ANACORTES EDUCATION ASSOCIATION
AND
CONTRACT AGREEMENT
SEPTEMBER 1, 2006 - AUGUST 31, 2009
COLLECTIVE BARGAINING
AGREEMENT BETWEEN
THE ANACORTES
EDUCATION ASSOCIATION
AND ANACORTES SCHOOL
DISTRICT #103
SEPTEMBER 1, 2006 TO
AUGUST 31, 2009
TABLE OF CONTENTS
ARTICLE
I. ADMINISTRATION PAGE
Section 1. Exclusive
Recognition........................................................1
Section 2.
Status of the Contract........................................................1
Section 3.
Contract Compliance.........................................................1
Section 4.
Contract Administration.....................................................1
Section 5.
Conformity to
Law..............................................................2
Section 6.
Distribution of Contract......................................................2
Section 7.
Appendices........................................................................2
ARTICLE
II. BUSINESS.................................................................................2
Section 1.
Association Security..........................................................2
Section 2.
Payroll
Deductions.............................................................2
Section 3.
Tax Shelter Annuities or Other Deductions.......................3
Section 4.
Management Rights...........................................................3
Section 5.
Association
Rights.............................................................4
ARTICLE
III. PERSONNEL..........................................................................5
Section 1.
Employee Rights--Teacher Protection............................5
Individual
Rights................................................................................5
Right to Join and Support
Association..............................................2
Teacher
Protection............................................................................5
Section 2.
Professional Freedom......................................................5
Section 3.
Personnel
Files.................................................................6
Section 4.
Evaluation and Probationary Procedures........................ 6
Section 5.
Employee Protection.......................................................13
Section 6.
Assignment, Transfer, and Vacancies............................13
Job
Share..........................................................................................15
Job Trade.
........................................................................................16
Section 7.
Contract, Work Day,........................................................16
Supplemental Hours, Flexible
Work Day and
Payment
Professional Growth
.......................................................................19
Length of Work
Day.........................................................................19
Flexible Work
Day............................................................................19
Payment...........................................................................................19
Release From
Contract....................................................................20
Section 8.
Staff
Reduction.................................................................20
Section 9.
Salaries and Stipends..................................................... 22
State Salary
Schedule.......................................................................22
Compensation for
Substitutes..........................................................22
Experience
Credits...........................................................................23
Educational
Credits..........................................................................23
Professional Improvement Council..................................................24
Extended
Contracts..........................................................................24
Curriculum Development
Pay...........................................................24
Travel
Reimbursement.....................................................................25
Section 10.
Insurance Benefits.........................................................25
Section 11.
Leaves............................................................................26
Sick
Leave.........................................................................................26
Maternity
Leave.................................................................................27
Adoption
Leave.................................................................................27
Bereavement
Leave..........................................................................28
Emergency
Leave.............................................................................28
Civic
Leave........................................................................................28
Jury
Duty...........................................................................................28
Professional
Leave...........................................................................28
Military
Leave....................................................................................29
Association
Leave............................................................................29
Leaves of
Absence..........................................................................29
Personal
Leave................................................................................30
Leave Sharing..................................................................................30
Section 12.
Employee Facilities.......................................................31
Section 13.
Professional Responsibilities........................................31
Section 14.
Auxiliary Personnel........................................................31
Section 15.
Student Teachers.........................................................31
Section 16,
After School Supervision...............................................31
ARTICLE
IV. INSTRUCTION.......................................................................32
Section 1.
Orientation of
Staff..........................................................32
Section 2.
Class
size........................................................................32
Relief of
Overloads...........................................................................32
Class Size/Load Review
Team.......................................................32
Section 3.
Preparation period...........................................................33
Section 4.
Classroom visitation........................................................34
Section 5.
Student
discipline.............................................................34
ARTICLE
V. GRIEVANCE PROCEDURE...................................................34
Section 1.
Definitions
........................................................................34
Section 2.
Representation..................................................................34
Section 3.
Freedom from Reprisal.....................................................35
Section 4.
Assistance in Investigation................................................35
Section 5.
Release from Duty.............................................................35
Section 6.
Procedure...........................................................................35
ARTICLE
VI. NEGOTIATIONS PROCEDURES...............................37
ARTICLE
VII. DURATION...................................................................38
ATTACHMENT I MEMORANDUM OF UNDERSTANDING…………...39
ATTACHMENT II SUMMARY OF
REVISIONS………………………….40
APPENDICES: Salary
Schedule, Appendix A
Evaluation Criteria and Forms, Appendix B
Supplemental Hours Verification and Documentation, Appendix C
School Calendar, Appendix D
(Calendar
is not included in this document)
Article I Section 1. Exclusive
Recognition
The Board recognizes the
Association as the sole and exclusive bargaining representative for all
certificated employees of the District, with the exception of Superintendent,
Manager of Curriculum, Manager of Operations, Manager of Special Programs,
Principals, Vice Principals, and other certificated employees who may be
excluded by law, for the purpose of exercising all rights accorded certificated
employee organizations by the Educational Employment Act.
When used hereinafter, the
term "employee" shall refer to each certificated employee represented
by the Association.
Unless the context in which
they are used clearly requires otherwise, words used in this Contract denoting
gender shall include both the masculine and feminine, and words denoting number
shall include both singular and plural.
Article I Section 2. Status of the
Contract
Where there is a conflict
between this Contract and any resolution, rule, policy, or regulation of the
Board or its agents, the terms of this Contract shall prevail. Certain rights
and functions are afforded to the Association as the legal representative for
all employees as covered under the terms of this Contract and RCW 41.59. Said
rights and functions are not common to any other certificated employee
organization within the District.
The term 'Represented
Substitutes' shall mean those who have been employed twenty-one (21)
consecutive days or more, or those who have been employed thirty-one (31) days
or more during any twelve (12) month period ending in a school year in which
the substitute is available for work, or the immediately preceding school year.
The following provisions of
this Agreement shall not be applicable to Represented Substitutes:
Article III, Section 4,
Evaluation and Probationary Procedures
Article III, Section 7, Contracts,
Supplemental Hours, Flexible Work Day and Payment
Article III, Section 8,
Staff Reduction
Article III, Section 10,
Insurance Benefits
Article III, Section 11,
Leaves
This Contract shall become
effective when ratified by the Board and Association, and executed by
authorized representatives thereof.
Article I Section 3. Contract Compliance
All individual employee
contracts shall be subject to and consistent with the terms and conditions of
this Contract.
Article I Section 4. Contract Administration
Association
representative(s) may meet with the Superintendent or his designee at least
once a month during the school year, at the request of either party, to review
and discuss the administration of this Contract.
Article I Section 5. Conformity to Law
If any provision of this
Contract or any application of this Contract to any employee or groups of
employees covered hereby shall be found contrary to law, such provision or
application shall have effect only to the extent permitted by law, and all
other provisions or applications of the Contract shall continue in full force
and effect.
Article I Section 6. Distribution of
Contract
Within a reasonable time
(not to exceed sixty [60] days) following the ratification and signing of this
Contract by the parties, the District shall print copies of this Contract for
each certificated employee and the Association will accept the Contract on
behalf of the employees and will be responsible for distribution of a copy to
each employee in the bargaining unit. Ten (10) additional copies shall be
provided to the Association. All certificated individuals making employment
application to the District shall be provided a copy of the Contract for their
examination only if they so request. The cost of the printing shall be shared
equally between the District and the Association.
Article I Section 7. Appendices
The following appendices are
an integral part of this Agreement and by this reference are incorporated
herein:
A. Teacher Salary schedule
B. Evaluation Criteria and
Forms
C. School Calendar
D. Supplemental Additional
Hours Verification Form
E. Sample Supplemental Hours
Documentation Form
Article II Section 1. Association
Security
Each employee who is not a
member of the Association shall pay to the Association, as representation
costs, an amount equal to dues and fees required for Association membership.
The District agrees to deduct on a monthly basis such amount from the
compensation of each non-member employee. However, the obligation imposed by
this section shall not apply to individuals who were employees of the District
on June 4, 1976 and who were not members of the Association on the date this
agreement was ratified by the parties 11/22/76. Nothing in this section shall
impair an employee's rights of non-association protected by RCW 41.59.100
and the procedure established there under. The Association shall indemnify and
hold the District harmless from all claims asserted and lawsuits commenced by
or on behalf of any employee due to action taken by the District in strict
compliance with this section; provided, the District agrees to defend the
provisions of this section and consult with the Association or its designee
with respect to any claim or lawsuit commenced concerning this section.
Article II Section 2. Payroll Deductions
The Association shall have
the exclusive right of automatic payroll deduction of membership dues and fees
for employees. Upon proper written payroll authorization from an employee, the
District shall deduct from the wages of that employee monthly Association dues
and shall forward that sum to the Association or its designee. The Association
shall provide to the District payroll office no later than September 15 of each
year a list of employees authorized for the automatic payroll deduction of
Association membership dues. Upon revocation of membership by an Association
member, the Association shall submit notice of such revocation to the District
payroll office to terminate the automatic dues deduction. The Association
agrees to hold the Board harmless from all financial claims against it for or
on account of any payroll deduction of membership dues and fees.
Article II Section 3. Tax Shelter
Annuities or Other Deductions
The District shall, upon
receipt of an annual authorization from an employee, deduct from the employee's
salary and make appropriate remittance for insurance plans, tax sheltered
annuities, credit union, savings bonds, charitable donations, or any other
plans or programs jointly approved by the Association and the Board. The
District will make, upon written request of at least 10% of the employees' of
the District, automatic payroll deductions as they authorize, for the same
payee, subject to the limitations of the District equipment or personnel (RCW 28A.67.095).
In accordance with the terms
of SB 4500, the District shall arrange for the purchase of tax deferred annuity
contracts, upon request of at least five (5) employees, from a company of the
employees' choice authorized to do business in
The Association agrees to
hold the Board harmless from all financial claims against it for or on account
of any payroll deduction when the Board is acting within the scope or direction
of the payroll authorization.
Article II Section 4. Management Rights
The Board represents the
voters of the
It is agreed that all rights
except such as are clearly and expressly relinquished herein by the District
are reserved to and shall continue to vest in the District. This shall include
the following enumeration, being by way of illustration and not by way of
limitation, and without application of the principle of Ejusdem
generis:
1.
Manage the District and direct the working forces, including the determination
of employee qualifications, the right to hire and to suspend, discipline or
discharge employees for just cause, and to otherwise maintain an orderly,
effective and efficient operation.
2.
Transfer employees from one school, department, and/or classification to
another.
3. Lay
off or relieve employees from duty because of shortages of funds or decline in
enrollment.
4.
Promote and/or transfer employees to positions and classifications not covered
by this agreement.
5.
Determine the work to be done and the standards to be met by the employees
covered by this agreement.
6.
Determine whether and to what extent work shall be performed by employees.
7.
Develop and control the budget.
8.
Control District property
Article II Section 5. Association Rights
1. The
Association and its representatives shall have the right to use the District
buildings and equipment after obtaining permission from the administration. The
Association shall be responsible for claims arising from damage caused by
negligence resulting from the use of facilities and equipment.
2. The
Association shall have the right to post notices of activities and matters of
concern on bulletin boards as provided by the building administrator. The
Association may provide its own bulletin boards on space designated therefore
by the building administrator.
3. The
Association shall have the right to use the teacher mailboxes, voice mail and
e-mail systems for communication, representation and negotiation purposes so
long as such use follows District Policy does not disrupt district services or
promote and initiate any stop work actions against the District.
In addition, Association
agents have no expectation of privacy in their use of the District systems. All
e-mails and attachments drafted, sent, or stored on the District system are
District records and are subject to monitoring, review, and printing by the
District system administrator without limitation and without notice. The
Association acknowledges that such conduct is not unlawful employer
surveillance or interference, and it hereby waives any actual or potential
claim that District monitoring, review, printing, or other access to
Association communications that utilize District systems constitutes an unfair
labor practice under RCW 4.159.
The Association shall
indemnify and hold the District harmless for all claims, causes of action, or
damages arising from the use of the District services including bulletin
boards, teacher mailboxes, voice-mail and e-mail by employees or non-employee
Association agents for Association business. The Association and the District
jointly assume the responsibility to notify Association members of Public
Disclosure Commission requirements and for training them to follow these rules
in the use of District communication systems.
4. The
Association shall have the same access to District records as any citizen under
RCW 42.17.
5. The
Association shall be furnished, upon written request of the grievant, such
information as is necessary for the processing of any grievance at the grievant's cost.
6. The
Association and its representatives shall have the right to meet and confer
with all certificated District employees after contacting the appropriate
District administrator. Prior to said meeting, the Association will assure
proper identification to the administrator of any person present at the meeting
who is not represented by the Association. Such contact shall be limited to
outside the contracted school day.
7.
Representatives duly authorized by the Association to participate in
negotiations, conferences, or meetings with representatives of the District
shall suffer no loss of pay when the District schedules the same during the
working day. The negotiations, conferences or meetings will be scheduled at
mutually agreed to times and places.
8. The
administration shall make available to the Association, upon written request, a
list of new employees covered by this contract. This request shall not take
precedence over other work being performed by central office staff.
Article III Section 1. Employee Rights-
Teacher Protection
INDIVIDUAL
RIGHTS: There shall be no discipline or discrimination with respect
to the employment of any person because of such person's age, sex, marital
status, race, creed, color, national origin, domicile, political activity or
lack thereof, or the presence of any sensory, mental or physical handicap,
unless based upon a bona fide occupational qualification, provided that the
prohibition against discrimination because of such handicap shall not apply if
the particular disability prevents the proper performance of the particular
worker involved.
The private and personal
life of any employee becomes the appropriate concern or attention of the Board
when the private and personal activity of the employee has a direct adverse
effect upon said employee's ability to adequately perform his duties with the
District or when the private and personal activity of the employee has a direct
adverse effect upon the District's ability to provide quality education to the
students.
Nothing contained herein
shall be construed to deny or restrict to any employee such rights as he may
have under applicable laws and regulations. The rights recognized hereunder
shall not be exclusive but are in addition to those provided elsewhere.
RIGHT
TO JOIN AND SUPPORT ASSOCIATION: Employees shall have the
right to self organization, to form, join, or assist employee organizations, to
bargain collectively through representatives of their own choosing, and shall
also have the right to refrain from any or all of such activities.
TEACHER
PROTECTION: No employee shall be disciplined without cause. Other than
informal verbal warnings, information forming the basis of the reprimand will
be in writing.
The District agrees to
follow a policy of progressive discipline unless the severity or nature of the
employee behavior warrants more serious and immediate actions. The progressive
steps shall normally be as follows: 1) Oral warning; 2) Written warning; 3)
Suspension; 4) Discharge.
An employee has the right to
have a representative from the Association and/or counsel present when formally
being reprimanded, warned, or disciplined. An employee attending a meeting
during which he/she reasonably believes discipline may result has the right to
request representation. When such a request is made the employer will either
grant the request or discontinue the meeting.
Any discipline shall be
subject to the grievance procedure hereinafter set forth except that
non-renewal or discharge shall be handled in accordance with statutory
procedures.
Article III Section 2. Professional
Freedom
Employees shall be
guaranteed professional freedom in classroom presentations and discussions and
may introduce politically, religiously, or otherwise controversial material
provided this is done on an informative basis only in conformity with school
district policy directives. When such an issue is discussed, it is the responsibility
of the teacher to encourage equal discussion on all sides of the issue.
Teachers should guard against giving their personal opinions or views on
controversial issues before and during the period of research and study, thus
encouraging the student to search after truth and to think for themselves.
Teachers who operate within these regulations shall have the full support of
the Board and administration.
No mechanical or electronic
device shall be utilized in any classroom or brought in on a temporary basis
which would allow a person to be able to listen to or record the procedures in
any class without the prior knowledge of the employees involved.
Article III Section 3. Personnel Files
Employees shall, upon
request, have the right to inspect the contents of their personnel file during
regular administrative center business hours in the presence of a District
representative. Copies of any document in the file will be supplied to the
employee upon request at their expense. A file for processed grievances shall
be maintained separately from the personnel file.
No secret, duplicate,
alternate, or other personnel file shall be kept anywhere in the District.
Building administrators may maintain in their buildings documents which include
but are not limited to teacher observation records and correspondence relating
to employees so long as the employee has been provided a copy of the document
as soon as possible but no longer than twenty (20) working days of its receipt
or composition. Documents not provided within the twenty (20) working days
shall not be used as evidence in any grievance, disciplinary hearing, or
adverse action proceeding.
No evaluation,
correspondence, or other material making any reference to an employee's
competence, character, or manner shall be placed in the personnel file without
the employee's knowledge and right to attach written comments. The employee
shall acknowledge that he has read such material by affixing his signature and
the date on the actual copy to be filed. Such signature merely indicates that
he has read the material and does not necessarily indicate agreement with the
content.
Article III Section 4. Evaluation and
Probationary Procedures
I.
GENERAL
Certificated classroom
teachers and certificated support personnel (CSP) shall be evaluated in
accordance with procedures and criteria set forth herein. The primary purpose
for evaluation is to increase the opportunities for learning through the
improvement of instructional performance. Evaluation should be a positive,
developmental, and continuous process. The procedures herein shall be directed
toward improved learning conditions for students, assisting teachers in a self
improvement, and assessment of employee performance.
II.
EVALUATOR'S PRIMARY RESPONSIBILITIES
A. Principals shall meet
with all teachers/CSPs new to the District to review and discuss the evaluation
system in order to develop mutual understanding of the evaluation system,
process, procedure and purpose.
B. Within each school, the
principal shall be responsible for the evaluation of teachers/CSPs assigned to
that school. However, a teacher/CSP assigned to more than one school shall be
evaluated by an administrator assigned to that task provided such teacher/CSP
is notified in advance of the administrator so assigned.
C. Principals may designate
other administrators to assist in the evaluation process provided that person
is not from the bargaining unit.
D. The building principal or
his/her designee will be responsible for evaluating special education staff.
E. Itinerant personnel, by
the nature of their job assignment, work under the supervision of different
building principals. In order to promote good personnel management and
continuity of evaluation, the district will assign one principal as the
itinerant personnel's supervisor and evaluator. The designated principal will
be responsible for the itinerant personnel's formal evaluation. However, other
administrators may assist in the evaluation provided that any observations used
are documented in accordance with the procedures as outlined in IV.A, 5-7.
III.
INFORMAL OBSERVATIONS
In addition to the formal
observations above, informal observations (of less than thirty (30) minutes in
duration), or a series of observations (two or more observations occurring
within any ten (10) working days) may be utilized by the evaluator at his/her
discretion provided the observation is of sufficient length to allow the
evaluator to adequately assess the situation being observed and the evaluatee receives a copy of the record compiled
(evaluation report form) by the evaluator. These evaluations may be individual
or in a series. Informal observations shall not be utilized as the primary
evidence in any non-renewal proceedings unless in exceptional cases.
IV.
CRITERIA/FREQUENCY
The evaluative criteria
contained herein shall constitute the basis upon which employees are evaluated.
Evaluations required or permitted herein shall be documented on the evaluation
report form appropriate to the teacher/CSP's position. Report forms are
attached here to as Appendix B. Evaluation reports will be completed at least
once each year.
V.
AN EVALUATION SYSTEM
Incorporating four separate
processes (Long, Short, Professional Growth, Remediation) shall include the
opportunity for each teacher/CSP to have a minimum of two confidential
conferences during each school year, the sole purpose of which shall be to
provide additional information to aid the evaluator in evaluating the
teacher/CSP and with providing direction, assistance, guidance, encouragement,
etc., to the employee. Such conference may be either following receipt of
written evaluation results or at a time mutually satisfactory to the
participants.
A. SUMMATIVE LONG FORM
PROCESS, designed to determine that a teacher/CSP is meeting minimum
established performance criteria, shall be used for all teachers/CSPs:
1. during their first four
years in the district;
2. teachers/CSPs with less
than four continuous years of satisfactory evaluations;
3. all teachers/CSPs at
least once every three years;
4. all teachers within the
Remediation Process.
LONG FORM PROCEDURES:
1. The Summative Long Form
Process may include optional professional growth goals. Such goals shall not be
used to determine teacher's/CSP's performance in meeting the minimum criteria.
2. All teachers/CSPs newly
employed by the District shall be observed at least once for a total
observation time of thirty (30) minutes during the first ninety (90) calendar
days from the commencement of their employment. Such teachers/CSPs shall be
considered provisional employees for two years unless the employee has
previously completed at least two years of certificated employment in another
3. During each school year,
each teacher/CSP shall be observed for the purpose of evaluation at least twice
in the performance of his/her assigned duties. Total observation time for each
teacher/CSP in each school year shall not be less than sixty (60) minutes. One
observation shall be a least thirty (30) minutes in duration. Additional
observations may be documented by the evaluator.
4. Following each
observation, or series of observations, the evaluator shall promptly document
the observations in writing and shall provide the teacher/CSP with a copy of
the observation record within seven working days following the observation(s).
5. Within five (5) working
days of receipt of the observation record, the teacher/CSP may submit signed
comments concerning his/her observation record. These signed comments shall be
made a part of the official observation record. A conference may be requested
by either party.
6. LONG FORM EVALUATION
PROCEDURES
(a) Following each
observation or series of observations, the principal or his/her designee shall
promptly document the results thereof. The employee shall be provided with a
copy of the evaluation report within three (3) days after such report is
prepared.
(b) The employee shall sign
the District copy of the evaluation report and shall be provided a copy of said
report. The employee's signature indicates only that he is aware of the
comments and summary statements recorded thereon and shall not be interpreted
as an indication that the employee necessarily agrees with the comments and/or
summary statements. The evaluatee shall have the
right to affix to the evaluation report any comments, observations or
considerations he believes to be pertinent to said evaluation report.
(c) Each formal evaluation
report required above (Section II-B) shall be forwarded to the school
district's personnel office for filing in the employee's personnel file.
(d) Following the completion
of each evaluation report, or at a time mutually satisfactory to the
participants, a meeting shall be held between the evaluator and the employee to
discuss the observation and evaluation.
7. Evaluation reports from
the Summative Long Form Process will rate the teacher's/CSP's performance as Satisfactory,
Needs Improvement, or Unsatisfactory. Specific deficiencies and
remediation suggestions shall be cited with ratings of Needs Improvement or
Unsatisfactory.
8. When an employee receives
a Needs Improvement evaluation summary, the employee will be placed in
the Remediation Process.
9. For provisional
employees, an Unsatisfactory evaluation
summary shall be sufficient cause for nonrenewal of employment for provisional
employees via RCW
28A.405.220 procedures.
10. For continuing
employees, an Unsatisfactory evaluation summary will result in the use
of probation procedures described in RCW 28A.405.100
to effect improvement to the satisfaction of the evaluator or establish
probable cause for nonrenewal via RCW 28A.405.300
and 28A.405.210
procedures. Remediation Process procedures shall be used when an unsatisfactory
evaluation summary report is dated after February 1.
B. SUMMATIVE SHORT FORM
PROCESS may be used after a teacher/CSP has four years of
satisfactory evaluations within the district. However, the process described in
Section 4: V; A. shall be used at least every third year and either a
teacher/CSP or an evaluator may elect to have the long form used in any given
year.
SHORT FORM PROCEDURES: (New
employees do not qualify for the Short Form.)
1. During each school year
each teacher/CSP shall be observed in the performance of assigned duties for
the purpose of evaluation with either:
a. a thirty minute
observation during the school year with a written summary
OR
b. a final annual written
evaluation based on at least two observation periods during the school year
totaling at least sixty minutes without a written summary of such observation
being prepared.
2. The evaluation report
process described under IV. A. 4-6 will follow either of the observation processes
described above.
3. Evaluation reports from
the Summative Short Form Process should rate the teacher/CSP Satisfactory.
4. Evaluators with concern
that a teacher's/CSP's performance rank may be Unsatisfactory will
activate the Summative Long Form Process (IV. A.) and explain the change in
writing to the employee no later than February 1 of the school year.
Teachers/CSP's moved from
the Short Form to the Long Form within a school year cannot be placed on probation
during that same school year.
5. No more than two-thirds
of a building staff may be on short form at a time, for example,
Year 1 L S S
2 S L S
3 S S
L
4 L S S
6. Summative Short Form
evaluation process will be used with Professional Growth Option participants.
C. PROFESSIONAL GROWTH
OPTION (PGO, a formative evaluation process), designed for
collegial involvement, to accomplish professional growth and improved
instruction, shall be available and shall be voluntary to each teacher/CSP who
has received a Satisfactory summary evaluation for the last four annual
evaluations. Participants in the Professional Growth Option must return to the
Summative Long Form evaluation process at least every third year. Procedures:
PROFESSIONAL GROWTH
PROCEDURES:
1. In the Professional
Growth Option teachers/CSPs and supervisors cooperatively establish goals and
monitor the progress being made toward those goals. The teacher/CSP may request
that an observation include an opinion on rate and/or level of progress. Goals
shall be consistent with building and District goals, be designed to promote an
individual's professional growth and to improve instruction.
2. Recommended number of
employees entering the Professional Growth Option in any one school year should
not exceed one-third of a building staff. (Note evaluators may need selection
criteria in order to respect the recommendation.)
3. Summative Short Form
evaluation procedures shall be used in the Professional Growth Option and will
be adapted to accommodate cooperatively planned Professional Growth activities.
4. If a teacher changes
building location, the Summative Long Form process shall be followed for that
school year.
5. Each year teachers/CSPs
eligible for the Professional Growth Process will be given the opportunity of
notifying their evaluator if they wish to pursue this option and commit to
attend a meeting regarding Professional Growth Process (goal setting,
communication, the improvement of instruction, etc.). This will allow
individuals to plan their Professional Growth Process program and participate
in summer activities where applicable.
6. During September and
October participants and supervisors shall meet to thoroughly discuss the
potential goals and cooperatively complete the planning worksheet. Teachers
should have in mind the goals, the areas to be investigated, alternatives for
support, colleagues to be involved, methods for collecting data and the methods
for evaluating growth toward the goals. During this meeting, the supervisor shall
act as an advisor in order to clarify and refine the goals and the other
aspects of the process, collegial sharing, input from
parents/students/colleagues, practical goal setting and self assessment, and
relationship to building/District goal focus will be considered.
7. Throughout the year, the
teacher and supervisor shall meet formally and informally to discuss
collaboratively the progress on the goals and to refine and update any need for
assistance.
8. Prior to June 1, a final
meeting shall be held to analyze data and review the success of the goals. At
this meeting the Growth Option Verification shall be compiled collaboratively
on the short form evaluation report and submitted to the District personnel
file.
9. Information from the
Professional Growth Option cycle may not pass to the summative evaluation cycle
nor the personnel file.
Although some goal setting
in the Professional Growth Option may be based on information gathered in the
Summative cycle, information may not pass from the Professional Growth Option
to the Summative in order to ensure that teachers take risks and try new
things. It is conceivable that all stated goals may not be reached in a given
year for a variety of circumstances and analysis of such circumstances can also
be a learning experience. Attainment of some goals may take more than one year.
A Formative file will be
available to both teacher and administrator and it may contain the following:
- annual goals
- notes from meetings
- data gathering methods
- data, if applicable
At the end of each year, the
teacher will retain the file and data. A copy of the P.G.O. Plan, if any, will
be provided to the primary evaluator upon request.
10. At all times during the
Professional Growth Option, collaborative interaction, based on trust and
confidence, is encouraged.
D. REMEDIATION PROCESS
will be used when a Summative Long Form evaluation report ranks a
teacher's/CSP's performance as Needs Improvement, during any time of the
year or Unsatisfactory after February 1.
1. Remediation Process focus
shall be assisting the employee to develop and implement a plan for improving
performance to a satisfactory level. A mutually agreeable plan is desirable.
Failing such, the primary evaluator shall be responsible for determining the
plan.
2. Teachers/CSPs will remain
in this track until they receive a satisfactory evaluation report or
insignificant improvement results in an unsatisfactory evaluation report and
consequent recommendation for probation.
VI.
PROBATION
A. SUPERVISOR'S REPORT. In
the event that a principal or his designee determines on the basis of the
evaluation criteria that the performance of an employee under his or her
supervision is unsatisfactory, the supervisor shall report the same in writing
to the Superintendent on or before January 20. The report shall include the
following:
1. Evaluation of performance
to date.
2. A recommended specific
and reasonable program designed to assist the employee in improving his or her
performance.
3. A copy of said report
shall be submitted to the employee. If the employee disagrees with or questions
any results of the evaluation procedures or disagrees with any statement
contained in the above report, that employee may, within five (5) days after
delivery of the formal evaluation report, deliver a detailed statement
concerning the points of disagreement to the Superintendent for inclusion in
the employee's personnel file.
B. ESTABLISHMENT OF
PROBATIONARY PERIOD. If the Superintendent concurs with the supervisor's
judgment that the performance of the employee is unsatisfactory, the
Superintendent may place the employee in a probationary status beginning on or
before February 1 and ending no later than May 1. On or before February 1, the
employee shall be given written notice of the action of the Superintendent,
which notice shall contain the following information:
1. Specific areas of
performance deficiencies.
2. A suggested specific and
reasonable program for improvement.
3. A statement indicating
the duration of the probationary period and that the purpose of the
probationary period is to give the employee the opportunity to demonstrate
improvement in his or her area or areas of deficiency.
C. EVALUATION DURING THE
PROBATIONARY PERIOD
1. At or about the time of
the delivery of a probationary letter, the principal or his/her designee shall
hold a personal conference with the probationary employee to discuss
performance deficiencies and the remedial measures to be taken. At said
conference, the employee may elect to have present a representative of the
Association.
2. During the probationary
period, the principal or his/her designee shall meet with the probationary
employee at least twice monthly to supervise and make a written evaluation of
the progress, if any, made by the employee. A copy of the same shall be
provided to the employee.
3. The probationary employee
may be removed from probation at any time if he or she has demonstrated improvement
to the satisfaction of the principal or other supervisor in those areas
specifically detailed in his or her notice of probation.
D. SUPERVISOR'S
POST-PROBATION REPORT. Unless the probationary employee has previously been
removed from probation, the principal or his designee shall submit a written
report to the Superintendent at the end of the probationary period, which
report shall identify whether the performance of the probationary employee has
improved and which shall set forth one of the following recommendations for
further action:
1. That the employee has
demonstrated sufficient improvement in the stated areas of deficiency to
justify the removal of the probationary status; or
2. That the employee has
demonstrated sufficient improvement in the stated areas of deficiency to
justify the removal of the probationary status if accompanied by a letter
identifying areas where further improvement is required; or
3. That the employee has not
demonstrated sufficient improvement in the stated areas of deficiency and
action should be taken to non-renew the employment contract of the employee.
E. ACTION BY THE
SUPERINTENDENT. Following a review of the supervisor's post-probation
report, the Superintendent shall determine which of the alternative courses of
action is proper and shall take appropriate action to implement such
determination.
VII.
APPLICABILITY TO GRIEVANCE PROCEDURE
The provisions of Article V,
Grievance Procedure, shall be applicable to evaluation only as it relates to
procedural issues provided that no grievance proceeding shall limit the
authority of the school district to proceed with probationary and/or
non-renewal action pursuant to the procedures established by state law.
Article III Section 5. Employee
Protection
The Board agrees to provide
insurance which shall save employees harmless and defend them from any
financial loss to the limits described below, including reasonable attorney's
fees for actions arising out of any claim, demand, suit, or judgment by reason
of any negligent act or failure to act by such employee, within or without the
school building, provided such employee at the time of the act or omission
complained of, was acting in good faith within the scope of his employment or
under the direction of the Board, and has not been guilty of gross negligence
or an intentional tort in such act or failure to act. The
A. Personal injury liability
in the amount of $100,000 per individual and $300,000 per occurrence.
B. Personal property damage
liability in the amount of $300,000.
C. Replacement of any
clothing or other personal property damaged, destroyed or stolen while engaged
in the maintenance of order, discipline and protection of school personnel,
students or property during the course of their employment up to the amount of
$500, with $10 deductible.
Article III Section 6. Assignment;
Voluntary and Involuntary Transfers; Vacancy and Vacancy Postings:
To ensure that pupils are
taught by employees working within their areas of competence, employees shall
not be assigned, except in accordance with the regulations of the State Board
of Education, to subjects, grades, and/or other classes outside their teaching
certificates, endorsements, and/or minor fields of study or qualifications in
specialty areas.
In the determination of
assignments, transfers, and involuntary transfers the convenience and work of
the employee shall be considered to the extent that these considerations do not
conflict with the educational program.
Personnel actions approved
at monthly board meetings will be posted on the district website and sent to
the association president.
6.1
Assignment: An assignment shall mean the placement of a current employee in a
specific position in a specific building. As determined by the administration,
assignment(s) within a building may occur prior to posting a vacancy. Transfers
to an assignment in a different building, as determined by the administration,
may occur prior to posting a vacancy subject to 6.2 and 6.3.
Employees will be notified
as early as possible about changes in their teaching assignment. Employees will
be notified, in writing no less than sixty (60) days prior to a substantive
change in assignment as defined in Section 7, ‘New Curriculum
Responsibilities’.
6.2
Voluntary Transfer: A ‘transfer’ shall mean a change of assignment from one
building to another to fill a specific position or vacancy.
6.3
Involuntary Transfer: An ‘involuntary transfer’ shall mean a change of
assignment from one building to another to fill a specific position or vacancy
when the employee does not agree to the change of assignment.
6.3.1 In
the event the District determines that circumstances require a transfer of
staff to fill a specific position and no qualified staff member voluntarily
accepts the necessary transfer then the Superintendent will determine that an
involuntary transfer action needs to be implemented. A pool of potential
involuntary transferees shall be designated. Each potential transferee shall be
considered on the basis of information contained in his/her staff development
plan, his/her past performance, and any other pertinent factors.
6.3.2 In
the event two or more potential transferees are deemed equally qualified by the
District, the least senior employee under consideration shall be involuntarily
transferred. Each involuntary transfer will be considered on its own merits and
every attempt will be made to minimize disruption to the instructional program.
The Superintendent shall notify the person to be involuntarily transferred in
writing and shall stipulate the reasons for the transfer. Such notification
shall take place before the involuntary transfer is to be implemented. The
employee who is involuntarily transferred shall have the right to meet with the
Superintendent or designee.
6.3.3
Except in emergencies, at least ten (10) days written notice will be given to
the person who is to be involuntarily transferred. However, the involuntary
transfer will be tentative until the teacher has had the opportunity to appeal
the decision through the grievance procedure. Such appeal shall be limited to
alleged procedural violations of this involuntary transfer policy. Appeals on
any aspect other than the procedure will be submitted to the District’s Board
of Directors in accordance with Article 5, Section 1, Class B, Grievance.
6.3.4
Employees who have been involuntarily transferred and who notify the District
of their desire to return will be transferred back to the last assignment held
if or when that former assignment becomes vacant. This consideration shall
expire two years from the date of the involuntary transfer.
6.3.5 A
person involuntarily transferred during the school year will be granted one (1)
of the options listed in Section 7, ‘New Curriculum Responsibilities’.
6.4
Vacancy: A vacancy shall mean a position designated by the superintendent
and/or board as open.
6.5
Vacancy Posting: To assure that the employees are given every consideration in
filling vacancies that occur within the District, the following procedure shall
be used:
6.5.1
Vacancy postings shall be publicized to the staff and Association for a minimum
of ten (10) days before closing.
6.5.2
Vacancy postings will be provided to the Association President by email on the
date of posting, displayed in officially-designated locations in each of the
District’s buildings, and entered into a voice mailbox. The posting shall
include at least the position and closing date.
6.5.3
Vacancy postings will be supported by a job description and
any other special qualifications required for the position, as well as
procedures for applying.
6.5.4
Current employees who meet all reasonable qualifications for a job posting
shall be interviewed and fully considered prior to interviewing other
applicants.
6.5.5 An
employee who has not been selected for a transfer to a vacant position shall
have the right to meet with the Superintendent or designee.
6.5.6 The
district may offer a part time employee an FTE increase without posting the
increased FTE. If more than one part time employee is available in the
building, the District shall post the FTE increase as a vacancy.
6.6.
Job Share
Definition
Job Sharing is when two (2)
applicants wish to take responsibility for all the functions of one (1)
full-time position.
Application Procedures
a. Two
(2) current staff members who wish to be considered for a job share must make
application as a team, in writing, to the building principal/unit
administrator. The application must address all of the items needed to share
the duties and responsibilities of one (1) position.
b. External
applicants or a current employee and external applicant who wish to be
considered for a job share may apply for an open position to the District
personnel office following standard District procedures. In addition to the
normal application process, successful applicants must submit a written plan as
a team.
c. Job
sharing other than described in a. and b. above may be authorized at the
discretion of the administration based on the best interests of the District.
d. It
is expected that the job share partners will jointly develop an application
that will have given thorough consideration of all aspects of the position to
be shared. Criteria for the plan may be obtained from the District personnel
office or from the Anacortes Education Association.
Administration Approval
The administration must
approve the job sharing proposal before it can be implemented. Normally there
will be no more than two (2) job share partners per building/campus; this
number may be increased at the discretion of the District. The District
decision to approve or not approve a proposal will not be subject to the
grievance procedure.
Financial and Contractual
Arrangements
A. Continuing
contract staff members holding job sharing assignments shall be granted the
appropriate annual fractional leave during the period of job sharing.
B. Job
share participants will qualify for salary advancement; experience credit, sick
leave, in-service per diem opportunities, and other benefits as would any other
part-time certificated employee, except: the staff development incentive
stipend will be granted per position and shared by job share partners.
C. It
is recommended that job share applicants check the Teachers’ Retirement System
rules prior to making a decision regarding job sharing. Eligibility and service
credit requirements differ for part-time employees and may result in partial or
no service credit.
D. Should
a job share participant resign or take a leave of absence prior to or during
the school year, the job share situation will be handled as follows:
1. Offer
full-time employment to the remaining job share person;
2. Seek
a comparable replacement, with remaining partner working full-time until a
replacement is found; or
3. If
the remaining partner is unable to assume the full-time responsibility until a
replacement is found, a substitute will be identified to work until a
replacement is found.
E. It
is expected that job share partners will substitute for one another when
feasible. This can be handled by:
1. Specifying
the number of days, or partial days, each person will work and adjusting work
days to accommodate substituting;
2. If a
job share partner is going to be on an extended leave (over twenty consecutive
days), the remaining partner will substitute at per diem; or
3. When
a job share partner is absent periodically, the remaining partner will
substitute at the represented substitute rate of pay.
F. One
job share partner may transfer to another building in order to job share.
However, job share positions are not eligible under the voluntary transfer
section of the collective bargaining agreement.
G. Continuing
contract employees who want to job share must apply for a leave of absence for
the job share portion of his/her position. At the end of the job share
assignment, the employees shall be placed in the positions last held or in a
comparable position.
6.7
Job Trade
Employees who wish to trade
positions for either a semester or a full year may submit a written plan to the
Superintendent. The written plan should contain a statement of qualifications
as well as the reasons for the proposed trade. The Superintendent will inform
the applicants of his/her decision in a timely fashion. The decision will not
be subject to the grievance procedure.
Article III Section 7. Contracts, Work
Day, Supplemental Hours, Flexible Work Day and Payment
INDIVIDUAL EMPLOYEE'S
CONTRACT: Any individual contract between the District and an
individual employee shall be subject to and consistent with this contract.
COPIES OF CONTRACT:
Two copies of the contract shall be given to the employee each year for
signature. One signed copy will be returned to the District for Board
signature. A copy of the approved contract will be returned to the employee and
the original placed in the District files.
LENGTH OF CONTRACT:
Effective with this contract the length of the regular employee contract shall
be 182 days inclusive of two Learning Improvement Days. Continuation of the two
Learning Improvement Days will be contingent upon future legislative funding of
such days.
SUPPLEMENTAL HOURS:
The following supplemental hours shall be provided at the per diem rate and
will be compensated only if actually worked by separate contract. No leave
provisions shall be applicable to the supplemental hours offered.
Mandatory
Hours:
Nineteen and one half (19.5)
mandatory hours will be worked in the first year of the contract. In the second
year of the contract, the mandatory hours will be increased to twenty-three
(23) hours.
• Five hours will be planned
by the District and scheduled on the work day immediately before the first
student day.
• Two teacher directed hours
will be added on the work day immediately before the first student day for the
term of this contract
• Two hours will be
performed at each site’s annual Open House.
• Seven hours of learning
improvement activities will be flexibly scheduled during the period from two
weeks prior to the first calendar Learning Improvement Day to the end of the
first month of school in the first year of the contract. The hours will be directed
by the building on a Learning Improvement Date approved by the Calendar
Committee.
• In year one of the
contract, 2006-07, 3.5 hours of mandatory safety in-service training will be
provided to all certificated staff before school begins. Effective the second
year of this agreement, an additional three and one half (3.5) mandatory hours
will be teacher-directed time on-site. (In 2007-08, the total mandatory hours
will be twenty-three (23) hours
• Seven mandatory hours
become null and void in the first and second year of the contract following a
double levy failure. Nine mandatory hours become null and void in the third
year of the contract following a double levy failure. When a subsequent levy
passes, these hours will be restored during the term of this contract.
TRI
Compensation
For 2006-07, TRI
compensation, in addition to mandatory time above, shall be based on TRI (Time,
Responsibility and Incentive) schedule. Said schedule base will be equivalent
to 2006-07 7.5% of the Salary Allocation Model base. (See attached schedule)
For 2007-08, TRI
compensation, in addition to mandatory time above, shall be based on TRI (Time,
Responsibility and Incentive) schedule. Said schedule base will be equivalent
to 8.0% of the 2007-08 Salary Allocation Model base.
For 2008-09, TRI
compensation, in addition to mandatory time above, shall be based on TRI (Time,
Responsibility and Incentive) schedule. Said schedule base will be equivalent
to 9.0% of the 2008-09 Salary Allocation Model base.
TRI compensation based on an
employee’s FTE will be for responsibilities including, but not limited to:
• opening and closing of
school,
• extended staff meetings,
• student progress reports,
• open house,
• orderly check-in/check-out
procedures,
• staff development,
• site-based management,
• in-service workshops,
• team planning, activities
that directly support the State’s educational reform efforts,
• Essential Academic
Learning Requirements, ‘
• District Strategic
Planning Goals, and
• Other related activities
under the supervision of the building principal/program director.
Verification of
responsibilities will be documented on a District form.
Part-time employees hired
prior to 10/1/2000 will be compensated as if said employee were full-time
employees.
One and one tenth (1.1) of
the base of the Anacortes Certificated Salary Schedule as applied to the
additional compensation schedule will become null and void for the following
year in the event of a double levy failure, when a subsequent levy passes these
hours will be restored during the term of this contract.
EARLY RELEASE DAYS
Four (4) early release days
as follows:
1. End of the first semester
(secondary), end of the first trimester to prepare for fall conferences
(elementary), for the purpose of school record-keeping and progress reporting.
The date(s) will be determined by the District.
2. Early release the last
day of school.
3. Two additional early
releases determined by the District for the purpose of staff planning, program
development, departmental planning, coordination & evaluation activities.
In the 2002-2003 school year, at the elementary level, one of these additional
early release days will precede the spring conferences and will be used for the
purpose of student record-keeping and progress reporting and conferencing.
4. More early release days
will be provided on a regular basis if allowed under Washington Administrative
Code related to program hour offerings and teacher student/contact time.
Additional Responsibilities -- District Level. Conversely, in any given school
year, the District may eliminate either or both of the ‘two additional early
release’ days mentioned above in the event that the District needs to comply
with the basic education act.
NEW CURRICULUM RESPONSIBILITIES
– DISTRICT LEVEL
New or different
responsibilities as required by the District are defined as the following
specific assignment changes:
1)
different level (2 grade level's discrepancy):
- K-3 (primary) - 7-8
- 4-6 (intermediate) - 9-12
2) new
content area
-grades 7-12
-no training or experience
within previous 7 years
3)
District adoption, or significant change in curriculum, i.e., major
philosophical shift or significant changes in type of instructional materials
or methods required
Teachers who assume new or
different responsibilities as described above will be provided at least one of
the following:
1. One course in the new
area for which the District pays tuition and textbook costs (cannot be used
with incentive stipend)
2. Three days (21
hours) per diem time for preparation of instructional materials. Release days
or additional time)
3. One professional in-state
conference specifically related to new content area.
4. One in-service
workshop in new content area.
5. Two days of release time
for classroom observations in new content area.
6. Participation in a
district-sponsored training workshop when available.
7. Other, as approved by the
Principal and Superintendent.
PROFESSIONAL GROWTH:
Each employee is eligible for one (1) day per school year of release time for
visiting other classrooms, programs, or attending conferences, workshops,
seminars or committee work for the purpose of professional improvement. The
first day of release time when the district provides a substitute to an
employee for the purpose of professional or personal growth meets the District
obligation under this contract provision. Employees who desire to participate
in this professional growth program must seek prior approval from their building
principal/supervisor. If the principal/supervisor does not grant approval the
employee may request that the superintendent or his/her designee review the
decision. The decision of the superintendent or his/her designee will be final
and binding. If a principal/supervisor desires an employee to participate in
any activity that would use his/her professional growth day, then the
principal/supervisor must seek prior approval from the employee. Any employee
who has already used their professional growth day will not be discriminated
against for any committee work that may arise after his/her professional growth
day has been used.
LENGTH
OF WORK DAY:
Employees shall begin their work day with a block of at least thirty (30) minutes before the student's school day begins and shall continue
for a block of at least thirty (30)
minutes after the student's day ends. The
total amount of minutes for these blocks of time shall be no less than sixty
(60) minutes per work day. Each week, no more than three of these blocks will
be district directed time. The remaining blocks will be designated as time for
scheduled parent meetings. If no meetings are scheduled, these blocks of time
are intended to be teacher
directed time. The work day for all employees shall be seven (7) hours, except
that the District shall have the right to adjust the employee work day if
necessary to meet the compliance requirements of the Basic Education Act. In
addition, all certificated staff shall have a duty-free lunch period of not
less than thirty (30) continuous minutes. Though early release within a school
day is discouraged, in exceptional cases this procedure may be followed at
staff request and with prior approval of the principal. The parties recognize the importance of parent
conferences and that some parents may not be able to attend during a normal
work day. To accommodate these parents one of the days during fall conference,
and one in the spring, will be exchanged for a three-hour night conference. In
exchange for the night conferences there will be an early release day for all
certificated staff on the Wednesday before Thanksgiving and on the Friday
before Memorial Day. See Memorandum of Agreement 05/08
FLEXIBLE WORK DAY
Certified employees who are
requested by the District and who voluntarily choose to participate in their
school's School Improvement Program may volunteer on an annual basis to
participate in the restructuring of their seven (7) hour work day. The seven
(7) hour work day includes at least one 45 minute planning period and is in
addition to a 30 minute duty free lunch period. The 300 minutes per week (30
minutes before and 30 minutes after the student day) may be redistributed
throughout the work week. Student contact time will not exceed 1400 minutes per
week.
Though the start time for
staff may vary, the work day shall be seven (7) hours. Participation is
voluntary and if an adjustment is needed after the restructuring of the work
day, a change may be mutually agreed upon.
STAFFINGS:
When possible, as judged by the District, staffings
will be held in the building from which the referral was made.
PAYMENT: In
accordance with state law, all employees shall be paid in twelve (12) monthly
installments. Each check shall contain one-twelfth (1/12) of the contracted
salary. Pay shall be electronically transmitted to the employee, or a payroll
check may be picked-up in person on the last District business day of each
month. In December, individuals who wish to pick-up their payroll check in
person may do so only on the first District business day in January. Employees
receiving their checks in person may request that their payroll check be mailed
on the last District business day in December, June, July and August. Beginning
with the 2003-04 school year, new employees will be paid by electronic deposit.
In the event of a mistake in payment resulting in underpayment or overpayment,
corrections shall be made over the same period that the under or overpayment
was made and/or made by the end of August in the contract year or at
separation.
RELEASE FROM CONTRACT: An
employee under contract shall be released from the obligations of the contract
upon request under the following conditions:
A. A letter of resignation
specifying the reason(s) for the resignation must be submitted to the
Superintendent's office.
B. A release from contract
for an ensuing school year shall be granted provided a letter of resignation is
submitted prior to June 1.
C. A release from contract
for an ensuing school year may be granted after June 1 provided a satisfactory
replacement as determined by the Superintendent can be obtained.
D. A release from contract
may be granted in case of illness or other personal matters which make it
impossible for the employee to continue in the District.
Article III Section 8. Staff Reduction
8.1 Criteria
When the Board of
Directors determines that conditions including lack of funds, program, or
curriculum change warrant or require a reduction in certificated personnel, and
when the required programs and positions have been determined by the Board, the
determination of those certificated staff to be retained shall be made on the
basis of certificated employees holding required endorsements and then seniority, in that order.
8.1.1 Definition
of Certificate Endorsements
Certificated
endorsements shall be determined by the District based upon the Revised Code of
Washington (State Law) and the Washington Administrative Code (WAC) State
Regulations.
8.1.2 Definition
of Qualifications
An employee shall be
deemed qualified for a position if he/she holds the required certificate
endorsement.
8.1.3 Definition
of Seniority
Seniority shall mean
the number of years of Washington State experience held by a certificated
employee recognized by the State for salary funding purposes, rounding to the
nearest tenth.
8.2 Timeline
and Tie Breaker
By February 1 of each
school year the Board will publish and distribute to all employees and the
Association a seniority list ranking each employee from greatest to least
seniority. Any employee who believes
that his or her seniority is incorrect may file a Notice of Correction and
provide documentation to the Human resources office no later than February 15
for resolution. The final seniority list
will be published and distributed to all employees and the Association by March
1. Any employee who believes that his or
her seniority is incorrect may file a written grievance directly at Step 1
(Superintendent Level 2) and thereafter proceed to arbitration consistent with
the Grievance Procedure.
In the event that
more than one employee has the same seniority ranking, all employees so
affected will be ranked in accordance with the total seniority as certificated
employees in the District from greatest to least.
In the event that
more than one employee has the same seniority ranking after applying the above
provision, preference shall be given to the employee who has at that time the
greater number of quarter equivalents of college credits beyond the BA degree
as evidenced by college transcripts the employee has placed on file
In the event that
more than one individual employee has the same seniority ranking after applying
the above provisions, all employees so affected shall participate in a coin
toss, to determine position on the seniority list. The Association and all employees so affected
shall be notified in writing of the date, place and time of the coin toss. The coin toss shall be conducted openly and
at a time and place which will allow affected employees and the Association to
be in attendance.
8.3 Leave of Absence
Subsequent to a
lay-off, employees retained may apply for a one-year leave of absence without
pay. If the granting of such leave will
open a position for which a laid-off employee is qualified, the position will
be offered to the most senior, qualified (Per 8.1 of this section) laid-off
employee on a one-year, replacement contract.
An employee returning from the one-year leave of absence will retain
his/her rights under applicable Washington statute. The employee on the one-year contract will
return to lay-off status unless hired to fill the position of an employee on
leave of absence or a position that is newly created or vacated. In either case, the laid-off employee must be
qualified for the positing.
8.4 Recall procedure
All teachers
receiving, on or before May 15, a layoff notice shall be subject to recall as
provided below during the academic school year immediately following such
notice. It is understood and agreed
that, although employees properly laid off pursuant to the terms hereof do not
have a continuing contract guaranteeing them a certificated employment position
and a salary for the forthcoming fiscal year, each laid-off teacher shall be
considered as to have employment status with the District for the purpose of
recall.
A laid-off employee
shall be considered to have employment status with the District for the purpose
herein defined for two (2) years immediately following August 31 of the year
the employee is laid off. Such
employment status may be extended upon employee request at the discretion of
the Board.
In the event that
additional vacancies or new positions become available in the District, the
Board shall first recall all employees who have been laid off in accordance
with these provisions before employing additional persons to fill such
positions, so long as the qualification requirements (per 8.1 of this section)
are met. Employees with the greatest seniority and necessary qualifications as
provide herein shall be recalled to available positions first.
The Board shall give
written notice of recall from layoff by sending a registered or certified
letter to said employee at his/her last known address. The employee’s address as it appears on the
Board’s records shall be conclusive when used in connection layoff, recall, or
other notice to the employee. It shall
be the responsibility of the employee to notify the Board of any change in
address. Failure to accept an offered
position within fourteen (14) calendar days from the date of such offer shall
terminate off of the employee’s employment rights with the District. It is
understood that the layoff and recall provisions set forth herein shall not
apply to any “provisional employee” as such employees are defined in Chapter
114 of the 1975-76 Laws of Washington.
Article III Section 9. Salaries and Stipends
STATE SALARY SCHEDULE:
Association members will be placed on the state salary schedule effective with
this contract. Members adversely affected, will be provided an incentive
supplemental contract equaling the difference between the 2002-2003 District
Salary Schedule and the State Salary Schedule. The difference will be
calculated on an FTE pro-rata basis for less than full time employees.
All supplemental contracts
will be based on the Association member’s placement on the State Salary
Schedule during the term of this contract.
The parties acknowledge the
necessity to comply fully with the salary and benefit increase limitations
imposed by State Law (hereinafter the “Salary Limits”). The parties further
acknowledge the complexity of the compliance problems confronting them. Thus,
it is not the intent of the parties to make any agreements which would preclude
the District from complying with the Salary Limits or vest employees with
salaries or benefits in excess of the Salary Limits.
Salary Calculation: The
District agrees to pass through to certificated employees state funded salary
increases during the term of the Agreement through the following calculation:
a) Experience increments
will be granted based upon proper placement of the District Salary Schedule
(Appendix A).
b) Education increments will
be granted by October 1 of each year, retroactive to September 1 of each year,
based upon proper placement on the District salary schedule.
COMPENSATION FOR SUBSTITUTES:
Represented substitutes who are represented by virtue of the thirty-one (31)
day rule shall be compensated at a daily rate determined by calculating 75% of
the state base per diem rounded to the nearest even number. Represented
substitutes who have been employed twenty-one (21) consecutive days or more in
one assignment shall be paid at a per diem rate based upon their appropriate
position on the salary schedule, effective on the 21st day of employment in one
assignment.
Leave replacement employees
are those hired to replace regular employees whom the Board has granted a specific
leave. Leave replacement employees will be placed at their appropriate position
on the salary schedule effective the first day of assigned leave replacement
and then will be subject to all terms and conditions of this agreement, except
that non-continuing contracts issued for less than forty-five (45) working days
will not be eligible for insurance benefits.
EXPERIENCE CREDITS
1. Degrees, credits and
experience will determine placement on the teachers' salary schedule.
2. Full experience for
previous teaching, whether in or out of the state, will be counted in placing
new teachers on the salary schedule.
3.1 Credit for experience
shall be allowed on the same basis as the state accepts experience on the
statewide salary schedule. Substitute teaching shall not be counted for
experience on the salary schedule.
3.2 College teaching will be
counted as teaching experience only when the teaching was performed under
regular contract. Credit for one (1) year's experience will be granted for
three hundred and sixty (360) hours of active instruction during any twelve
(12) month period.
4. Credit for experience
shall be given for active military, Peace Corps, or
EDUCATIONAL CREDITS
Certificated personnel
successfully completing courses that are approved by the Office of
Superintendent of Public Instruction for placement on the state salary schedule
(state allocation model/leap schedule) will receive approval for placement on
the salary schedule for courses completed prior to September 1 of the contract
year and documented by official transcript no later than December 1 of the
contract year.
100 level courses that are
accepted by the State for placement on the State allocation model will be
approved for placement on the salary schedule.
Transcripts are required for
verification of credits earned. It is the employee's responsibility to provide
the District administrative office with the information and documentation
required for salary schedule advancement.
Employees will be granted
credit for placement on the salary schedule for the current contract year
provided the employee submits transcripts or other proof of credits earned to
the District administration office prior to October 1, or the last working day
of September if October 1 is a non-working day, with an official transcript
required not later than December 1. However, if the employee does not provide
the District with an official college transcript by December 1 of the current contract
year, the employee will not receive the incremental increase for the contract
year. Exceptions shall be granted if the cause for additional delay is solely
the responsibility of the college or university provided the employee has
requested an official transcript by October 1st of the new school year
The District will accept
clock hour and in-service credits for placement on the District salary schedule
that are acceptable for placement by O.S.P.I.
PROFESSIONAL IMPROVEMENT
COUNCIL:
1. The Professional
Improvement Council shall meet when convened upon request of the chairman and
with at least five working days advance notice.
2. The Professional
Improvement Council will consist of the AEA president and two AEA
representatives appointed by the AEA president; two administrative
representatives appointed by the superintendent, and the superintendent. These
six persons will make up the Professional Improvement Council. The
superintendent's secretary will act as the secretary of record.
3. The first duty of the
committee at the first meeting of the school year shall be to elect a
chairperson and secretary. The chairperson will alternate each year between
members appointed by the association and administration.
4. A quorum shall be four
(4) members, and Robert's Rules of Order shall prevail. All information
discussed at meetings shall be considered privileged and confidential.
5. Certificated personnel
desiring credit on the salary schedule for courses which do not meet the
criteria in Article III, Section 9; Experience Credits, or do not meet with the
principal's approval may petition a review by the District's Professional
Improvement Council by submitting a request in writing to the chairperson. The
individual may appeal in his/her own behalf or have a representative present
his/her request.
6. Decisions of the
Professional Improvement Council may be appealed to the District Board of
Directors, whose decision shall be final.
EXTENDED CONTRACTS:
Extended contracts shall be
granted on the following basis:
Secondary counselors -
maximum 70 hours (10 days) before/after the regular contracted year for the
purposes of academic advisement, student scheduling, and other necessary
parent/student contacts.
Elementary Learning
Behavioral Specialists - maximum 35 hours (5 days) before/after the regular
contracted year for purposes of required individual student assessments.
K-12 Librarians - maximum of
35 hours (5 days) for purposes of opening/closing operations which are required
outside the regular school year. The scheduling of this time will be mutually
agreed to between the librarian and the building principal.
Vocational home economics
teachers shall be reimbursed for a maximum additional number of hours for home
visitations and state conferences, as determined by allowing one and one-half
1-1/2) hours per vocational student per year. Certificated employees providing
the extra services shall be reimbursed at their respective annual contracted
hourly rates.
Extended contracts will be
calculated as supplemental contracts for compliance purposes.
CURRICULUM DEVELOPMENT PAY:
When, in the judgment of the
TRAVEL REIMBURSEMENT --
Travel reimbursement will be consistent with current Board policy but no less
than the amounts adopted in Board policy as of 11/15/94. The following kinds of
trips will be reimbursed upon request and approval:
A. The non-contracted state
professional meeting days set aside each year;
B. Professional meetings
requested by an employee (clinics, music, conferences, etc.)
C. Meetings and visitations
undertaken at the direction of the Superintendent or designee on behalf of the
District;
D. In-District travel.
Article III Section 10. Insurance
Benefits:
The District shall provide
flow through state funded insurance amounts per FTE toward payment of premiums
of approved district group insurance programs for all employees and their
eligible dependents who elect to participate. Payments shall apply toward life,
dental, vision, medical, and other group insurance programs as approved by the
association and the Board. Annual enrollment for all employee group insurance
programs shall be during the first thirty (30) days of the school year. The
enrollment of newly employed employees shall begin with their employment and
shall be completed within the time specified by the insuring company. The
District will provide payment for insurance premiums for certificated employees
on the basis of their FTE employment.
In addition to the state funded
insurance amount, the District shall pay sixty percent (60%) of the amount per
month per FTE employee for the retiree subsidy owed to the State Health Care
Authority.
The District shall provide
payment for insurance premium payments of the following approved District group
insurance programs.
A. Life Insurance: The
District shall pay the monthly premium per certificated employee for a $50,000
Group Term Life and AD&D Insurance plan underwritten by Provident Life
& Accident Insurance Company.
B. Dental: The District
shall pay the monthly premium for dental insurance for certificated employees
and their dependents with the orthodontia benefit added. This plan will be the
Washington Education Association endorsed plan.
C. Vision: The District
shall pay the monthly premium for vision care for certificated employees and
their dependents. This plan will be Vision Care Plan II with Cosmetic Contacts
by Blue Cross of Washington and
D. Medical: After payments
have been made by the District for dental and vision premiums (above), the
total cost of dental and vision premiums shall be deducted from flow through
state funded insurance amounts plus the amount defined above per month in each
contract year with the difference applied to the WEA Medical/Life 365 Program
for certificated employees and their dependents.
E. Section 125 Plan:
Effective January, 1991 the District will establish a section 125 for insurance
premiums for policies listed in this contract only. Plan administrative costs
are to be paid by the provider.
The District will explore
the specific option of child care, and if it can be accomplished a plan will be
implemented as soon as possible.
F. Pooling per statutory
intent: Adjustments in the allocation of pooled monies shall be made annually
and payments shall begin no later than May. Allocation of funds shall be
designated by the AEA in consultation with the District no later than January
15 of each school year.
Increased insurance
contributions, if any, shall be provided to the extent of explicit
authorization and specific funding for so long as such improvement is provided
by law in keeping with all compliance requirements, and any adjustments
affecting individuals covered by this Agreement will be made as soon as
feasible after information is available.
G. The District will
pay the medical insurance premium for up to one (1) year for those employees on
approved medical leave who have exhausted their individual and shared sick
leave.
H. VEBA III
A certificated employee
retiring may have his/her sick leave buyout payments remitted directly to a
sick leave conversion program selected by the Association. Such program will
provide reimbursement of medical, dental and vision expenses, if the employee completes
the enrollment form and signs a hold harmless provision. Any retiring
certificated employee participating in the sick leave conversion program shall
hold the District and the Association harmless should the IRS find that the
District or the employee is in debt to the United States government for not
paying income taxes due on any amounts or as a result of the District not
withholding or deducting any tax, assessment, or other payment on such funds as
required by federal law. Neither the District nor the Association makes any
representations or warranties with respect to the tax consequences of the
program nor to the ability of the program sponsor or insurer to fulfill its
obligations under the program.
Any eligible certificated
employee who does not wish to sign the hold harmless provision will not be
permitted to participate in the plan at any time during the term of this
agreement, and any and all excess sick leave which in the absence of this
agreement would accrue to such employee during the term hereof, shall be
forfeited together with all cash conversion rights that pertain to such excess
sick leave.
Article III Section 11. Leaves
SICK
LEAVE:
The District agrees to
provide twelve (12) days per year accumulative leave per employee to be used in
the event of the absence of an employee necessitated by the personal injury to
or illness of the employee. Said leave shall be granted with no deduction in
salary. The use of sick leave, pursuant to the term 'emergency' in RCW 28A.58.099
shall be granted in the event of illness or injury of a member of the
employee's immediate family when the presence of the employee is required, as
recommended by the attending physician.
Leave days earned but unused
during each calendar year may be accumulated year to year to a limit of one
hundred eighty (180) days, or may be compensated annually or at retirement or
death so long as prescribed and permitted by statute.
Accumulated sick leave shall
be transferable into the District from any other school district in the state
of
An accounting of accumulated
sick leave shall be provided to each employee at the June pay period.
Sick leave shall be
applicable under the following provisions, in addition to definitions in the
above sections: (a) medical or dental appointments which require the attention
of an out-of-town specialist, if recommended by a physician or dentist; (b)
medical or dental appointments necessitated by pain or the need for immediate
treatment; (c) physical examinations required by a physician in conjunction
with a current illness. The District reserves the right to verify that an
appointment was not available on a non-school day or that appointments were
kept and to require a certificate of illness by a physician of the District's
choice at the District's expense.
MATERNITY
LEAVE:
An employee who becomes
pregnant must notify the administration no later than the end of the fourth
month of pregnancy. Maternity leave shall commence and terminate at the
discretion of the employee and her personal physician. Provided, however, that
if the District can establish sufficient evidence indicating that the employee
exhibits excessive absences and/or mental or physical strain which limit her
ability to perform her duties under District contract, the District may require
that maternity leave for that individual commence at the most appropriate time,
and the Superintendent shall make that determination. The employee shall submit
a letter requesting maternity leave which shall include a statement as to the
expected date of return to employment, as well as the date of commencement.
Such letter shall be filed with the District no later than two (2) weeks prior
to commencement of the leave. Every effort shall be made on the part of the
certificated employee to live up to the terms of the letter.
Within thirty (30) calendar
days after childbirth, the employee shall meet with the Superintendent and
agree upon a specific date for return to work. Disagreements as to return date
shall be submitted to the Secretary of the Human Rights Commission and a
mutually agreed upon M.D.
Employees on maternity leave
shall be granted their accumulated leave under the provisions of the District's
sick leave policy. Employees returning from maternity leave shall be placed in
their former position or a similar position in the District. (WAC 162-30-020.)
ADOPTION
LEAVE:
a. Ninety (90) days non-paid
leave shall be granted an employee who adopts a pre-school child and requests
such leave. The leave request shall be directed to the Superintendent or his
designee. This ninety days would apply to one parent only if both parents are
District employees. Additionally, the parent(s) may use sick leave to care for
an adopted child who has a diagnosed medical or health condition.
b. One (1) day of leave with
pay shall be granted which shall be the day the adoptive parent appears in court
to execute the legal adoption agreement; additionally, one (1) day leave with
pay shall be granted to the parent(s) which shall be the first day home with
the child.
c. The District shall be
notified when adoption proceedings have begun and the leave shall begin at a
natural break in the school year or a mutually agreed upon date.
d. At the discretion of the
District, adoption leave may extend up to one semester beyond the initial
ninety (90) day leave for one parent. The exact date of the employee's return
will be determined in consultation with the Superintendent and the employee's
immediate supervisor.
e. In the event adoptive
parents are both employees of the District, only one adoptive parent shall be
entitled to adoption leave except as noted above.
f. Experience credit will
not be given for leave time in excess of one (1) semester.
BEREAVEMENT
LEAVE:
The District agrees to
provide with no deduction in salary, up to five (5) days per year per employee
in the event of death or serious illness in the family of the employee.
"Family" may include a significant other living in the same household
or close personal friend. This leave shall be non-accumulative from year to
year.
'Serious illness' shall be
interpreted as any illness of an emergency nature in which death is imminent or
in which the condition has been described as critical by a physician. 'Family'
shall be interpreted as father, mother, brother, sister, children, spouse,
aunt, uncle, grandparents, step-relatives, and in-laws of the same degree of
relationship. 'Close friend' shall be determined applicable by the
Superintendent as a result of a conference between the Superintendent and the
employee.
EMERGENCY
LEAVE:
The District agrees to
provide, with no deduction in salary, up to two (2) days per employee per year,
non-accumulative, for absences of an employee for emergencies as specified
below:
A. Any illness or injury to
a member of the employee's family.
B. Any act over which one
has no control or which results in serious personal loss, such as fire, natural
catastrophe.
C. Any accident without
personal injury (i.e., auto accident, accident in public conveyance).
D. Any mandatory court
appearance which is not the result of an illegal act on behalf of the employee.
E. Legal and business
commitments which cannot be foreseen which demand immediate action and cannot
be transacted during non-school hours and for which the employee will not be
deriving immediate material gain.
F. Honors and awards to spouse
or child which have been approved in advance by the Superintendent (i.e.,
college graduation, state tournaments, college musical or drama presentation,
professional awards).
Additional emergency leave
days may be granted above the total amount in this section after review by the
superintendent/designee.
CIVIC
LEAVE:
The District may provide up
to two (2) days per year per employee in addition to sick leave for staff
service as a member of a civic organization, for attendance at conventions, or
for vital business, upon the written application of the employee and the
approval of the Superintendent.
JURY
DUTY:
In the event an employee is
selected to serve on a jury, the District agrees to provide jury leave at
regular pay with a deduction for jury pay for a period not to exceed fourteen
(14) work days.
PROFESSIONAL
LEAVE:
Professional leaves may, at
the Board's discretion, be granted for one quarter, one semester, or one year
to those employees who have served the District a minimum of five (5) years. An
employee who has had a professional leave can become eligible for another
professional leave after serving an additional five (5) years in the District.
To qualify for professional leave, an employee must be eligible following the
leave for at least three (3) years of service before reaching compulsory
retirement age.
An employee on professional
leave shall receive all employee benefits he would have received if he had
remained on active duty and fifty percent (50%) of his regular salary. An
employee receiving salary while on professional leave shall not engage in
teaching or other remunerative occupations during such period. This does not
prevent an employee from furthering his education on a teaching scholarship or
fellowship.
Employees granted
professional leaves shall agree to return to regular service in the District
upon the expiration of their leaves for a period of at least one (l) year. If
an employee does not return to regular service with the District at the
expiration of the leave, all salary paid during the leave shall become due and
payable to the District. If an employee should die or become permanently
disabled while on professional leave, no repayment of salary paid while on
leave shall be required.
Any employee desiring
professional leave must submit a written request to the Superintendent prior to
March 15 of the school year prior to the year for which professional leave is
desired. The request shall specify the reasons for which leave is requested and
give specific plans and endeavors. No more than two percent (2%) of all
employees may be granted professional leave during any school year.
An employee returning from
professional leave shall be given the same consideration for returning to the
position of his last assignment as if he had been on active duty. It shall be
assumed that the employee wishes to return to the position of his last
assignment unless he notifies the Superintendent by February 15 prior to the
expiration of his leave. If reassignment is necessary, procedures outlined in
this contract shall be applicable.
MILITARY
LEAVE:
Every employee who is a
member of the armed services, including the National Guard and the Reserves,
shall be entitled to a maximum of fifteen (15) days military leave per calendar
year without loss of pay or accumulated sick leave, if ordered to duty by the
military (RCW
38.40.060).
ASSOCIATION
LEAVE:
A maximum of thirty-one (31)
days of leave per year for Association business will be granted provided that
in no case shall any individual member be released for more than ten (10) days
in any school year. Notification of the leave shall be submitted by the
Association President in writing to the Principal no less than three (3) days
before the leave is to take effect. The Association President and the employee
shall be informed of the arrangements made for the leave. The Association will
compensate the District by the amount equal to the cost of the substitute
within a month of when the leave was taken.
LEAVES
OF ABSENCE:
Each request for whatever
reason will be considered on its own merits. A request for and reassignment
from a leave for reasons of health shall be accompanied by a verifying
statement from an M.D. Application for leave of absence shall be made in
writing before March 15 of the year preceding the school year or years for
which the leave is requested. Requests shall be made to the Superintendent and
he shall communicate such requests to the members of the Board within ten (10)
days following receipt of the leave request with his recommendations for their
final decision. The Board will act upon said requests within forty (40) days or
at the next regular Board meeting, whichever occurs first. All approvals and denials
will be in writing.
Requests for leaves of
absence due to extended illness shall be verified by a physician. The employee
receiving such leave will retain contracted status at no salary through the
completion of the contracted year and may continue to receive the benefits of
the shared health insurance program for a maximum of six (6) months.
Employees granted leave must
present written notice to the Superintendent by March 15 of intent to return
for the year following the leave. Upon return from leave, the employee shall be
placed in the position last held or in a similar position in the District.
If leave is denied or
recommended to be denied by the Superintendent, the person involved shall have
and shall be granted an opportunity to meet with the Board or a committee
thereof to discuss such denial. All leave approvals and denials will be in
writing.
Compensation for leave of
absence from the District will not be granted. If partial service is rendered
to the District during the year, compensation for this service will be
arranged.
While on leave, the
certificated member will maintain seniority in the District. There will be no
loss of accrued benefits or penalties assessed because the member was on leave
of absence. Upon return from leave, the employee will be placed at the salary
schedule step that college training and teaching experience indicate. There
will be no experience increment for the year of leave of absence unless the
employee was engaged in full-time teaching as part of his scholarship or
educational grant.
ANNUAL
LEAVE:
Three (3) days leave, accumulative to five (5) days, (effective in 2008-2009,
four (4) days leave accumulative to five (5) days), shall be granted an
employee for personal, business, legal, or religious reasons, provided, no more
than ten (10%) percent, (the number to be rounded to the next whole number, or
a minimum of two (2) staff members per building) shall be granted such leave in
any one day. In addition, at least forty-eight (48) hours advance notice of
request for such leave must be given to the building principal/supervisor. All
accumulated annual leave (1-5 days) may be cashed out at a rate of $135.00 per
day or current daily substitute rate, whichever is higher. Employees may retain
up to 1 day to hold over for the following year. This cash out will
appear on the July or August paycheck. The Association agrees to
indemnify and to hold the District harmless from all claims asserted and law
suits commenced due to any action taken by the District in strict compliance
with this section.
LEAVE
SHARING:
Employees may donate sick
leave to another employee subject to the following:
1. The donating employee
must have an accrued sick leave balance of more than sixty (60) days.
2. The donating employee may
be allowed to grant up to six (6) days of leave during any twelve (12) month
period.
3. The donating employee
cannot request a transfer which would result in his or her sick leave account
going below sixty (60) days.
4. To qualify for days under
this provision a receiving employee must comply with the following conditions: i) he/she must suffer from, or have a relative or household
member suffering from, an illness, injury, impairment, or physical or mental
condition which is of an extraordinary or severe nature and which has caused,
or is likely to cause, the employee to either go on leave without pay or to
terminate employment; ii) the Superintendent/designee determines that the
receiving employee's absence and the use of the shared leave are justified;
iii) the receiving employee has depleted, or will shortly deplete, his/her sick
leave; and iv) the receiving employee has diligently pursued and been found to
be ineligible for worker's compensation benefits.
5. The Superintendent/designee
shall monitor the amount of leave, if any, which an employee may receive under
this section. However, an employee shall not receive a total or more days than
constitute his/her regular work year.
6. An employee who receives
leave under this section will retain his/her status as a District employee.
7. Donating employees will
complete a form titled "Transfer of Sick Leave" and submit the form
to the District.
Each building shall have the
following facilities and equipment for the use of employees in that building:
A. Space in each classroom
to store instructional materials and supplies.
B. A work area containing
equipment and supplies to aid in the preparation of instructional materials.
C. A furnished faculty
lounge separate from any work area, equipped with a telephone line and
instrument, if possible.
D. A desk and chair and
filing cabinet in each classroom.
E. A communication system,
not necessarily electrical, between classrooms and the main office.
F. Well lighted and clean
restrooms, separate from student restrooms.
G. A separate dining area
(e.g., teachers' lounge) apart from the student dining area.
In order to permit freedom
of access both during and after regular school hours, all employees will be
issued keys or be provided means of access to their classrooms, faculty lounge,
work area, and outside door of their assigned building, subject to the control
of the District. An adequate part of the parking lot at each school will be
reserved for employee parking, if possible. Representatives of the Association
may meet and confer with the building principal to recommend specific changes
or improvements in the facilities and their use.
Article III Section 13. Professional
Responsibilities
Teachers shall be
responsible for complying with the provisions of all Board policies, following
the prescribed courses of study, enforcing the rules and regulations of the
school district, and maintaining and rendering the appropriate records and
reports, provided that written copies have been issued to all certificated
employees. Teachers shall have the right, and it shall be their duty, to direct
and control within reasonable limits the studies of their pupils, taking into
due consideration individual differences among pupils, provided that all pupils
shall receive instruction in such prescribed courses of study as are required
by law and regulations. Teachers shall be responsible for the evaluation of
each pupil's educational growth and development, and for making periodic
reports to parents or guardians and to the designated school administrator.
Teachers shall be required to perform their duties in accordance with WAC
180-44-010.
Article III Section 14. Auxiliary
Personnel
Definition: Auxiliary
personnel are persons who assist in, but are not responsible for, instruction
under the supervision of a certificated staff person. Auxiliary personnel shall
be responsible to the administrator and employee or employees to whom they are
assigned. Certificated employees shall be consulted prior to the assignment of
auxiliary personnel. Auxiliary personnel shall not be used to relieve
certificated employees (classroom teachers) of their teaching responsibilities.
Article III Section 15. Student Teachers
Teachers requesting a
student teacher shall make written application through their building
principal. No teacher shall be assigned a student teacher for more than two (2)
quarters per year. Principals shall serve as supervisors of all student
teaching assignments in their buildings. Only those teachers who are willing to
accept student teachers will be given the assignment.
Article III Section 16, After School
Supervision
Teachers will not be
required to supervise after school elementary music performances.
Article IV Section 1. Orientation of
Staff
In the formal program
provided by the District for the orientation of new employees, there shall be
an opportunity for participation by Association representatives. The names of
all employees, their building, grade, and subject assignments shall be provided
to the Association as soon as possible each fall.
Article IV Section 2. Class Size/ Load
Review Team
The following instructional
load standards are established except for traditional large group instruction
classes, such as music, K-6 physical education, team teaching and special
education programs for which state standards are prescribed, and except when
the District because of financial crisis (such as levy failure) has
significantly less money for the instructional programs than it traditionally
has. Combined classes will use the lowest grade level to determine the class
standard.
Class Size
Effective 1998/99
GRADE SHALL NOT EXCEED
K-1 23
2-4 24
5-6 28 (26 effective
2008-09)
7-12 30 average or 32 per
class
Relief of Overloads
Should classes exceed the
above numbers after the first five (5) student days of the school year at the
elementary schools or the first five (5) student days of each grading period at
the secondary schools (semester/trimester), the District will remedy these
overloads with student transfer, addition of staff, new class sections, etc.
within ten working days. If such a remedy cannot be accomplished the District
will provide each affected teacher a salary adjustment of:
Elementary:
1st student over
the maximum $8.00 per day ($10.00 per day effective 2008-09)
2nd student over
the maximum $8.00 per day ($10.00 per day effective 2008-09)
3 rd student over
the maximum $25.00 per day
Middle/High Schools:
$8.00 per day per student
(or fraction thereof) over the average of 30, or per student over 32 in an
individual class, whichever is greater. ($10.00 per day effective 2008-09)
The above salary adjustments
will be granted retroactive to the sixth (6th) day of the applicable
term. It is clearly understood that in the event class loads drop below the
identified numbers above, the applicable salary adjustment will cease.
Specialists for the
elementary school, librarians, counselors, and other school personnel who do
not maintain a regular classroom shall not be counted in the teacher-pupil
ratio determination.
Computation of Class Size:
Class size is defined as the total of those students spending one-half or more
of their instructional time in an assigned classroom. This provision shall be
subject to the Grievance Procedure, Article V, only as a Class B Grievance. The
decision of the Board of Directors shall be final and binding.
Section 2. Class Size/Load
Review Team:
2.1 An
advisory process for the purpose of reviewing unusual classroom/support staff
loads shall be established.
2.2 The
review team will review class size and teacher/support staff loads, to assure
that the assignment of special needs students including but not limited to
bilingual, special education, and remediation students are not excessively
assigned to one classroom teacher/support staff. The focus will be to review
concerns related to teacher/support staff loads and to identify alternative
solutions. The process is not an advocacy forum nor an extension of the bargaining
process, but a professional/collegial approach to resolving staff concerns. The
Review Team will strive to reach a consensus on solving concerns brought to its
attention and refer their solutions to the Superintendent.
2.3
Procedures for establishing teams: Individual classroom teachers or support
staff who want their student loads reviewed should contact their building
principal first to resolve their concern. If the concern is not solved, they,
or their building principal may request, in writing, that their concerns be
reviewed. The request should contain the statement of the concern and
request(s) to remedy the concern. The written request shall be addressed to the
Superintendent and the AEA President, who should then review the request and
determine the need for further action. If necessary, they will each appoint up
to three (3) representatives to review the concern. Written recommendations
from the Review Team will be presented to the Superintendent within ten (10)
working days.
2.4 The
determination of a final solution, with supporting rationale, will be made by
the Superintendent and communicated to all relevant parties in writing within
ten (10) working days after the meeting in 2.5.3 above.
Article IV Section 3. Preparation Period
Preparation time shall be
free from student supervision, parent visitation and duty imposed by an
administrator.
Grades 7-12 certificated staff who agree to
teach under contract during prep time will be offered an additional contract
equivalent to .167 FTE per semester taught (formula based on 4 period
instructional day). If the certificated staff member is on authorized paid
leave during the period of time covered by said additional contract, there will
be no reduction in the staff member’s pay.
Elementary teachers shall
have a minimum of 225 minutes of preparation time per week. Such time will
consist of at least four forty-five (45) minute blocks per week and be taken
from: (1) forty-five (45) minute
block at the beginning or ending of the workday before or after classes begin
or end; and (2) time while responsibility for their classes is assumed by
subject area specialists.
Secondary: Semester plan --
one 45-minute planning period per day.
Specialists: Program or
subject area specialists will be provided the same number of 45-minute blocks
per week as other elementary teachers. Educational Staff Associates shall be
provided with an average of at least 45 minutes per day preparation time.
Per school board policy
#4200.
Article IV Section 5. Student Discipline
The Board and administration
shall support and uphold employees in their efforts to maintain discipline in
the District and as soon as possible shall give response to all employee
requests regarding discipline problems. Further, the authority of employees to
use prudent disciplinary measures which are not arbitrary nor capricious for
the safety and well-being of students and employees, as provided in District
policies, is supported by the Board. In the exercise of authority by an
employee to control and maintain order and discipline, the employee may use
reasonable and professional judgment concerning matters not provided for by
specific policies adopted by the Board and not inconsistent with federal or state
laws or regulations.
The District agrees to
conduct informational meeting(s) at the building level for certificated
employees concerning applicable federal, state, and local laws and district
rules, regulations, and procedures pertaining to student rights and the
processing of student discipline. The meeting(s) shall be held prior to
September 30.
ARTICLE V. GRIEVANCE PROCEDURE
The purpose of this procedure is to provide a means for the
orderly adjustment of grievances of District employees covered under the terms
of this Agreement.
Article V Section 1. Definitions as used
in this statement:
1. Grievances are of two
classes:
Class A. A dispute by an
employee or the Association President concerning the interpretation or
application of the terms of the Agreement. Grievance brought by the Association
President may move automatically to Step III.
Class B. A dispute by an
employee that an existing District policy, regulation or rule has been
misinterpreted or misapplied.
2. 'Days' as used herein shall
mean regular teacher contracted work days except that after the last regular
teacher contracted work day, days shall mean District business days.
3. Time Limits: Failure of
the District to act in a timely manner in Steps I, II, III, IV will automatically
move the grievance to the next higher step for consideration. Failure of the
grievant to act in a timely manner will nullify the grievant's
claim at any step level. Time limits prescribed herein may be extended by
mutual consent of the parties.
Article V Section 2. Representation
The grievant may be
represented by a representative of the Association and/or counsel provided that
any employee at any time may present his grievance to the employer and have
such grievance adjusted without the intervention of the exclusive bargaining
representative, as long as such representative has been given an opportunity to
be present at that adjustment and to make his/her views known, and as long as
the adjustment is not inconsistent with the terms of this collective bargaining
Agreement.
There shall be no reprisals
by the
Article V Section 4. Assistance in
Investigations
The District will supply the
grievant, upon request, such information as is reasonably required for
investigation or processing of the specific alleged grievance.
Article V Section 5. Release from Duty
If attendance at mutually
scheduled meetings, hearings, or appeals relating to the grievance adjustment
process, whether as a grievant or witness, requires a certificated employee's
(as covered by this Agreement) absence from his duty assignment, he shall be
released without loss of pay. The Association shall reimburse the District for
the cost of the substitute for the Association representative.
Article V Section 6. Procedure
Step
I, Class A & B:
An employee shall first
present his/her grievance to his/her supervisor for settlement. Such
presentation shall be made within thirty (30) days following the occurrence of
the event giving rise to the grievance or first becoming known to the employee.
The supervisor shall, within seven (7) days thereafter, provide to the employee
his/her answer to the grievance.
Step
II, Class A & B:
If the grievance is not
resolved to the grievant's satisfaction in accordance
with the preceding sub-section, the grievant has seven (7) days from the answer
in Step I or seven (7) days from the time an answer should have been provided
in Step I, to move the grievance forward by submitting it in writing to the grievant's supervisor. A statement of the grievance shall
contain the following: (1) the facts on which the grievance is based; (2) a
reference to the specific provisions in this Agreement which have been
allegedly violated; (3) the remedy sought. The parties have ten (10) days from
submission of the written statement of grievance to resolve it through
meeting(s). A written statement indicating a disposition of the grievance shall
be furnished to the aggrieved.
Step
III, Class A & B:
If no settlement has been
reached within the ten (10) days referred to in Step II, and the grievant
believes the grievance to be valid, the grievant shall submit a written
statement of his/her grievance to the District's Superintendent or his/her designee
within fifteen (15) days of the written disposition in Step II, or fifteen (15)
days from the time such disposition should have been due. After such
submission, the parties will have fifteen (15) days to resolve the grievance
through meetings. A written statement indicating a disposition of the grievance
shall be furnished the aggrieved.
Step
IV, Class B Only:
If no settlement is reached
in Step III, Class B, within a specified or agreed time limit and the grievant
believes the grievance to be valid, then a written statement of grievance shall
be submitted within fifteen (15) days to the District Board of Directors. After
such submission, the parties will have thirty (30) days to resolve the
grievance. The Board of Directors reserves the right to summon the grievant for
a hearing to review the grievance. The grievant reserves the right to appear
before the Board of Directors for a hearing to review the grievance. A written
statement indicating the disposition of the grievance shall be furnished the aggrieved.
The decision of the Board shall be final and binding as rendered in this step.
Step
V, Class A only from this point on:
If no settlement is reached
in Step III and the grievance falls within the terms of the Class A definition,
then the grievant may, in writing, within ten (10) days thereafter, request
that the matter be submitted to an arbiter for prompt hearing as hereafter
provided in 5.1 - 5.4 inclusive:
5.1 (a)
Written notice of a request for arbitration shall be made to the superintendent
within ten (10) days of receipt of the decision in Step III.
(b) The issue must involve
the interpretation or application of a specific provision of this Agreement.
5.2
When a timely request has been made for arbitration, the parties may agree to
select an impartial arbiter to hear and decide the particular case. If this
process is acceptable, the arbiter shall be mutually selected within five (5)
days after submission of the written request for arbitration. If it is not
possible within this time frame or if selection as contained herein is not
mutually acceptable, the provisions of 5.3 shall apply.
5.3 In
the event an arbiter is not agreed upon as provided in 5.2, the parties shall
jointly request the American Arbitration Service to submit a panel of seven (7)
arbiters. Such request shall state the general nature of the case and ask the
nominees be qualified to handle the type of case involved. When notification of
the names of the seven (7) arbiters is received, the parties in turn shall have
the right to delete a name from the panel until only one (1) name remains. The
remaining person shall be the arbiter. The right to delete the first name from
the panel shall be determined by lot. The process shall be completed within
five (5) days of receipt of the list.
5.4
Arbitration proceedings shall be in accordance with the following:
(a) The arbiter shall hear
and accept pertinent evidence submitted by both parties and shall be empowered
to request such data as the arbiter deems pertinent to the grievance and shall
render a decision in writing to both parties within twenty (20) days (unless
mutually extended) of the completion of the hearings.
(b) The arbiter shall be
authorized to rule and issue a decision in writing on the issue presented for
arbitration, which decision shall be final and binding on both parties.
(c) The arbiter shall rule
on the basis of information presented in the hearing and on the basis of the
arguments and contentions of the parties as set forth in any pre and post
hearing briefs, and shall refuse to receive any evidence after the hearing
except by mutual agreement.
(d) Each party on the
proceedings may call such witnesses as may be necessary in the order in which their
testimony is to be heard. Such testimony shall be pertinent to the matters set
forth in the written statement of grievance. The arguments of the parties may
be supported by oral comment and rebuttal. Such arguments of the parties,
whether oral or written, shall be pertinent to and directed at the matters set
forth in the grievance.
(e) Each party shall pay any
compensation and expenses relating to its own witnesses or representatives.
(f) The costs for the
services of the arbiter, if any, including per diem expenses, his/her travel
and subsistence expenses, and the cost of any hearing room, will be borne
equally by the Board and the Association.
All other costs will be borne by the party incurring them.
(g) The total costs of the
stenographic record, if requested, will be paid by the party requesting it. If
the other party also requests a copy, that party will pay one-half of the
stenographic costs.
5.5 All
decisions arrived at under the provisions of this Step V Class A only by the
representatives of the District and the Association or the arbiter shall be
final and binding upon both parties, provided, however, in arriving at such
decisions, neither of the parties nor the arbiter shall have the authority to
alter this Agreement in whole or in part.
5.6
Personnel Files: All documents, communications and records dealing with the
processing of a grievance shall be filed separately from the personnel file of
the participants.
5.7
Exclusion of certain matters: Matters for which another method of review is
required by law and/or exempted by the terms of this Agreement shall be
excluded from this grievance procedure.
ARTICLE VI. NEGOTIATIONS PROCEDURES
A. OBJECTIVES
The Board and Association
agree that the negotiations process is dependent on mutual understanding and
cooperation and therefore requires a free and open exchange of views in
deliberations. Both parties agree to meet at reasonable times and places and to
negotiate in good faith effort to reach agreement.
B. REPRESENTATION
Members of the Board or
their designated representatives and representatives named by the Association
shall meet for the purpose of negotiating and seeking agreement. Neither party
will attempt to exert any control over the other's selection of its
representatives except that no member of the unit shall be used as a negotiator
for the Board. Consultants may be called upon by either party and utilized in
the negotiation of any matter being considered by the negotiation teams.
C. SUBJECTS OF NEGOTIATIONS
The negotiations teams shall
consider subjects for negotiations pursuant to RCW 4l.59.
D. DIRECTING REQUESTS
Requests from the
Association for meetings of the negotiating teams shall be made in writing
directly to the Superintendent or designee and the Board. Requests from the
Board shall be made in writing directly to the President of the Association.
The meetings shall be established at a mutually agreeable time and place.
E. EXCHANGE OF INFORMATION
The Board agrees to furnish
the Association all information so as to meet all public disclosure
requirements needed for developing intelligent, feasible and constructive
proposals on behalf of the employee.
F. AGREEMENT
When agreement is reached,
it shall then be made in writing and submitted for ratification to the Board
and to the Association. When approved by both parties, it shall be signed by
their respective presidents. Three (3) copies shall be signed for the purpose
of record: one (l) retained by the Board; one (l) by the Association; and one
(l) by the Superintendent.
G. SCHOOL CALENDAR
The parties recognize that
the calendar is a mandatory subject of bargaining. In recognition of this fact,
the Association will appoint its representative to a calendar committee
consisting of one representative from each bargaining unit, one representative
from the non-represented employees, and one parent representative appointed by
the Parent Teacher Association. The committee will develop calendar options to
be voted on by all employees. The Committee will recommend to the School Board
the calendar that receives the most votes. Should the Board fail to adopt the
calendar that receives the most votes from all employees, contract negotiations
will be opened, limited to this section.
This Agreement between the
Board and Association shall be in full force and effect from September 1, 2006
to August 31, 2009 with no re-openers except that provided in Article VI, G
School Calendar and in the 2006-07 school year; Article III, Section 6.
Between
Anacortes
Education Association
And
The
Association and the District agree to jointly establish common understandings
during the 2006-07 school year regarding Article III, Section 6.
________________________________________________/____________________________
For
the Association Date
_______________________________________________/_____________________________For
the District Date
Between
Anacortes Education
Association
And
The
Anacortes Education Association and the
We agree to
a trial period of one year in which employees shall begin their work day with a
block of at least twenty (20) minutes before the student's school day begins
and shall continue for a block of at least twenty (20) minutes after the
student's day ends. The total amount of minutes for these blocks of time shall
be no less than fifty (50) minutes per work day. The work day for all employees
shall be seven (7) hours, except that the District shall have the right to
adjust the employee work day if necessary to meet the compliance requirements
of the Basic Education Act. In addition, all certificated staff shall have a
duty-free lunch period of not less than thirty (30) continuous minutes.
The 50
minutes per week accumulated by reducing the total daily blocked minutes from
sixty (60) to fifty (50) may
be added to one of these blocks each week before or after the student’s day to
create an extended block of Professional Learning Time that shall be no less
than eighty (80) minutes long.
1.
This
reconfiguration of the length of the work day:
2.
Must
not lengthen the contract day
3.
Must
include at least one P.L.T. block per month designated to individual teachers
for preparation enhancement of their instructional program.
4.
Will
include an additional P.L.T. block which will be teacher directed during the
month when grades are due.
5.
Will
insure that no seat time will be lost to students as a result of the change.
Will not
replace current allocated planning time
Each week, no more than two of these blocks may be used for scheduled administrative meetings. The remaining blocks of time will be
designated for scheduled parent meetings. If no meetings are scheduled, these
blocks of time are intended
to be teacher directed.
At the
conclusion of the 2008-2009 school year, the Association and the District will
reassess this approach. Unless both sides agree to continue, the collaborative
day will be cancelled, the beginning and end of the school day will revert to
their original times, and it may
be put forth, by either party, as an item of negotiation during our scheduled
contract negotiations.
Appendix A
Certificated Salary Schedule 2006-07
Appendix B- Evaluation and
Observation Forms
Form
1- Employee Performance Evaluation: Additional Comment Sheet
Employee Performance Evaluation: Additional Comment Sheet
Name
of Employee:
Assignment:
Department
or School: Evaluation Period:
Additional
Comments:
_______________________________________________________________________
Signature Title Date
Employee’s
signature below indicated receipt of this evaluation report. Employee’s
signature does not, however, imply agreement with it’s contents.
________________________________________________________________________
Signature
of Employee Date
Appendix B- Evaluation and
Observation Forms
Form
2- Classroom Support Personnel Evaluation
Classroom Support Personnel Evaluation
Name
of Employee: Evaluation Type: 90 day
Position:
Annual
School:
Other
3
Satisfactory
2
Needs Improvement
1
Unsatisfactory
1
2
3
Knowledge
and Scholarship in Special Field
Specialized
Skills
Management
of Special/Technical Environment
Support
Person as “Professional”
Involvement
in Assisting Pupils, Parents and Educational Personnel
Evaluators
Summary Statement
The
Evaluator will make a summary statement regarding each employee’s overall performance.
Comments relating directly to evaluate criteria and/or observation records are
required for all Unsatisfactory (1) marks and for all Needs Improvement (2)
marks.
I find
this Employee’s performance to be: ____ Satisfactory
____
Unsatisfactory
____
Needs Improvement
Signature
of Evaluator________________________________________Date______________
Employee’s
signature below indicates receipt of this evaluation report. Employee’s
signature does not, however, imply agreement with the content of this
evaluation report.
Signature
of Employee________________________________________Date_______________________
Appendix B- Evaluation and
Observation Forms
Form
3- Classroom Teacher Performance Evaluation
Classroom Teacher Performance Evaluation
Name
of Employee:
Assignment:
Department
or School: Evaluation Period:
3
Satisfactory
2
Needs Improvement
1
Unsatisfactory
Instructional Skills
1
2
3
Planning
Subject Matter Instruction
Evaluation of Student Progress
Interest in Teaching Pupils
Knowledge of Subject Matter
Classroom Management
Handling Student Discipline
Professional Preparation and Scholarship
Effort toward Improvement When Needed
Evaluators Summary Statement
The Evaluator will make a summary statement regarding each
employee’s overall performance. Comments relating directly to evaluate criteria
and/or observation records are required for all Unsatisfactory (1) marks and
for all Needs Improvement (2) marks.
I find this Employee’s performance to be: ____ Satisfactory
____ Unsatisfactory
____ Needs Improvement
Signature of
Evaluator________________________________________Date______________
Employee’s signature below indicates receipt of this evaluation
report. Employee’s signature does not, however, imply agreement with the
content of this evaluation report.
Signature of
Employee________________________________________Date_______________________
Appendix B- Evaluation and
Observation Forms
Form
4- Observation Notes
OBSERVATION
NOTES
Observer
Teacher
Date
Period
Class
Observed
Appendix B- Evaluation and
Observation Forms
Form 5
– Post Observation Conference
Post Observation Conference
Observer:
Teacher: Date of Conference:
Did
the teacher accomplish what he/she had planned?
What
would you do differently, if anything?
Impressions
of observer:
Gradebook:
Up to date? Organized?
Attendance:
Teacher takes? Problems noted? Problems fixed?
Classroom
Management: Good variety of activities? Pacing? Involvement of all students?
Curriculum
Planning/EALRs:
Keeping
students in class and on-task until the bell:
Evidence
of lesson planning? Lesson Plan books, etc.
Other?
Appendix B- Evaluation and
Observation Forms
Form
6- Pre Observation Conference
Pre Observation Conference
Observer:
Teacher: Class to be observed:
Period:
Date: Time:
What
will be taught?
How
does this lesson fit into a unit plan, and into the course generally?
What
methods will be used to teach this material? What classroom management
techniques are used to keep all students on task, all of the time? How does
this lesson connect with the District approved subject area curriculum with
related benchmarks, EALRs and Washington State Learning Goals?
What
does the teacher want the observer to look toward improvement?
Appendix B- Evaluation and
Observation Forms
Form
7- Professional Growth Option Plan
Professional Growth Option Plan
Name:
School year:
1.
Professional goals (one to five goals recommended) which are to be the focus of
my Professional Growth Plan activities and discussions
2.
What is the plan of action for achieving my goals?
3. How
can my supervisor help me to achieve my goals?
4. Who
will be involved in working with me to achieve my goals?
5. How
will I measure my success in achieving my goals?
WAC392-191-080 stipulates that one or more of the following
sources of information are to be used in developing the professional growth
plan: 1) peer review and evaluation 2) input by parents 3) input by students 4)
personal and/or professional goals 5) school district goals 6) building goals
7) self-assessment 8) personal academic records and 9) school district
evaluations
Supervisor:____________________________Teacher:___________________________
Date:_________________________________
Summary
of progress toward goal attainment:
Supervisor:____________________________Teacher:___________________________
Date:_________________________________
Appendix B- Evaluation and
Observation Forms
Form
8- Short Form Classroom Support Personnel
Short Form Classroom Support Personnel
Employee
Name
School
Assignment
FTE
level
Date
Performance Observation Date(s)/ Time(s)
Summary:
Criteria-
Classroom Support Personnel
Addressed
criteria
Knowledge
and Scholarship in Special Field
Specialized
Skills
Management
of Special/Technical Environment
Support
Person as “Professional”
Involvement
in Assisting Pupils, Parents and Educational Personnel
This
verifies participation in the Professional Growth Option
In my
judgment, based on the adopted criteria, the overall performance of the
employee named above has been satisfactory during this evaluation period.
Evaluator:_______________________________________Date:_______________________
Employee:_______________________________________Date:_______________________
Appendix B- Evaluation and
Observation Forms
Form 9
– Short Form Classroom Teacher
Short Form Classroom Teacher
Employee
Name
School
Assignment
Teaching
Assignment
FTE
level
Date
Performance Observation Date(s)/ Time(s)
Summary:
Criteria:
Classroom Teacher
Addressed
Criteria
Instructional
Skills
Interest
in Teaching Pupils
Knowledge
of Subject Matter
Classroom
Management
Student
Discipline
Professional
Preparation and Scholarship
Effort
toward Improvement
This
verifies participation in the Professional Growth Option
In my
judgment, based on the adopted criteria, the overall performance of the
employee named above has been satisfactory during this evaluation period.
Evaluator:_______________________________________Date:_______________________
Employee:_______________________________________Date:_______________________
Appendix B- Evaluation and
Observation Forms
Form
10- Classroom Teacher and/or Support Person Personnel Performance Observation
Form
Classroom Teacher and/or Support Person Personnel Performance
Observation Form
Name
of Employee:
Assignment:
School:
Observation
Date:
Time
begun:
Time
ended:
Date
of Conferences:
Pre-observation
(if any):
Post
observation:
Observations:
Conclusions
Drawn:
Signature of
Evaluator________________________________________Date______________
Employee’s signature below indicates receipt of this
evaluation report. Employee’s signature does not, however, imply agreement with
the content of this evaluation report.
Signature of
Employee________________________________________Date____________________
Appendix B- Evaluation and
Observation Forms
Form
11- Classroom Support Personnel Evaluation
CLASSROOM
SUPPORT PERSONNEL EVALUATION
Name
of
Evaluation
Period to
3
Satisfactory
2
Needs Improvement
1
Unsatisfactory
1 2 3
Knowledge and Scholarship in
Special Field:
Specialized Skills
Management of
Special/Technical Environment
Support Person as
“Professional”
Involvement in Assisting
Pupils, Parents.......................
and Educational
Personnel
EVALUATOR’S
SUMMARY STATEMENT---
The
evaluator will make a summary statement regarding each employee’s overall
performance. Comments relating directly to evaluative criteria and/or
observation records are required for all Unsatisfactory (1) marks and for all
Needs Improvement (2) marks.
Appendix C -
2006-2007
SUPPLEMENTAL
HOURS STIPEND VERIFICATION
Name
of Certificated Employee:
In
order to meet audit requirements for verification of additional
responsibilities performed for the additional compensation paid, please
indicate by signature below that you have performed the additional duties for
which you have been offered/paid compensation as noted. You are required to
document your hours and activities and be able to produce your documentation if
requested.
Supplemental
Hours Stipend
I
certify that I completed hours and duties in accordance with my supplemental
contract for the Supplemental Hours Stipend. These duties include, but are not
limited to:
•
Opening and closing of school
•
Extended staff meetings
•
Student progress reports
•
Open house
•
Orderly check-in and check-out procedures
•
Staff development and inservice workshops
•
Site-based management
•
Activities that directly support the state’s educational reform efforts, EALRS,
and district strategic planning goals
•
Other related activities under the supervision of the building
principal/program director
_______________________________
_________________________________
Employee
Signature Date Supervisor/Principal Signature Date