority in the same subject area shall be resolved by granting preference to theteacher with the highest level of formal educational training as recognized on the salary schedule then ineffect. If these are identical then preference will be given to the teacher with the most years of teachingexperience.

F. Teachers who have been laid off shall be entitled to recall rights for a period of twelve (12) monthsfrom the date the lay off is to take effect.

1. During the recall period, teachers shall be notified by registered mail, return receipt requested,addressed to their last address of record, and given preference for positions for which they are qualified,certified or certifiable in the inverse order of their respective layoff.

2. Teachers so notified shall have ten (10) calendar days (20 during the summer months) from the datethe Committee places on the registered mail receipt to respond, in writing, to claim the position.

3. The Committee shall not be held responsible for the failure of the postal service to deliver letters ofnotification or for failure of the postal service to deliver letters of reply within specified time limits.


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G. All benefits to which a teacher is entitled at the time of the layoff shall be restored in full uponre-employment within the recall period.

H. During the recall period teachers who have been laid off shall be given preference on the substitutelist. Their employment will be at the established substitute pay rate.

I. Teachers on layoff may continue their group life and health insurance coverage during the recallperiod by reimbursing the School System for the total premium costs. Failure to forward premiumpayments to the Committee in accord with a mutually agreed upon schedule or the refusal to return toemployment upon recall will terminate this option.

J. The Superintendent will provide a seniority list of teachers at the time Section B, above, is invoked(in writing) to the Association. Challenges to this list must be presented (in writing) to the Superintendentwithin ten (10) school days from receipt of said list. Yearly update of seniority list will be provided theAssociation by October 31 of each school year.

K. When layoff action occurs, the Association shall be notified, in writing, of all teachers to be laid off.

L. The Association shall be notified of any recall action taken by the Superintendent if there are peopleon layoff.

Unit B Administrators will have replacement rights in Unit A based upon the total amount of Unit ASeniority accrued as of the latest date of appointment to a position in Unit B.

ARTICLE XVII SAVINGS CLAUSE

In the event that any provision of this Agreement is or shall be found to be contrary to law by a court ofcompetent jurisdiction, then such clause shall be void and unenforceable, but all other provisions of thisAgreement shall continue in full force and effect. If any provision is found contrary to law, then, upon therequest of either party, the parties shall enter into negotiations for the purpose of arriving at a mutuallysatisfactory replacement for such provision.

ARTICLE XVIII HEALTH AND SAFETY

A. The School Committee recognizes its responsibility to provide a safe and healthful workplace, freefrom hazards or conditions which cause, or which are likely to cause accident, injury or illness to theteaching staff.

B. To this end, the School Committee agrees that it will take appropriate action to inform theAssociation and all affected teachers of hazards or conditions which cause or which are likely to causeaccident, injury or illness, and that it will make a good faith effort to correct such hazards or conditions.

The parties further agree that no member of the bargaining unit will be subject to restraint, interference,coercion, discrimination or reprisal for filing a report or for attempting to ameliorate an unsafe or unhealthyworking condition.


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ARTICLE XIX PHYSICAL AND VERBAL ASSAULT

Principals and teachers shall be required to report any assault on a teacher related to the performance of theteacher’s duties to the Superintendent of Schools. The principal may at his/her discretion also report anycase of assault on a teacher occurring on school property to the appropriate police department forinvestigation. The assault will also be promptly investigated by the principal and if necessary by theSuperintendent, or his or her designee. At the conclusion of the investigation, the teacher will be promptlyinformed of the results of the investigation and of any action to be taken against an individual involved inan assault on a teacher.

Nothing in this agreement shall prevent a teacher from himself or herself reporting a case of assault to thepolice or to the courts.

ARTICLE XX PROFESSIONAL DEVELOPMENT

THE PARTIES TO THIS AGREEMENT AGREE that continued growth and development of professionalstaff members is a top district priority and is necessary to conform to the letter and spirit of theMassachusetts Education Reform Act of 1993. To that end the following provisions will be implemented:

1. Each professional staff member will be eligible for paid leave for two (2) non-district professionaldevelopment days per school year, in order to permit attendance at professional conferences, workshops,seminars, visiting days*, or other professional improvement sessions related to their individual professionaldevelopment plans and to district and school goals. Attendance will require prior approval of the Principaland Superintendent. Requests shall be submitted to the Principal and Superintendent thirty (30) days priorto the event the staff member is to attend, and all requests are subject to availability of funds.

Teachers may obtain permission from the Superintendent for visiting schools in Northampton or schools inother districts. The Principal and Superintendent must be consulted at least two (2) days before theproposed visit.

a. Professional staff members will be reimbursed for reasonable expenses (including registration fees,lodging when necessary and transportation) incurred by them for attendance at these professionaldevelopment programs, subject to the availability of funds.

b. Professional development activities as described above shall be on a voluntary basis; provided,however, that attendance at other professional development activities may be required of professional staffmembers at the discretion of the Principal and Superintendent.

2. The Committee will provide in its budget $25,000 for tuition reimbursement for unit membersdesiring to take courses as part of an individual program of staff development.

The courses must have prior approval of the Superintendent or his/her designee in accordance with thefollowing guidelines:


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A. Tuition reimbursement for courses taken in satisfaction of requirements for a program leading to anadvanced degree or certificate of advanced study will be approved by the Superintendent provided that theyare consistent with a pre-approved plan of study on file in the Superintendent’s Office.

B. Requests for prior approval of courses must be submitted by September 15 for the fall semester,January 1 for the spring semester, and June 1 for the summer session.

C. Tuition reimbursement for other pre-approved courses will be authorized by the Superintendent orhis/her designee if they are directly related to individual, school, or district professional improvement plans.

D. Tuition will be reimbursed to a maximum of 50% of the University of Massachusetts tuition rateand fee schedule at the time of the request. Such reimbursement will be limited to actual tuition and fees. Payments will be made upon receipt of official transcripts from the college or university and proof ofexpenditures.

E. Requests for tuition reimbursement will be approved on a first come first serve basis to a maximumtotal expenditure of $25,000.

No staff member will be eligible for reimbursement of tuition for more than two courses per year.

3. There shall be a Joint Committee on Professional Development, composed of two co-chairpersons(a teacher designated by the Association, and the Superintendent or his/her designee), one (1) teacher fromeach elementary building, two (2) teachers from the middle school, two (2) teachers from the high school,one (1) elementary administrator, the Early Childhood Coordinator, the Director of Pupil Service or his/herdesignee, one

(1) middle school administrator, and one (1) high school administrator.

In addition, the one (1) teacher from each elementary school, two (2) from the middle school and two (2)from the high school shall serve as members on the School Based Professional Development Committees,in their respective buildings, to collaborate with the Principal in an advisory role on building basedprofessional development activities, and to assist in the development of the building ProfessionalDevelopment Plans.

A. The members of the Committee shall serve for a term of (2) years, but may be reelected orre-appointed at the conclusion of their term.

B. The duties and responsibilities of the Committee shall include the following:

1. Recommending professional development goals for the district based on Massachusetts law and theCurriculum Frameworks;

2. Planning and implementing professional development opportunities;

3. Assisting in the development of the District’s professional development plan;

4. Participating in reviewing the professional development portion of the District’s schoolimprovement plan; and

5. Reviewing and recommending the allocation of designated grants at the request of the


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Superintendent or his/her designee.

C. At the discretion of the Superintendent, requests for approval of courses, workshops, conferences,and/or mini-courses may be referred to the committee for its recommendation as to approval ordisapproval. The final decision, however, rests with the Superintendent.

D. Teachers participating in the district-wide Joint Committee on Professional Development shallreceive either three hundred fifty dollars ($350) or the equivalent of one (1) college credit.* In addition,teachers will be eligible for professional development points (PDPs) as approved by the Superintendent orhis/her designee.

No stipend or credit is available for members of the on-site Professional Development Committee(s).

ARTICLE XXI REGISTERED NURSES

A. The following provisions of the Agreement will not apply to Registered Nurses:

1. Article III (D), (H), (I), (L), (P), (Q), (S)

2. Article IV (G), (L), (M), (O), (R)

3. Article V

4. Article VI

5. Article VIII (B)

6. Article X

7. Article XV (B), (D), (F), (H)

8. Article XVI

9. Article XX

B. The following provisions of this Agreement will apply ONLY to Registered Nurses:

1. Evaluation: Nurses will continue to be evaluated by the Director of Health, in conformity withcurrent practice.

2. Just Cause: Registered nurses will be subject to a probationary period of three (3) years from thelatest date of hire by the Northampton Public Schools.

A registered nurse who has been employed for more than three (3) years will not be disciplined, discharged


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or demoted except for just cause.

Notwithstanding the above, a registered nurse that has completed more than six (6) months of employmentin the Northampton School District as of July 1, 2005, shall be deemed to have fulfilled the three (3) yearrequirement.

3. Professional Development: It is agreed that nurses should attend professional seminars from time totime in order to maintain awareness of current techniques in nursing and promote professional growth. Thegoverning principle will be the value to be derived from attending such sessions to both the nurse and theschool system.

Nurses who attend such seminars will be reimbursed for the reasonable expenses (fees, meals, lodging,transportation, etc.) incurred by them. Requests for attending workshops, seminars, conferences or otherprofessional improvement sessions shall be initialed by the Director of Health Education and HealthServices for prior approval by the Superintendent.

4. Retirement: A nurse meeting the following requirements shall be entitled to receive the sum ofthirty-five dollars ($35.00) per day for one hundred (100) days of unused sick leave accumulated in theNorthampton School System.

A. The nurse must be retiring with fifteen (15) or more years of service with the Northampton SchoolDepartment.

B. The nurse must have at least one hundred (100) days of unused accumulated sick days.

C. The nurse must advise the Superintendent of his/her intention to retire by January 15 immediatelypreceding the end of the school year he/she plans on retiring. This requirement may be waived by theSchool Committee.

D. The maximum benefit to be paid is three thousand five hundred dollars ($3,500.00).

5. Reduction in Force/Seniority

A. Civil Service seniority shall be as defined in Massachusetts General Laws, Chapter 31. For purposesof breaking ties in seniority between nurses whose Civil Service appointments were simultaneous,especially in situations involving reductions or transfers to other positions, seniority shall be defined as thetotal service in years, months and days from the initial date of appointment by the School Committee. Seniority for part-time nurses shall be prorated according to the percentage of full-time employment of theirassignments in this instance.

Seniority will be lost by: a) Resignation; b) Discharge of Just Cause; c) Accepting employment while onleave of absence without express permission of the Committee; d) Failure to return from an approved leave.

B. Layoff and Recall. Should the provisions of Massachusetts General Laws Chapter 31 no longerapply to nurses, the parties agree to the following provisions:

(1) Should a reduction in force occur, registered nurses who are not licensed as School Nurses by theDepartment of Education will be laid off first, in reverse order of seniority. Should further reduction berequired, registered nurses who are licensed by the Department of Education as School Nurses will be laidoff next, in reverse order of seniority.


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(2) “Seniority” shall be the length of a nurse’s continuous service measured from the nurse’s most recentappointment date; provided a nurse’s seniority may be reduced for periods of unpaid leave, unlessotherwise prohibited by law. Seniority for the part-time nurses will be prorated according to the percentageof his/her employment to full-time employment.

(3) If two or more employees have the same seniority, the nurse who has the shorter term of continuousemployment with the School District shall be laid off. If there are two or more nurses with the sameseniority and the same term of continuous employment with the School District, a part-time nurse shall belaid off before a full-time nurse. If there are still two or more nurses, which nurse shall be laid off will bedetermined by a lottery conducted by the Superintendent of Schools.

(4) Nurses who have been laid off from employment are responsible for keeping the School District advisedof their current address for the purpose of potential recall from layoff.

(5) Registered nurses will be eligible for recall for a period of twelve (12) months from the effective date oflayoff. Registered nurses who are licensed by the Department of Education as School Nurses will berecalled first, in inverse order of layoff; registered nurses who are not licensed by the Department ofEducation as School Nurses will be recalled next in inverse order of layoff.

(6) Any nurse who is recalled from layoff under these terms shall retain his/her seniority, less the period ofthe layoff.

(7) The School District will notify a nurse of a recall opportunity by certified letter (or other verifiablemethod of delivery) to the nurse’s last known address. A nurse who has been offered an opportunity to berecalled from layoff must advise the School District of his/her intention to accept recall within twenty (20)days.

(8) The determination of the necessity of layoffs, the number of nurses to be laid off and the filling ofvacancies, are essential elements of management and, as such, are nongrievable and are not subject to thegrievance or arbitration process. Similarly, the recall from layoff of nurses is an essential element ofmanagement and, as well, is nongrievable and is not subject to the grievance or arbitration process.

(9) These procedures shall apply only to nurses that have completed their contractual probationary period.Nurses without such status shall not have any layoff or recall rights.


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6. Uniform Allowance: Upon presentation of proof of purchase, each nurse will be granted a uniformallowance of $100 per contract year.

7. Malpractice Insurance: The Committee agrees to reimburse each nurse the premium amount for thebasic policy as recommended by the National Nurses’ Association, but not to exceed $100 per year.

8. Salary Schedule Placement

a. A school nurse who has earned a Bachelor’s degree and is certified as a school nurse under theMassachusetts Department of Education regulations, will be placed at the appropriate step of AppendixA-la in accordance with Paragraph b, below. Currently employed school nurses who have earned abachelor’s degree and who are certified as school nurses under Massachusetts Department of Educationregulations will be placed at Step 1 of Appendix A-1a, effective July, 1, 2001 and will be entitled to annualstep movement thereafter. Other currently employed school nurses will be compensated according toAppendix A-lb.

b. A beginning school nurse commencing at the starting salary shall not be given any credit for prioryears worked as a school nurse unless such work was for the Committee, except that previous similarservice and experience may be recognized by the Committee in determining the nurse’s starting salary.

c. Certified registered nurses placed on Appendix A-la may work up to ten (10) days in addition to theteacher work year, the scheduling of said days to be approved by the Health Director and buildingprincipal. A certified registered nurse that does work additional days will paid his/her per diem rate for alladditional days worked.

9. FMLA Leave. The parties hereby agree to incorporate by reference for the Nurses the City ofNorthampton’s policy on Family and Medical Leave, Appendix E, established pursuant to the FederalFamily and Medical Leave Act, with the understanding that any benefit which may be established pursuantto this Agreement which is in addition to that available under the Family and Medical Leave Act (forexample, short term family sick leave, leave for less than full time employees, extended leave) will not belimited by this policy.

10. Small Necessities Leave. A nurse eligible for FMLA leave shall be entitled to up to twenty-four (24)hours of leave per contract year as provided by G. L. c. 149, §52D; a copy of the law may be obtained fromthe Superintendent’s office. When an eligible nurse takes such leave, such leave shall be deducted frompersonal leave.


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11. Nurses Method of Payment.

a. Nurses will receive their salary in 26 equal installments every other Thursday, beginning with thesecond Thursday of the school year.

b. Nurses may collect their salary for the summer months by notifying the School District in writingprior to the beginning of the school year. Payment for the remainder of their salary shall be made on orbefore the final payday in June or over the summer months of July and August as may be elected by thenurse.

c. New nurses hired prior to February 1 will be advanced on the salary scale as those who entered inSeptember. Those hired on or after February 1 will be advanced on the salary scale one year from thefollowing September.

12. Payment for In-Service Courses.

a. A nurse who teaches an in-service course (i.e., in-service courses which are considered part of theprofessional development of the staff, which are approved by the Superintendent, and which will representa minimum of fifteen (15) class hours) will be compensated at the rate of fifty one dollars and fifty cents($51.50) per hour for each hour of such teaching, up to a maximum of seven hundred seventy two dollarsand fifty cents ($772.50) per course.

b. Effective September 1, 2008, the hourly rate shall be increased from fifty one dollars and fifty cents($51.50) to fifty-five dollars ($55.00) per hour for each hour of such teaching, up to a maximum of sevenhundred seventy two dollars and fifty cents ($772.50) per course.

13. Payment for Workshops.

a. A nurse who presents a workshop to Unit A personnel on a designated professional development dayshall be paid for preparation time with respect to such workshop at the rate of twenty-five dollars ($25.00)per hour, not to exceed one hundred fifty dollars ($150.00) per workshop.

b. Effective September 1, 2008, the hourly rate shall be increased from twenty-five dollars ($25.00) totwenty-eight dollars ($28.00) per hour, not to exceed one hundred fifty dollars ($150.00) per workshop.

ARTICLE XXII AGENCY SERVICE FEE

The Committee and their agents, in accordance with the provisions of M.G.L. Chapter 150E, Section 12shall require as a condition of employment for each teacher who is not a member of the NorthamptonAssociation of School Employees MTA/NEA, the payment of an agency service fee, said payment to beeffective on or after the 30th day following the effective date of this Agreement or on or after the 30th day


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of initial employment, whichever is later.

The amount of the service fee shall be equal to the cost of collective bargaining and contract administrationas certified by the Northampton Association of School Employees MTA/NEA. Teachers may have access topayroll deductions for the purpose of paying the agency service fee. The NTA/MTA/NEA shall beresponsible for notifying the Business Office of the amount to be deducted prior to the issuance of the firstpaycheck. No demand for payment of the agency service fee will be made until the Association hascompleted an audit.

In the event that an employee fails or refuses to pay the agency service fee, the Association shall takeappropriate legal action to collect the fee. Any judgment against such an employee by a forum ofcompetent jurisdiction as a result of such action shall include payment of the Association’s costs andreasonable attorneys’ fees.

The Association shall indemnify the Committee and its agents against any and all claims, demands, suits,damages, legal fees, or any other form of liability that may arise by reason of the Committee’s compliancewith the Agency Service Fee provisions of this Agreement, upon the following conditions: (1) theCommittee has complied fully and properly with these obligations under the Agency Service Fee provisionsof this Agreement; (2) the Association retains the right to select or assign counsel of its choice in defendingCommittee in such matters provided that such counsel consults with and/or keeps the Committee’s regularcounsel informed of litigation proceedings; (3) the Committee cooperates with counsel selected or assignedby the Association; and (4) the Association retains full control over the conduct of the case. Failure to meetany of the foregoing conditions will relieve the Association of its obligation under this indemnificationclause. Any dispute over the Committee’s compliance with these conditions is subject to arbitration underthe provisions of Article II.

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

SCHOOL COMMITTEE OF NORTHAMPTON

By Chairperson

NORTHAMPTON ASSOCIATION OF SCHOOL EMPLOYEES

By President

Signed the ______ day of ______________________, 200 City of Northampton, Massachusetts

APPENDIX A

NORTHAMPTON ASSOCIATION OF SCHOOL EMPLOYEES

SCHOOL YEAR 2007 - 2008 (Effective 9/1/2007)

**Teachers on the BA lane as of September 1, 2005 only, shall be eligible for the BA lane 15 and 20 year

***Stipend does not apply to any elementary guidance personnel hired after the execution of the 2004-2007Agreement. The two elementary guidance counselors hired prior to the execution of the 2004-2007Agreement shall be red circled at $351.


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Arithmetic subject to verification by the School District and the Association.

SCHOOL YEAR 2008 – 2009

**Teachers on the BA lane as of September 1, 2005 only, shall be eligible for the BA lane 15 and 20


SCHOOL YEAR 2009 - 2010

**Teachers on the BA lane as of September 1, 2005 only, shall be eligible for the BA lane 15 and 20


NORTHAMPTON ASSOCIATION OF SCHOOL EMPLOYEES APPENDIX A-la

CERTIFIED NURSES

SCHOOL YEAR 2007-2008 SCHOOL YEAR 2008-2009 SCHOOL YEAR 2009-2010

CERTIFIED NURSES

* To be eligible, nurses must earn the masters’ degree in a relevant nursing discipline.

NORTHAMPTON ASSOCIATION OF SCHOOL EMPLOYEES APPENDIX A-lb

REGISTERED NURSES

SCHOOL YEAR 2007-2008 SCHOOL YEAR 2008-2009 SCHOOL YEAR 2009-2010

9/1/2007

2 25,474 3 26,472 4 27,461 5 28,465 6 29,458 7 30,453 8 31,448 9 32,232 10 33,335 11 34,240

9/1/2008 9/1/2009

26,238 27,025 27,266 28,084 28,285 29,133 29,319 30,199 30,342 31,252 31,367 32,308 32,391 33,36333,199 34,195 34,335 35,365 35,267 36,326 Advisor: Match Wits (Round #1) Advisor: Match Wits (Round#2)

Advisor: National Honor Society


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MIDDLE SCHOOL:

Business Manager

Band Director Chorus Drama Director

per production, not to exceed 3 productions Musical Director Concert Director

Cheerleading Advisor Public Relations Student Council Advisor

Yearbook Advisor School Paper Advisor

Outing Club Advisor Photography Club Advisor Science Club Advisor Computer Club

if created by the Committee

Talent Show

if created by the Committee

APPENDIX A-3

FORM FOR PERSONAL DAY NORTHAMPTON SCHOOL DEPARTMENT NOTIFICATION OFPERSONAL DAY

PERSON GIVING NOTIFICATION_______________________________________________ASSIGNED SCHOOL___________________________________________________________ DATE OFNOTIFICATION______________________________________________________ DATE OFPERSONAL DAY_____________________________________________________ (Please notify at least24 hours before the Personal Day is to be taken, except in the case of an emergency)

APPENDIX A-4

FORM FOR COURSE APPROVAL NORTHAMPTON SCHOOL DEPARTMENT COURSE APPROVAL

NAME

DATE OF REQUEST COURSE DESCRIPTION__________________________________________________

COURSE NUMBER

CREDITS GRADUATE UNDERGRADUATE

IS THIS COURSE PART OF A GRADUATE PROGRAM?

IN WHAT GRADUATE PROGRAM ARE YOU ENROLLED?

APPROVED DISAPPROVED


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APPENDIX A-5 Northampton Public Schools

PROFESSIONAL STATUS TEACHER EVALUATION PROCESS*

Year 1 Year 2 Year 3

{Practice Areas\LABOR\19568\00012\A1216130.DOC} 70

b. Additional classroom observations as deemed necessary by the principal or requested by the teacher will be completed.

c. The principal will complete teacher evaluations.

FY08 + 3% 1 2 3 4 5 MA + 60 BA** MA MA + 30 CAGS DOC2 35,362 38,195 39,374 41,613 44,1893 36,950 39,910 41,143 43,482 46,1264 38,612 41,705 42,991 45,436 48,1475 40,347 43,578 44,923 47,478 50,2596 42,160 45,536 46,941 49,611 52,4637 44,053 47,583 49,052 51,840 54,7628 46,034 49,720 51,256 54,170 57,1649 48,101 51,955 53,558 56,604 59,67010 50,262 54,289 55,964 59,147 62,28511 52,521 56,729 58,479 61,805 65,01615** 53,036 57,244 58,994 62,320 65,53120** 53,551 57,759 59,509 62,835 66,046

steps.

STIPENDS:

GUIDANCE*** 373 HEAD TEACHER 1,718


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SPED 813 TEAM LEADER 2,274 DEPT. CHAIR 2,015

(Effective 9/1/2008) FY09 + 3% 1 2 3 4 5

MA + 60 BA** MA MA + 30 CAGS DOC2 36,423 39,341 40,555 42,861 45,5153 38,059 41,108 42,378 44,787 47,5104 39,770 42,956 44,281 46,799 49,5925 41,558 44,886 46,271 48,902 51,7676 43,425 46,902 48,349 51,099 54,0377 45,375 49,010 50,523 53,395 56,4058 47,415 51,212 52,794 55,795 58,8799 49,544 53,514 55,165 58,302 61,46010 51,770 55,918 57,643 60,921 64,15411 54,096 58,431 60,234 63,659 66,96615** 54,627 58,962 60,764 64,190 67,49720** 55,157 59,492 61,295 64,720 68,027

year steps.

STIPENDS:

GUIDANCE*** 384 HEAD TEACHER 1,770 SPED 837 TEAM LEADER 2,342 DEPT. CHAIR 2,075

(Effective 9/1/2009) FY10 + 3% 1 2 3 4 5 MA + 60 BA** MA MA + 30 CAGS DOC2 37,516 40,522 41,772 44,147 46,8803 39,200 42,341 43,649 46,131 48,936


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4 40,963 44,245 45,609 48,203 51,0805 42,804 46,232 47,659 50,369 53,3206 44,728 48,309 49,800 52,632 55,6587 46,736 50,481 52,039 54,997 58,0978 48,837 52,748 54,377 57,469 60,6459 51,030 55,119 56,820 60,051 63,30410 53,323 57,595 59,372 62,749 66,07811 55,719 60,184 62,041 65,569 68,97515** 56,266 60,730 62,587 66,115 69,52120** 56,812 61,277 63,133 66,662 70,068

year steps.

STIPENDS:

GUIDANCE*** 396 HEAD TEACHER 1,823 SPED 862 TEAM LEADER 2,413 DEPT. CHAIR 2,137

9/1/2007 9/1/2008 9/1/2009 MA* MA* MA*2 35,362 38,195 36,423 39,341 37,516 40,5223 36,950 39,910 38,059 41,108 39,200 42,3414 38,612 41,705 39,770 42,956 40,963 44,2455 40,347 43,578 41,558 44,886 42,804 46,2326 42,159 45,536 43,424 46,902 44,726 48,3097 44,053 47,583 45,375 49,010 46,736 50,4818 46,032 49,720 47,413 51,212 48,835 52,7489 48,101 51,955 49,544 53,514 51,030 55,11910 50,262 54,289 51,770 55,918 53,323 57,59511 52,521 56,729 54,096 58,431 55,719 60,184

APPENDIX A-2

A. ATHLETICS

9/1/2007 9/1/2008 9/1/2009Supervisor of Athletics and Intramurals 5,736 5,908 6,085


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BOYS SPORTS - HEAD COACHES

Head Coach Baseball - Boys 3,580 3,688 3,798Head Coach Crew - Boys - - -Head Coach Cross Country - Boys 2,222 2,288 2,357Head Coach Basketball - Boys 4,038 4,159 4,283Head Coach Lacrosse - Boys 3,411 3,514 3,619Head Coach Soccer - Boys 3,496 3,601 3,709Head Coach Swimming - Boys 3,092 3,185 3,280Head Coach Tennis - Boys 2,327 2,397 2,468Head Coach Track - Boys 3,125 3,219 3,315Head Coach Football - Boys 5,225 5,382 5,543Head Coach Wrestling - Boys 3,092 3,185 3,280BOYS SPORTS - ASSISTANTCOACHES

Assistant Coach Baseball -Boys 2,327 2,397 2,468Assistant Coach Basketball - Boys 2,642 2,721 2,803Assistant Coach Soccer - Boys 2,284 2,352 2,423Assistant Coach Track - Boys 2,132 2,196 2,262Assistant Coaches Football - Boys (3) 3,335 3,435 3,538Assistant Coach Lacrosse - Boys 2,284 2,352 2,423Assistant Coach Wrestling - Boys 2,132 2,196 2,262

GIRLS SPORTS - HEAD COACHES

Head Coach Field Hockey - Girls 3,496 3,601 3,709Head Coach Basketball - Girls 4,038 4,159 4,283Head Coach Lacrosse - Girls 3,411 3,514 3,619Head Coach Soccer - Girls 3,496 3,601 3,709Head Coach Swimming - Girls 3,092 3,185 3,280Head Coach Tennis - Girls 2,327 2,397 2,468Head Coach Track - Girls 3,125 3,219 3,315Head Coach Softball - Girls 3,580 3,688 3,798

9/1/2007 9/1/2008 9/1/2009

GIRLS SPORTS - ASSISTANT COACHES

Assistant Coach Field Hockey - Girls 2,284 2,352 2,423Assistant Coach Basketball - Girls 2,642 2,721 2,803Assistant Coach Lacrosse - Girls 2,284 2,352 2,423Assistant Coach Soccer - Girls 2,284 2,352 2,423Assistant Coach Track - Girls 2,132 2,196 2,262Assistant Coach Softball - Girls 2,327 2,397 2,468


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B. SPORTS (CO-ED)

9/1/2007 9/1/2008 9/1/2009Head Coach Diving - Coed 2,006 2,067 2,129Head Coach Golf - Coed 1,881 1,937 1,995Head Coach Skiing - Coed 2,590 2,668 2,748Head Coach 9th Grade Basketball 2,021 2,081 2,144

C. CLUBS

9/1/2007 9/1/2008 9/1/2009Winter Track Club 776 799 823Conditioning Club - Mini Gym 776 799 823

D. INTRAMURAL SPORTS ACTIVITIES

* Per two (2) hour session based upon availability of facilities

9/1/2007 9/1/2008 9/1/2009High School: Fall 36/646 37/665 38/685Winter 36/858 37/884 38/910Spring 36/646 37/665 38/685

Middle School: Fall 36/646 37/665 38/685Winter 36/858 37/884 38/910Spring 36/646 37/665 38/685

E. EXTRACURRICULAR ACTIVITIES

HIGH SCHOOL

HIGH SCHOOL: 9/1/2007 9/1/2008 9/1/2009Business Manager School Accounts 3,788 3,902 4,019Booster Day Coordinator 258 265 273

Band Director 2,507 2,582 2,660Choral Director 803 828 852Orchestra Director 554 571 588Musical Director 1,569 1,616 1,664Costume Coordinator Musical 258 265 273Talent Show 554 571 588Marching Band Assistant - Majorettes 371 382 393


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Advisor: Senior Class (2) 606 624 643Advisor: Junior Class (2) 455 469 483Advisor: Sophomore Class (2) 455 469 483Advisor: Freshman Class (2) 455 469 483

Cheerleading: Varsity Fall Football 531 547 564Cheerleading: JV Fall Football 531 547 564Cheerleading: Varsity Winter Basketball 531 547 564Cheerleading: JV Winter Basketball 531 547 564Cheerleading: Varsity Soccer 531 547 564

Debate Coach (2) 500 515 530or if only one person 912 939 968

Public Relations 644 663 683Publications Coordinator 129 133 137

School Paper Devil's Advocate Advertising 515 530 546School Paper Devil's Advocate Advisor 1,000 1,030 1,061

Advisor: Drama Club 258 265 273Fall Drama Director 758 781 804Winter Drama Director 758 781 804Thespian Director 258 265 273

Student Council Advisor 921 948 977

Advisor: Yearbook 658 678 698Advisor: Yearbook Advertising (2) 182 188 193or if only one person does all Yearbook 1,398 1,440 1,483

506 521 537276 284 293482 497 511

1,135 1,1691,204

428 441 455371 382 393371 382 393

803 828 852256 264 272

371 382 393


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256 264 272371 382 393

1,212 1,249 1,2861,212 1,249 1,286

893 920 947371 382 393893 920 947555 572 589

371 382 393

SUPERINTENDENT OF SCHOOLS

White Superintendent’s Office

Yellow School’s Copy Pink Employee’s Copy


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evaluation chart

Evaluation Chart

PROFESSIONAL GROWTH PLAN

NAME:_________________________________ SCHOOL:___________________

SCHOOL YEAR ________ EVALUATION YEAR CYCLE PHASE: Please check one Date Submitted:_____________ ____ Individual Growth Year Date Accepted: _____________ ____ Collaboration YearBy: _______________________ List names of collaboration faculty:

Principal _____________________________ __________________________________________________________ _____________________________

Check in Dates with Principal: _____________________________________

Will you need any resources? Describe your proposed needs.

Number of anticipated hours toward the completion of this plan. _______


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Approved/Not Approved (circle one)

Submitted by: Principal Teacher

APPENDIX A-5 (Continued)NORTHAMPTON PUBLICSCHOOLS –PROFESSIONALGROWTH PLANGOAL

ACTIVITIES (Coursework,workshop presentations,independent study, studygroups, experimentationwith instructional practicesetc)

IDENTIFY SCHOOL ORDISTRICT GOALSADDRESSED

EVIDENCE OFCOMPLETION


Decorative Image

PROFESSIONAL GROWTH PLAN

SUMMARY OF PROFESSIONAL GROWTH EXPERIENCE

NAME:_________________________________ SCHOOL:___________________

SCHOOL YEAR ________ EVALUATION YEAR CYCLE PHASE: Please check one Date Submitted:_____________ ____ Individual Growth Year Date Accepted: _____________ ____ Collaboration Year


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By: _______________________ List names of collaboration faculty:

Principal _____________________________ __________________________________________________________ _____________________________

Dates of conference with Principal: _____________________________________

Number of hours applied toward the completion of this plan._____

Number of Professional Development Points (PDP) being requested for this activity. ______

Approved/Not Approved (circle one) Submitted by:

Principal Teacher


APPENDIX A-5 (Continued)

NORTHAMPTON PUBLIC SCHOOLS – PROFESSIONAL GROWTH PLAN SUMMARY OFPROFESSIONAL GROWTH EXPERIENCE

Page 1 of 2ACTIVITIES STEPS TAKEN TO IMPLEMENT THE(Coursework, workshop ACTIVITIESGOAL presentations, independent study, study groups, experimentation with instructional practices etc)


NORTHAMPTON PUBLIC SCHOOLS – PROFESSIONAL GROWTH PLAN SUMMARY OFPROFESSIONAL GROWTH EXPERIENCE Page 2 of 2

Describe how this experience has benefited you professionally.

How many PDP’s you will ask for this activity.

Teacher Signature


Decorative Image

Name School Grade Evaluator Date Unmet In Process Met Exceeded Circle only ONE


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I. Currency In The Curriculum

The teacher is up to date regarding curriculum content U IP M E

• Demonstrates a working knowledge of the core curriculum of the teacher's assignment. • Framescurriculum around essential questions in the discipline that provide opportunities for reasoning, logic,analysis and synthesis when planning units, lessons, and assessments. • Keeps current in the field andapplies knowledge to the instructional program. • Contributes to the ongoing evaluation of thecurriculum.COMMENTS:

II. Effective Planning and Assessment of Curriculum and Instruction

The teacher plans instruction effectively. U IP M E

• Has a personal vision of committed, confident learners and uses that vision to guide learning goals,expectations, and standards for student work. • Sets short-term and year-long goals for curricular unitswhich derive from unifying themes of fundamental importance to students' present or future lives. •Identifies individual and group needs and plans appropriate strategies, including those that involve the useof up-to-date technologies, to meet those needs. • Uses materials and resources, including technologies,that are appropriately matched to curricular goals and to students' needs and learning styles. • Framescurriculum around students' own prior knowledge and experience and identifies prerequisite skills,concepts, and vocabulary that are important for students to know in order to be successful at a task. •Seeks out and collaborates with school-based specialists, resource personnel, including technologyspecialists, and administrators to better design curricula or instructional modifications to meet the speciallearning needs of students and support all students to learn and apply a challenging core curriculum. •Plans engaging ways to introduce each unit of study. • Plans frequent instructional opportunities wherestudents are interacting with ideas, materials, teachers and one another. • Designs curriculum experiencesin which students take increasing responsibility for their own learning. • Integrates the teaching ofreading, listening, writing, speaking, viewing and the use of appropriate learning tools (e.g., calculators,computers, etc.) within the discipline.The teacher plans assessment of student learning effectively. U IP M E

• Determines specific and challenging standards for student learning. • Develops and uses authenticassessment which describes a student's learning process as well as his/her learning achievements. •Incorporates time for individual and interactive reflection including response journals, debriefings andgroup discussions.The teacher monitors students' understanding of the curriculumeffectively and adjusts instruction, materials, or assessments whenappropriate.

U IP M E

• Regularly uses a variety of formal and informal authentic assessments of students' achievement andprogress for instructional revisions and decision-making. • Implements evaluation procedures whichappropriately assess the objectives taught. • Communicates student progress to parents, students and staffmembers in a timely fashion using a range of information including portfolios, anecdotal records andother artifacts. • Prepares and maintains accurate and efficient record-keeping systems of the quality andquantity of student work. • Uses individual and group data appropriately; maintains confidentialityconcerning individual student data and achievement.


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COMMENTS:


III. Effective Management of Classroom Environment

The teacher creates an environment that is positive for student learningand involvement. U IP M E

• Implements instructional opportunities where students are interacting with ideas, materials, teachers andone another. • Implements curriculum experiences in which students take increasing responsibility fortheir own learning. • Demonstrates an openness to student challenges about information and ideas. • Usesclassroom time and classroom space to promote optimal learning. • Understands principles and patterns ofchild growth and development and uses this knowledge in working with students. • Establishes classroomprocedures that maintain a high level of students' time-on-task and that ensure smooth transitions fromone activity to another.The teacher maintains appropriate standards of behavior, mutual respectand safety. U IP M E

• Maintains systematic approach to discipline by establishing and administering a consistent and fair setof rules supporting appropriate expectations. • Manages routines effectively. • Maintains appropriateprofessional boundaries with students. • Serves as a positive role model for students.COMMENTS:

IV. Effective Instruction

The teacher makes learning goals clear to students. U IP M E

• Makes connections between concepts taught and students' prior knowledge and experiences. • Regularlychecks for students' understanding of content and concepts and progress on skills. • Identifies confusionsand misconceptions as indicated by student responses and regular assessment strategies. Remediates,re-teaches, or extends teaching to meet individual and/or group need. • Communicates clearly in writingand speaking, using precise language. • Understands and shows students the relevance of the subject tolife-long learning.The teacher uses appropriate instructional techniques. U IP M E

• Uses a variety of teaching strategies, including cooperative, peer and project-based learning; audio-visual presentations, lecture, discussions and inquiry, practice and application; and the teaching of others.• Provides options for students to demonstrate competency and mastery of new material, including writtenwork, plays, art work, oratory, visual presentations, exhibitions and portfolios. • Uses a variety ofappropriate materials in order to reinforce and extend skills, accommodate learning styles and matchinstructional objectives. • Causes students to become cognitively active in summarizing importantlearnings and integrating them with prior knowledge. • Demonstrates working knowledge of currentresearch on optimum means for learning a particular discipline.The teacher uses appropriate questioning techniques. U IP M E


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• Uses a variety of questioning techniques, including those which encourage and guide critical andindependent thinking and the development of ideas. • Presents information recognizing multiple points ofview; encourages students to assess the accuracy of information presented.The teacher evaluates, tries innovative approaches, and refinesinstructional strategies, including the effective use of technologies, toincrease student learning and confidence to learn.

U IP M E

• Regularly tries innovative approaches to improve instructional practices. • Continually evaluates, triesinnovative approaches and refines instructional strategies, including the effective use of technologies, toincrease student learning and confidence about learning. • Assesses instructional strategies in authenticways by comparing intended and actual learning outcomes.COMMENTS:

V. Promotion of High Standards and Expectations for Student Achievement

The teacher communicates learning goals and high standards andexpectations to students. U IP M E

• Regularly communicates objectives or learning outcomes to students. • Regularly provides feedback tostudents on their progress on goals and objectives. • Communicates standards, expectations andguidelines regarding quality and quantity of students' work, work procedures and interpersonal behaviorto students and parents. • Responds to students' answers and work so as to keep students open, thinking,and willing to take risks and to persevere with challenging tasks. • Models the skills, attitudes, values andprocesses central to the subject being taught.

{Practice Areas\LABOR\19568\00012\A1216130.DOC}

The teacher promotes confidence and perseverance in the student thatstimulate increased personal student responsibility for achieving thegoals of the curriculum.

U IP M E

• Uses prompt feedback and student goal setting in order to increase student motivation and ownership oflearning. • Develops and supports students' awareness of themselves as learners and their ability toovercome self-doubts associated with learning and take risks. • Nurtures students' eagerness to dochallenging work and provides incentive, interest and support for students to take responsibility tocomplete such tasks successfully. • Acts on the belief that all students can learn and that virtually all canmaster a challenging core curriculum with appropriate modifications of instruction. • Encourages andsupports students to believe that effort is a key to high achievement and acknowledges and values studentwork, study and inquiry. • Regularly identifies students needing extra help and secures studentcooperation and participation in extra help sessions. • Identifies students who are not meetingexpectations and develops a plan that designates the teacher's and the student's responsibilities regardinglearning. • Demonstrates attitudes of fairness, courtesy and respect that encourage students' activeparticipation and commitment to learning. • Builds positive relationships with students and parents toenhance students' abilities to learn effectively. • Recognizes and responds appropriately when anindividual student is having social and/or emotional difficulties which interfere with learning and/orparticipation in class.COMMENTS:


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VI. Promotion of Equity and Appreciation of Diversity

The teacher strives to ensure equitable opportunities for student learning. U IP M E

• Provides opportunities to include all students in the full range of academic programs and activities andextra-curricular activities. • Addresses the needs of diverse student populations by applying and adaptingconstitutional and statutory laws, state regulations and Board of Education policies and guidelines.The teacher demonstrates appreciation for and sensitivity to the diversityamong individuals. U IP M E

• Demonstrates sensitivity to differences in abilities, modes of contribution, and social and culturalbackgrounds. • Develops and implements educational and organizational strategies that are effective inmeeting the needs of a diverse student body. • Functions effectively in a multi-lingual, multi-cultural andeconomically diverse society.COMMENTS:

VII. Fulfillment of Professional Responsibilities

The teacher is constructive and cooperative in interactions with parentsand receptive to their contributions. U IP M E

• Keeps parents informed of student's progress and works with them, in culturally appropriate ways, to aidin the total development of the student. • Maintains professional boundaries with parents.The teacher shares responsibility for accomplishing the goals andpriorities of his/her grade/team/department, building and school district. U IP M E

• Maintains professional boundaries with colleagues. • Works constructively with others to identify schoolproblems and suggest possible solutions. • Works collaboratively with other staff in planning andimplementing interdisciplinary curriculum, instruction and other school programs and shares expertiseand new ideas with colleagues. • Participates in student or school activities. • Cooperates with otherteachers about students' overall work load.The teacher is a reflective and continuous learner. U IP M E• Reflects about and acts on what students need to know and be able to do and about what the teacher cando to foster learning. • Uses available resources to analyze, expand, and refine professional knowledgeand skills; resources can include professional organizations, academic course work, school-based staff,administrative and community resources, and other colleagues. • Participates in activities thatdemonstrate a commitment to the teaching profession. • Seeks out information in order to grow andimprove as a professional. • Is receptive to suggestions for growth and improvement.

OVERALL COMMENTS:

Signatures: EVALUATOR: TEACHER:


SIDE LETTER


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It is the understanding of the parties that the Technology Curriculum Integration (TCI) Committee isreviewing the system’s needs and the demands on the Lead Technology Teacher, and that the TCI will beissuing a report with recommendations. Once that report and recommendations are received, the partieswill convene a Joint Labor Management Committee, or submit the report and recommendations to anexisting one, to consider any bargaining issues raised by the TCI report.

In the interim, the Lead Technology Teacher position and stipend ($1000) will be included in the appendix.


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northampton ma teachers contract

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