PREAMBLE
A Collaborative Relationship
This Preamble describes the principles upon which the Burlington-Edison School District No. 100 and the Burlington-Edison Education Association base our relationship, our mutual interests, and join commitment to achieve mutual interests. By creating this agreement we hereby commit to continuing a collaborative relationship based on mutual trust which aspires to last beyond the tenure of those currently in leadership positions in our respective organizations.
Principles of the
Relationship
This Agreement is founded on the belief that all people take pride in their work, want to be involved in decisions that affect them, and share in the success of their efforts.
We hereby commit to work together to establish a vibrant and successful learning community that actively involves students, staff, and community. We will enjoy a relationship which promotes success for our students, our schools, and our community by:
·
creating an atmosphere of mutual trust and respect;
·
nurturing a culture of collaboration;
·
recognizing individual talents and strengths;
·
respecting staff diversity;
·
encouraging innovation and risk-taking with a focus on
improvement of student learning;
·
learning from failure;
·
building upon our successes;
·
providing opportunities for individual growth;
·
openly sharing information, knowledge and experience;
and providing a caring, safe learning and working environment that is clean,
healthy, functional, non-violent, and free of discrimination, intimidation, and
harassment.
ARTICLE I
ADMINISTRATION
Section 1: Recognition
The District recognizes the Association as the sole and
exclusive bargaining representative for all certificated personnel in positions
requiring a teaching credential, or E.S.A. credential, and employed by a valid
individual contract with the school district, referred to as employees herein,
whether under contract or on leave except the following:
1. Superintendent
2. Assistant Superintendent(s)
3. Director of Fiscal Services
4. Principals
5. Assistant Principals
6. Any other district employee excluded by
definition under the terms of State Statute.
Unless the context in which they are used clearly
requires otherwise, words used in this Agreement denoting gender shall include
both the masculine and the feminine, and words denoting number shall include
both the singular and plural.
ARTICLE II
STATUS AND ADMINISTRATION OF AGREEMENT
Section 1: Rights of the Board of Directors
The
Board, acting on behalf of the electorate of the school district, retains and
reserves all powers, rights, authority, duties, and responsibilities conferred
upon and vested in it by the regulations of the State Board of Education, the
laws and the Constitution of the State of
The Association recognizes that the Board is legally
responsible for the operation of the school district, and that the Board has
the necessary authority to discharge all of its responsibilities subject to the
laws mentioned above and to the provisions of this Agreement.
It is expressly agreed that all rights except such as
are clearly relinquished herein by the District are reserved to and shall
continue to vest in the District. This
shall include this enumeration, being merely a way of illustration and not by a
way of limitation.
ARTICLE II (Continued)
STATUS AND ADMINISTRATION OF AGREEMENT (Continued)
Section 1: Rights of the Board of Directors
(Continued)
THE RIGHT TO:
A. Manage the District, direct the
working staff including the right to hire and suspend,
discipline,
or discharge employees for proper cause.
B. Transfer employees from one
school, department, and/or classification to another.
C. Layoff or relieve employees from
duty because of lack of work, funds, and other legitimate
reasons.
D. Promote and/or transfer
employees to positions and classifications not covered by this
agreement.
E. Make such operating changes as
are deemed necessary by the Board for the efficient,
effective,
and economical operation of the District, including the right to subcontract
work.
F. Determine the methods,
processes, means, and personnel by which any and all work will be
performed,
the control of the property and composition, assignment, direction, and
determination
of size and type of its working staff.
G. The right to determine the work
to be done and the standards to be met by employees
covered
by this Agreement.
H. The right to determine whether
and to what extent work will be performed by employees.
I.
The right to determine the qualifications of employees
and to suspend, discipline, and discharge employees for cause and otherwise to
maintain an orderly, effective, and efficient operation.
J. The right to develop and
control all budgets.
Section 2: Conformity to Law
This Agreement shall be governed and construed according
to the Constitution and Laws of the State of
ARTICLE II (Continued)
STATUS AND ADMINISTRATION OF AGREEMENT (Continued)
Section 3: Distribution of Agreement
Within thirty (30) days following ratification signing
of this Agreement, the district shall print and the Association shall
distribute to all employees copies of this Agreement. The cost of printing will be shared. Twenty (20) additional copies shall be
provided to the Association. All
employees new to the District shall be provided a copy of this Agreement by the
Association upon issuance of their individual contract by the District.
Section 4: Appendices
The following Appendices are integral parts of
this Agreement, and by this reference are incorporated herein:
A. Extracurricular Salary Schedule
B. Copy of Sample Contracts
C. Pathwise Professional Development Plan
and Forms
ARTICLE III
ASSOCIATION RIGHTS
Section 1: Access
Duly authorized representatives of the Association shall
be authorized to transact official Association business on school property when
the District employees are not performing assigned duties, provided that this
shall not interfere with or interrupt normal classroom or school operations.
Section 2: Equipment
Use
The Association will be allowed to use District
buildings for meetings and to transact Association business and will be allowed
to use District equipment. Fees, if
utilized by the District for use of buildings and equipment, shall be
standard. The Association agrees to pay
for the cost of materials and supplies used and damages, if any, to either
facilities or equipment.
Section 3: Membership Communication
The Association shall have the right to utilize bulletin
boards in each faculty lounge in the District or in a place of reasonable
access to employees in the event faculty lounges are not in existence in a
given school. The Association shall have
the right to use the intradistrict mail services, electronic services, and
network and employee mail boxes for communication purposes.
The Association shall remove outdated postings every two
(2) weeks.
ARTICLE III (Continued)
ASSOCIATION
RIGHTS (Continued)
Section 4: Availability of Information
The Association shall have access to District records
as provided under State Statute.
Section 5: Payroll Deductions
The Association and its affiliates, (WEA and NEA), shall
have the exclusive right of automatic payroll deduction of membership dues.
Section 6: Released Time
Whenever Association representatives are mutually
scheduled with the Board and the Administration's representatives to
participate in negotiations during working hours, Association representatives
will be released from their duties with pay.
The parties agree that, whenever possible, these said
negotiations and grievance sessions should be scheduled outside of the normal
working day.
Section 7: Contract Administration
Representatives of the District agree to meet with
Association representatives at mutually agreeable times during the academic
year to discuss the administration of this Agreement.
Section 8: Association Security
All employees in classifications subject to this
Agreement shall have the right to withdraw from membership in the Association
on the following basis only:
The first thirty- (30) day period after this Agreement
is signed by all parties hereto.
Members who exercise their right to withdraw from the
Association, shall not hereafter be subject to any of the terms of this
Section, unless they again choose to become members of the Association in good
standing. Any member may exercise their
right to withdraw from the Association by giving their notice in writing to the
Association and the District during the effective dates of the withdrawal
period.
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 of 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 10, 1979, and who were not members of the Association on said date. Nothing in this Section shall impair an employee's
rights of non-association protected by State Statute and the
procedures established there under. The
Association shall indemnify and hold the District harmless
ARTICLE III (Continued)
ASSOCIATION RIGHTS (Continued)
Section 8: Association Security (Continued)
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; and further, the District will defend the
Agreement and consult with the Association or its designee respecting all
claims and/or lawsuits with respect to this Section.
Provisions of this Section shall apply to employees of
the District under contract, employed half-time or less by pro-rating their
representation fees as compared to their full-time salary. Employees fulfilling only extracurricular
activities will be excluded from the provisions of this Section.
ARTICLE IV
EMPLOYEE RIGHTS
Section 1: Employee Rights
There shall be no discrimination with respect to the
employment of any person because of such person's age, sex, marital status,
race, creed, color, national origin, or the presence of any sensory, mental or
physical handicap, unless based upon a bonafide 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.
Nothing contained herein shall be construed to deny or
restrict to any employee such rights as he may have under applicable laws and
statutes.
Section 2: Right to Join and Support Association
Employees shall have the right of self-determination to
form, join or assist the employee organization to bargain collectively through
representatives of their own choosing and shall have the right to refrain from
any or all of such activities.
Section 3: Employee Protection
A.
The District shall at all times maintain an effective
insurance coverage of all certificated
personnel
as an additional insured under the District liability insurance policy
providing them with the cost of defense and payment for any judgment rendered
pursuant to terms of this District's insurance policy against them which in any
manner arose in the scope of their employment with the District, unless the
employee was found grossly negligent or convicted of a felonious criminal
act.
B. The District will provide a space
equivalent to the approximate size of 12" x 12" x 18" for the
locking up of personal property when so requested by a teacher.
ARTICLE IV (Continued)
EMPLOYEE RIGHTS (Continued)
Section 3: Employee Protection (Continued)
C. Any case of assault upon an employee shall
be promptly reported to the Board or its designated representative. Clothing damaged as a result of a
non-aggravated assault shall be replaced.
D. No electronic or mechanical devices shall
be installed in any classroom or brought in on temporary basis, which would
allow a person to be able to listen to or record the procedures in any class,
except upon notification to the employee.
E.
The Board and Superintendent and
Building Administrators shall support and uphold
employees'
use of prudent disciplinary measures in their efforts to maintain student
discipline
and acceptable behavior in the maintenance of a sound learning environment.
The
provision of Article IX, Grievance Procedure, shall be applicable to this
paragraph only
as
it relates to procedural issues, provided that no grievance procedure shall
limit the
authority
of the District to establish and enforce Student Disciplinary Policy as
required by
F. Employee
Discipline
No
employee shall be disciplined without proper cause. Such discipline shall be in private.
This Employee
Discipline Policy shall be extended to all employees within the
bargaining unit under contract.
If an employee is informed that a conference is disciplinary, or if
at any point during conference a decision is made to put issues or concerns in
writing, excluding informal issues or concerns in writing, excluding informal
warnings or suggestions for improvement which independently do not form the
basis for formal actions, said employee shall be provided a reasonable
opportunity to have a representative present prior to initiation or
continuation of said conference.
Nothing
herein shall preclude the normal inter-action between the building
administrator and the employee.
Information
forming the basis for any discipline shall be made available in writing to the
employee and, upon approval and/or request of the employee, to the Association.
G. Classified employees shall not be employed to
perform responsibilities that require a certificate by law.
Section 4: Personnel File
Unit members shall have the right to inspect all
materials in her/his district personnel file.
Such inspection shall occur at a mutually agreed-upon time in the
presence of the Superintendent or his designee and anyone of the unit member's
choice. A copy of all material placed in
an individual's
ARTICLE IV (Continued)
EMPLOYEE RIGHTS (Continued)
Section 4: Personnel File (Continued)
personnel file shall be given to the individual and
shall bear the dated signature of the originator
and shall be signed by the employee to indicate only
that she/he has seen the material. The
employee shall have the right to attach his/her own signed and dated statement
to any items in his/her file.
Any derogatory material now shown to an employee within
a reasonable time following receipt or composition by the administration shall
not be allowed as evidence in any grievance or in any disciplinary action
against such employee.
Material of a derogatory or negative nature, which
originates from other than district administrative sources, shall not be placed
in an employee's personnel file unless it has been investigated by the appropriate
administrator, judged by him/her to be essentially true, and
results in disciplinary action.
It is mutually agreed that principals may keep
or maintain "working files" relative to those employees for which
they hold responsibility to evaluate.
Such working files are not a part of the employee's personnel file, are
subject to review upon request by the employee, and are not of use within the
disciplinary/grievance procedure. This
does not preclude the formalizing of materials within a working file to become
a part of the employee's personnel file as described herein.
Working file materials not formalized and introduced
into the employee's personnel file within one year of origination shall be
destroyed. No other files will be kept
elsewhere.
Complaints by anyone which may result in disciplinary
action will be forwarded to the employee as expeditiously as possible.
The principal or administrative designee will do the
formal annual observations and written evaluation of employees covered by this
Agreement.
Section 5: Individual Employee Contract
All individual employee contracts shall be subject and
consistent with Washington State Statute.
Section 6: Supplementary Contract
A supplemental contract shall be renewed for the next
ensuing year, unless prior to June 1, the district notifies the individual
contract holder and the Association in writing that the contract will not be
renewed. Such non-renewal notice must
set forth specifically all reasons for the non-renewal. No supplemental contract shall be non-renewed
for any reason not set forth specifically in the notice of non-renewal, or if
precluded by specific contractual provisions.
Section 7: Release From Contract
Employees on extracurricular contracts will be released
from said contract(s) given the meeting of one of the following conditions:
ARTICLE IV (Continued)
EMPLOYEE RIGHTS (Continued)
Section 7: Release From Contract (continued)
A.
The District is informed at least thirty (30) days prior to the end of the
prior school year; or,
B.
The District is informed at least thirty (30) days prior the commencement of
that activity and
a satisfactory replacement (as determined
by the district) can be found.
C.
Reasonable extenuating circumstances prohibiting the fulfilling of said
contract(s) will be considered by the District and may constitute sufficient
cause for release from said contract(s).
A letter of resignation must be submitted to the
Superintendent's office. Release from
contract prior to June 1 for the coming academic year shall be granted provided
a letter of resignation is submitted prior to that time. A release from contract shall be granted
after June 1 and until August 1 provided a satisfactory replacement can be
obtained. A release from contract may be
granted at the Board's discretion in case of illness or other personal matters
which make it impossible for the employee to continue in the District.
Section 8: Assignment, Transfer and Vacancies
TRANSFER DEFINITIONS:
Voluntary Transfer a change in worksite mutually agreed to by both the district and
employee.
Involuntary Transfer a change in worksite not
agreed to by the employee.
Reassignment the assignment of an employee from one position to
another within the same worksite.
Vacancy Any opening that may occur at a worksite,
including those that are newly created.
Leave Replacement Transfer Classification
For the purpose of in-building job assignments and
in-district job transfer, employees on leave replacement contracts of 90
contract days or more, or the equivalent when completed, will be considered the
same as regular employees, both in regard
to timelines and eligibility, beginning with the internal and external
postings as outlined below. An employee shall be on a continuing contract to be
considered for in-building postings.
Additionally, part-time employees (less than 1.0 FTE)
are eligible for reassignment or transfer to full-time positions.
Processes
Employees shall not be assigned, except in accordance
with the regulations of the State Board of Education. If an employee desires a transfer or
reassignment, he or she shall notify the Administration in writing by February
15. This request will be kept on file
until September 1 of that year. Not
later than April 1 of each school year, the Superintendent shall post in all
buildings a list of known vacancies that will occur for the following school
year.
ARTICLE IV (Continued)
EMPLOYEE RIGHTS (Continued)
Section 8: Assignment, Transfer and Vacancies
(Continued)
Processes (Continued)
When an extracurricular opening occurs, the procedure
outlined in paragraphs three, four, five, and six of this section shall apply.
Prior to the posting of a vacancy, a minimum of three (3) working days is allowed for staff within the building with the
vacancy to be considered for reassignment.
Once this has occurred, internal and external postings will occur
simultaneously. All district employees who apply for a vacancy for which they
are qualified will be interviewed. An employee shall be on a continuing
contract to be considered for in-building postings.
The District will maintain a listing of employment
vacancies within the District as a part of the home page on the
A listing by position, worksite, and date
will be posted on District E-Mail, year-around under the title District
Employment within five (5) working
days of opening.
Hard copies
of the formal opening postings will be posted, September 1 through the last
student day, in a conspicuous location at each worksite within five (5) working
days of opening.
All employees, requesting a non-specific
transfer or who have a transfer request which has not been granted, will be
placed on a mailing list of openings so as to inform them of openings that
occur between the conclusion of the school and year and the subsequent opening
of school in the fall. (A non-specific
transfer request is one in which the employee not seek transfer to another
position, but not to a specific opening, i.e., I wish to be considered for any
fourth or fifth grade job that may open in the District.
If a unit members request for a voluntary transfer is
denied, the unit member shall be granted upon request a meeting with the
administrator who denied the request to discuss the reasons for denial. The unit member may have a union representative
present at the meeting. The meeting
shall occur within ten days of the request.
Positions opening two (2) weeks prior to the
commencement of the school year or openings during the school year which are
suddenly precipitated and are temporarily filled, shall be posted as soon as
possible.
Prior to making public the individual selected to fill a
position, the District will make a reasonable effort to notify all finalist
candidates as to the decision. (A
finalist candidate is defined as a District employee who has requested a
transfer or reassignment or an individual granted an interview.)
If the District decides it is necessary to transfer an
employee involuntarily, the district will provide said employee with thirty
(30) calendar days advance notification except in case of an emergency or where
any delay would not be in the best interest of the educational program of the
district.
ARTICLE IV (Continued)
EMPLOYEE RIGHTS (Continued)
Section 8: Assignment, Transfer and Vacancies
(Continued)
Processes (Continued)
Two
days release time will be provided to the employees voluntarily transferred to
a different
building
to complete the move and become oriented to the assignment. Said days must be worked
prior
to the start of the school year.
Three days release time will be provided to the
employees involuntarily transferred to a different building to complete the
move and become oriented to the assignment.
Said days must be worked prior to the start of the school year.
If an employee is reassigned to a new or different position, they will be compensated with one days pay for the time involved to make the move. This does not include looping.
Both voluntary and involuntary transfers may take all
personally owned equipment with them.
All district, building, ASB, and parent group purchases will stay the
property of the building, unless agreed upon by a designed District
representative and the teacher.
At least six months prior to the opening of new buildings, timelines, positions, and processes will be established and posted in each building. Updates on the process will be published periodically and posted in each building.
Leave replacement positions will remain in the building
in which they originated and will not be transferred to another building.
Section 9: Length of Contract
The length of the base employee contract shall be one hundred and eighty (180) days plus stated funded Learning Improvement Days (LID).
Section 10: Additional Work Days/Compensation (Work
Days Beyond the base employee contract)
1.
OPTIONAL DAYS
Employees
will have
optional days to be
worked during the school year that will be allocated and administered as
follows (see chart below for number
per year):
- Three of the optional days,
worked in full-day increments, worked in full-day increments, will be set dates
on the school calendar. Two of the days will be worked prior to the first
student attendance day. One of which will be at the principals direction.
The third optional day will occur following the last student day to be
used exclusively at the employees discretion in completing end-of-school
responsibilities.
- The
remainder optional days may be used as floaters and are completely at
the discretion of the member.
- Employees new to the
District will have three (3) mandatory days prior to the opening of school
in the fall in lieu of three of the optional days described above, and
will be worked at the Districts direction.
ARTICLE IV (Continued)
EMPLOYEE RIGHTS (Continued)
Section 10: Additional Work Days/Compensation (Work
Days Beyond the 180-Day Base (Continued)
All optional days must be used
between and inclusive of the weeks that precede and follow
the first and last student day,
and will be paid at per diem.
All optional days, excluding floater hours, must be worked while the building principal/supervisor is on duty. Floater hours shall be verified to the building administrator by e-mail, voice-mail or written note at the time the hours are worked when prior notification is not feasible.
The
previously agreed-to form will be used to record the optional work days. Payment for these days will be evenly distributed over the length of
each employees contract for each fiscal year. Employees
will sign and date the previously agreed-to form and submit by June 30th
of each year verifying the optional days were worked. Hours will be worked and
recorded in no less than hourly increments.
B. LEARNING IMPROVEMENT DAYS
(2.0)
The two Learning Improvement
Days will be added to the school calendar as follows:
- One Learning Improvement
Days will be District directed.
It
is the intent of both parties that the District-directed days will be used to
provide resources, training, support, and inspiration to all certificated staff
for work that staff members now must do in implementing the Essential Learnings
and State assessments.
- The use of the second
Learning Improvement Day will be at the individual staff members
direction for the advancement of student learning relative to the
Essential Learnings and assessments.
This full day, without students, will be scheduled within one week
following the fall writing assessments.
- In the event of a reduction
in LID days, they will be directed half by the district and half by the
employee.
C. MANDATORY I-728 HALF-DAY (0.5)
- This
half-day is mandatory, building-directed, must be used to further I-728
goals, and will be a part of the calendar process.
- An
additional optional half-day may be used to further the goals of I-728
ARTICLE IV (Continued)
EMPLOYEE RIGHTS (Continued)
Section 10: Additional Work Days/Compensation (Work
Days Beyond the Base Employee Contract (Continued)
|
|
School
Year |
|||
|
|
2006-2007
|
2007-2008 |
2008-2009 |
2009-2010 |
|
|
OPENING
DAY (see Section 11 below) (District Directed and a set date on calendar) |
1 |
1 |
1 |
1 |
|
OPTIONAL
DAYS (set dates on calendar) |
3 |
3 |
3 |
3 |
|
OPTIONAL-FLOATER
DAYS |
6 |
6 |
7 |
7 |
|
I-728
1 (District Directed and a set date on calendar) |
0.5 |
0.5 |
0.5 |
0.5 |
|
I-728
1 (Employee Directed and
treated as a floater day) |
0.5 |
0.5 |
0.5 |
0.5 |
|
LEARNING
IMPROVEMENT DAY (District Directed and a set date on calendar) |
1 |
1 |
1 |
1 |
|
LEARNING
IMPROVEMENT DAY (Employee Directed and a set date on calendar) |
1 |
1 |
1 |
1 |
|
Additional
District Directed Collaboration Days 2 |
|
1 |
2 |
3 3 |
Note 1: I-728 days are dependent on state funding.
Note 2: These days will not be added to the base employee contract, but will be incorporated into the existing days for the sole purpose of collaboration. The use of these days will be recommended by a joint steering committee from the B-EEA and District administration with the final decision belonging to the District.
Note 3: This additional day in 2009-2010 is dependent on the passing of the M & O Levy.
Section
11: Opening Day
The Opening Day will be:
· held on a work day prior to, but not immediately before, the first student day
· paid at full per diem, based on a 180-day work year
· directed by the District
· mandatory for attendance
Section 12: Terms of Employment for Substitute
Teachers
A. Initial substitutes are those
individuals who have worked less than twenty-one (21) days in all positions
during a school year. The daily rate of
pay for an Initial Substitute shall be ninety-five dollars ($105.00) and will
remain at that rate until the twenty-first (21) day of employment in any
position.
B. Long-term substitutes are individuals
who have been employed twenty-one (21) or more days during a school year in one
or more positions.
Long-term substitutes shall receive all contractual rights under this Agreement, excluding:
1. Article IV, Sections 5 through 9
2. Article V
3. Article VI, Sections 2 and 7; 11-18
4. Article VII, Section 6
5. Article VIII
The daily rate of pay for a substitute who has been employed for
twenty-one (21) or more days in any position shall be one hundred ten dollars
($120.00) and will remain at that rate so long as the individual continues to
be employed for twenty-one (21) or more days in ensuing years.
ARTICLE IV (Continued)
EMPLOYEE RIGHTS (Continued)
Section 12: Terms of Employment for Substitute Teachers
(continued)
C. Leave replacement substitutes are those
individuals hired to replace an employee granted by the Board of Directors a
specific leave of absence of more than twenty (20) days or an individual who
replaces for more than 20 consecutive days an employee who is on leave. The daily rate of pay shall be commensurate
with the employee's training and years of experience when placed on the salary
schedule effective from the first day of employment as a leave-replacement
substitute.
Leave-replacement substitutes shall receive all contractual rights under
this Agreement excluding:
1. Article VII, Section 6
Leave-replacement employees will be granted leaves in Article V on an
earned pro-rata basis according to the number of days worked. Employees must earn one (1) full day
leave before using any leave.
D. The conditions of Article III, Section
5, shall apply to long-term substitutes and leave-replacement employees, except
that the amount paid shall be computed on a pro-rata basis according to the
number of days worked. The district will
deduct the dues and send them to the Treasurer of the Association.
Long-term substitutes and leave-replacement employees may participate in
insurance programs specified in Article VI, at his/her own expense, if the
employee is eligible to enroll in the programs.
E. A full-time substitute is defined as
one who is not assigned to a regular teaching position, but is assigned on a
day-to-day basis to substitute for employees absent from their positions or to
perform such other work as determined by the district for which little or no
preparation is required.
Full-time
substitutes will be paid 70 percent of their placement on the salary schedule
in twelve (12) payments and will receive the same health benefits as prescribed
in this collective bargaining agreement for all other employees. Full-time substitutes will be a member in
good standing of the Education Association with all rights and responsibilities
pertaining thereto.
ARTICLE V
LEAVES
Section 1: Sick Leave/Emergency Leave
Leave with compensation for illness, injury, and
emergencies shall be granted and accrue at a rate of twelve (12) days per
year. For persons under contract as
part-time employees, that portion appropriate for their ratio to a full-time
employee shall be granted. Leave days
will be granted the first working day of the employee year. Persons hired into the district with previous
in-state work experience in districts or agencies, as specified in Article VI,
Section 1, D, shall be entitled to the transfer of such sick leave upon receipt
of proper verification.
Leave not taken shall accumulate from year to year up to
a maximum of one hundred eighty (180) days.
The balance of accumulated sick leave days as of December 31 of the
previous year shall be reported as a part of the employee contract each year.
Should an employee leave the District's employ prior to
the close of a school year having used sick leave beyond that accrued on the
basis of one day per month, the District shall have the right to recapture the
value of that excess sick leave at or before the time the final compensation is
made.
Emergency Leave shall be granted for not more than two
(2) days in any one year and is defined as follows:
A. The problem must have
been suddenly precipitated and must be of such a nature
that preplanning
is not possible or where preplanning could not have relieved the
necessity for the
employee's absence.
B. The problem cannot be of minor
importance or mere convenience, but must be of a serious nature.
C. The problem is of such a personal nature
that prior approval of the Superintendent or his designee will not be required,
but the employee will sign a notarized document which will be comprised of
paragraphs 1 and 2 above and will attest to the compliance and the provision of
this section.
Employees, upon finding it necessary to be absent from
their assigned duties by reasons of illness or injury, shall notify their
immediate supervisor at the earliest possible moment stating the reason and the
anticipated duration. For planned
surgeries or anticipated disablements which will necessitate illness or injury
leave, the affected employee shall notify his or her immediate supervisor,
usually 60 days in advance for planned or anticipated disablements, of the
anticipated dates during which leave will be required.
The employee may be required to provide a statement from
his/her licensed medical doctor stipulating that the employee's health
condition requires that leave be granted at the time requested.
Upon return to duty, the employee shall be required to
sign an absence report verifying that the absence was due to illness or
injury. During all other leaves granted
by the District, the loss of sick leave benefits occur only as specified in the
language for each leave.
ARTICLE V (Continued)
LEAVES (Continued)
Section 2: Maternity Leave
A staff member may use accumulated, paid sick leave for
the period of actual disability attributable to pregnancy or childbirth. This period of disability shall extend from
the date of birth for a period of not more than 60 working days, unless
an actual period of disability which begins prior to the date of birth or
continues beyond 60 working days is otherwise verified in writing by the
employee's physician.
If the employee's accumulated sick leave is exhausted during
the period of leave granted for maternity disability, the District may grant a
leave of absence without pay or fringe benefits, upon the employee's request,
for the remainder of the period of actual disability due to pregnancy or
childbirth. The employee shall return to
work within ninety (90) days of childbirth unless the attending physician
certifies in writing that she is unable to assume her duties or the individual
chooses to request a child care or other leave as detailed in the next two paragraphs
of this sub-section. During any unpaid
portion of such leave of absence, the employee may pay the premiums for any
district insurance plans.
A pregnant employee may continue working as long as she
is capable of performing her normal duties, with the written approval of her
physician or licensed practitioner. An
employee anticipating disability due to a pregnancy shall notify her immediate
supervisor and the Superintendent a reasonable time before the planned or
anticipated maternity leave, usually sixty (60) days in advance. At the time of such notice, the employee
shall submit a written request for one or more of the following: maternity leave, family leave, leave of absence,
or termination of employment. Such
written notice to the District shall include the approximate beginning and
ending dates for the requested leave which may be for a period of time up to
the beginning of the next school term or school year or for an agreed upon time
with the superintendent and Board. The
employee may alternately choose to terminate her employment by a letter of
resignation.
- A
working day is defined as one that the employee would be required to
work.
- The
application of 60 working days does not result in an automatic 60 working
day
leave, but
rather that the leave is permitted, because of disabling conditions, to take up
to 60 working days.
- Physician
certification will be required by the District or provided voluntarily by
the staff member for leaves extending
beyond 45 calendar days.
- The 60
working days of maternity leave must be contiguous, unless the need for
sick
leave occurs.
- Illness,
injury, and emergencies are the standard to which the use of sick leave
must be held.
Section 3: Family Leaves
A. Family Care
Employees may use accrued sick leave to care for an
individual(s) residing in their home, a family member, or an extended family
member.
ARTICLE V (Continued)
LEAVES (Continued)
B. Death in Family
Employees shall be granted a leave of absence with pay
for four (4) days when such absence is occasioned by a death in the
family. An additional two (2) days may
be taken with a deduction equal to the substitute's pay. "Family" is defined as an
individual(s) residing in their home, a family member, or an extended family
member.
C. Child Care Leave
Each employee is entitled to twelve (12) workweeks of
family leave during any twenty-four (24) month period without pay or fringe
benefits to care for a newborn or adopted child of the employee who is under
the age of six at the time of adoption or to care for a child under eighteen
(18) years of age who has a terminal health condition.
Leave taken for newborn or adopted child care shall be
completed within one year after the date of birth or placement for
adoption. Such leave shall be taken in
consecutive workweeks up to the maximum.
A period of child care leave shall be given only once of any given
child.
The period of child care leave is in addition to any
sick leave taken due to the employee's temporary disability due to pregnancy or
childbirth. If both parents are
represented by this agreement, they shall together be entitled to a total of
twelve (12) workweeks of child care leave during any twenty-four (24) month
period and leave need be granted to only one parent at a time.
An employee requesting child care leave for care of a
newborn or adopted child must submit a written request to the employee's
supervisor and the Superintendent no later than thirty (30) days prior to the
anticipated date of birth or placement for adoption, stating the dates during
which the employee plans to take such leave.
If child care leave is to care for a child with a terminal health
condition, the employee shall provide written notice to the Superintendent at
least fourteen (14) days prior to the expected leave, when possible.
Child care leave shall be granted without loss of
seniority and the employee shall return to the same position held prior to such
leave, if it exists. If the position has
been eliminated through reduction in force or program change, the employee will
be assigned another position with the District.
D. Birth or Adoption of Child
Leave shall be granted upon the same terms to male
employees as is appropriate and available to female employees upon the birth or
adoption of the employee's child. Leave
shall be granted upon the same terms to employees who become adoptive parents
or stepparents, at the time of birth or initial placement for adoption of a
child under the age of six, as is available to employees who become biological
parents. Such leave is available only
when the child lives in the employee's household at the time of birth or
initial placement.
ARTICLE V (Continued)
LEAVES (Continued)
Section 3: Family
Leaves (Continued)
E. Adoption Processing Leave
Adoption Processing Leave shall be for two (2) days
without deduction of pay and three (3) days with a deduction of substitute
pay. This leave is
non-accumulative. All requests shall be
made in writing to the Superintendent and approved by the Board. (See Section 3.A. for leave pertaining to
child care relative to supervision.)
Section 4: Shared Leave Program
A voluntary program for sharing of accrued sick leave
shall be available as allowed in State Statute and shall be administered by the
District.
Section 5: Use of Long-term Disability Insurance
Employees who suffer long-term disabilities of more than
ninety (90) calendar days due to illness or injury, and who are covered by the
long-term disability insurance, shall be eligible to receive compensation from
that plan at the conclusion of the 90-day waiting period. At the end of the waiting period, the
employee may choose to continue to receive compensation from accrued sick leave
days and/or to move to receiving compensation from the long-term disability
plan in lieu of use of additional accrued sick leave days. In either case, the employee will be defined
as "being on sick leave" with all rights and responsibilities
pertaining thereto.
Section 6: Jury Duty and Subpoena Leave
If jury duty is required, the employee shall be granted
leave and pay less jury duty pay. If
subpoenaed to appear on matters not related to other employment or personal
business as a result of actions caused by the employee's individual initiative,
leave may be granted with full pay less any payment beyond expenses for the
hearing.
Section 7: Other Leaves
Requests for leaves other than those specifically named
in this article may be directed in writing to the Board and the Board may
consider each request on its individual merits, and the decision of the Board
will be final.
Each request must specify the reason for the leave and
consideration will include, but not be limited to, the following criteria:
1. Professional improvement.
2. Improvement to District program.
3. Does not adversely affect the program of the
District.
4. Qualified replacement is available.
ARTICLE V (Continued)
LEAVES (Continued)
Section 7: Other Leaves (continued)
The Board will make a decision on each request. Such determination shall be sent to the
applicant in writing in a timely manner.
These leaves may be granted on the same basis as Professional
Study Leave.
Section 8: Exchange Leave
This leave may be granted on the same basis as
Professional Study Leave.
Section 9: Program Improvement Leave
The District recognizes the importance of visitations of
employees to other programs, seminars, or workshops when those visitations are
identified as showing promise for improvement to the District program.
A. At the time the visitation is
identified, the building administration and employees involved will determine
the individuals to be provided leave and the appropriate method of feedback so
that experiences gained through visitation or participation are appropriately
communicated to personnel in the District.
B. The employee(s) on leave will receive the regular salary
for the leave day(s).
C. The employees involved, together with
the building administrator, may make a presentation to the Board of Directors
explaining the purpose, visitation to be made, and projected value to the
District.
D. The leave request shall be subject to
Board approval following the presentation identified in "C" above.
E.
This Agreement shall not apply to administration or
Board program improvement directions.
Section 10: Leave Calculations
Leave shall be calculated to the nearest half-day.
Section 11: Military Leave
Military leaves will be granted in accordance with the
State and Federal Laws.
ARTICLE V (Continued)
LEAVES (Continued)
Section 12: Professional Study Leave
Subject to the approval of the Board of Education,
leaves of absence without pay for one year may be granted to any certificated
employee who has completed four (4) years of continuous service. When this leave is granted, the absence shall
not be construed as a break in service as far as seniority is concerned.
Section 13: Attendance at Meetings
Absence for
attendance at professional meetings, when approved in advance by the Board
may be allowed without deduction.
Requests shall be written in advance and submitted for Board approval.
If approved, a report shall be made to the Board following the professional
meeting if requested.
Section 14: Association Leave
Up to twenty-four (24) days of leave shall be available
each school year to the Association, for use by employees designated by the
Association, for the purpose of conducting Association business.
No more than one half of the allowed days shall be used
by any one employee unless permission is granted by the District. In addition,
the President of the Association shall have available for his/her exclusive
use, up to ten (10) additional days for use during the school year, subject to
the same provisions below.
The Association shall reimburse the District for the
actual cost of a substitute for each day, or portion thereof.
In all cases for Association Leave, the Association
shall notify the Superintendent at least three (3) days in advance of such
leave whenever possible, but in all cases within at least twenty-four (24)
hours prior to taking the leave.
Required attendance at grievance arbitration hearings
which are scheduled by an arbitrator shall be excused as applicable to ARTICLE
III, Section 6, herein.
The Association agrees to hold the District harmless and
defend it against any claims, suits, or other actions resulting from the
application of this provision.
Section 15: Personal Leave
Each employee is allowed two (2) days per year of paid
personal leave. Personal leave shall be
non-cumulative, shall not be taken to extend vacations, and cannot be used as
an optional day. Employees shall notify
their principal/supervisor of the intent to use personal leave at the earliest
possible time shall not be required to define the reason beyond the word,
"personal."
Personal leave cannot be used later than thirty (30)
calendar days prior to the last day of school.
Employees not using this leave prior to this date will be paid in the
June warrant for each personal day at one-half (1/2) per diem.
ARTICLE V (Continued)
LEAVES (Continued)
Section 16: Extended Leaves
An employee taking any extended leave shall, upon
return, be placed in the same position if it exists. If the position has been eliminated through
reduction in force or program change, the employee will be assigned another
position with the District.
Section 17: Teacher on Leave and Similar Leaves
When an employee is on leave for a program such as
"Teacher-On-Leave," and is replaced by an individual for a specific,
limited period of time, the following conditions will prevail:
A. The employee on leave, who has remained
a paid employee of the District, will continue to receive all benefits and
protections as prescribed in this contractual agreement.
The
employee will remain a member of the Association, with all rights and
responsibilities pertaining thereto; including regular and full payroll
deduction of Association dues.
B. The individual replacing the employee on
such leave will receive all benefits and protections prescribed in this contractual
agreement. Health insurance benefits
will be provided either through the District payroll deduction program or
through the cooperating institution.
The replacement employee will be provided full
retirement benefits through either the District or the cooperating institution.
The replacement employee will become a member in good
standing of the Association, with all rights and responsibilities pertaining
thereto.
The replacement employee will, through either payroll
deduction or cash payment, enroll as a "Reserve" member of the
Association, thus minimizing the cost to the individual.
Inclusion of the "Teacher on Leave" program
shall not serve as a precedent of past practice; and future programs and leave
replacements of such a nature will require the mutual acceptance of both the
Association and District regarding the terms and conditions relative
thereto.
It is understood that the District is under no
obligation to hire the replacement employee following completion of the term of
employment for the employee on leave.
Section 18: Professional Growth Leave
Employees are provided with one (1) day per year of
leave for the purpose of professional growth.
This may include visits to other classrooms, to study, to do research,
or to conduct activities away from the classroom which are beneficial to the
employee's assignments and/or responsibilities. Beginning in 2007-2008
employees will be provided two (2) Professional Growth Leave days. Professional
Growth Leave days not used may be paid in the June warrant at equal to
Long-term Section 18: Professional Growth Leave (Continued)
substitutes as defined in Article IV Section 12.
It is specifically intended that said leave is not for
the purpose of replacing existing opportunities for workshops, seminars,
clinics, and other similar experiences.
Such leave shall be requested in a timely manner and
will be granted upon mutual agreement of the employee and building
administrator/supervisor.
Section 19: Religious
Holidays
Employees whose religious affiliation requires
observances of mandatory holy days on a day when school is in session will be
granted up to two (2) days leave for this purpose.
The employee will make up each day missed by performing
professional tasks under the supervision of his/her immediate supervisor on a
mutually agreeable non-school day which falls between five (5) week days before
the opening of and five (5) week days after the closing of the employees
current contract year.
ARTICLE VI
SALARIES, STIPENDS AND BENEFITS
Section
1: Provisions
Governing Certificated Employees' Salary Placement
A. Initial
Placement of Certificated Instructional Staff with Degrees on Salary Schedule
Each certificated instructional employee with a degree
shall be placed on the state-wide salary allocation schedule based on the
employee's years of experience, highest degree level, and total eligible
credits. An official transcript or
notarized statement of credits earned from the granting institution(s) and
official verification of all certificated experience shall be on file in
Personnel prior to October 1.
If an employee holds more than one degree of the same
level, additional credits shall be counted after the first degree. For placement on the state-wide salary
allocation schedule, years of experience and total eligible credits shall be
rounded to the nearest whole number.
One-half year of credit shall be rounded to the next highest year of
credit.
Effective for the 1992-93 school year and thereafter, an
employee whose highest degree is a bachelor's degree, whose total eligible
credits are ninety (90) or greater, and whose total eligible credits earned
prior to January 1, 1992, were less than one hundred thirty-five (135) shall be
placed on the BA + 90 column.
Support staff who hold Educational Staff Associate
certification shall be placed on the salary schedule in accordance with all
provisions consistent to all certified staff who are represented by this
Agreement.
A certificated instructional employee who holds a valid
vocational certificate acquired as the result of industrial experience rather
than college training, and who also has earned a college degree which is
incidental to or not related to the vocational certificate, shall be reported
by the school district as holding no degree.
B. Initial
Placement of Non-degree Certificated Instructional Personnel on Salary Schedule
Certificated employees without college degrees shall be
placed on the state-wide salary allocation schedule as follows:
1. Persons holding a valid initial or
provisional certificate as a school nurse, a life teaching certificate, or a
valid certificate as a special elementary or secondary consultant, or special
crafts teacher shall be placed on the BA column.
2. For certificated instructional
employees having no degree of bachelor's level or higher, no
credits
earned beyond degree may be given except as follows:
a.
Persons holding continuing or standard school nurse
certificate shall be placed on the BA + 30 credits column; and
ARTICLE VI (Continued)
SALARIES, STIPENDS, AND BENEFITS (Continued)
Section 1: Provisions Governing Certificated Employees'
Salary Placement (Continued)
B.
Initial
Placement of Non-degree Certificated Instructional Personnel on Salary Schedule (continued)
b.
Persons holding valid vocational certification as
provided in state administrative code and who meet the minimum certification
requirements shall be placed on the BA column and additional quarter credit
hours earned shall be recognized on the basis of one quarter hour for each ten
clock hours of approved teacher training and/or one quarter hour for each 100
clock hours of occupational experience as defined in legislation as referenced
in this sub-section, each earned after meeting the minimal vocational certification
requirements. Persons reaching the BA + 135 credits column with this process
shall be placed on the MA + 0 column of the state-wide salary allocation
schedule.
3. Years of experience and quarter credit
hours shall be rounded to the nearest whole number. One-half year or credit shall be rounded to
the next highest year of credit.
C. Annual Classification
After all
allowable credit for years of experience and eligible credits are granted on
October 1, no change in placement on the salary schedule shall be made after
that date for the school year except that detailed in state administrative code
for the period between October 1, 1991, and January 1, 1992, only.
D. Experience Advancement
"Years
of experience" means the number of years accumulated full-time and
part-time professional education employment prior to the current reporting
school year in the State of
Substitute
days, if documented, shall be reported as a part-time professional education
employment calculated by dividing the accumulated number of full or partial
substitute days by one hundred eighty (180) and rounding to the nearest tenth.
Professional education
experience shall be limited to the following:
1.
Employment in public or private preschools or elementary
and secondary schools in
positions
which require certification;
2.
Employment in public or private vocational-technical
schools, community/junior colleges, colleges, and universities in positions
comparable to those which require certification in the common schools;
ARTICLE VI (Continued)
SALARIES, STIPENDS, AND BENEFITS (Continued)
D. Experience Advancement (continued)
3.
Employment in an educational agency or institution,
other than school districts, in any
professional
position such as C.P.A., architect, business manager; and
4.
Experience in the military, Peace Corps, or
employment;
5. Sabbatical leave; and
6.
For vocational instructors who hold no degree, up to a
maximum of six (6) years of
management
experience acquired after the instructor meets the minimum vocational
certification requirements.
E. Eligible
Credits Advancement
"Academic
credits" means credits earned after the awarding or conferring of the
employee's first bachelor's degree and earned on or before October 1 of the
year for which calculations are made.
Credits shall be earned from an accredited community college, college,
or university and are transferable or applicable to a bachelor's or more
advanced degree program. Individuals who
doubt that a class would meet O.S.P.I. rules for credit allowance should verify
acceptance with Personnel prior to taking the class.
The number
of credits equals the number of quarter hours, units, or semester hours each
converted to quarter hours. Semester
hours are converted to quarter hours by multiplying by one and one-half.
"In-service
credits" means credits earned after August 31, 1987, and earned on or
before October 1 of the year for which calculations are made. Credits are earned in state-approved
continuing education programs and are not counted as academic credits or for
the purpose of satisfying the requirements of the employee's next highest
degree. Ten (10) continuing education credit hours equal one (1) in-service
credit.
Clock hours will be granted
in accordance with State guidelines and policies.
"Total
eligible credits," for the person whose highest degree is a bachelor's
degree, is a sum of academic and in-service credits as defined above.
For an
employee whose highest degree is a master's degree, sum academic and in-service
credits in excess of forty-five (45) earned after the awarding or conferring of
the bachelor's degree and prior to the awarding or conferring of the master's
degree.
ARTICLE VI (Continued)
SALARIES, BENEFITS, AND STIPENDS (Continued)
Section 2: Certificated Employee Salary Schedule
The District shall compute the actual placement of
certificated staff pursuant to the current State Allocation Model (S.A.M.), and
shall increase the certificated employee's salary schedule by the legally
allowable salary increase such that the total amount of salary increases for
certificated staff, when applied to the base salary specified in the current
allocation document, will result in the maximum derived base salary allowable.
If after January 1, 1991 of each year, the District
finds it will receive more money for certificated staff salary increases than
is being distributed to certificated staff, the District shall adjust the base
of the salary schedule and individual contracts by the percentage amount to
correspond to such additional State funding for salary purposes for members of
the bargaining unit if there is more than a difference of $1,000 (One Thousand
Dollars). Payment of such adjustment
shall be prorated in the pay periods following the contract adjustment, for the
remainder of the current fiscal year.
If the District would be in violation of State Law or
would incur any penalty or decrease in State support as a result of the
compensation and benefits provided in this Agreement, the excess compensation
and/or benefits provided shall be reduced to the maximum amount legally
allowable.
If, during the term of this Agreement, a court of
competent jurisdiction renders a decision determining that RCW 28A.58.095 is
invalid in such a fashion as to allow bargaining with respect to levels of
compensation not allowed prior to that determination; or, if the Washington
State Legislature should take action which has the same effect described above,
such bargaining may occur if requested.
No provision of the Agreement shall be interpreted or
applied so as to place the District in breach of the salary limitations imposed
by State Law, subject the District to a State funding penalty, derogate from
the group salary factor, or deny the District the right to adjust the salary
base upward or downward within the constraints of legal contractual provisions
contained herein as necessary to comply with these limitations.
Section 3: Extracurricular Salary Schedule Placement
& Conditions
A. Position on Schedule
A coach moving from one sport to another or taking over
a new sport will maintain his/her steps on the extracurricular salary schedule
for each. His/her position on the
schedule will be based on his/her coaching experience and not on his/her
experience in any particular sport. Coaches moving from grade to high school
will receive only 1/2 experience credit.
B. Turnouts
Prior to Opening of School
As a result of W.I.A.A. scheduling, coaches who are
required to conduct turnouts previous to the first five days preceding the
opening of school shall receive fifty-five ($55) per day for those days. The number of days will vary each year
depending on the start of each season.
ARTICLE VI (Continued)
SALARIES, STIPENDS, AND BENEFITS (Continued)
C. Miscellaneous Extracurricular Stipends
A minimum of five thousand dollars ($5,000) is allocated
annually to fund payment for work on extracurricular activities which meet the
following criteria:
1. the activity is:
a. voluntary,
b. not a formally recognized District program,
c: is done predominantly during out-of-school
time,
d: a Salary Criteria Worksheet for Schedule B
has been completed, and
e: has Superintendent approval.
D. Class Coverage
Employees who cover classes for employees gone due to
extracurricular responsibilities will be paid an hourly rate equal to the base
divided by the number of contracted days (180) and then divided by the number
of periods in the high school day (6).
E. Extracurricular Pay Options
Employees whose total pay for an extracurricular
activity or supplemental contract is six hundred dollars ($600.00) or less
shall have the option of receiving payment in one lump sum in the month
following completion of the activity or in prorated monthly amounts as is the
practice for amounts exceeding six hundred dollars ($600.00).
The option for payment shall be made only at the time
the extracurricular or supplemental contract is signed by the employee.
Section 4: Extended-Day Teaching Assignments
Employees instructing a class beyond his/her normal instructional day shall be paid three percent (3%) of his/her base salary per one (1) period per week per year of his/her placement on the base salary schedule. If the class is a part of the employees teaching day, no remuneration will be made unless the instruction is done during the employees planning period. Such payment includes, but is not limited to the Drivers Education classroom instruction.
Section
5: Extended
Year Assignments
Employees
in Career and Technical positions may make formal application to the
administrator who oversees the Career and Technical
Education funds for remuneration for additional days to be worked in connection
with that assignment. Additionally, some
Educational Staff Associate and Librarian positions require additional days of
work for completion of assigned
tasks. Compensation will be made at the employee's daily rate of pay.
ARTICLE VI (Continued)
SALARIES, STIPENDS, AND BENEFITS (Continued)
Section 6: Curriculum Development Pay
Payment for curriculum development work, including
textbook adoption, shall be at the rate of .096%
of the base salary per hour. The
chairperson or leader of such committees or their equivalent will be compensated
at the rate of .131% of the base
salary per hour.
Hours to be compensated must be pre-authorized by the
appropriate District administrator and does not include time for which release
time from the normal job assignment is provided.
Curriculum development pay shall be paid for all
compensated building and district committee work, in-service, and presentation
planning time beyond the employees normal work day, and shall be
voluntary. All other compensated work
not spoken to elsewhere in this contract shall be at the individual employees
per diem rate of pay.
Section 7: High School Department Heads
Department
heads at the high school shall be paid annually an amount equal to .0178% of
the base
salary
multiplied by the full-time equivalency ratio of staff within the department.
Section 8: Drivers' Education
"Drive-Time" Salaries
The salary amount for driving time for teachers of
Drivers' Education will be increased annually by the same percentage as the
legal increase to the base salary.
Section 9: Impact of Summer Use of Classroom on
Staff
Employees whose classrooms or worksites are used for programs outside the regularly scheduled school year in which significant use of the room constitutes an addition to the employees workload shall receive one day of sub-replacement time for time spent preparing the room prior to the use and one day of sub-replacement time for time spent restoring the classroom.
Qualifications for sub-replacement time shall be by
request of the employee with verification from the building administrator.
A district representative will meet with the head of
each summer program at the beginning and end of these programs to ensure that
the rooms turned over are in appropriate condition.
Section
10: Impact
of Changing Classrooms as a Result of New Construction for Remodeling
In the event an employee must prepare and pack materials
in order to change their classroom or worksite as a result of new construction
or remodeling, the employee will be provided a choice of one additional days
pay at per diem or an additional day of personal leave. The employee will also
have the choice of an additional days pay at per diem or an additional day of
personal leave when they must unpack and prepare the new classroom or
worksite as a result of such circumstances.
ARTICLE VI (Continued)
SALARIES, STIPENDS, AND BENEFITS (Continued)
Section 11: Sub Pay for Part-time Employees
Part-time employees who substitute for other staff in
the District, will be paid at their normal full rate of pay, per diem. The absent staff member is responsible to
provide completed lesson plans.
Section 12: Flow-Through Payment
Employees choosing to participate in such programs as
the Teacher Assistance Program and Student Teacher/Intern Supervision Program will
be paid the amount provided by O.S.P.I., sponsoring college or university, or
other entity.
Section 13: Payment Provisions
Payroll shall be issued to employees the last working
day of each month or the last business day when the State apportionment is not
available on the last working day.
In the event of a mistake in payment resulting in
overpayment, correction shall be made in equal amounts per pay period over the
same number of pay periods as the over-payment occurred, but shall not exceed
twelve (12) months. In the event of
retirement or termination of district employment prior to the completion of
repayment of an over-payment to an employee, the amount remaining shall become
immediately due.
In
the event of a mistake in payment resulting in underpayment, correction shall
be made in one lump sum in the pay period immediately following the
notification of error.
When
an employee is requested or contractually bound to provide services beyond the
base contract year of 180 days, they will receive 1/180 of their individual
placement on the Salary Schedule.
Section 14: Travel Reimbursement
In the event that a certificated employee must use
his/her own vehicle for approved District travel, they will be compensated at
the maximum rate allowed by the Internal Revenue Service.
Application for compensation for travel will be reported
to the District Office showing the total miles traveled, the destination for
each trip, and the reason for each trip.
Travel reported sixty (60) days late will not be honored.
Section 15: Payroll Deductions
The District shall, upon receipt of appropriate
authorization, deduct from the employee's salary Association dues, medical
premiums, tax-sheltered annuity plan installments, salary insurance and
long-term disability premiums, credit union installments and deposits, and
Available health care, long-term disability, and salary
insurance programs are determined by the membership of the education
association.
ARTICLE VI (Continued)
SALARIES, STIPENDS, AND BENEFITS (Continued)
Section 15: Payroll Deductions (Continued)
A minimum of five (5) members must sign authorizations
to join and be accepted before deductions are made for a particular annuity
program. Exceptions may be allowed if
mutually agreed to by the District and the Association.
The District shall not be held responsible for errors
resulting from inaccurate or inadequate information provided by the employee.
Section 16: Insurance Benefits
All monies authorized by the State and received by the
District for certificated employee insurance premiums shall be used to provide
the maximum allowable insurance program.
It is agreed that the insurance allocation granted shall be in strict
conformity with the legislative requirements, therefore avoiding penalty to the
District. Beginning in 2004 the district
will contribute $3000 each year to the members insurance pool. Additionally, in 2004 the District will
contribute $36 toward the HCA, this will increase to $44 in 2005 and $52 in 2006.
Beginning in 2007-2008 the District will pay the full HCA and will increase the
contribution to the insurance pool from $3,000 per year to $5,000 per year. The
District will increase that insurance pool contribution by 10% yearly for each
additional year the current contract is extended.
Enrollment in Association-determined dental and
long-term disability insurance plans shall be mandatory. Premiums for these two coverages shall be
paid first with any balance directed toward any elective medical insurance. Any monies within the allowable limits not
utilized by employees for dental, long-term disability, and medical plans shall
be placed in a single pool for the express purpose of reducing the costs of
medical premiums for employees whose premiums exceed the allowable funding
limit. Monies from the pool shall be
distributed equally among those exceeding the allowable limit.
Section 17: Employee Assistance Program
The District will provide to all employees an
agreed-upon employee assistance program.
Section 18: Sick Leave Cash-Out
Employees may cash in unused sick leave days above an
accumulation of sixty (60) days at a ratio of one (1) full day's monetary
compensation for four (4) accumulated sick leave days. At the employee's option, they can cash-out
their unused sick leave days in January of the school year following any year
in which more than sixty (60) days of sick leave is accrued and each January
thereafter, at a rate equal to one day's monetary compensation of the employee
for each four (4) full days of accrued sick leave.
The employee's sick leave accumulation shall be reduced
four (4) days for each day compensated.
No employee may receive compensation for sick leave accumulated in
excess of one (1) day per month. Payment
must be made no later than the March payroll.
ARTICLE VI (Continued)
SALARIES, STIPENDS, AND BENEFITS (Continued)
Section 18: Sick Leave Cash-Out (Continued)
At the time of separation from school district
employment due to retirement or death, an eligible employee or the employee's
estate shall receive remuneration at a rate equal to one (1) day's current
monetary compensation of the employee for each four (4) full days accrued sick
leave for illness and injury. Payment must
be made no later than the payroll ending the first full month following
separation.
For the purposes of this provision, retirement shall be
defined as when an employee is separated from district employment due to
resignation for retirement or death.
For the purpose of sick leave cash-out, maximum
accumulation shall be 180 days.
Section 19: National Board Certification
Beginning in 2007-2008 the District will pay all National Board
Certificated teachers an annual $500 stipend and will pay all nationally
certified specialists a $1,000 stipend.
The employee is required to submit verification of national
certification to the Human Resource Department.
ARTICLE VII
OTHER TERMS AND CONDITION OF EMPLOYMENT
Section 1: Calendar
The following principles shall be applied in determining
the school calendar for any given year:
1. The first student day will be
the Wednesday following Labor Day, except in those years in
which
Labor Day is unusually late.
2. Winter Vacation will be at
least two (2) full weeks.
3. The
mid-winter break shall be at least four (4) full days in conjunction with
President's Day.
4. Spring break will be the first full
week in April. ("Full week" is
defined as one in which all days are in the month of April.)
Actual application of these principles shall be
determined by the Staff Advisory Committee.
Included within the one hundred eighty (180) student
days there shall be five (5) half-days for employee workshops and
grading/planning and one (1) student free day, at the high school, for second
semester planning. The days shall be allocated as follows:
A. Two (2) half-days for
District-directed workshops/activities, and
B. Staff members (grades 7-12):
Three (3) half-days (the afternoon of the last day of the first,
second,
and third quarters) for use in the building(s) for grading and planning, as
directed by
the
employee.
C. Staff
members (grades K-6): Two (2) half-days (the afternoon of the last day of the
first and
second
trimester) for use in the building(s) for grading and planning, as directed by
the employee.
D. At the
semester, a full, student free day for second semester preparation.
Section 2: Work Day
The employee's day shall be seven and one-half (7-l/2)
hours, including a thirty- (30) minute duty-free lunch.
Said work day may be extended by reasonable faculty
meetings and open house.
Building administrators will determine the need for said
meetings outside the workday consistent with the following:
- Only
staff pertinent to the topic(s) will be required to attend.
- Flex
time will be provided for those meetings occurring outside the work day.
- For
meetings held during the school year, consideration should be given to
limiting
general
staff meetings to once per month and lasting no longer than forty-five (45)
minutes.
Every effort will be made to handle supervisory
responsibilities beyond the normal work day with volunteers. Additionally, every effort will be made to
minimize the number of activities employees will supervise beyond the normal
work day and to accommodate employees in regard to individual needs and
preferences when scheduling such duties.
ARTICLE VII (Continued)
OTHER TERMS AND CONDITION OF EMPLOYMENT (Continued)
In the event that additional supervision is needed
beyond that supplied through volunteers, staff members may be assigned up to
two such duties a year. Assignment to
such duties will be distributed as equitably as possible. Employees will be credited for voluntary
duties previously worked in that school year in such assigning becomes
necessary. (A single occurrence of a duty shall constitute one of the two
possible assigned supervisory duties.) Completion of such a duty shall be by
properly signing up for the duty as established at the worksite and then
fulfilling the responsibility.
Assignment of employees to non-curricular duties shall
be equally distributed among all certificated staff members within a
building. Equal is defined as there
existing a difference of an equivalent of no greater than three (3) hours
between individuals on an annual basis.
A staff member assigned half-time or more would receive a prorated share
of the duty.
In the event that equalization, as defined above, is not
achieved, staff members not falling within the equality standards shall be
compensated at the same rate per minute beyond the three (3) hours standard; as
described below for preparation/planning time.
This does not preclude individuals from agreeing to assignment of duties
in excess of the standards contained herein.
Any employee who does not receive 225 minutes per week
of planning--preparation time as outlined on the Building Principal/Supervisor
Master Schedule, excluding the thirty- (30) minute duty-free lunch period and
the first thirty (30) minutes of the minimum employee work day, and the last
thirty (30) minutes of the minimum work day will receive an annual honorarium
based on the following schedule, preparation, and planning time not received:
For 1
to 14 minutes per week - $200.00
For 15
to 29 minutes per week - $400.00
For 30
to 45 minutes per week - $600.00
Section
3: Employee Facilities
Each building shall have the following facilities and
equipment for use of employees in that building:
A. Storage space in each classroom for instruction material
and supplies.
B. A work area containing equipment and
supplies to aid in the preparation of instructional materials.
C. Faculty lounge.
D. A serviceable desk and chair in each classroom, if
desired, by occupant.
E. Restrooms approved by the Health Department.
F. The District shall provide safety equipment and clothing as required
by State Statute.
Section 4: Safety Committee
As the Safety Committee reviews each building, an
employee shall be appointed from that building to attend the meeting.
Section 5: Certificated Staff Reduction
If it becomes necessary for the District to reduce
the number of certificated employees for reasons other than inadequate
performance or disciplinary action, those employees who will be retained to
implement such reduced or modified program and those employees who will be
terminated from employment, will be identified and selected by using the
following procedures.
A. Prior
to the implementation of a
reduced or modified program, the Superintendent shall:
1.
By December 1 of each school year the
District will compile and distribute to all employees and to the Association
the certificated employee seniority list, ranking each from greatest to least
seniority. Additional employee
qualifications shall also be listed. including degrees, ESA certifications, endorsements,
majors for those with K-12 General Education certificates, as well as their
current employment assignment. It shall
be the responsibility of each employee to verify his/her seniority ranking and
to promptly report any dispute thereof in writing to the District and the
Association. Each employee who, within fifteen (15) days after posting, fails
to notify the District and the Association that a dispute exists regarding
his/her seniority ranking as posted, shall be presumed to have concurred with
the seniority rankings ascribed to such employee on the posted list.
2.
By February 1, the District will compile
and distribute to all employees and the Association the final list, ranking
from greatest to least seniority.
3.
By April 15, the District shall
tentatively determine the reduced programs and services to be implemented in
the following school year.
ARTICLE VII (Continued)
OTHER TERMS AND CONDITIONS OF EMPLOYMENT (Continued)
Section 5: Certificated Staff Reduction (Continued)
4.
By April 15, the District shall make an
initial determination of probable cause under State Statute, or other
applicable statutes and tentatively identify the names of any certificated
employees to be terminated under the Districts reduced program and services;
and provide the seniority list including and identifying those certificated
employees whose contracts will tentatively be non-renewed for the ensuing
school year on the basis of seniority as described in Paragraph C hereof which
shall be furnished to the Association and all affected certificated
employees.
Any such certified employee on the list,
may in writing, within five (5)
working days of receipt of the list, file with the Superintendent his objection
to the ranking order and may request consideration for modification of the same
provided such individual includes in his written request a full statement as to
the facts in support of his contention that the list be modified. If the
Superintendent rejects the individual's request for modification of the list,
he shall so notify such individual and the Association within five (5) working
days thereafter.
Any further appeal of placement shall be pursuant to the grievance procedure of
this Agreement. The parties recognize that the dates in this paragraph
represent desirable guidelines, but may, because of unforeseen circumstances,
be extended by mutual agreement.
5. By May 15, the district shall
determine the reduced educational program and services for the following school
year.
6. By May 15, determine and
recommend to the Board the number of certificated employees which are required
to implement the district's reduce educational program and services.
7. By May 15, ascertain to the
extent possible the number of certificated positions which will be available
the following year by reason of normal attrition (e.g., retirement,
resignations, etc.) or by reasons of leaves of absence under Paragraph
"B" below, in order to minimize the necessity for the termination of
certificated employees; and,
8. By May
15, make any necessary subsequent determination(s) of probable cause under State
Statute or other applicable statutes and identify the names of any certificated
employees to be terminated under the District's reduced program and services,
and establish and provide a list of said employees to the Association, and also
provide appropriate notification to certificated employees so affected in
accordance with law.
ARTICLE VII (Continued)
OTHER TERMS AND CONDITIONS OF EMPLOYMENT (Continued)
Section 5: Certificated Staff Reduction (Continued)
B. Upon
any determination that the involuntary termination of certificated employees
will be necessary, certificated employees not terminated shall be invited to
apply for a one-year leave of absence without pay. The Superintendent shall
recommend favorable action by the Board for any such applicant whose position
can be adequately filled from within the District if the granting of such leave
should make it possible to grant a one-year contract under appropriate RCWs to
a terminated employee from the employment pool, referred to in Paragraph E. A certificated
employee accepting a one-year contract under appropriate RCWs will not lose his
rights in the employment pool.
Any
employee entitled to re-employment, following the expiration of his/her
one-year leave of absence, shall continue to be subject to the provisions of
RCW 28A.405.210 and the provisions of this ARTICLE VII, Section 6, in the same
manner as if actually employed by the District during the leave period. Any
employee accepting a contract under RCW 28A.67.900 who is re-employed the
succeeding school year from the employment pool shall be subject to the
provisions of RCW 28A.405.210 except
that an employee under a contract subject to RCW 28A.67.900 may be given a
succeeding contract subject to RCW 28A.67.900 for a successive year or years; PROVIDED,
said employee shall be given the next available regular position for which they
qualify under sub-sections C. and D. herein, which contract shall be subject to
RCW 28A.405.210. Said employee, while subject to RCW 28A.405.210 shall remain
in an employment pool.
Employees taking one-year
leaves of absence shall be responsible for providing the District with their
mailing addresses and any changes thereof during their leave period.
The employee on leave will be required to notify the
District office by letter of his or her desire to return to a teaching position
for the next ensuing year by March 1 of the year in which the leave will
expire. If such employee fails to do so, the District will consider that
employee's position vacant and shall hire the employee currently replacing the
employee on leave, under the contract subject to RCW 28A.67.070, unless said
employee has been rehired from the employment pool, in which instance the
District shall hire from the employment pool, in accordance with sub-sections
C. and D. herein prior to hiring from outside the District.
C. To ensure that the certificated employee
recommended for retention will be qualified to implement the education
program determined by the Board, all certificated employees must possess valid
1. In cases where the District elects to
implement or continue the Special Education program, the transportation program,
and the vocational program, or a categorically-funded program, (including the
level of district expenditures required to maintain such program) the
certificated position(s) necessary to staff such program(s) shall be exempt
from the layoff procedures of this section; provided, individual employees
shall not be exempt from reduction if a qualified (as specified in Subsection
D), more senior certificated employee is being non-renewed and makes
application to staff such a program.
ARTICLE VII (Continued)
OTHER TERMS AND CONDITIONS OF EMPLOYMENT (Continued)
Section 5: Certificated Staff Reduction (Continued)
2.
Certificated employees currently
employed full time shall be first assigned full time consistent with their
certification, academic preparation, and their individual seniority, and shall
not be obligated to any part-time employment, but may choose to accept such
employment on a voluntary basis.
3.
Certificated
employees currently employed part-time shall be assigned part-time consistent
with their certification, academic preparation, and their individual seniority,
but shall not be assigned unless such a position is declined by all qualified
certificated employees (full- and part-time) with greater seniority.
D. When more than one employee qualified for an
available position in accordance with 6.A.1. above, selection for retention shall
be based upon the following:
1.
The senior employee member(s) shall be recommended for
retention based upon years of certificated service within the public schools of
the State of
2. When more than one employee qualifies for a particular position under the criteria listed above, the certificated employee(s) with the most seniority within the District will have the preference.
3. When more than one employee qualifies for a particular position under the criteria listed in 6.A.1. above, the certificated employee(s) with the most number of credits/clock hours beyond the Provisional Certificate, as recorded in the Superintendent's Office as of October 1 of the school year preceding the anticipated reduction, will have preference.
4.
In the event that ties still exist, the employees to be
retained shall be determined by drawing lots among the employees that tie. Said
drawing shall be scheduled at time and place mutually acceptable to the
Association and the District and shall be conducted by a mutually acceptable
third party. Employees involved shall be
notified in writing of the time and place of the drawing, at least forty-eight
(48) hours prior to the time of the drawing.
E. Any certificated employee receiving
written notice of contract non-renewal pursuant to
the provisions of this section
shall be placed in an employment pool for possible re-employment until August
31 of the second (2nd) year
following the implementation of the reduced program. Employment pool personnel
will be given the opportunity to fill open positions within the categories for
which they are qualified under Paragraph C. If more than one such employee is
qualified for an open position, the criteria set forth in Paragraph D shall be
applied to determine who shall be offered the position.
ARTICLE VII (Continued)
OTHER TERMS AND CONDITIONS OF EMPLOYMENT (Continued)
Section 5: Certificated Staff Reduction (Continued)
1.
When a vacancy occurs for which any such
employee in the employment pool qualifies, notifications from the school
district to such individual will be by certified or registered mail sent to such
employee's last known address, or personal written contact by the
Superintendent or his designees. The employee must keep the District informed
of his/her current home address. Such employee will have ten (10) calendar days
from date of mailing of the letter or from the date of personal contact to
accept the position, whichever event shall occur first.
2. If an
individual in the employment pool fails to accept a position for which he/she
is eligible pursuant to this section, such individual will be dropped from the
employment pool.
F. Recall
Procedure
In the
event programs are restored, or positions are available, the Board shall first
recall all qualified employees who have been placed in the employment pool
before the Board employs or assigns any additional personnel to fill employment
assignments. Certificated employees on layoff shall first be recalled by
seniority for positions for which they are qualified. Certificated employees
who were previously assigned to part-time positions shall be recalled to part-time
positions provided that no part-time certificated employee with less seniority
shall be recalled to any part-time teaching position unless such a position is
declined by all certificated employees (full- and part-time) with greater
seniority.
Section
6: Release Time For Special Education Teachers
Special education teachers shall be provided seven (7)
days of classroom release time to complete State/Federal or District-required
activities. Up to three (3) of these
days may be used outside of the work day, at or away from the worksite, and
will be paid at the curriculum rate. Itinerant Special Education Staff, for whom
substitutes are not available, may elect to use up to five (5) days, working
outside the contracted work day, at or away from the worksite and paid at
curriculum rate. Beginning in
the 2007-2008 school year these said days will be paid at per diem.
K-8 counselors and the ACTS coordinator, for whom
substitutes are not available, may elect to use up to five (5) days, working
outside the contracted work day, at or away from the worksite and paid at
curriculum rate.
Section 7: Grade Enrollment
A list of each grade enrollment in all grade schools of
the District will be posted in each grade school no later than two weeks after
the opening of school and within one week of the first of each month thereafter
during the school year.
ARTICLE VII (Continued)
OTHER TERMS AND CONDITIONS OF EMPLOYMENT (Continued)
Section 8: Kindergarten Release Time
Three release days with full pay shall be provided for
kindergarten teacher-parent conferences.
The three (3)-day conference time is for a teacher with a morning and
afternoon kindergarten session. A
kindergarten teacher with one session would receive three (3) half-days of
conference time.
Additionally, one-half (l/2) day of preparation time
will be provided each kindergarten teacher for each session instructed. This time will be utilized for conference
preparation and planning and will be used prior to the opening of school in the
fall.
Section 9: Extracurricular Advisory Committee
A joint District/Association Committee will meet in an
advisory capacity in May of even-numbered years to address requests for
changes, additions, or deletions to the extracurricular salary system. The Committee may meet at any other time upon
mutual agreement of the District and Association.
The Committee will be composed of six (6) members, two
(2) standing members: the High School
Athletic Director, the Grade School Athletic Director; and four (4) appointed members;
two (2) by the Superintendent and two (2) by the Association. Appointment shall
be for terms of four (4) years.
The Committee may only respond to submitted requests of
an employee or requested of the
Association or District. Committee members shall absent
themselves from recommendations wherein their involvement would constitute a
conflict of interest.
Within ten (10) days of the Committee's recommendations,
employees who have requested adjustment in salary placement shall be notified
of the Committee recommendations in writing.
If his/her request was denied or accepted in other than the originally
requested form, the reasons for the recommendation are to be a part of the
written notification. Within five (5)
school days of the Committee's meeting and findings, the Committee shall
transmit to the District and Association its recommendations and include a copy
of all notification to employees. Such
recommendations shall be a subject of future negotiations.
Section 10: Class Size
A.
Grades K-3 and 4-8
To
mitigate the effects of the number of students in larger classes and assist
with students who have
strong
individual needs, the District will allocate a basic number of classroom
instructional assistant
hours in each grade school building. The first priority in placing assistants
should be in providing direct services to students as opposed to clerical
tasks.
Distribution
of assistant hours is based on a standard base per building of:
six (6) hours per
7 classroom FTEs for grades K-3, and
six (6)
hours per 10 classroom FTEs for grades 4-8
ARTICLE VII (Continued)
OTHER TERMS AND CONDITIONS OF EMPLOYMENT (Continued)
Section 10: Class Size (Continued)
This
results in multipliers for determining allocation of assistant hours for both
basic allocation and
the
additional assistant hours.
Actual
instructional assistant times will be rounded to the nearest half-hour
increment.
To
further assist in meeting student needs, additional assistant time will be
added when the average
class
size per building for K-3 or 4-8 exceeds the identified enrollment consistent
with Section E.,
Implementation.
K 3 CLASS SIZE AVERAGE |
TOTAL
ADDITIONAL HOURS |
|
24.0 |
3 |
|
24.5 |
6 |
|
25.0 |
9 |
|
25.5 |
12 |
|
26.0 |
15 |
|
26.5 |
18 |
|
* |
* |
|
4 8
CLASS SIZE AVERAGE |
TOTAL
ADDITIONAL HOURS |
|
29.5 |
2 |
|
30.0 |
4 |
|
30.5 |
6 |
|
* |
* |
* Continues at same incremental rate
The
distribution of these assistant hours to specific teachers and all other hours
designated as a
result
of class size relief will be determined collaboratively with teachers representing
appropriate
grade
levels and the building principal. The
intent is to allow building level teams the maximum
flexibility
in meeting student and staff needs.
B.
Grades 9-12
The
building administrator will make every effort to equalize the class loads for
all instructors within a department.
Effective October 1 and March 1 of each year of the contract, the
following specific class limits will apply for grades 9-12. If the numbers exceed the limits, teachers
will be compensated in accordance with the table at the end of this section.
The
district will set aside funds in excess of the building budget, for the payment
of compensation for class loads in excess of those outlined below. Teachers will be compensated $300 each
semester, to be paid in the November and April payroll, if their class loads
exceed the limits.
ARTICLE VII (Continued)
OTHER TERMS AND CONDITIONS OF EMPLOYMENT (Continued)
Section 10: Class Size (Continued)
Basic
Education Maximum of 32 in a single class or 150 total students per day,
excluding PAWS. P.E./Music/Band -170 total students per day excluding PAWS.
C.
Special Conditions
When
special conditions exist, a teacher may petition the district through the
building principal
for
special assistance. A recommendation
will be jointly made by a building team consisting of the
teacher,
principal or assistant principal, and the appropriate grade level team for that
building.
Response
to the recommendation shall be made by the District within five working days.
D.
Specialized Classrooms
Specialized classrooms (such as
E. Implementation
Building class levels averages will be calculated
utilizing enrollment of the tenth student day of
each school year.
Hiring of instructional assistants will occur as expediently thereafter
as each
building interview team can complete this task. Further, grade level groups may qualify for
additional instructional assistant time through October
1. Addition of assistant time following
this
date may be added through Section C. above.
Instructional assistant hours will remain assigned to
their grade levels for the remainder of the
school year, with allocation of those hours directed
through the year by the building grade levels
teams.
Instructional assistants shall be hired to fulfill the
basic allocation per building so as to be on the job
commensurate with the first student instructional
day. In addition, these assistants will
be
employed a minimum of one (1) additional day prior to
the opening of school in order to plan and
coordinate the assistant's duties and schedule. This day will be mutually scheduled by the
supervising teachers and the building principal.
F.
In-service Training and Orientation
A
program of orientation and in-service training will be developed and
implemented for the
instructional
assistants who are hired to alleviate class size loads. These activities will be designed
to
maximize the assistants' effectiveness.
ARTICLE VII (Continued)
OTHER TERMS AND CONDITIONS OF EMPLOYMENT (Continued)
Section 10: Class Size (Continued)
G.
Class Size Program Review and Updating
The
joint Class Size Committee shall meet on an annual basis to review and make
recommendations
regarding the structure and application of this class size program. These annual
reviews
will commence in March of 1992, and follow each March thereafter, with the
review and
recommendations
being forwarded to the District and Association by April 30 of each year.
Changes
in committee structure will be mutually agreed to, and replacement of
individual members
shall
be by appointment of the District and Association following the completion of
three year
terms
or resignation as per the original agreement configuration.
Section 11: Employees Children Option
Employees shall have the option of enrolling their
children at their worksite. All
out-of-district policies will apply to students who are from out of district.
Section 12: Instructional Assistants Hiring and
Evaluation
In order to improve instruction, student learning, and
working relationships, certificated staff who must directly work with
instructional assistants will be represented in the screening and interviewing
of prospective instructional assistants.
Further, the building administrator will solicit input
from all certificated staff working directly with each instructional assistant
at least twice during the probation period (the first at 30 days of employment)
so as to assess the strengths and needs of the instructional assistant.
INSTRUCTIONAL ASSISTANCE
CALCULATIONS WORKSHEET
School:
K-3
Enrollment:
Classroom:
K-3
Class Size Average:
Multiplier:
Basic
Daily I.A. Allocation: 6 X = hours
Additional
Daily Allocation: X hours
TOTAL
K-3 DAILY INSTRUCTIONAL ASSISTANCE: HOURS
4-8
Enrollment:
Classrooms:
4-8
Class Size Average:
Multiplier:
Basic
Daily I.A. Allocation: 6X = hours
Additional
Daily Allocation: X = hours
TOTAL
4-8 DAILY INSTRUCTIONAL ASSISTANCE: HOURS
TOTAL BUILDING INSTR. ASST. DAILY HOURS:
ARTICLE VIII
CERTIFICATED
STAFF EVALUATION AND PROFESSIONAL GROWTH
Section 1: General
Employees
shall be evaluated during each school year in accordance with the procedures
and criteria set forth in APPENDIX C, Pathwise Procedures. Every employee whose overall performance is
judged to be unsatisfactory based upon the evaluation criteria shall be placed
in a probationary status no later than February 1 and shall be given until May
1 to demonstrate improvement in his or her areas of deficiency.
The
Formative Assessment, Professional Growth Option (PGO) (APPENDIX C) shall be the major focus of the process of
instructional improvement in the school district. It is designed to involve employees and their
supervisors in an on-going dialogue leading to individualized professional
growth for each employee.
Section
2: Assessment Formats
A. Formative Assessment, The Professional Growth
Option (PGO)
Each
employee will participate in the Formative Assessment (PGO) at least once every
four years. The employee may choose to
participate at a more frequent interval, to a maximum of three consecutive
years, if they so desire.
The
Formative Assessment of an employee and its contents may in no way be used for
evaluation, discipline, or termination of employment. The PGO-1 and PGO-2 shall be kept in the
working file, as currently maintained by the administrator and will not become
a part of the employee's personnel file, unless the employee agrees. The administrator will forward, to the
district, a listing of those employees who have successful completed their PGO
not later than June 1 of each year.
B. Summative Assessment
The Summative evaluation is meant
to assist teachers new to the profession and/or the district, experienced
teachers in need of assistance or to maintain competency for successful
experienced teachers. Each experienced
teacher will have a Summative evaluation as a minimum of at least once every
four years. They may choose to be
evaluated using the Summative Assessment or Summative Short Form on an annual
basis. However, barring extraordinary
events each certificated staff member will be evaluated using the Formative
process at least once every four years.
Pathwise
Components of Professional Practice:
This section outlines the domains, components, and elements of the
Pathwise evaluation system. The Domains
of the Pathwise system relate to the statutory criteria outlined in RCW
28A.405.100. Domain 1: encompasses the
criteria of Professional Preparation and Scholarship and relates to Knowledge
of Subject Matters; Domain 2: encompasses Classroom Management and Handling of
Student Discipline and Attendance; Domain 3 Instructional Skills and Interest
in Teaching Pupils: Domain 4: Efforts
toward professional improvement. A
sample of the Pathwise evaluation form is contained in Appendix C, Pathwise
Procedures.
ARTICLE
VIII (Continued)
CERTIFICATED STAFF
EVALUATION AND PROFESSIONAL GROWTH (Continued)
Section
2: Assessment Formats (Continued)
1. Domain 1:
Planning and Preparation
1a:
Demonstrating Knowledge of Content and Pedagogy
Knowledge
of content
Knowledge
of prerequisite relationships
Knowledge
of content-related pedagogy
1b:
Demonstrating Knowledge of Students
Knowledge
of characteristics of age group
Knowledge
of students varied approaches to learning
Knowledge
of students skills and knowledge
Knowledge
of students interests and cultural heritage
1c:
Selecting Instructional Goals
Value
Clarity
Suitability
for diverse students
Balance
1d:
Demonstrating Knowledge of Resources
Resources
for teaching
Resources
for students
1e:
Designing Coherent Instruction
Learning
activities
Instructional
materials and resources
Instructional
groups
Lesson
and unit structure
1f: Assessing
Student Learning
Congruence
with instructional goals
Criteria
and standards
Use for
planning
2. Domain 2:
The Classroom Environment
2a:
Creating an Environment of Respect and Rapport
Teacher
interaction with students
Student
interaction
2b: Establishing
a Culture for Learning
Importance
of content
Student
pride in work
Expectations
for learning and achievement
ARTICLE VIII (Continued)
CERTIFICATED STAFF
EVALUATION AND PROFESSIONAL GROWTH (Continued)
Section
2: Assessment Formats (Continued)
2c: Managing Classroom Procedures
Management
of instructional groups
Management
of transitions
Management
of materials and supplies
Performance
of non-instructional duties
Supervision
of volunteers and paraprofessionals
2d:
Managing Student Behavior
Expectations
Monitoring
of student behavior
Response
to student misbehavior
2e:
Organizing Physical Space
Safety
and arrangement of furniture
Accessibility
to learning and use of physical resources
3. Domain 3:
Instruction
3a:
Communicating Clearly and Accurately
Directions
and procedure
Oral
and written language
3b:
Using Questioning and Discussion Techniques
Quality
of questions
Discussion
techniques
Student
participation
3c:
Engaging Students in Learning
Representation
of content
Activities
and assignments
Grouping
of students
Instructional
materials and resources
Structure
and pacing
3d:
Providing Feedback to Students
Quality:
accurate, substantive, constructive, and specific
Timeliness
3e:
Demonstrating Flexibility and Responsiveness
Lesson
adjustment
Response
to students
Persistence
ARTICLE VIII (Continued)
CERTIFICATED STAFF
EVALUATION AND PROFESSIONAL GROWTH (Continued)
Section
2: Assessment Formats (Continued)
4. Domain 4:
Professional Responsibilities
4a:
Reflecting on Teaching
Accuracy
Use in
future teaching
4b:
Maintaining Accurate Records
Student
completion of assignments
Student
progress in learning
Non-instructional
records
4c:
Communicating with Families
Information
about the instructional program
Information
about individual students
Engagement
of families in the instructional program
4d:
Contributing to the School and District
Relationships
with colleagues
Service
to the school
Participation
in school and district projects
4e:
Growing and Developing Professionally
Enhancement
of content knowledge and pedagogical skill
Service
to the profession
4f:
Showing Professionalism
Service
to students
Advocacy
Decision
making
5.
The evaluation levels in the Pathwise
evaluation form are, Unsatisfactory is Unsatisfactory, Basic, Proficient, and
Distinguished are all Satisfactory ratings.
6.
The Pathwise evaluation system is based
on Enhancing Professional Practice, A
Framework for Teaching, by Charlotte Danielson, ASCD, 1996 and Teacher Evaluation, To Enhance
Professional Practice, Charlotte Danielson and Thomas McGreal, ASCD,
2000, and the Pathwise Framework For
Teaching software ETS Version 1, 1998
The evaluator completes all
Summative assessments by May 15 and forwards a print copy to personnel, copy to
employee, and building file by June 1.
ARTICLE VIII (Continued)
CERTIFICATED STAFF
EVALUATION AND PROFESSIONAL GROWTH (Continued)
Section 3: Evaluation
A. Responsibility
for Evaluation
Within each school, the principal
shall be responsible for the evaluation of employees assigned to that
school. An employee assigned to more
than one school shall be evaluated by the supervisor of the building where the
majority of their teaching time is spent. The administrative organization plan
of the school district shall be used to determine lines of responsibility for
evaluation for any employee who is not regularly assigned to any school. The principal may designate an
administratively certificated staff members to assist in the observation and
evaluation process.
B. Evaluation Criteria
Each employee shall be evaluated in accordance with the
criteria appropriate to the employee's position as set forth in the Pathwise
Procedures. (Appendix C).
C. Required
Evaluations
1.
All employees
newly employed by the
2.
All employees,
including new employees, shall be evaluated annually, using the Pathwise
Procedures, such evaluations to be completed not later than May 15 of the year
in which the evaluation takes place.
3.
If an employee is
transferred to another position not under the current supervisor's
jurisdiction, an evaluation shall be made at the time of such transfer.
4.
If an employee
resigns during the school year, a final evaluation shall be completed prior to
the resignation date.
5. If the supervisor contemplates
recommending that an employee be placed on probation, an evaluation shall be
completed on or before January 15.
6.
Employees
who are on a Formative Assessment, PGO, upon being placed on probation will
immediately revert to the Summative Assessment and will remain on the Summative
Assessment until such time as they are removed from probation by the evaluator.
D. Additional Evaluations
In addition to the evaluations required under Paragraph
2. A & B. above, principals and other supervisors may make other
evaluations during the school year, which evaluations may cover individual
observations or such periods of time as may be identified in the evaluation
report. No evaluation shall be made
without prior notice being given to the employee. Feedback reports will be completed on all
formal observations.
ARTICLE VIII (Continued)
CERTIFICATED STAFF
EVALUATION AND PROFESSIONAL GROWTH (Continued)
Section 3: Evaluation (Continued)
E. Evaluation
Procedures
1.
Following
each observation or series of observations, the principal or other evaluator
shall promptly document the results there of using the appropriate evaluation
report form. The employee shall be
provided with a copy of the evaluation report within three (3) days after the
observation.
2.
The
employee shall sign the
3.
Each
evaluation report required above shall be promptly forwarded to the
4.
Following the completion of each evaluation report
required under Paragraph 2.C. above, a meeting shall be held, within three (3)
days, between the principal or other evaluator and the employee to discuss the
report.
F. Evaluator Rotation
In the case
where there is more than one evaluator in a given building, those evaluators
may rotate through the staff on a yearly basis if it is the desire of the
employee, and agreed to by the principal.
The
building principal may, at his/her option, also evaluate an employee whether or
not that employee would fall under his/her evaluation rotation.
Section 4: Probation
A. Supervisor's Report
In the event that a principal or other supervisor
determine, on the basis of the evaluation criteria, that the overall
performance of an employee under his or her supervision is unsatisfactory and
results in the employee being placed on probation, the supervisor shall report
the same in writing to the Superintendent on or before January 20. The report shall include the following:
1.
The evaluation report, which shall be completed prior to
January 15.
2. A recommended specific and
reasonable program designed to assist the employee in improving his / her
performance.
ARTICLE VIII (Continued)
CERTIFICATED STAFF
EVALUATION AND PROFESSIONAL GROWTH (Continued)
Section 4: Probation (Continued)
B.
Establishment of Probationary Period
If the
Superintendent concurs with the supervisor's judgment that the overall
performance of the employee is unsatisfactory and warrants probation, the
Superintendent shall place the employee in a probationary status beginning on
or before February 1, and ending on 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; and
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
- At or about the time of
the delivery of a probationary letter, the principal or
other supervisor shall hold a conference with the
probationary employee to discuss performance deficiencies and the remedial
measures to be taken.
- During the probationary
period the principal or other evaluator shall meet with the employee at
least twice monthly to supervise and make a written evaluation of the
progress made by the employee. The
employee will be evaluated using the Summative Assessment criteria and
this/these criteria will be used for all subsequent
evaluations/observations during the period of probation.
- The probationary employee
may be removed from probation at any time he or she has demonstrated
improvement to the satisfaction of the principal or other supervisor in
those areas specifically detailed in his / her notice of probation.
D. Supervisor's Post-Probation Report
Unless the
probationary employee has previously been removed from probation, the principal
or other supervisor 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:
- That the employee has
demonstrated sufficient improvement in the stated areas of deficiency to
justify the removal of the probationary status; or,
- 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,
ARTICLE VIII (Continued)
CERTIFICATED STAFF
EVALUATION AND PROFESSIONAL GROWTH (Continued)
Section 4: Probation (Continued)
- 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 any report submitted pursuant to Paragraph 3.D. above, the
Superintendent shall determine which of the alternative courses of action is
proper and shall take appropriate action to implement such determination.
F.
Association Notification
The
Association President shall be notified immediately in writing by the district
when any bargaining unit employee is placed on probation.
