2017-2020 Danvers Tchrs

AGREEMENT FOR

UNIT A

BETWEEN THE

DANVERS TEACHERS ASSOCIATION

AND THE

DANVERS SCHOOL COMMITTEE

Effective

July 1, 2017

June 30, 2020

TABLE OF CONTENTS

ARTICLE PAGE

PREAMBLE 4

1 RECOGNITION 4

2 MANAGEMENT RIGHTS AND RESPONSIBILITIES 4

3 GRIEVANCE PROCEDURE 5

4 SALARIES 7

5 TEACHING HOURS AND TEACHING LOAD 8

6 TIME AND LEARNING 14

7 CLASS SIZE 17

8 NON-TEACHING DUTIES 19

9 TEACHER EMPLOYMENT 20

10 RESIGNATIONS 20

11 TEACHER ASSIGNMENT 20

12 TRANSFERS 21

13 VACANCIES 22

14 TEACHER EVALUATION 22

15 TEACHER FACILITIES 43

16 SICK LEAVE 43

17 TEMPORARY LEAVES OF ABSENCE 45

18 MATERNITY LEAVE 46

19 EXTENDED LEAVES OF ABSENCE 47

20 SABBATICAL LEAVES 48

21 PROFESSIONAL DEVELOPMENT 49

22 PROTECTION 50

23 INSURANCE AND ANNUITY PLANS 51

24 ASSOCIATION RIGHTS 51

25 DUES DEDUCTION 52

26 TEXTBOOKS 53

27 TEACHER RIGHTS 53

28 REDUCTION IN FORCE 53

29 CHAPTER 766 56

30 GENERAL 57

31 AGENCY SERVICE FEE 58

32 TEACHER-LEADER POSITIONS 59

33 DURATION 59

APPENDIX A RATIO AND SALARY SCHEDULES 61

APPENDIX B CO-CURRICULAR ACTIVITIES 68

APPENDIX C DISTRICT SPONSORED CONTINUING EDUCATION 77

ATTACHMENTS 1 - 4 79

SETTLEMENT AGREEMENTS #1 - 8 88

PREAMBLE

Recognizing it is the responsibility of the Danvers School Committee to provide education of the highest possible

quality for the children of Danvers and that good morale within the teaching staff of Danvers is essential to

achievement of that purpose, we, the undersigned parties to this Agreement declare that:

1. Under the law of Massachusetts, the Committee, elected by the citizens of Danvers, has final responsibility

for establishing the educational policies of the public schools of Danvers.

2. The Superintendent of Schools of Danvers (hereinafter referred to as the Superintendent) has responsibility

for carrying out the policies so established.

3. The teaching and nursing staff of the public schools of Danvers shares with the Committee the

responsibility for providing education and health services of the highest quality in the classroom of the

school.

4. Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free

exchanges of views and information between the Committee, the Superintendent and the Association.

5. To give effect to these declarations, the Committee and the Association agree as follows:

ARTICLE 1 – RECOGNITION

A. For the purpose of negotiating collective bargaining agreements with respect to wages, hours, and other

conditions of employment, and for resolving any questions arising thereunder, the Danvers School Committee,

hereinafter referred to as the Committee, recognizes the Danvers Teachers Association, hereinafter referred to as the

Association, as the exclusive bargaining agent and representative for a unit composed of:

Teachers,

Specialists,

Guidance Counselors,

Librarians and other professional media personnel,

Assistant(s) to the Principal(s), Social Workers, Nurses

and all other Personnel whose duties are primarily teaching.

B. Unless otherwise indicated, the employees in the above unit hereinafter will be referred to as “teachers”.

C. Specifically excluded from the unit are the Superintendent, Assistant Superintendent, Directors, Principals,

Secondary Assistant Principals, Coordinators, Department Heads, and the Manager of Administration and

Finance.

D. If a member of the bargaining unit resigns, retires, or dies during the work year or is expected to be absent

on leave for at least one-half of the teacher work year, then a substitute teacher hired to fill in for such

absent teacher shall, commencing with her/his 91

school day school day, be a member of the bargaining

unit.

ARTICLE 2 – MANAGEMENT RIGHTS AND RESPONSIBILITIES

Except as specifically limited by this Agreement, the Committee retains all of the powers, rights and duties that it

has by law pursuant to MGL c. 71, as amended by the Education Reform Act of 1993 and any amendments thereto,

and may exercise the same at its discretion without any such exercise being the subject of the grievance and

arbitration procedures. Specifically, these powers, rights and duties include, without being limited to:

1. directing and controlling the use of school facilities;

2. selecting, assigning and employing personnel;

3. evaluating personnel;

4. obtaining and contracting for materials, services, supplies and equipment consistent with

budgetary resources and educational needs;

5. establishing curriculum, student discipline policies and safety regulations with input from the

Danvers Teachers Association; and

6. purchasing educational materials, text books, software and library reference materials

consistent with applicable state law and with input from the Danvers Teachers

Association and its members.

The failure of the Committee to exercise any of the rights as provided in this Article shall not be construed as a

waiver of these rights. None of these rights shall be exercised by the Committee contrary to any provisions of this

Agreement.

ARTICLE 3 – GRIEVANCE PROCEDURE

A. Definition

A “grievance” is any question as to the interpretation and/or application of this Agreement, or any

subsequent agreement entered into pursuant to this Agreement.

B. Purpose

1. The purpose of this procedure is to secure, at the lowest possible administrative level, equitable

solutions to those problems which affect the working conditions of teachers. Both parties agree

that these proceedings will be kept as informal and confidential as may be appropriate at any level

of the procedure.

2. Nothing herein contained will be construed as limiting the right of any teacher having a complaint

to discuss the matter informally with any appropriate member of the administration, and having

the complaint adjusted without intervention of the Association, providing the adjustment is not

inconsistent with the terms of this Agreement and that the Association has been given the

opportunity to be present and to state its views at such adjustment if acceptable to the individual.

C. Procedure

A grievance shall be initiated within 20 school days of the event giving rise to the grievance or the

grievant’s knowledge thereof.

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at

each level should be considered as maximum and every effort should be made to expedite the process. The

time limits specified can, however, be extended in writing by mutual agreement.

If a grievance left unresolved until the beginning of the following school year could result in irreparable

harm to the grievant, the time limits set forth herein will be reduced so that the grievance procedure may be

exhausted prior to the end of the school term or as soon thereafter as is practicable.

1. Level One.A teacher with a grievance will first discuss it with his principal or immediate

supervisor either directly or through the Association with the objective of resolving the matter

informally.

2. Level Two. If the grievance is not resolved to the satisfaction of the grievant within five (5)

school days, the Association President may submit, in writing, the grievance to the

Superintendent. The written statement of the grievance shall include: (1) the basic facts pertinent

to the grievance and (2) provision(s) of the Agreement claimed to be relevant to the grievance. By

providing such information in writing, the Association waives no rights to present additional

pertinent facts and/or to cite additional provision(s) of the Agreement during the processing of the

grievance. Within five (5) school days after the receipt of the written grievance, the

Superintendent and/or his/her authorized representative shall meet with the aggrieved employee

and not more than three (3) Association representatives in an effort to resolve this matter.

3. Level Three. If the grievance is still unresolved within ten (10) school days after said meeting, the

Association President may submit, in writing, the grievance to the Committee. At the next

regularly scheduled meeting of the School Committee or within thirty (30) days after receipt of the

written grievance, whichever is sooner, the School Committee shall meet with the aggrieved

employee and Association representative in an effort to resolve this matter, said meeting to take

place in executive session one-half hour prior to the start of the regular meeting of the Committee.

All meetings at this level shall include only parties in interest and their authorized, designated

representatives.

4. Level Four. If the grievance cannot be resolved by and between the Committee, the aggrieved

employee, and the Association within fifteen (15) school days after the meeting held in Level

Three, then the matter may be submitted for arbitration within ten (10) school days thereafter by

either the Committee or the Association with the American Arbitration Association in accordance

with its labor arbitration rules or with the State Board of Conciliation and Arbitration in

accordance with its rules. The arbitrator cannot add to, detract from, or otherwise modify the terms

of this Agreement or any subsequent agreement entered into pursuant to this Agreement. The

decision of the Arbitrator shall be final and binding on the parties. The cost (fee and expenses) of

the arbitrator shall be borne equally by the parties. Either party, at its own expense, retains its right

of appeal as provided in Chapter 150C of the General Laws.

D. Rights of Teachers to Representation

Any party in interest may be represented at all stages of the grievance procedure by a person of her/his own

choosing, except that he/she may not be represented by a representative or by an officer of any teaching

organization other than the Association or its designated representative. When a teacher is not represented

by the Association, the Association shall have the right to be present and to state its views at all stages of

the grievance procedure.

E. Miscellaneous

1. If a grievance affects a group or class of teachers, the Association President may submit such

grievance in writing to the Superintendent directly, and the processing of such grievance will be

commenced at Level Two. The Association may process such a grievance through all levels of the

grievance procedure even though the aggrieved person does not wish to do so.

2. Decisions rendered at Levels One, Two and Three of the grievance procedure may be in writing

setting forth the decision and the reasons therefore, if requested by the aggrieved, and will be

transmitted promptly to all parties in interest and to the Association President. However, for any

grievance resolved at Level One, Two or Three to the mutual satisfaction of the grievant and the

parties, said resolution shall be reduced in writing and delivered to all parties in interest, including

the Superintendent and the President of the Association.

3. All documents, communications and records dealing with the processing of the grievance will be

filed separately from the personnel files of the grievant. It is understood that any such records

maintained will be solely for historical information and shall not be used against any employee in

any way.

4. When it is necessary for one representative of the Association and/or the grievant to attend a

grievance meeting or hearing at any level of the grievance procedure that is held during the school

day, he/she will, upon notice by the Association President to the building principal or immediate

supervisor and to the Superintendent, be released from normal responsibilities without loss of pay

in order to participate in said meeting(s) or hearing(s).

ARTICLE 4 – SALARIES

A. The salaries of all persons covered by this Agreement are set forth in Appendix A which is attached hereto

and made a part hereof.

B. Teachers will have the option of either of the following pay plans:

1. 26 Pays. Each teacher will be paid in twenty-six (26) equal installments between September 1 and

August 31 with first 21 pays on alternate Thursdays and the balance of her/his earned pay

(installments 22-26) on the last teacher workday of the school year upon satisfactory check-out

with her/his building principal.

2. 22 Pays. In lieu of the above plan, upon submitting written notice to the Superintendent by June

15 of any given year, any teacher may elect to be paid in twenty-two (22) equal installments

between September 1 and the end of the teacher work year with the first 21 pays on alternate

Thursdays and the last pay on the last teacher workday of the school year upon satisfactory check-

out with her/his building principal.

NOTE: Should any employee erroneously receive monies to which the employee is not entitled, the employee

shall forthwith reimburse the Town upon demand for reimbursement of such monies.

C. An employee who works at least one-half of the school year shall advance to the next step of the salary

schedule of her/his appropriate column. This provision applies to new hires who commence employment

after the start of the school year and to a teacher on an extended leave for part of the school year, except as

otherwise specified in this Agreement for any extended leaves.

D. Teachers who submit appropriate documentation (transcript or letter of successful completion of the course

or program, with transcript to follow if applicable) for column movement and/or Appendix C differentials

shall be eligible for the additional compensation based on the following table:

Date of Submission:

Effective Date of Additional Compensation

Prior to August 31

First pay date of the school year

After August 31, but prior to November 10

First pay date in December

After November 10, but prior to February 10

First pay date in March

After February 10, but prior to May 10

First pay date in June

Retroactive compensation shall be paid so that total compensation due is consistent with the actual date of

submission, but actual changes shall only be made effective on the dates indicated above. However,

anyone eligible for column movement or an Appendix C differential who does not submit her/his

documentation by May 10 shall not be eligible for additional compensation in the then current fiscal year.

E. Teachers will receive their checks directly from the principal or assistant principal between the hours of

12:00 noon and the end of the teacher workday, so long as no teachers’ teaching duties will be interrupted

or interfered with in any way.

F. Salaries excluding those set forth in Appendix A will be paid by separate checks.

G. The substitute teacher who becomes a unit member in accordance with the terms of Article 1, Section D,

shall be paid as of the first day of her/his position at the appropriate rate on the salary schedule as if said

teacher had been originally employed as a full-time teacher in the Danvers School System.

ARTICLE 5 – TEACHING HOURS AND TEACHING LOAD

A. 1. The workday of each teacher shall consist of seven (7) hours and twenty-five (25) minutes of

continuous tim e for school year. Said workday to begin no earlier than 7:20 a.m. and to end no

later than 3:10 p.m. Some of this additional time, if necessary to provide adequate passing time

between classes, may be added to the student day; it is understood, however, that this additional

time will not be used as instructional time. In the event there is a shift from Eastern Standard

Time to Daylight Savings Time during the period of November 1 to April 1, the workday ending

time is subject to modification by the Superintendent, said ending time to be extended by no more

than one (1) hour beyond the aforementioned 3:10 p.m.

2. At the Middle School and High School level, said workday shall include at least forty (40) minutes

of combined time daily of teacher presence before the students’ formal starting time and after the

students’ dismissal time, said forty (40) minutes to include at least ten (10) minutes before the

formal starting time for students.

3. At the elementary level, said workday shall include at least seventy (70) minutes of combined time

daily of teacher presence before the students’ formal starting time and after the students’ dismissal

time, said seventy (70) minutes to include at least thirty (30) minutes after the dismissal time for

students, thirty (30) minutes of which shall be for the purposes of conducting parent conferences

and co-operative planning by teachers in order to meet more effectively the individual needs of

students.

4. The Superintendent and President shall meet as may be necessary with respect to any problem(s)

that may arise regarding teaching an extra periods (D-2) or having a fourth preparation (D-3) in an

effort to resolve any such problem(s).

5. Personnel other than classroom teachers will work their assigned tasks for the length of the regular

teacher’s workday. It is recognized, however, that the proper performance in a particular position

may require the individual filling said position to work other than the normal working day. The

exact daily schedule will be worked out on an individual basis.

6. Extended Block (“Flex-time”) The parties will form a study committee in September 2017 that

will examine the elementary flex time block. The study committee will make recommendations to parties

no later than May 1, 2018. The study committee recommendations will be negotiated at the request of

either party.

7. Early Release Days – The Committee may convert early release days to full student days to

augment instructional time except on the first 3 days of school in September and the last school

day in June, subject to no loss of the credit benefits in paragraph 5 of Section A of Article 6 –

Time and Learning.

B. 1. Teachers may be required to remain after the end of the regular workday, without

additional compensation, for up to one (1) hour to attend staff meetings. Said meetings shall be

scheduled to start after the dismissal of students, and there will be no increase in the length of time

of said meetings as a result of the earlier start of the meetings. Part-time personnel will be

expected to fulfill their professional obligations, specifically in reference to Sections a. and b.

below and H. 1. of this Article, in proportion to their part-time status.

Staff meetings are:

a. Two days each month - One Building Meeting called by the school principal (the

traditional monthly faculty meeting) and one Building Meeting for discussing and resolving

site-based issues.

b. One day each month - Curriculum Meetings or other meetings authorized by the

Superintendent. In addition to the foregoing curriculum meetings or other meetings authorized by

the Superintendent, the Superintendent or her/his designee(s) may conduct curriculum meetings an

additional five (5) hours per school year. The additional five hours may be utilized to extend any

of the foregoing curriculum meetings by an additional hour (with no such curriculum meeting

exceeding 2 hours in length except by mutual agreement) or as a separate additional one-hour or

two-hour curriculum meeting. For each hour of these additional curriculum meetings teachers at

an elementary school(s), the Middle School or the High School attend, there shall be

corresponding release time for students of those teachers affected.

c. No such meeting in “a” or “b” above shall continue beyond 4:05 p.m.

2. Teachers may be required to attend two (2) evening meetings each year in order to provide for an

open house at the teacher’s assigned school.

3. Attendance at all other evening meetings will be at the option of the individual teacher.

C. Teachers will have a duty-free lunch period of at least the following lengths:

1. Elementary School (Grades K through 5) - thirty (30) minutes.

2. Middle School - Equivalent to students’ Lunch Period.

3. Senior High School - Equivalent to students’ Lunch Period.

NOTE: Lunch periods will begin no earlier than 11:00 a.m.

D. 1.Each Middle and Senior High School teacher will not be assigned more than seven (7)

periods per day, consisting of the following:

a. At least one free period;

b. Not more than 5 student supervision periods* (except as provided in “c” or “d” below);

and

*NOTE: At the Middle School one student supervision period per six day cycle shall be

designated for either the advisor/advisee program or for an activity period program (as

may be determined from time to time). This period shall be rotated so that each

teacher will teach no more than 5 classes per day (including the advisor/advisee

program and the activity period program) except on those days 1) when such program

is scheduled on a teacher’s free period, in which event the teacher will have her/his

free period during the period otherwise scheduled for a non-teaching assigned period,

or 2) when such program is scheduled on the period of a teacher’s non-teaching

assigned period, in which event the teacher will conduct such program instead.

c. At the High School, a non-teaching supervisory period scheduled in a manner so that the

actual need for non-teaching supervisory periods are met. Such supervisory periods shall

be equitably distributed and rotated among high school teachers for those non-teaching

supervisory assignments traditionally performed by high school teachers. Although this

essentially involves non-teaching supervisory periods, to the extent that other periods

remain available in a teacher’s schedule, such periods may be used for non-supervisory

periods. The change in language in this subsection will not be used to initiate “make

work” assignments.

At the Middle School, one period a day to be utilized as follows during each six day

cycle:

i. Three common planning periods for each team of teachers;

ii. One planning period for the advisor/advisee program or activity period program;

NOTE: Two school months prior to any implementation of the activity period program

referred to in “ii” above, teachers will be so informed in order to provide them

with sufficient time to select activities, with approval by the Principal. The

activities will run approximately six weeks each.

Simultaneously, an activity period program advisory committee shall be

established consisting of the following membership:

1. Four members of the DTA to be selected by the President of the DTA.

2. Three members of the Administration to be selected by the

Superintendent.

3. The Principal of the Middle School.

The Principal of the Middle School shall chair the advisory committee which

shall meet at reasonable times for reasonable periods to study and review the

activity period program. The advisory committee shall submit to the School

Committee in writing any recommendations or changes concerning the activity

period programs. The meetings of the advisory committee shall not interfere

with classroom instruction and/or the teaching program of its members. The

School Committee shall determine whether to continue said activity period

programs, whether modified or otherwise.

iii. Non-teaching supervisory periods otherwise assigned in the same manner as

described above for high school teachers.

The School Committee shall determine whether to continue said Activity

programs, whether modified or otherwise.

d. An additional period as set forth in Section D.2.

2. An additional teaching period (i.e. - a sixth class for academic teachers) may be assigned to a

teacher for the purpose of providing additional curricular, additional offerings of present

curricular, flexibility of scheduling and academic program options in the secondary schools

according to the terms and conditions below:

a. No more than 7 teachers may be assigned an (one) additional teaching period in each

semester, and no more than two teachers per subject area may be so assigned an

additional teaching period.

b. No teacher assigned a fourth preparation under 5. D. 3. may be assigned involuntarily an

additional class.

c. The Superintendent shall seek volunteers by giving written notice to all secondary

teachers at least five (5) school days prior to making the assignment. Certified teachers

interested in teaching an additional class should notify the Superintendent within three (3)

school days of sending said notice to the teachers. If there are one or more volunteer

applicants for any such additional teaching assignment, the Superintendent shall make the

assignment from among the volunteer applicant(s). Such assignment(s) to volunteer(s)

shall be made on a rotating basis prior to any volunteer being assigned an additional class

a second time.

d. When there is no volunteer applicant for teaching an additional class, the Superintendent

may assign a teacher involuntarily from the impacted subject area to teach the additional

class. Such assignment shall be made on a rotating basis to teachers in such subject area

prior to any teacher being assigned involuntarily to teach an additional class a second

time (and a third time, etc.). In no event shall any teacher be assigned involuntarily to

teach an additional class more than one year every two years.

e. Any teacher assigned to teach an additional class shall have no increase in the maximum

number of students assigned as stated in the NOTE under Section B of Article 6.

Therefore:

for any Senior High School English teacher assigned an additional, or sixth,

teaching period, the maximum number of students assigned daily shall be 100; and

for any other academic teacher, including Middle School English teachers,

assigned an additional teaching period, the maximum number of students assigned

to said teacher shall be 125.

f. Any teacher assigned an additional class according to the terms of this Section shall be

provided this additional compensation per class period as set forth in sub-section 8-a of

Appendix A. When a teacher assigned to teach an additional class is absent from school

that day, said teacher shall be provided this additional compensation until the number of

consecutive days of absence exceeds the number of consecutive days of the first three (3)

classes that the absent teacher is scheduled to teach the additional class. For example, a

teacher assigned an additional class every day and who is absent a week shall receive

three (3) class periods of additional compensation while absent, and a teacher assigned an

additional class every other day and who is absent four (4) consecutive school days shall

receive two (2) class periods of additional compensation.

g. The utilization of an additional teaching period shall not be used as a device to reduce

teachers.

3. Except as provided below, Middle and High School teachers (grades 6-12) will not be required to

teach more than 2 subject areas (English, Social Studies, Mathematics, Science, etc.) nor more

than a total of 3 teaching preparations within said subject areas at any one time. For purposes of

this Section only, each world language shall be considered as a subject area; i.e. French, German,

Spanish and Latin are to be counted as separate subject areas in applying the two-subject rule

above. Middle School teachers who volunteer to do so may teach in more than two subject areas,

provided that such is consistent with one’s area(s) of certification and the rules and regulations of

the Department of Education.

In limited circumstances, for the purpose of providing additional curricula, additional offerings of

present curricula, flexibility of scheduling and academic program options in the secondary

schools, teacher(s) may be assigned a fourth preparation according to the following terms and

conditions:

a. No teacher assigned to teach an additional period under 5.D.1.d. will be assigned

involuntarily a fourth preparation.

b. The Superintendent shall seek volunteers for a fourth preparation prior to assigning a

fourth preparation to a teacher involuntarily.

c. No teacher will be involuntarily assigned a fourth preparation more than one year every

two years.

d. If a teacher has two courses (e.g. French IV and V) combined in a single class period,

those 2 courses shall count as 2 preparations unless it is taught as a single course with one

syllabus.

e. For any teacher assigned to teach 5 periods daily and who is assigned 4 preparations

(voluntary or involuntary), the maximum number of students assigned to said teacher

shall be 110 instead of 125. For a teacher assigned to teach 4 periods daily, the maximum

number of students assigned daily shall remain at 100.

f. The utilization of a fourth preparation shall not be used as a device to reduce teachers.

4. The Superintendent and President shall meet as may be necessary with respect to any problem(s)

that may arise regarding teaching an extra period (D-2) or having a fourth preparation (D-3) in an

effort to resolve any such problems(s).

E. Each elementary teacher, grades 1-5 will be assigned:

1. At least two hundred (200) minutes weekly of free time, said time for each classroom teacher to be

scheduled in those periods when a teaching specialist is scheduled to conduct the class, or when

the administration has planned some other program or activity. Any such period will be at least

thirty (30) minutes in length. Such period will be scheduled on at least four (4) days per week for

each teacher. When staffing allows, each teacher will be scheduled a minimum of thirty (30)

minutes on five (5) days per week.

2. The parties agree that finding an additional 30 minutes for all teachers on the fifth day is a priority.

The parties, therefore agree that they shall meet each spring (beginning in 2006) to review the

proposed schedules in each elementary building for purposes of scheduling an additional 30

minutes of CPT (common planning time) on the fifth day. If sufficient subject area specialists (for

example, music, art, physical education, health, library/computers) are scheduled to be employed

in a building which makes the scheduling of a fifth period and weekly CPT feasible the following

year, the building principal shall so schedule the staff.

3. Schedules for all other teachers at the elementary level, including kindergarten teachers, will be

arranged to reflect comparably scheduled periods of free time.

F. No teacher will be required to relinquish free periods or non-teaching supervisory periods, whether

assigned or unassigned, for the purpose of substituting for teachers absent at the start of the workday. It is

expected that in an emergency situation, such as when a teacher finds it necessary to leave during the

workday, other teachers will volunteer to cover classes left vacant. However, if a teacher does so

substitute, he/she will be reimbursed at the hourly rate set forth in sub-section 8-b of Appendix A.

G. Exceptions to the provisions of Sections B, C and D above may be made only if the Superintendent

determines that it is necessary to do so in the best interest of the educational process, including such

purposes as In-Service Workshops and NEAS&C secondary school evaluations. The Association will be

notified of each instance in which the Superintendent so determines, such determination not to be in an

unreasonable manner or without basis in fact. When such exceptions to the provisions of Sections B, C and

D occur, compensation shall be provided as in F above.

H. Teacher Work Year

1. Starting in the 2018-19 school year the work year of teachers will begin no earlier than the week

before Labor Day and will end no later than June 30 and will consist of no more than 184 days.

Said work year will begin the Wednesday before Labor Day with two mandatory professional

development days. The Friday before Labor Day will not be a work day for teachers. The school

year will end no more than one day after the students are required to be in attendance. The

Committee will reduce the calendar of school days for the students’ attendance to the number

required by the Massachusetts Department of Education minimum regulations in any year

regardless of the planned calendar. Final exams shall not be scheduled on the last day for

students. For personnel new to the Danvers School System, two (2) additional days of orientation

are required.

The work year will include:

a. The first three days of the work year, which shall be without students (3 days);

b. 180 days when students are in attendance(183 days);

c. conference day scheduled in December (184 days);

d. the next business day after the last day for students for those teachers who have not

completed their required annual work duties. [NOTE: The work year for teachers will end

on the last day students are required to be in attendance in all cases where all required

annual teacher’s work duties have been completed.]

2. Non-mandatory professional development days scheduled before and after the school year shall be

implemented with each teacher being able to select one of the following options appropriate to

her/him:

a. Any teacher with an M+60 or Doctorate and in addition who has earned 18 or more

credits in Appendix C courses and who participates in this program shall be compensated

at the applicable professional development hourly rate for up to six (6) hours for said

participation.

b. Any teacher other than as defined in “a” above and who participates in this program shall

receive one (1) credit under the terms of Appendix C.

c. A teacher may elect not to participate in this program.

I. Each teacher will be allowed 10 minutes for personal hygiene between 8:00 a.m. and the lunch period.

J. All Unit A personnel will share on a rotating basis non-teaching responsibilities.

K. Whenever possible, CET meetings will be held during the regular teacher workday. Any teacher who

attends a Core Evaluation Meeting during her/his free period and/or outside the length of the teacher’s

regular school day will be compensated at the hourly rate set forth in sub-section 8-c of Appendix A.

L. Grades:

1. For elementary schools (K-5), grades during the school year will be due seven (7) school days

after the last day of the term in the A.M.

2. For the middle school (6-8), grades for the first, second and third quarters will be due seven full

days after the last day of the term. Disks will be due seven (7) full school days after and

verification sheets eight full days after the last day of the term respectively. Progress reports will

be treated in a like manner.

3. For the high school (9-12), grades for first and third terms will be due six school days after the last

day of the term in the A.M. Grades for second term only will be due six (6) school days after the

last exam day or the last day of the term, whichever comes later, in the A.M. Scan sheets will be

due six days after and verification sheets seven days after the last exam day of the term, as the case

may be. Progress reports will be treated in a like manner.

4. ALL LEVELS – At the end of each marking period, the second monthly faculty meeting will be

devoted to inputting grades. The process of inputting grades will continue to be refined as per the

study committee on report cards. During the week that grades are being processed, no

administrative meetings will occur. All other meetings will be held only if necessary. For the last

marking period only, grades will be due the last day of school for teachers.

5. It is understood that this shall determine grading procedures unless further discussions need to

take place because of technological advances.

M. Any science teacher teaching in excess of thirty (30) periods in a six (6) day cycle shall be compensated at

the rate per period set forth in sub-section 8-d of Appendix A.

N. Elementary Team Meetings

In order to provide for team planning and/or team activities at the elementary level, elementary teachers

shall be scheduled for a thirty (30) minute team planning period per week. Whenever possible, this thirty

(30) minute team planning period shall be scheduled during the regular student day. When it is not possible

to do so, this thirty (30) minute team planning period shall be scheduled either before or after school,

depending on when the longer block of time is for each school. The specific day for this team planning

period shall be set by each team, subject to the reasonable approval of the principal. No teacher shall be

required to attend more than one such meeting per week. When this team planning period takes place

before or after the regular student day, each teacher shall be provided additional time as follows: thirty (30)

minutes of individual planning time every other week when the health specialist is teaching her/his class

and five (5) minutes added to the teacher’s duty-free lunch each day. Specialists shall be treated in a like

manner.

ARTICLE 6 – TIME AND LEARNING

As a result of the state mandates with respect to “Time and Learning the Danvers School Committee (Committee)

and the Danvers Teachers Association (Association) hereby agree to the following with respect to “Time and

Learning”.

A. General Provisions

1. Schedules for elementary, middle and high schools are set forth in Sections B, C, D and E

respectively of this agreement. The parties shall establish a process whereby a group at each level

shall evaluate the new schedules for each level; this process shall reflect cooperation between the

staff and administration.

2. The teachers’ workday shall be seven hours and twenty-five minutes, with the exception of

Fridays and the days before holidays when teachers may leave after students have been dismissed.

3. The first three student days of the school year shall be half days for students. The meeting

schedule for Tuesday and these three afternoons, apart from the Superintendent’s opening

meeting, shall consist of no more than two administration (principals and directors) directed

meetings. These meetings shall be no more than two hours in length. All self-directed teacher

time shall be conducted on campus.

4. The Wednesday before Thanksgiving shall be a half day for students and teachers, and the last day

of school shall be a half day for students.

5. At the end of the 2017-2018 school year, teachers may earn up to four in-service credits for

participation in four summer optional professional development days. Two district sponsored

days will be held during the week before the start of school and two at the end of the school year.

Each summer professional development day is 6 PDPs for DESE recertification. Teachers may

attend all four days for credit.

6. Professional Days - Under the provisions of Section A of Article 20 (Professional Development

and Educational Improvement), each teacher shall be able to participate in a one day-long program

with the school system providing the substitute. A teacher electing a no-cost professional activity

(such as visiting another school) shall be able to participate in a second such no-cost day-long

program, with the school system again providing the substitute provided that substitute funds are

available. Approval for additional professional days shall follow the procedures set forth in

Section A of Article 20.

B. Elementary Schools - The instructional day shall provide 310 minutes of instructional time for students and

shall consist of a six hour and 10 minute student day, including 5 minutes for opening exercises and 5

minutes for dismissal. A 35- minute lunch period and a 15-minute recess period will be included within the

six-hour and 10 minute day and will not be counted as instructional time.

C. Middle School - The instructional day shall provide 338 minutes of instructional time for students and shall

consist of seven 45-minute periods, a five-minute homeroom (only three minutes of which shall be

instructional time) and a 20-minute multi-purpose period scheduled as described herein. The multi-purpose

period shall be used for SSR, “corrections”, “extensions” (enrichment program of the curriculum), makeup,

preparing materials, and planning with other teachers. The multi-purpose period, which shall occur five

days per week, shall be supervised by the homeroom teacher and, on alternate days, another teacher as

assigned; the fifth day may be for the advisor/advisee program. The student day will be six hours and 25

minutes.

D. High School

1. The day will have 338 minutes of instructional time for students as per the attached schedule.

Other concerns with the schedule, such as period rotation and homeroom, shall be channeled

through the Core Advisory Team.

2. The total number of students assigned to a teacher per year shall not exceed 125 for five classes, or

100 for English teachers and those teaching four classes. Other currently affected content areas

shall be treated similarly.

3. Teachers will be assigned three duties per seven day cycle in one semester and four duties per

seven day cycle the following semester.

4. Assignments shall be equitable. Should there be a conflict, senior teachers shall have preference.

5. The student day will be six hours and 25 minutes.

School

Teacher

Start

Time

Bus

Arrival

Student

Start

Student

End

Time

Bus

Depart

Teacher End

Time

High School

7:20

7:30

1:55

2:05

2:45

Extended Block

7:20

2:00

2:40

2:45

Middle School

7:20

7:30

1:55

2:05

2:45

Extended Block

7:25

7:20

2:00

2:40

2:50

Elementary

7:45

8:10

8:20

2:30

2:35

3:10

Extended Block

7:20

7:30

8:20

2:45

High School Student Day 6 hour 25 min.

Meetings: One hour in length -

Middle School Student 6 hour 25 min.

to end no later than 4:05 p.m.

Elem. School Student Day 6 hour 10 min.

Window 7:20 a.m. – 3:10 p.m.

Middle School/High School

Student day @ MS/HS – take off 10

40 min. 10 minutes

mins of passing time. Student day at

Before/30 after

elementary – take off 5 mins. of

Elementary 70 minutes

passing time. Flex – extended block

At least 30 minutes after

-- elementary 50 mins.

ARTICLE 7 – CLASS SIZE

The Committee and the Association agree that class size and student load are important factors regarding teacher

effectiveness in the classroom. Therefore, the Committee agrees to the following class size and teacher load

provisions:

A. Elementary Schools

(grades K-5 Average Class Size

Kindergarten 20

22 (max.: see Note 3)

Grade 1 25

Grade 2 25

Grade 3 25

Grade 4 25

Grade 5 25

NOTE 1: In Grades 1-5, when a class size reaches 26 students or over (e.g. 27) each teacher impacted

will be compensated an additional$10.00 per student, per day for each day so impacted.

NOTE 2: The number of students assigned to a multi-age class and its related same grade classes shall

be assigned in a fair and reasonable manner.

NOTE 3: In Kindergarten, teachers with more than 20 students in a class will be compensated an

additional$10 per student, per day for each day so impacted for classes containing up to 22

students. (NB: Maximum payment per day is$20.00, i.e.$10 each for up to two students.)

B. Middle School

(Grades 6-8) Maximum Class Size

1. Each class for core As proposed by each Core Team, with approval

subjects taught by core by the Principal. The grades 7 and 8, assignment

subject teachers not to exceed daily 125 students per five FTE (full

time equivalent) teacher Core Team of science,

math, English and social studies teachers and

teachers assigned to Core Team (world languages

and reading). For grade 6, assignment not to

exceed daily 25 students per FTE teacher per team

(e.g. - 100 students per four teacher team, 75

students per 3 teacher team, etc.).

Middle School (Grades 6-8) Maximum Class Size

2 Academic Subjects 30

3. Science Laboratories 25

4. Cooking 15

5. Sewing 15

6. Shop 15

7. Art 25

8. Physical Education 40

9. Band/Choral Unlimited

10. Advisor 15 (unless otherwise determined by the teachers

with the approval of the Principal)

11. Technical Education 25

NOTE 1: The maximum number of students assigned daily to a Middle School teacher shall be 125,

except that effective September 1, 1994 the maximum number of students assigned per day to

a physical education teacher shall be 165.

NOTE 2: In the event any Middle School class size maximums established by the administration are

exceeded by 1 to 3 students, any teacher assigned such additional students shall be

compensated at the rate per period set forth in sub-section 8-e of Appendix A. This NOTE 2

does not apply to team-initiated assignment of students.

NOTE 3: If, after students have been assigned equitably (i.e. - as equally as possible) to each team at

each grade level, there is any middle school team whose number of students exceeds the

appropriate multiple of 25 students (25 time the number of FTE teachers for any one team) by

1 to 3 students, the following shall apply:

a. If 1 student over (e.g. - 126 students for a 5 FTE teacher team), each teacher on the team

so impacted shall be compensated an additional$10 per day for any day so impacted;

b. If 2 students over (e.g. - 127, etc.), each teacher on the team so impacted shall be

compensated an additional$20 per day for each day so impacted;

c. If 3 students over (e.g. - 128, etc.), each teacher on the team so impacted shall be

compensated an additional$30 per day for each day so impacted.

d. The provisions in a, b and c above also shall apply to any middle school teacher who

services 2 or more teams and whose daily student load exceeds 125 students (i.e. -

126,127 or 128 students), except as otherwise provided in this section.

C. High School (Grades 9-12)

Grades 9-12 Maximum Class Size

1. Academic Subjects 30*

2. Science Laboratories 25

3. Shop 15

4. Art 25

5. Physical Education 40

6. Band and Choral Instruction Unlimited

7. Study Hall

a. Formal – classroom 35

b. Formal - large group 50

c. Informal - large group 75

8. Cooking 15

9. Sewing 15

10. Photography 20

11. Technical Education 25

NOTE 1: In the event any high school class size maximums exceeded by 1 to 3 students, any teacher

assigned such additional students shall be compensated at the rate per period set forth in sub-

section 8-e of Appendix A.

NOTE 2: For a teacher assigned to teach five (5) periods daily, the maximum number of students

assigned to said teacher shall be 125 except for High School English teachers, whose

maximum number of students shall be 100. For a teacher assigned to teach four (4) periods

daily, the maximum number of students assigned shall be 100.

Effective September 1, 1994 the maximum number of students assigned per day to a physical

education teacher shall be 165.

D. The assignment of students to teachers system-wide shall be administered equitably within each

building and will be consistent with the provisions of Sections A and B of this Article.

E. 1. The ratio of students per Nurse shall be determined by the demands and needs of the

school or schools involved and the request of the school principal for nursing coverage.

2. The ratio shall not exceed seven hundred and fifty (750) students per nurse.

ARTICLE 8 – NON-TEACHING DUTIES

The Committee and the Association acknowledge that a teacher’s primary responsibility is to teach and that her/his

energies should, to the extent possible, be utilized to this end. Therefore, they agree as follows:

A. Teachers will not be required to perform the following duties:

1. Health services such as administering eye or ear examinations and weighing and measuring

students.

2. Collecting money from students for non-educational purposes. Although teachers may be required

to collect and transmit money to be used for educational purposes, they will not be required to

tabulate or account for such money.

3. Delivering books to classrooms, duplicating instructional and other materials, keeping registers,

performing other similar clerical functions and, at the secondary level, keeping cumulative record

cards and preparing report cards.

B. Teachers will not be required to drive pupils to activities which take place away from the school building.

C. The performance of the following duties shall be assigned on a rotating basis spread among Unit A

personnel with persons receiving compensations for such duties in the form of compensatory time equal to

the service performed with no less than 30 minutes for any single duty assignment, such compensation to

be taken within ten (10) school days of the date when the duty was performed.

1. Morning bus duty

2. Morning monitoring of early arrivals

3. Afternoon bus duty

4. Supervision of detention

At the High School and Middle School, cafeteria duty will be in lieu of any study period assignment and

monitoring buses in lieu of homeroom responsibilities. At the Middle School in lieu of quarterly rotation

of cafeteria duty, thirty minutes of equal non-cumulative compensatory time will be granted to those

involved at the discretion of the principal.

At the elementary school, there will be no more than 1 hour (60 minutes) of a ‘duty’ per month per teacher

in 6 (six) 10 minute segments.

ARTICLE 9 – TEACHER EMPLOYMENT

A. Full credit will be given for previous outside teaching experience upon initial employment. Additional

credit for compulsory military experience which interrupted teaching and not to exceed two (2) years for

Action Corps teaching will be given upon initial employment.

B. 1.Teachers with previous teaching experience in the Danvers School System will, upon

returning to the system, receive full credit on the salary schedule for all outside teacher

experience, compulsory military experience which interrupted teaching, and Action Corps

teaching, up to the maximum set forth in Section A above. Teachers who have not been engaged

in teaching on a full-time basis will, upon returning to the system, be restored to the next position

on the salary schedule above that at which they left.

2. Previous accumulated unused leave days will be restored to all teachers returning from

compulsory military service.

C. Full credit for previous school nursing shall be considered and binding. At the discretion of the

Superintendent, any other related experience may be considered but not binding.

ARTICLE 10 – RESIGNATIONS

A. Any teacher who resigns between September 1st and June 30th, in accordance with the provisions of

Section B of this Article, will be compensated on a per diem salary to be paid at the rate of one-one

hundred eighty-fifth (1/185) of his annual salary rate for each day on the roster.

B. Teachers will notify the Superintendent at least thirty (30) days in advance of termination of service.

C. Teachers leaving the system without giving the proper thirty (30) days’ notice will be paid one two-

hundredth (1/200) of their salary multiplied by the number of days taught or in service.

ARTICLE 11 – TEACHER ASSIGNMENT

A. Teachers will be notified in writing of their programs for the coming school year, including the school to

which they will be assigned, the grades and/or courses that they will teach, and any special or unusual

classes that they will have by June 1, except for such changes as are necessary because of changing

enrollments or late resignations, or problems in computerized scheduling. Any teacher whose assignment

is changed after June 1 will be notified immediately in writing of said change.

1. A yearly salary and appointment letter will be provided for all staff by June 1

of each year along

with their assignment.

B. In order to assure that pupils are taught by teachers working within their areas of competence, teachers will

not be assigned outside the scope of their teaching certificates and/or their major or minor fields of study.

C. Except in emergency situations, changes in grade assignment at the elementary schools and subject

assignment in the secondary schools will be voluntary.

D. In arranging schedules for teachers who are assigned to more than one school, an effort will be made to

limit the amount of inter school travel. Such teachers will be notified of any changes in their schedules as

soon as practicable. Teachers required to travel between schools shall be reimbursed at the rate of twenty-

five cents ($.36) per mile for such travel, or equivalent to rate paid by Town hall, payable semi-annually.

Requests for reimbursement for the second half of the school year are to be submitted by the last day of

school.

E. Teachers will have the opportunity to suggest their desired schedules for the following year to their

immediate supervisor for consideration by the person scheduling assignments. Assignments shall be made

equitably.

F. Special teachers and coaching teachers will not be used for any purpose other than the program except

when a teacher goes home ill after 11:00 a.m. and in emergency situations. However, coaching teachers

may be used to cover a class for a teacher participating in a Core Evaluation Team (CET) meeting.

ARTICLE 12 – TRANSFERS

A. All Transfers

1. For purposes of this Article, “transfer” shall be defined as: (a) moving a teacher from one school

to another, and/or (b) at the elementary level, moving a teacher from one grade to another.

2. Whenever the Superintendent finds it necessary to transfer teacher(s), the Superintendent shall

post a notice of said need on a conspicuous bulletin board in each building, with a copy to the

Association president. As a result of said notice, volunteers may apply, and the Superintendent

shall consider such volunteers before making any involuntary transfers.

B. Voluntary Transfers

1. The Superintendent shall publicize no later than May 1 all known classroom vacancies anticipated

for the following year.

2. Teachers desiring a transfer will submit a written request to the Superintendent stating the

assignment preferred and reason(s) for the transfer. Such requests must be submitted between

September 1 and May 15 of each school year to be considered for the next school year. Requests

must be renewed each year. All requests will be acknowledged in writing.

C. Involuntary Transfers

1. If the Superintendent decides to transfer a teacher:

a. The teacher will be given as much prior notice as possible in writing.

b. The teacher may, within ten (10) school days of receipt of such notice, request in writing

a meeting with the Superintendent.

c. Within ten (10) school days of receipt of such request, the Superintendent and/or his

designee shall meet with the teacher. The teacher may be accompanied by a

representative of the Association.

d. At that meeting the teacher will be given the reasons for the transfer, and the transfer will

be discussed.

e. Within ten (10) school days after such meeting, the teacher shall be given a final decision

in writing setting forth the reasons for the transfer made by the Superintendent or his

designee.

2. Except in cases of emergency, transfers shall be effective at the beginning of a school year.

ARTICLE 13 – VACANCIES

A. Vacancies for full-time professional and part-time professional positions shall be posted and filled in

accordance with the provisions of this Article. Part-time professional positions shall mean all positions

whose duties are in addition to those of full-time positions; among such part-time positions are co-

curricular, coaching, evening school, and summer school.

B. During the School Year

1. When any vacancy occurs during the school year, notice of such vacancy will be posted at a

designated place in each school and a copy of said notice will be sent to the President of the

Association at the same time.

2. Such position(s) will not be filled, except on a temporary basis, until ten (10) school days after the

notice of vacancy is posted.

C. During the Summer

1. When any vacancy occurs from the end of school through August 31, written notice of said

vacancy will be sent to the President of the Association (or his designee) and to any member of the

bargaining unit who provides the Superintendent’s office with self-addressed, stamped envelopes

for such purpose.

2. Such position(s) will not be filled, except on a temporary basis, until 20 days after the mailing of

the notice, except that the Committee may fill immediately a teaching position or a fall season

coaching position that becomes vacant between August 11 and August 31.

D. General

1. Notices of any vacancies shall include the requirements and/or qualifications for the position, its

duties and/or job descriptions, and the rate of compensation.

2. Any teacher who applies for any position will:

a. receive notice of receipt of his application;

b. be granted an interview by the Superintendent or his designee; and

c. receive a written statement of the decision on his application.

3. Vacancies in part-time professional positions (except coaching positions) shall be filled with

qualified members of the bargaining unit before outside applicants.

ARTICLE 14 – TEACHER EVALUATION

1) Purpose of Educator Evaluation

A) This contract language is locally negotiated and based on M.G.L., c.71, § 38; M.G.L. c.150E; the

Educator Evaluation regulations, 603 CMR 35.00 et seq. In the event of a conflict between this

collective bargaining agreement and the governing laws and regulations, the laws and regulations

will prevail.

B) The regulatory purposes of evaluation are:

i) To promote student learning, growth, and achievement by providing Educators with

feedback for improvement, enhanced opportunities for professional growth, and clear

structures for accountability, 603 CMR 35.01(2)(a);

ii) To provide a record of facts and assessments for personnel decisions, 35.01(2)(b);

iii) To ensure that every school committee has a system to enhance the professionalism and

accountability of teachers and administrators that will enable them to assist all students to

perform at high levels, 35.01(3); and

iv) To assure effective teaching and administrative leadership, 35.01(3).

2) Definitions (* indicates definition is generally based on 603 CMR 35.02)

A) *Artifacts of Professional Practice: Products of an Educator’s work and student work samples

that demonstrate the Educator’s knowledge and skills with respect to specific performance

standards.

B) Caseload Educator: Educators who teach or counsel individual or small groups of students

through consultation with the regular classroom teacher, for example, school nurses, guidance

counselors, speech and language pathologists, and some reading specialists and special education

teachers.

C) Classroom teacher: Educators who teach preK-12 whole classes, and teachers of special subjects

as such as art, music, library, and physical education. May also include special education teachers

and reading specialists who teach whole classes.

D) Categories of Evidence: Multiple measures of student learning, growth, and achievement,

judgments based on observations and artifacts of professional practice, including unannounced

observations; and additional evidence relevant to one or more Standards of Effective Teaching

Practice (603 CMR 35.03).

E) *District-determined Measures: Measures of student learning, growth and achievement related

to the Massachusetts Curriculum Frameworks, Massachusetts Vocational Technical Education

Frameworks, or other relevant frameworks, that are comparable across grade or subject level

district-wide. These measures may include, but shall not be limited to: portfolios approved

commercial assessments and district-developed pre and post unit and course assessments, and

capstone projects. These measures will be developed and decided upon with the active

collaboration of Educators in the District within that applicable field.

F) *Educator(s): Inclusive term that applies to all classroom teachers and caseload educators, unless

otherwise noted.

G) *Educator Plan: The growth or improvement actions identified as part of each Educator’s

evaluation. The type of plan is determined by the Educator’s career stage, overall performance

rating, and the rating of impact on student learning, growth and achievement. There shall be four

types of Educator Plans:

i) Developing Educator Plan shall mean a plan developed by the Educator and the

Evaluator for three school years for an Educator without Professional Teacher Status

(PTS); or, at the discretion of an Evaluator, for an Educator with PTS in a new

assignment under different licensure.

ii) Self-Directed Growth Plan shall mean a plan developed by the Educator for one or two

school years for Educators with PTS who are rated proficient or exemplary.

• For educators whose impact on student learning is either moderate or high,

the Educator Plan may be for up to two years.

• For Educators whose impact on student learning is low, the Educator plan

shall be for one year. The Plan shall include a goal related to examining

elements of practice that may be contributing to low impact.

iii) Directed Growth Plan shall mean a plan developed by the Educator and the Evaluator of

one school year or less for Educators with PTS who are rated needs improvement.

iv) Improvement Plan shall mean a plan developed by the Evaluator of at least 50 school

days and no more than one school year for Educators with PTS who are rated

unsatisfactory with goals specific to improving the Educator’s unsatisfactory

performance. In those cases where an Educator is rated unsatisfactory near the close of a

school year, the plan may include activities during the summer preceding the next school

year.

H) *ESE: The Massachusetts Department of Elementary and Secondary Education.

I) *Evaluation: The ongoing process of defining goals and identifying, gathering, and using

information as part of a process to improve professional performance (the “formative evaluation”

and “formative assessment”) and to assess total job effectiveness and make personnel decisions

(the “summative evaluation”).

J) *Evaluator: The building administrator, building assistant principal, curriculum directors and any

other licensed full time employee of the District designated by a superintendent who has primary

or supervisory responsibility for observation and evaluation. The superintendent is responsible for

ensuring that all Evaluators have training in the principles of supervision and evaluation. Each

Educator will have one primary Evaluator at any one time responsible for determining

performance ratings.

i) Primary Evaluator shall be the person who determines the Educator’s performance

ratings and evaluation.

ii) Supervising Evaluator shall be the person responsible for developing the Educator Plan,

supervising the Educator’s progress through formative assessments, evaluating the

Educator’s progress toward attaining the Educator Plan goals, and making

recommendations about the evaluation ratings to the primary Evaluator at the end of the

Educator Plan. The Supervising Evaluator may be the primary Evaluator or his/her

designee.

iii) Teaching Staff Assigned to More Than One Building: Each Educator who is assigned

to more than one building will be evaluated by the appropriate administrator where the

individual is assigned most of the time. The principal of each building in which the

Educator serves must review and sign the evaluation, and may add written comments. In

cases where there is no predominate assignment, the superintendent will determine who

the primary evaluator will be.

iv) Notification: The Educator shall be notified in writing of his/her primary Evaluator and

supervising Evaluator, if any, at the outset of each new evaluation cycle (by October 1

An educator may bring a substantive concern about assigned evaluator to the principal for

a change consideration. The Evaluator(s) may be changed upon notification in writing to

the Educator

K) Evaluation Cycle: A five-component process that all Educators follow consisting of 1) Self-

Assessment; 2) Goal-setting and Educator Plan development; 3) Implementation of the Plan; 4)

Formative Assessment/Evaluation; and 5) Summative Evaluation.

L) *Experienced Educator: An educator with Professional Teacher Status (PTS).

M) *Family: Includes students’ parents, legal guardians, foster parents, or primary caregivers.

N) *Formative Assessment: The process used to assess progress towards attaining goals set forth in

Educator plans, performance on standards, or both. This process may take place at any time(s)

during the cycle of evaluation, but typically takes place at mid-cycle.

O) *Formative Evaluation: An evaluation conducted at the end of Year 1 for an Educator on a 2-

year Self-Directed Growth plan which is used to arrive at a rating on progress towards attaining

the goals set forth in the Educator Plan, performance on Standards and Indicators of Effective

Teaching Practice, or both.

P) *Goal: A specific, actionable, and measurable area of improvement as set forth in an Educator’s

plan. A goal may pertain to any or all of the following: Educator practice in relation to

Performance Standards, Educator practice in relation to indicators, or specified improvement in

student learning, growth and achievement. Goals may be developed by individual Educators, by

the Evaluator, or by teams, departments, or groups of Educators who have the same role.

Q) *Measurable: That which can be classified or estimated in relation to a scale, rubric, or

standards.

R) Multiple Measures of Student Learning: Measures must include a combination of classroom,

school and district assessments, student growth percentiles on state assessments, if state

assessments are available, and student MEPA gain scores. This definition may be revised as

required by regulations or agreement of the parties upon issuance of ESE guidance expected by

July 2012.

S) *Observation: A data gathering process that includes notes and judgments made during one or

more classroom or worksite visits(s) of any duration by the Evaluator and may include

examination of artifacts of practice including student work. An observation may occur in person

or through video as agreed upon by the educator and evaluator. Video observations will be done

openly and with knowledge of the Educator. The parties agree to bargain the protocols of video

observations should either party wish to adopt such practice. Classroom or worksite observations

conducted pursuant to this article must result in feedback to the Educator. Observations shall not

occur on the half-day before Thanksgiving and day before December, February, and April

vacations. Normal supervisory responsibilities of department, building and district administrators

will also cause administrators to drop in on classes and other activities in the worksite at various

times as deemed necessary by the administrator. Carrying out these supervisory responsibilities,

when they do not result in targeted and constructive feedback to the Educator, are not observations

as defined in this Article.

T) Parties: The parties to this agreement are the Danvers school committee and the Danvers

Teachers Association that represents the Educators covered by this agreement for purposes of

collective bargaining (“Employee Organization/Association”).

U) *Performance Rating: Describes the Educator’s performance on each performance standard and

overall. There shall be four performance ratings:

▪ Exemplary: the Educator’s performance consistently and significantly exceeds the

requirements of a standard or overall. The rating of exemplary on a standard indicates

that practice significantly exceeds proficient and could serve as a model of practice on

that standard district-wide.

▪ Proficient: the Educator’s performance fully and consistently meets the requirements of a

standard or overall. Proficient practice is understood to be fully satisfactory.

▪ Needs Improvement: the Educator’s performance on a standard or overall is below the

requirements of a standard or overall, but is not considered to be unsatisfactory at this

time. Improvement is necessary and expected.

▪ Unsatisfactory: the Educator’s performance on a standard or overall has not significantly

improved following a rating of needs improvement, or the Educator’s performance is

consistently below the requirements of a standard or overall and is considered inadequate,

or both.

V) *Performance Standards: Locally developed standards and indicators pursuant to M.G.L. c. 71,

§ 38 and consistent with, and supplemental to 603 CMR 35.00. The parties may agree to limit

standards and indicators to those set forth in 603 CMR 35.03.

W) *Professional Teacher Status: PTS is the status granted to an Educator pursuant to M.G.L. c. 71,

§ 41.

X) Rating of Educator Impact on Student Learning: A rating of high, moderate or low based on

trends and patterns on state assessments and district-determined measures. The parties will

negotiate the process for using state and district-determined measures to arrive at an Educator’s

rating of impact on student learning, growth and achievement, using guidance and model contract

language from ESE, expected by July 2012.

Y) Rating of Overall Educator Performance: The Educator’s overall performance rating is based

on the Evaluator’s professional judgment and examination of evidence of the Educator’s

performance against the four Performance Standards and the Educator’s attainment of goals set

forth in the Educator Plan, as follows:

i) Standard 1: Curriculum, Planning and Assessment

ii) Standard 2: Teaching All Students

iii) Standard 3: Family and Community Engagement

iv) Standard 4: Professional Culture

v) Attainment of Professional Practice Goal(s)

vi) Attainment of Student Learning Goal(s)

Z) *Rubric: A scoring tool that describes characteristics of practice or artifacts at different levels of

performance. The rubrics for Standards and Indicators of Effective Teaching Practice are used to

rate Educators on Performance Standards, these rubrics consists of:

i) Standards: Describes broad categories of professional practice, including those required

in 603 CMR 35.03

ii) Indicators: Describes aspects of each standard, including those required in 603 CMR

35.03

iii) Elements: Defines the individual components under each indicator

iv) Descriptors: Describes practice at four levels of performance for each element

AA) *Summative Evaluation: An evaluation used to arrive at a rating on each standard, an overall

rating, and as a basis to make personnel decisions. The summative evaluation includes the

Evaluator’s judgments of the Educator’s performance against Performance Standards and the

Educator’s attainment of goals set forth in the Educator’s Plan. The summative evaluation rating

must be based on evidence from multiple categories of evidence. MCAS growth scores cannot be

the sole basis for a summative evaluation rating. To be rated Proficient overall, an educator shall,

at a minimum, have been rated Proficient on the Curriculum, Planning and Assessment and the

Teaching all Students standards for teachers. Evaluations used to determine the educator's overall

performance rating and the rating on each of the four standards may inform personnel decisions

such as reassignments, transfers, PTS or dismissal pursuant to Massachusetts general laws.

BB) *Superintendent: The person employed by the school committee pursuant to M.G.L. c. 71 §59

and §59A. The superintendent is responsible for the implementation of 603 CMR 35.00.

CC) *Teacher: An Educator employed in a position requiring a certificate or license as described in

603 CMR 7.04(3)(a, b, and d) and in the area of vocational education as provided in 603 CMR

4.00. Teachers may include, for example, classroom teachers, librarians, guidance counselors,

speech and language specialists, social workers, school psychologists or school nurses.

DD) *Trends in student learning: At least two years of data from the district-determined measures

and state assessments used in determining the Educator’s rating on impact on student learning as

high, moderate or low.

3) Evidence Used In Evaluation

The following categories of evidence shall be used in evaluating each Educator:

A) Multiple measures of student learning, growth, and achievement, which shall include:

i) Measures of student progress on classroom assessments that are aligned with the

Massachusetts Curriculum Frameworks or other relevant frameworks and are comparable

within grades or subjects in a school;

ii) At least two district-determined measures of student learning related to the Massachusetts

Curriculum Frameworks or the Massachusetts Vocational Technical Education

Frameworks or other relevant frameworks that are comparable across grades and/or

subjects district-wide. These measures may include: portfolios, approved commercial

assessments and district-developed pre and post unit and course assessments, and

capstone projects. One such measure shall be the MCAS Student Growth Percentile

(SGP) or Massachusetts English Proficiency Assessment gain scores, if applicable, in

which case at least two years of data is required.

iii) Measures of student progress and/or achievement toward student learning goals set

between the Educator and Evaluator for the school year or some other period of time

established in the Educator Plan.

iv) For Educators whose primary role is not as a classroom teacher, the appropriate measures

of the Educator’s contribution to student learning, growth, and achievement set by the

district. The measures set by the district should be based on the Educator’s role and

responsibility.

B) Judgments based on observations and artifacts of practice including:

i) Unannounced observations of practice of any duration.

ii) Announced observation(s) for non-PTS Educators in their three years of practice in a

school, PTS Educators in their first year under a new licensure, Educators on

Improvement Plans, and as determined by the Evaluator.

iii) Examination of Educator work products.

iv) Examination of student work samples.

C) Evidence relevant to one or more Performance Standards, including but not limited to:

i) Evidence compiled and presented by the Educator, including :

(a) Evidence of fulfillment of professional responsibilities and growth such as self-

assessments, peer collaboration, professional development linked to goals in the

Educator plans, contributions to the school community and professional culture;

(b) Evidence of active outreach to and engagement with families;

ii) Evidence of progress towards professional practice goal(s);

iii) Evidence of progress toward student learning outcomes goal(s).

iv) Student and Staff Feedback – see # 23-24, below; and

v) Any other relevant evidence related to teaching practice from any source that the

Evaluator shares with the Educator. Other relevant evidence could include information

provided by other administrators such as the superintendent.

D) The collection of evidence can take (but is not limited to) the following items:

● Binder

● Two-pocket folder

● Electronic folder with a table of contents, websites or web page format,

slides/powerpoint,

● Electronic account that evidence is uploaded to with a table of contents

The collection of evidence can include artifacts from the two-year cycle. All evidence should

include a reflection of how that piece fulfilled the particular element. The reflection can take any

form – sticky note, handwritten/typewritten on a piece of paper, or handwritten/typewritten on

DESE’s Artifact Cover page.

E) While all indicators in the Teacher Rubric are important, during any given school year we will be

focused on specific elements of evaluation. When considering evidence of indicators of State

Performance Standards, such indicators shall be prioritized for each educator such that not more

than one-third of said indicators may be considered.

The Priority Standards will be set no later than November 1 of year 1 of the educator’s plan. PTS

educators who are in the summative year of an evaluation cycle when a change is made may

choose to keep the previous elements for their binder until the beginning of the next evaluation

cycle.

4) Rubric

The rubrics are a scoring tool used for the Educator’s self-assessment, the formative assessment, the formative

evaluation and the summative evaluation. The districts may use either the rubrics provided by ESE or comparably

rigorous and comprehensive rubrics developed or adopted by the district and reviewed by ESE.

5) Evaluation Cycle: Training

A) Prior to the implementation of the new evaluation process contained in this article, districts shall

arrange training for all Educators, principals, and other evaluators that outlines the components of

the new evaluation process and provides an explanation of the evaluation cycle. The district

through the superintendent shall determine the type and quality of training based on guidance

provided by ESE.

B) By November 1

of the first year of this agreement, all Educators shall complete a professional

learning activity about self-assessment and goal setting satisfactory to the superintendent or

principal. Any Educator hired after the November 1

date, and who has not previously completed

such an activity, shall complete such a professional learning activity about self-assessment and

goal setting within three months of the date of hire. The district through the superintendent shall

determine the type and quality of the learning activity based on guidance provided by ESE.

6) Evaluation Cycle: Annual Orientation

A) At the start of each school year, the superintendent, principal or designee shall conduct a meeting

for Educators and Evaluators focused substantially on educator evaluation. The superintendent,

principal or designee shall:

i) Provide an overview of the evaluation process, including goal setting and the educator

plans.

ii) Provide all Educators with directions for obtaining a copy of the forms used by the

district. These may be electronically provided.

iii. The faculty meeting may be digitally recorded to facilitate orientation of Educators hired

after the beginning of the school year, provided that an announcement is made at the

beginning of the meeting that it is being recorded.

7) Evaluation Cycle: Self-Assessment

A) Completing the Self-Assessment

i) The evaluation cycle begins with the Educator completing and submitting to the Primary

or Supervising Evaluator a self-assessment by October 1

(November 1

for first-year of

implementation) or within four weeks of the start of their employment at the school.

ii) The self-assessment includes:

(a) An analysis of evidence of student learning, growth and achievement for

students under the Educator’s responsibility.

(b) An assessment of practice against each of the four Performance Standards of

effective practice using the district’s rubric.

(1) At least one goal directly related to improving the Educator’s own

professional practice.

(2) At least one goal directed related to improving student learning.

B) Proposing the goals

i) Educators must consider goals for grade-level, subject-area, department teams, or other

groups of Educators who share responsibility for student learning and results, except as

provided in (ii) below. Educators may meet with teams to consider establishing team

goals. Evaluators may participate in such meetings.

ii) For Educators in their first year of practice, the Evaluator or his/her designee will meet

with each Educator by October 1

(or within four weeks of the Educator’s first day of

employment if the Educator begins employment after September 15

) to assist the

Educator in completing the self-assessment and drafting the professional practice and

student learning goals which must include induction and mentoring activities.

iii) Unless the Evaluator indicates that an Educator in his/her second or third years of

practice should continue to address induction and mentoring goals pursuant to 603 CMR

7.12, the Educator may address shared grade level or subject area team goals.

iv) For Educators with PTS and ratings of proficient or exemplary, the goals may be team

goals. In addition, these Educators may include individual professional practice goals

that address enhancing skills that enable the Educator to share proficient practices with

colleagues or develop leadership skills.

v) For Educators with PTS and ratings of needs improvement or unsatisfactory, the

professional practice goal(s) must address specific standards and indicators identified for

improvement. In addition, the goals may address shared grade level or subject area team

goals.

8) Evaluation Cycle: Goal Setting and Development of the Educator Plan

A) Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the

improvement of practice; one goal for the improvement of student learning. The Plan also

outlines actions the Educator must take to attain the goals established in the Plan and benchmarks

to assess progress. Goals may be developed by individual Educators, by the Evaluator, or by

teams, departments, or groups of Educators who have the similar roles and/or responsibilities. See

Sections 15-19 for more on Educator Plans.

B) To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the

Educator has proposed in the Self-Assessment, using evidence of Educator performance and

impact on student learning, growth and achievement based on the Educator’s self-assessment and

other sources that Evaluator shares with the Educator. The process for determining the Educator’s

impact on student learning, growth and achievement will be determined after ESE issues guidance

on this matter. See #22, below.

C) Educator Plan Development Meetings shall be conducted as follows:

i) Educators in the same school may meet with the Evaluator in teams and/or individually at

the end of the previous evaluation cycle or by October 15th of the next academic year to

develop their Educator Plan. Educators shall not be expected to meet during the summer

hiatus.

ii) For those Educators new to the school, the meeting with the Evaluator to establish the

Educator Plan must occur by October 15

or within six weeks of the start of their

assignment in that school

iii) The Evaluator shall meet individually with Educators with PTS and ratings of needs

improvement or unsatisfactory to develop professional practice goal(s) that must address

specific standards and indicators identified for improvement. In addition, the goals may

address shared grade level or subject matter goals.

D) The Evaluator completes the Educator Plan by November 1

. The Educator shall sign the

Educator Plan within 5 school days of its receipt and may include a written response. The

Educator’s signature indicates that the Educator received the plan in a timely fashion. The

signature does not indicate agreement or disagreement with its contents. The Evaluator retains

final authority over the content of the Educator’s Plan.

9) Evaluation Cycle: Observation of Practice and Examination of Artifacts – Educators without PTS

A) In the first three years of practice or first assignment in a different licensure:

i) The Educator shall have at least one announced observation during the school year using

the protocol described in section 11B, below.

ii) The Educator shall have four unannounced observations during the school year.

10) Evaluation Cycle: Observation of Practice and Examination of Artifacts – Educators with PTS

A) The Educator whose overall rating is proficient or exemplary must have at least one unannounced

observation and not more than six during the evaluation cycle.

B) The Educator whose overall rating is needs improvement must be observed according to the

Directed Growth Plan during the period of Plan which must include at least two unannounced

observations and not more than four.

C) The Educator whose overall rating is unsatisfactory must be observed according to the

improvement plan which must include both unannounced and announced observations.

Improvement plans may range from 50 school days up to 180 school days. The number and

frequency of the observations shall be determined by the Evaluator, but in no case, shall there be

fewer than one announced and three unannounced observations.

11) Observations

The Evaluator’s first observation of the Educator should take place by November 15. Observations

required by the Educator Plan should be completed by May 15th. The Evaluator may conduct additional

observations after this date.

The Evaluator is not required nor expected to review all the indicators in a rubric during an observation.

A) Unannounced Observations

i) Unannounced observations will be 15 – 30 minutes. After the unannounced observation

and before leaving the room, the administrator will acknowledge by email or other

communication that the visit was an unannounced observation.

ii) The Educator will be provided with at least brief written feedback from the Evaluator

within 5 school days of the observation. The written feedback shall be delivered to the

Educator in person or by electronic communication. If either the Educator or Evaluator

requests a meeting to discuss the observation, such meeting will take place within 5

school days of receipt of the feedback.

iii) Any observation or series of observations resulting in one or more standards judged to be

unsatisfactory or needs improvement for the first time must be followed by at least one

announced observation of at least 30 minutes in duration but not more than a full period

(approximately 50 minutes) within 20 school days and will follow the procedures for

announced observations as stated in #11B.

B) Announced Observations

i) All non-PTS Educators in their first three years in the school, PTS Educators on

Improvement Plans or on first assignment in a different license shall have at least one

Announced Observation.

(a) The Evaluator shall select the date and time of the lesson or activity to be

observed and discuss with the Educator any specific goal(s) for the observation.

(b) Within 5 school days of the scheduled observation, upon request of either the

Evaluator or Educator, the Evaluator and Educator shall meet for a pre-

observation conference. (deleted sentence)

(1) The Educator shall provide the Evaluator a draft of the lesson, student

conference, IEP plan or activity. If the actual plan is different, the

Educator will provide the Evaluator with a copy prior to the

observation.

(2) The Educator will be notified as soon as possible if the Evaluator will

not be able to attend the scheduled observation. The observation will

be rescheduled with the Educator as soon as reasonably practical.

for a post-observation conference. This timeframe may be extended due to

unavailability on the part of either the Evaluator or the Educator, but shall be

rescheduled within 24 hours if possible.

(d) The Evaluator shall provide the Educator with written feedback within 10 school

days of the post-observation conference. For any standard where the Educator’s

practice was found to be unsatisfactory or needs improvement, the feedback

must:

(1) Describe the basis for the Evaluator’s judgment.

(2) Describe actions the Educator should take to improve his/her

performance.

(3) Identify support and/or resources the Educator may use in his/her

improvement.

(4) State that the Educator is responsible for addressing the need for

improvement.

C) Walkthroughs,

Learning Walks and other like procedures by another name (herein called “walkthroughs”) are

intended to gauge the overall climate, culture and instruction within a school, program or

department, and entail walking into multiple classrooms, usually for less than five (5) minutes

each. Observations from walkthroughs summarize the aggregate climate, culture and instruction

rather than commenting on individual teachers, and are used to talk about observed patterns and

trends across classrooms. Walkthroughs are not observations for the sake of this evaluation

system but may result in feedback to individual educators. A walkthrough can be announced or

unannounced. There are no limits on the number of walkthroughs that can be conducted, provided

that all educators in a school shall have a similar number of such visits.

12) Evaluation Cycle: Formative Assessment

A) A specific purpose for evaluation is to promote student learning, growth and achievement by

providing Educators with feedback for improvement. Evaluators are expected to make frequent

unannounced visits to classrooms. Evaluators are expected to give targeted constructive feedback

to Educators based on their observations of practice, examination of artifacts, and analysis of

multiple measures of student learning, growth and achievement in relation to the Standards and

Indicators of Effective Teaching Practice.

B) Formative Assessment may be ongoing throughout the evaluation cycle but typically takes places

mid-cycle when a Formative Assessment report is completed. For an Educator on a two-year Self-

Directed Growth Plan, the mid-cycle Formative Assessment report is replaced by the Formative

Evaluation report at the end of year one. See section 13, below.

C) The Formative Assessment report provides written feedback and ratings to the Educator about

his/her progress towards attaining the goals set forth in the Educator Plan, performance on

Performance Standards and overall, or both

D) By May 15

, the Educator shall provide to the Evaluator evidence of family outreach and

engagement, fulfillment of professional responsibility and growth, and progress on attaining

professional practice and student learning goals. The educator may provide to the evaluator

additional evidence of the educator’s performances against the four Performance Standards.

E) Upon the request of either the Evaluator or the Educator, the Evaluator and the Educator will meet

either before or after completion of the Formative Assessment Report.

F) The Evaluator shall complete the Formative Assessment report and provide a copy to the

Educator. All Formative Assessment reports must be signed by the Evaluator and delivered face-

to-face, by email or to the Educator’s school mailbox.

G) The Educator may reply in writing to the Formative Assessment report within 5 school days of

receiving the report. The response will be attached to the formative assessment.

H) The Educator shall sign the Formative Assessment report by within 5 school days of receiving the

report. The signature indicates that the Educator received the Formative Assessment report in a

timely fashion. The signature does not indicate agreement or disagreement with its contents.

I) As a result of the Formative Assessment Report, the Evaluator may change the activities in the

Educator Plan.

J) If the rating in the Formative Assessment report differs from the last summative rating the

Educator received, the Evaluator may place the Educator on a different Educator Plan, appropriate

to the new rating.

13) Evaluation Cycle: Formative Evaluation for Two Year Self-Directed Plans Only

A) Educators on two year Self-Directed Growth Educator Plans receive a Formative Evaluation report

no later than June 1st of the two-year cycle. The Educator’s performance rating for that year shall

be assumed to be the same as the previous summative rating unless evidence demonstrates a

significant change in performance in which case the rating on the performance standards may

change, and the Evaluator may place the Educator on a different Educator plan, appropriate to the

new rating.

B) The Formative Evaluation report provides written feedback and ratings to the Educator about

his/her progress towards attaining the goals set forth in the Educator Plan, performance on each

performance standard and overall, or both.

C) No later than May 15

, the Educator shall provide to the Evaluator evidence of family outreach

and engagement, fulfillment of professional responsibility and growth, and progress on attaining

professional practice and student learning goals. The educator may also provide to the evaluator

additional evidence of the educator’s performance against the four Performance Standards.

D) The Evaluator shall complete the Formative Evaluation report and provide a copy to the Educator.

All Formative Evaluation reports must be signed by the Evaluator and delivered face-to-face, by

email or to the Educator’s school mailbox .

E) Upon the request of either the Evaluator or the Educator, the Evaluator and the Educator will meet

either before or after completion of the Formative Evaluation Report.

F) The Educator may reply in writing to the Formative Evaluation report within 5 school days of

receiving the report. The response will be attached to the report.

G) The Educator shall sign the Formative Evaluation report by within 5 school days of receiving the

report. The signature indicates that the Educator received the Formative Evaluation report in a

timely fashion. The signature does not indicate agreement or disagreement with its contents.

H) As a result of the Formative Evaluation report, the Evaluator may change the activities in the

Educator Plan.

I) If the rating in the Formative Evaluation report differs from the last summative rating the Educator

received, the Evaluator may place the Educator on a different Educator Plan, appropriate to the

new rating.

14) Evaluation Cycle: Summative Evaluation

A) The evaluation cycle concludes with a summative evaluation report. For Educators on a one or

two year Educator Plan, the summative report must be written and provided to the educator by

May 15th.

B) The Evaluator determines a rating on each standard and an overall rating based on the Evaluator’s

professional judgment, an examination of evidence against the Performance Standards and

evidence of the attainment of the Educator Plan goals.

C) The professional judgment of the primary evaluator shall determine the overall summative rating

that the Educator receives.

D) For an educator whose overall performance rating is exemplary or proficient and whose impact on

student learning is low, the evaluator’s supervisor shall discuss and review the rating with the

evaluator and the supervisor shall confirm or revise the educator’s rating. In cases where the

superintendent serves as the primary evaluator, the superintendent’s decision on the rating shall

not be subject to review.

E) The summative evaluation rating must be based on evidence from multiple categories of evidence.

MCAS Growth scores shall not be the sole basis for a summative evaluation rating.

F) To be rated proficient overall, the Educator shall, at a minimum, have been rated proficient on the

Curriculum, Planning and Assessment and the Teaching All Students Standards of Effective

Teaching Practice.

G) By June 1

, the Educator will provide to the Evaluator evidence of family outreach and

engagement, fulfillment of professional responsibility and growth, and progress on attaining

professional practice and student learning goals. The educator may also provide to the evaluator

additional evidence of the educator’s performance against the four Performance Standards.

H) The Summative Evaluation report should recognize areas of strength as well as identify

recommendations for professional growth.

I) The Evaluator shall deliver a signed copy of the Summative Evaluation report to the Educator

face-to-face, by email or to the Educator’s school mailbox no later than June 1

J) The Evaluator shall meet with the Educator rated needs improvement or unsatisfactory to discuss

the summative evaluation. The meeting shall occur by June 1st.

K) The Evaluator may meet with the Educator rated proficient or exemplary to discuss the summative

evaluation, if either the Educator or the Evaluator requests such a meeting. The meeting shall

occur by June 15

L) Upon mutual agreement, the Educator and the Evaluator may develop the Self-Directed Growth

Plan for the following two years during the meeting on the Summative Evaluation report.

M) The Educator shall sign the final Summative Evaluation report by June 15

. The signature

indicates that the Educator received the Summative Evaluation report in a timely fashion. The

signature does not indicate agreement or disagreement with its contents.

N) The Educator shall have the right to respond in writing to the summative evaluation which shall

become part of the final Summative Evaluation report.

O) A copy of the signed final Summative Evaluation report shall be filed in the Educator’s personnel

file.

15) Educator Plans – General

A) Educator Plans shall be designed to provide Educators with feedback for improvement,

professional growth, and leadership; and to ensure Educator effectiveness and overall system

accountability. The Plan must be aligned to the standards and indicators and be consistent with

district and school goals.

B) The Educator Plan shall include, but is not limited to:

i) At least one goal related to improvement of practice tied to one or more Performance

Standards;

ii) At least one goal for the improvement the learning, growth and achievement of the

students under the Educator’s responsibility;

iii) An outline of actions the Educator must take to attain the goals and benchmarks to assess

progress. Actions must include specified professional development and learning

activities that the Educator will participate in as a means of obtaining the goals, as well as

other support that may be suggested by the Evaluator or provided by the school or

district. Examples may include but are not limited to coursework, self-study, action

research, curriculum development, study groups with peers, and implementing new

programs.

C) It is the Educator’s responsibility to attain the goals in the Plan and to participate in any trainings

and professional development provided through the state, district, or other providers in accordance

with the Educator Plan.

16) Educator Plans: Developing Educator Plan

A) The Developing Educator Plan is for all Educators without PTS, and, at the discretion of the

Evaluator, Educators with PTS in new assignments under a different licensure.

B) The Educator shall be evaluated at least annually.

17) Educator Plans: Self-Directed Growth Plan

A) A Two-year Self-Directed Growth Plan is for those Educators with PTS who have an overall

rating of proficient or exemplary, and after 2013-2014 whose impact on student learning is

moderate or high. A formative evaluation report is completed at the end of year 1 and a

summative evaluation report at the end of year 2.

B) A One-year Self-Directed Growth Plan is for those Educators with PTS who have an overall rating

of proficient or exemplary, and after 2013-2014 whose impact on student learning is low, based on

ESE data when available. In this case, the Evaluator and Educator shall analyze the discrepancy

between the summative evaluation rating and the rating for impact on student learning to seek to

determine the cause(s) of the discrepancy.

18) Educator Plans: Directed Growth Plan

A) A Directed Growth Plan is for those Educators with PTS whose overall rating is needs

improvement.

B) The goals in the Plan must address areas identified as needing improvement as determined by the

Evaluator.

C) The Evaluator shall complete a summative evaluation for the Educator at the end of the period

determined by the Plan, but at least annually, and in no case later than June 1

D) For an Educator on a Directed Growth Plan whose overall performance rating is at least proficient,

the Evaluator will place the Educator on a Self-Directed Growth Plan for the next Evaluation

Cycle.

E) For an Educator on a Directed Growth Plan whose overall performance rating is not at least

proficient, the Evaluator will rate the Educator as unsatisfactory and will place the Educator on an

Improvement Plan for the next Evaluation Cycle.

19) Educator Plans: Improvement Plan

A) An Improvement Plan is for those Educators with PTS whose overall rating is unsatisfactory.

B) The parties agree that in order to provide students with the best instruction, it may be necessary

from time to time to place an Educator whose practice has been rated as unsatisfactory on an

Improvement Plan of no fewer than 50 school days and no more than one school year. In the case

of an Educator receiving a rating of unsatisfactory near the close of one school year, the

Improvement Plan may include activities that occur during the summer before the next school year

begins.

C) The Evaluator must complete a summative evaluation for the Educator at the end of the period

determined by the Evaluator for the Plan.

D) An Educator on an Improvement Plan shall be assigned a Supervising Evaluator (see definitions).

The Supervising Evaluator is responsible for providing the Educator with guidance and assistance

in accessing the resources and professional development outlined in the Improvement Plan. The

primary evaluator may be the Supervising Evaluator.

E) The Improvement Plan shall define the problem(s) of practice identified through the observations

and evaluation and detail the improvement goals to be met, the activities the Educator must take to

improve and the assistance to be provided to the Educator by the district.

F) The Improvement Plan process shall include:

i) Within ten school days of notification to the Educator that the Educator is being placed

on an Improvement Plan, the Evaluator shall schedule a meeting with the Educator to

discuss the Improvement Plan. The Evaluator will develop the Improvement Plan, which

will include the provision of specific assistance to the Educator.

ii) The Educator may request that a representative of the Association attend the meeting(s).

iii) If the Educator consents, the Association will be informed that an Educator has been

placed on an Improvement Plan.

G) The Improvement Plan shall:

i) Define the improvement goals directly related to the performance standard(s) and/or

student learning outcomes that must be improved;

ii) Describe the activities and work products the Educator must complete as a means of

improving performance;

iii) Describe the assistance that the district will make available to the Educator;

iv) Articulate the measurable outcomes that will be accepted as evidence of improvement;

v) Detail the timeline for completion of each component of the Plan, including at a

minimum a mid-cycle formative assessment report of the relevant standard(s) and

indicator(s);

vi) Identify the individuals assigned to assist the Educator which must include minimally the

Supervising Evaluator; and,

vii) Include the signatures of the Educator and Supervising Evaluator.

H) A copy of the signed Plan shall be provided to the Educator. The Educator’s signature indicates

that the Educator received the Improvement Plan in a timely fashion. The signature does not

indicate agreement or disagreement with its contents.

I) Decision on the Educator’s status at the conclusion of the Improvement Plan.

i) All determinations below must be made no later than June 1

. One of three decisions

must be made at the conclusion of the Improvement Plan:

(a) If the Evaluator determines that the Educator has improved his/her practice to

the level of proficiency, the Educator will be placed on a Self-Directed Growth

Plan.

(b) In those cases where the Educator was placed on an Improvement Plan as a

result of his/her summative rating at the end of his/her Directed Growth Plan, if

the Evaluator determines that the Educator is making substantial progress

toward proficiency, the Evaluator shall place the Educator on a Directed Growth

Plan.

result of his/her Summative rating at the end of his/her Directed Growth Plan, if

the Evaluator determines that the Educator is not making substantial progress

toward proficiency, the Evaluator shall recommend to the superintendent that

the Educator be dismissed.

(d) If the Evaluator determines that the Educator’s practice remains at the level of

unsatisfactory, the Evaluator shall recommend to the superintendent that the

Educator be dismissed.

20. Timelines (Dates in italics are provided as guidance)

Activity:

Completed By:

Superintendent, principal or designee meets with evaluators and educators

to explain evaluation process and notifies educators of primary evaluator.

October 1

Evaluator meets with first-year educators to assist in self-assessment and

goal setting process

Educator submits self-assessment and proposed goals

October 1

(November 1 for

first year of

implementation)

Evaluator meets with Educators in teams or individually to establish

Educator Plans (Educator Plan may be established at Summative Evaluation

Report meeting in prior school year)

October 15

Evaluator completes Educator Plans

November 1

Evaluator should complete first observation of each Educator

November 15

Educator submits evidence on parent outreach, professional growth,

progress on goals (and other standards, if desired)

* or four weeks before Formative Assessment Report date established by

Evaluator

January 5*

Evaluator should complete mid-cycle Formative Assessment Reports for

Educators on one-year Educator Plans

February 1

Evaluator holds Formative Assessment Meetings for Educators on one-year

Educator Plans if requested by either Evaluator or Educator

February 15

Educator submits evidence on parent outreach, professional growth,

progress on goals (and other standards, if desired)

May 15*

Evaluator completes Summative Evaluation Report

June 1

Evaluator meets with Educators whose overall Summative Evaluation

ratings are Needs Improvement or Unsatisfactory

June 1

Evaluator meets with Educators whose ratings are proficient or exemplary

at request of Evaluator or Educator

June 10

Educator signs Summative Evaluation Report and adds response, if any

within 5 school days of receipt

June 15

A) Educators with PTS on Two Year Plans

Activity:

Completed By:

Evaluator completes unannounced observation(s)

Any time during the 2-

year evaluation cycle

Evaluator completes Formative Evaluation Report

June 1 of Year 1

Evaluator conducts Formative Evaluation Meeting, if any

June 10 of Year 1

Evaluator completes Summative Evaluation Report

June 1 of Year 2

Evaluator conducts Summative Evaluation Meeting, if any

June 15 of Year 2

Evaluator and Educator sign Summative Evaluation Report

June 15 of Year 2

B) Educators on Plans of Less than One Year

i) The timeline for educators on Plans of less than one year will be established in the

Educator Plan.

21. Career Advancement

A) In order to attain Professional Teacher Status, the Educator should achieve ratings of proficient or

exemplary on each Performance Standard and overall. A principal considering making an

employment decision that would lead to PTS for any Educator who has not been rated proficient

or exemplary on each performance standard and overall on the most recent evaluation shall confer

with the superintendent by May 1

. The principal’s decision is subject to review and approval by

the superintendent.

C) Educators with PTS whose summative performance rating is exemplary and, after 2013-14 whose

impact on student learning is rated moderate or high, shall be recognized and rewarded with

leadership roles, promotions, public commendation or other acknowledgement as determined by

the district through collective bargaining where applicable.

22. Rating Impact on Student Learning Growth

ESE will provide model contract language and guidance on rating educator impact on student learning

growth based on state and district-determined measures of student learning. Upon receiving this model

contract language and guidance, the parties agree to bargain with respect to this matter.

23. Using Student feedback in Educator Evaluation

ESE will provide model contract language, direction and guidance on using student feedback in Educator

Evaluation by June 30, 2013. Upon receiving this model contract language, direction and guidance, the

parties agree to bargain with respect to this matter.

24. Using Staff feedback in Educator Evaluation

ESE will provide model contract language, direction and guidance on using staff feedback in Administrator

Evaluation by June 30, 2013. Upon receiving this model contract language, direction and guidance, the

parties agree to bargain with respect to this matter.

25. Transition from Existing Evaluation System

A.) All Educators will be subject to the new evaluation system.

B.) All Educators will be rated as proficient in all regards initially.

C.) Non P.T.S. Educators and Educators beginning a new assignment under a different license will be

placed on a Developing Educator Plan.

D.) P.T.S. Educators who have in the previous year completed their Clinical Observation year under

the current system will be placed in year one of a two-year Self Directed Growth Plans.

E.) P.T.S. Educators who in the previous year have completed their Non-evaluation goal setting year

shall be placed in year two of a two-year Self Directed Growth Plans.

F.) The previous system remains in effect only as to issues not directly addressed by the new system

instituted through this document and contract

26. General Provisions

A) Only Educators who are licensed may serve as primary evaluators of Educators.

B) Evaluators shall not make negative comments about the Educator’s performance, or comments of

a negative evaluative nature, in the presence of students, parents or other staff, except in the

unusual circumstance where the Evaluator concludes that s/he must immediately and directly

intervene. Nothing in this paragraph is intended to limit an administrator’s ability to investigate a

complaint, or secure assistance to support an Educator.

C) The superintendent shall insure that Evaluators have training in supervision and evaluation,

including the regulations and standards and indicators of effective teaching practice promulgated

by ESE (35.03), and the evaluation Standards and Procedures established in this Agreement.

D) Should there be a serious disagreement between the Educator and the Evaluator regarding an

overall summative performance rating of unsatisfactory, the Educator may meet with the

Evaluator’s supervisor to discuss the disagreement. Should the Educator request such a meeting,

the Evaluator’s supervisor must meet with the Educator. The Evaluator may attend any such

meeting at the discretion of the superintendent.

E The parties agree to establish a joint labor-management evaluation team which shall review the

evaluation processes and procedures annually through the first three years of implementation and

recommend adjustments to the parties.

F Violations of this article are subject to the grievance and arbitration procedures. The arbitrator

shall determine whether there was substantial compliance with the totality of the evaluation

process.!

G.! The parties agree to form a joint labor management committee (JLMC) to review and make

recommendations to the parties regarding the Educator Evaluation system and procedures. The

committee’s review will include but is not limited to the dates/deadlines in the procedure and the

new regulations enacted by the Board of Elementary and Secondary Education (DESE). Any and

all recommendations of the committee will be subject to bargaining at the request of either party.

The committee shall be convened by October 1, 2017 with equal representation of the parties

appointed by each party.!

ARTICLE 15 – TEACHER FACILITIES

A. Each school will have the following in existing buildings to the extent facilities may be provided without

major expenditure of funds and should be designed in new building construction.

1. Space in each classroom in which teachers may safely store instructional materials and supplies;

2. A teacher work area containing adequate equipment and supplies to aid in the preparation of

instructional materials;

3. An appropriately furnished room to be reserved for the exclusive use of the teachers as a faculty

lounge. Said room will be in addition to the aforementioned work area;

4. In the absence of a pay phone, the teacher has the right to the private use of the school phone for

local calls;

5. A serviceable desk and chair for the teacher in each classroom;

6. A communication system so that each teacher can communicate with the main building office

from his classroom;

7. A well-lighted and clean male teachers’ restroom and well-lighted and clean female teachers’

restroom; and

8. A separate, private dining area for the exclusive use of the staff.

B. An adequate portion of the parking lot at each school will be reserved for teacher parking.

ARTICLE 16 – SICK LEAVE

A. Teachers will be entitled to 15 days sick leave each school year as of the first official day of said school

year. Sick leave may be accumulated from year to year to two-hundred twenty-five (225) days.

B. A teacher who anticipates being absent for an extended period of time due to illness or other disability shall

inform the Superintendent of her/his best estimate as to how long he/she expects to be absent in order for

the administration to plan adequately for a substitute. A teacher absent for more than five (5) consecutive

school days shall provide a note from a licensed attending medical professional attesting to her/his

disability if requested to do so by the Superintendent. Any teacher who has been absent because of illness

for ten (10) consecutive school days shall return to her/his duties only after presentation of a certificate

from her/his licensed attending medical professional indicating a satisfactory recovery and ability to

perform her/his duties.

C. On the first pay day in September, each teacher will be notified in writing of the total number of sick leave

days he/she has accumulated.

D. Sick Leave Bank

1. A sick leave bank will be established for use by members of the bargaining unit who have

exhausted their own sick leave and have a prolonged and/or serious illness or injury. This

includes nurses (Unit C).

2. Each member of the bargaining unit shall contribute one day from her/his sick leave accumulation

to the Sick Leave Bank in order to fund the bank. In the event the Sick Leave Bank becomes

depleted, each member of the bargaining unit shall contribute a day from her/his sick leave

accumulation to re-fund the bank. No more than two (2) sick leave bank days shall be deducted

from teachers’ individual sick leave accounts in any one school year. Sick Leave Bank days

unused in one school year shall be carried over to the next school year. At no point shall the bank

contain more days than the number of unit members.

3. The Sick Leave Bank shall be administered by a Sick Leave Bank Board consisting of four

members. Two members will be designated by the Superintendent to serve at its pleasure, and two

members shall be designated by the Association to serve at its pleasure. Award of benefits from

the bank require a majority vote of the full Board.

4. Any initial grant of sick leave by the Board shall not exceed thirty (30) days. If need continues,

reapplication to the Board may be made for further extensions up to a maximum of thirty (30)

days each. Except as provided hereafter in this paragraph, no more than ninety (90) days may be

granted by the Sick Leave Bank Board to any individual for a single illness or accident. The

Board agrees to give due consideration to those situations of unusual circumstances and for

hardship arising from prolonged illness or accident when an employee’s accrued sick leave and

ninety (90) days from the Bank have been exhausted. Such situations will be brought to the

attention of the Board by the Association only, whereupon the Board may authorize up to an

additional ninety (90) Sick Leave Bank days.

5. A teacher who has received a grant from the Sick Leave Bank will, upon her/his return to regular

teaching duties, receive five (5) sick leave days from the bank to be used in the event of illness

during the remainder of the school year. Days not used will be returned to the bank on the last day

of school.

6. Subject to the provisions of this Article the Board shall utilize the following criteria in

administering the bank and in determining eligibility and amount of leave:

a. Adequate medical evidence, including diagnosis and prognosis, or serious and/or

prolonged illness or injury and expected date of return. This information shall remain

confidential with the Sick Leave Bank Board.

b. Prior utilization of sick leave shall be a factor if abuse has been shown.

7. The decision of the Sick Leave Bank Board with respect to eligibility and entitlement shall be

final and binding and not subject to appeal except for reconsideration to the Board itself.

E. A teacher who has been on duty and must leave school because of illness will have one full day deducted

from his sick leave accumulation if he leaves before 11:00 a.m. and will have one-half day deducted from

sick leave if he leaves after 11:00 a.m.

F. A teacher may use up to seven (7) days of sick leave per year in case of serious illness or accident befalling

a spouse, child or parent and where the presence of the teacher is required as determined by the

Superintendent. Such leave shall not be unreasonably withheld.

G. A teacher may elect to redeem four (4) days of unused sick leave according to the following schedule:

Sick Days Used Annual Incentive Payment

0 $500

more than 0 up to 1 400

more than 1 up to 2 300

more than 2 up to 3 200

more than 3 up to 4 150

The payment shall be made on the first regular payday of the following September provided that the teacher

gives a written request to that effect to the Superintendent by June 30. Failure to elect as provided above

shall disentitle the teacher to the redemption under this Section. If the teacher does not elect to redeem the

four (4) days, then her/his sick leave shall remain and be accumulated in the same manner as is the practice

under Section A above.

ARTICLE 17 – TEMPORARY LEAVES OF ABSENCE

A. Personal Leave

1. Each teacher may have three (3) days with pay per year, non-cumulative, for the purpose of

transacting or attending to personal, business or household matters which require the absence of

the teacher during school hours and which cannot be otherwise scheduled. Personal days are not

intended to be used as vacation days.

2. Written notice of intention to take such leave shall be filed with the principal at least one (1) week

in advance whenever possible.

3. In the event of personal days taken on days immediately before and/or after vacation periods and

long weekends, and professional development days application requesting said personal day(s)

shall be filed with the Superintendent and must state the reason(s) for the leave in order that it

might be determined whether the leave falls within the definition of A-1. Approval of these

requests shall not be unreasonably withheld, nor shall the Superintendent act in an arbitrary,

capricious, inconsistent or discriminatory manner in acting on such requests. Should a dispute

arise concerning the granting of personal leave on days immediately before and/or after vacation

periods and long weekends, the teacher may take such leave but shall not be compensated for such

leave unless and until the matter is resolved in favor of the teacher.

4. Unused personal days shall be added to one’s sick leave accumulation.

B. Professional Leave

At the discretion of the Superintendent, each teacher may take leave with pay for the purpose of visiting

other schools, attending meetings or conferences, or other activities which will be beneficial to the teacher

and/or the school system.

C. Legal Leave

1. Each teacher shall be entitled to time necessary for appearance at court as a witness or for a

hearing concerning legal affairs called by a governmental agency.

2. In the event a teacher must serve as a juror, the teacher will be paid the difference between his

regular rate of pay and the amount of jury duty pay. All other benefits will be continued as if

he/she were actively employed by the Committee.

D. Death in the Family Leave

1. In the event of the death of a teacher’s parent (or a person who has served in loco parentis),

spouse, or child, the teacher shall be entitled to leave with pay for all work days falling within

seven (7) consecutive days beginning with the time of death.

2. In the event of the death of a teacher’s sibling, parent-in-law, or other members of the teacher’s

immediate household, the teacher shall be entitled to leave with pay for all work days falling

within four (4) consecutive days beginning with the time of death.

3. In the event of the death of a teacher’s or spouse’s grandparent, the teacher will be entitled to

leave with pay on the day of the funeral, if it is a work day and if the teacher attends the funeral,

and up to 2 days additional with pay for traveling time as necessary.

4. In the event of the death of a teacher’s aunt, uncle, niece, nephew or first cousin, the teacher shall

be entitled to leave with pay for the day of the funeral if it is a work day and if the teacher attends

the funeral and may request up to 2 days additional leave with pay from the Superintendent for

travel.

5. In the event of a death of those listed above or others, the Superintendent may, if he believes that

there are special circumstances which warrant it, grant leave or additional leave.

E. Military Leave

Each teacher may have a maximum of 17 days per school year if called into temporary active duty of any

unit of the U.S. Reserves or the State National Guard, provided such obligation cannot be fulfilled on days

when school is not in session. Teachers will be paid the difference between their regular pay and the pay

which they receive from the State or Federal government.

F. Miscellaneous

1. Leaves in addition to or other than the above may be granted by the Superintendent for causes he

deems reasonable.

2. Leaves taken pursuant to this section shall be in addition to any sick leave to which the teacher is

entitled, and the teacher will not be required to arrange for his own substitute.

3. Temporary Leaves Without Pay - The Committee may grant leaves without pay. Any such leave

must be approved in advance by the Superintendent. For each day of such leave, 1/200th of the

teacher’s annual salary shall be deducted.

ARTICLE 18 – MATERNITY LEAVE

A. Upon receipt from a pregnant teacher of at least two weeks’ written notice of her anticipated date of

departure and intention to return, the Committee shall grant a maternity leave for up to eight (8) weeks in

accordance with the provisions of Massachusetts General Laws, Chapter 149, Section 150D, or for a period

not to exceed twelve (12) weeks for a teacher who has been employed for at least twelve (12) consecutive

months in accordance with the Family and Medical Leave Act.

B. Though said leave itself will be without pay, the teacher may elect to use any of her sick leave

accumulation for said period of eight (8) weeks or any portion thereof, or twelve (12) weeks or any portion

thereof, as the case may be. Use of sick leave beyond eight (8) weeks for maternity leave shall be based on

continued disability beyond said eight (8) weeks as certified by the teacher’s attending physician.

C. Said leave may be extended by mutual agreement of the teacher and the Superintendent in order that said

teacher may return at an appropriate time in consideration of the students’ program(s), such as at the

beginning of a semester, beginning of a marking period, or after a vacation period, or in situations of

continuing legitimate medical disability as certified in writing by her physician.

D. Upon receipt from a unit member who intends to adopt a child and become the primary caregiver, the

above language (A, B and C) applies. If there are two unit members that are adopting a child together, then

only one will be eligible for this leave, per adoption.

E. Parental Leave: Upon notification to his/her supervisor that a teacher is to become a parent, he/she may

access his/her sick leave accumulation for up to two (2) weeks – 10 days.

ARTICLE 19 – EXTENDED LEAVES OF ABSENCE

A. The Committee agrees that up to two (2) teachers and one nurse designated by the Association will, upon

request, be granted a leave of absence for up to two (2) years without pay for the purpose of engaging in

Association (state and national) activities. Upon return from such leave, a tenure teacher will be considered

as if he were actively employed by the Committee during the leave and will be placed on the salary

schedule at the level he would have achieved if he had not been absent. A non tenure teacher will return at

the step next above that from which he left.

B. A leave of absence without pay of up to two (2) years will be granted to any teacher who joins the Action

Corps as a teacher or serves as an exchange teacher, or VISTA (Volunteers in Service to America), and is a

full-time participant in any of these programs. Upon return from such leave, a teacher will be considered as

if he were actively employed by the Committee during the leave and will be placed on the salary schedule

at the level he would have achieved if he had not been absent.

C. Military leave will be granted to any teacher who is inducted or enlists in any branch of the armed forces of

the United States to fulfill a military obligation. Upon return from such leave, a teacher will be placed on

the salary schedule at the level which he would have achieved had he remained actively employed in the

system during the period of his compulsory absence as a result of such induction or enlistment.

D. A leave of absence without pay or increment of up to one (1) year will be granted for the purpose of caring

for a sick member of the teacher’s immediate family when the presence of such teacher is required upon

certification of a physician. Additional leave may be granted at the discretion of the Committee.

E. After four (4) years’ continuous employment in the Danvers School System, a teacher may be granted a

leave of absence, without pay or increment, for up to two (2) years for health reasons. Requests for such

leave will be supported by appropriate medical evidence.

F. Child Rearing Leave - A teacher with professional teacher status will be granted a leave of absence for

child-rearing purposes as follows:

1. The leave shall be without pay or increment.

2. The leave must begin at the time of birth or adoption of a child.

3. The leave will end at the beginning of the next school year or the year following. Application for

such leave will state the date upon which the teacher will return.

4. No teacher will be eligible for more than one such leave for any child.

G. Any teacher whose personal illness extends beyond the period compensated will be granted a leave of

absence without pay or increment for such time as is necessary for complete recovery from such illness

upon certification of a physician. Said period shall not exceed two (2) years.

H. Other leaves of absence without pay may be granted by the Committee.

I. All benefits to which a teacher is entitled at the time of his leave of absence commenced, including unused

accumulative sick leave, will be restored to him upon his return and he will be assigned to the same

position which he held at the time said leave commenced, if available, or if not, to a substantially

equivalent position.

J. All requests for extensions or renewals of leaves will be applied for and responded to in writing.

K. If a teacher is in the last year of an extended leave, then:

a. If, by January 1

, the Superintendent has asked the teacher if he intends to return the following

September by registered letter sent to the last known address of the teacher with a copy to the

Association President, then

b. By February 1

, the teacher shall notify the Superintendent of his intention to return the following

September. Failure by the teacher so informed to so notify the Superintendent shall constitute a

resignation.

L. Notwithstanding other leave provisions set forth in this Article, a teacher who has been employed for

twelve (12) consecutive months shall be entitled to a leave of absence without pay for up to twelve (12)

consecutive weeks for adoption, foster care placement of child or if a serious health condition affects the

employee or the employee’s spouse, child or parent in accordance with the Federal Family and Medical

Leave Act. Consistent with the Family and Medical Leave Act, during said twelve (12) week leave, an

employee on leave under this Section shall continue to be eligible for health insurance with the Town and

the employee paying their respective regular costs of the health insurance. Leave taken under this Section

cannot be added to other leave provisions set forth in this Article.

ARTICLE 20 – SABBATICAL LEAVES

Upon recommendation by the Superintendent, sabbatical leaves may be granted by the Committee to members of the

teaching staff according to the following provisions:

A. The applicant will have completed at least seven (7) consecutive full school years of service in the Danvers

School System prior to going on sabbatical leave.

B. Application for sabbatical leave must be made in writing to the Superintendent no later than October 15

the year preceding the year for which leave is requested. The application must contain recommendations of

the teacher’s supervisors and shall be accompanied by a detailed statement of plans for spending the leave

in a manner clearly calculated to contribute to the professional advantage of the candidate and the best

interests of the Danvers School System. Notification of action on such applications shall be given in

writing to each applicant by April 1

of the year preceding the year for which leave is requested.

C. Upon return from such leave a detailed written report of activities during leave shall be

transmitted to the Superintendent.

D. A teacher on sabbatical leave will be paid at his rate of full pay for a semester’s leave or half pay for a full

school year’s leave provided that such pay when added to any program grant will not exceed the teacher’s

regular salary rate. Normal increments and other benefits will also be guaranteed.

E. The teacher agrees to return to employment in the Danvers School System for one full year in the event of a

semester’s leave or two full school years in the event of a full school year’s leave. Failure to fulfill this

agreement shall result in the return to Danvers of all moneys paid during the sabbatical leave in accordance

with provisions of Chapter 71, Section 41A of the General Laws of Massachusetts.

F. Effective September 1, 2001, teachers with three (3) or more consecutive full school years of service in the

Danvers School System (but less than the seven (7) years set forth in Section A) and who have professional

teacher status shall be eligible for sabbatical leaves according to the terms set forth in this Article with the

following modifications:

1. That such teacher agrees to return to employment in the Danvers School System for two full

school years in the event of a semester’s leave or three full school years in the event of a full

school year’s leave. Failure to fulfill this agreement shall result in the return to Danvers of all

moneys paid during the sabbatical leave in accordance with provisions of Chapter 71, Section 41A

of the General Laws of Massachusetts.

2. In the event one or more teachers with more than seven (7) years of consecutive full school years

of service in the Danvers School System are also applicants for a Sabbatical Leave, such teachers

shall have preference for Sabbatical Leaves over those who are applicants under this Section G.

3. The parties agree to review action taken under this language annually.

ARTICLE 21 – PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

The Association recognizes that in our rapidly changing society, teachers must constantly review curriculum

content, teaching methods and materials, educational philosophy and goals, social changes and other topics related

to the quality of services in the classroom. The Committee recognizes that it shares with its professional staff the

responsibility for achieving the optimum in teacher performance and attitudes, by agreeing as follows:

A. The Committee will pay the reasonable expenses (including fees, meals, lodging, and/or transportation)

incurred by teachers who attend workshops, seminars, conferences, conventions, in-service courses, or

other professional improvement sessions at the request and/or with the advance approval of the

Superintendent based on the recommendations of the principal or immediate supervisors.

B.1. All mandatory workshops, seminars, and in-service courses shall be recognized for credit

beyond the bachelor’s and master’s degrees.

2. The Superintendent, with agreement of the Committee, may at his discretion recognize for credit

beyond bachelor’s and master’s degree voluntary workshops, seminars, and in-service courses not

to exceed 40 percent of the teachers’ overall degree program.

C. All NDEA and NSF courses shall be recognized for credit beyond bachelor’s and master’s degrees, if prior

approval of the Superintendent has been received.

D. All courses previously approved in the Danvers School System will be honored.

E. Courses approved by the Superintendent, taken independently, at any time, on a graduate or undergraduate

level at an accredited institution of higher education will be honored for increment beyond the master’s

degree.

F. Student or practice teachers shall be assigned only with the consent of the cooperating teacher.

G. In those cases where vouchers are awarded to the Danvers School System as distinct from those awarded to

a specific individual, the Superintendent shall distribute the vouchers to the cooperating teacher. In the

event the cooperating teacher does not wish to use the voucher, the Superintendent in consultation with and

with the concurrence of the President of the Association shall then distribute them as equitably as possible

to other members of the staff, assuming that this agrees with the policy of the college or university.

H. In the event there is a conflict between the meeting time of a course or program approved by the

Superintendent and an afternoon school meeting scheduled pursuant to Article 5, Section B, the teacher will

be free to leave the meeting in sufficient time in order to attend said approved course or program.

I. When new technology, equipment or programs are introduced, proper training and sufficient materials will

be provided. The school system shall provide proper training and sufficient materials for new programs.

J. The following concepts will be incorporated into Danvers Professional Development for unit members:

1. The Professional Development budget will be increased by$5,000 for school year 2008-2009.

2. Each department will have the ability to meet with the Assistant Superintendent to discuss

Professional Development needs and suggestions.

3. Establish a Professional Development Committee with both DTA and Administration members to

address the following:

a. In-service – Danvers University – what’s offered.

b. Programs for small groups

c. Tuition reimbursement

d. Assistance in pursuing a Masters degree

e. On-site graduate courses

f. Professional Development issues as necessary

K. The Professional Development schedule will change provided the following conditions are met:

1. There is no increase in instructional time

2. There is no increase in meetings

3. Agreement can be reached concerning schedules for all three levels.

4. Adjustments to teachers’ schedules can be agreed upon.

5. Elementary teachers will retain their 200 free minutes every week.

6. Teachers are allowed to leave on Monday as they can on Friday.

7. During grading periods, an hour of professional development time shall be used by teachers for

grading, as stated in the contract.

8. Although assignments may be presented ahead of time, work outside of the PD time frame is not

mandatory, unless mutually agreed upon.

9. Should all or part of this proposal need to be phased in, the parties agree to discuss the logistics

necessary to make it work.

10. For this schedule, 5 minutes will be added to the non-release student day at all three levels.

Should the schedule need to be changed, the parties agree to discuss and work out the

implications. Should the proposal be dropped, the entire schedule shall revert back to the

negotiated schedule as presented in the 2007/2008 school year.

11. Change the payment for teaching in-service courses to:

$1500 per credit the first time the course is taught,$1200 per credit each time thereafter.

12. A group membership to MSNO (Mass. School Nurse Organization) will be provided.

ARTICLE 22- PROTECTION

A. Teachers will immediately report all cases of assault suffered by them in connection with their employment

to the Superintendent in writing, and also to the Retirement Board.

B. This report will be forwarded to the Committee which will comply with any reasonable request from the

teacher for information in its possession relating to the incident of the persons involved.

C. The Committee agrees to follow conditions of Chapter 41, Section 100C in any process beyond the initial

report as provided in Section A above.

D. The Committee will provide appropriate protective clothing to all teachers whose responsibilities involve

the use of substances or procedures which might damage personal clothing as determined by the

Superintendent and the teachers involved.

E. No teacher will suffer any loss of school-related financial compensation, including salary increments, or

sick leave accumulation during any period of absence from work due to any injury suffered while in the

performance of Danvers school-related duties, provided that said injury is the result of negligence on the

part of the school system, assault, or other factor(s) beyond the teacher’s control. Said period will not

exceed two (2) calendar years from the date of said injury. Additional time may be granted at the

discretion of the Committee. It is understood that, while there shall be no loss of sick leave accumulation

during said period, there shall be no additional accumulation of sick leave during said period of absence.

ARTICLE 23 – INSURANCE AND ANNUITY PLANS

A. The Committee will continue to provide the same life insurance coverage for teachers as they received in

1983-84.

B. Teachers will be covered by the same Blue Cross/Blue Shield health insurance plan as other town

employees, and the Committee agrees to deduct from his paycheck the individual’s share of the cost of

such Blue Cross/Blue Shield program as individually authorized by the teacher. While teachers are

covered by the Town’s dental program (Dental Services of Massachusetts, Inc.), for those teachers who

have opted for such program, the Committee agrees to deduct from her/his paycheck the teacher’s share of

the cost of such program as individually authorized by the teachers.

C. Teachers will be eligible to participate in a “tax sheltered” Annuity Plan established pursuant to United

States Public Law 87-370.

D. There will be a match of up to$250.00 made by the employer into a 403 B account in school year 2013-14.

The third party administrator will be jointly decided on by both the DTA and administration, and will be set

up and ready to be implemented by school year 2013-14. This provision will sunset June 30

, 2014 unless

the parties agree to an extension.

E. Professional Liability Insurance shall be provided and paid by the Committee to Nurses$100,000 -

$300,000. Evidence of such shall be given to each Nurse including the name of the insuring company and

the policy number.

ARTICLE 24 –ASSOCIATION RIGHTS

A. The Association has the right to use school buildings without cost at reasonable times for its meetings so

long as any Association meeting does not conflict with scheduled school programs. The principal of the

building in question will be notified in advance of the time and place of such meetings. The Association

has first priority of any such use provided that no conflict exists for the use of a school facility between the

Association and any other group at the time the Association notifies the principal. After 4:00 p.m. the

standard building-use rental forms will be utilized for any Association use of buildings.

B. There will be one (1) bulletin board in the faculty lounge of each school for displaying Association

information. A copy of each posting will be given to the building principal, but his approval of such

posting is not required.

C.1. No more than six (6) delegates of the Association shall be granted by the Superintendent one (1)

day of paid leave each year to attend the Annual MTA Convention unless said convention comes

at the time of the administration of quarterly or summary exams.

2. Time necessary for Association representatives to attend Massachusetts School Nurses

Association and/or Massachusetts Nurses Association conferences and conventions subject to the

approval of the Superintendent. The number of the representatives shall be subject to approval of

the Superintendent. The number of representatives shall be subject to approval of the

Superintendent based on relevance of conference and execution of job responsibilities.

D. The Association will be provided a copy of the official agenda of all public Committee meetings prior to

the meeting and a copy of the minutes of public Committee meetings as soon as possible after such

meetings. The Committee, through the Superintendent’s office, will, upon request, provide access for an

Association representative to any other public information in its possession.

E. Upon reasonable notice to one’s principal, the president, vice-president, executive secretary, treasurer, and

chairman of the PR and R Committee of the Association will be allowed to leave their stations upon

dismissal of the students whenever necessary to perform duties as officers of the Association.

F. The Danvers Teachers Association President will be a 20% release time position. The DTA will contribute

1/2 of the cost of 1/5 of the Presidents’ base salary.

The President shall not be required to perform morning bus duty, morning monitoring of early arrivals,

afternoon bus duty, supervision of detention, study hall assignments or cafeteria related duties. The

President shall be allowed to conduct Association business as may be necessary upon reasonable

notification to her/his principal and/or director.

The DTA President and the Danvers Superintendent will continue to meet at a mutually agreed time.

When the DTA President changes, both parties will discuss the logistics necessary to make the 20% release

time work. In addition, the ‘outgoing’ DTA President will return to his/her full-time teaching position,

with no loss of seniority.

G. Unit members who have attained National Board Certification will be paid$1,000.00 each year the

certification is in place.

ARTICLE 25 – DUES DEDUCTION

A. The Committee agrees to deduct dues for the Danvers Teachers Association - Massachusetts Teachers

Association - National Education Association from the regular paychecks of those teachers who have

voluntarily authorized the Committee to make said deductions.

1. The Committee further agrees to transmit such deducted moneys promptly to the Association.

2. Any such authorization may be withdrawn by such teacher by giving at least 60 days written

notice to the Committee via the Superintendent.

B. No later than June 15 of each year, the Association agrees to furnish the Committee, by filing with the

Superintendent, written notices of the current annual dues for individual membership in the Danvers

Teachers Association, Massachusetts Teachers Association, and National Education Association.

C. No later than October 15 of each year, the Association will provide the Committee with an updated list of

those employees who have voluntarily authorized the Committee to deduct such dues as stipulated in

Section A above. The Association will notify the Committee monthly of any changes in said list.

D. 1.Dues deductions will be made in twenty (20) equal monthly installments from November

1 to August 31.

2. Effective July 1, 1988, dues deductions will be made in twenty (20) equal monthly installments

from September 1

to June 30

E. In the event of a teacher resigning, the total dues balance will be deducted from his last paycheck.

ARTICLE 26 – TEXTBOOKS

A. The Committee will provide textbooks and other materials, including two (2) textbooks and two (2) teacher

manuals for each teacher, said books to remain the property of the School Department.

B. Suggestions for textbooks will be solicited from teachers in the areas of their assignments by their

supervisors including principals and department heads.

ARTICLE 27 – TEACHER RIGHTS

A. There will be no reprisals of any kind taken against any teacher by reason of his membership in the

Association or participation in its activities.

B. The private and personal life of a teacher is not within the appropriate concern or attention of the

Committee except as it may interfere with the teacher’s responsibilities to and relationships with students

and/or the school system.

C. A teacher’s plan book(s) will remain the property of the teacher.

ARTICLE 28 – REDUCTION IN FORCE

A. Any reduction in force will be consistent with the General Laws, Rules and Regulations of the Department

of Education, and this Agreement.

B. Reduction in force will first be achieved by natural attrition - resignation of any teacher, retirement of any

teacher, death of any teacher and nonrenewal of a teacher without professional teacher status.

C. The Superintendent may make, at her/his discretion, any transfer(s) from subject area silo to subject area

silo which he deems reasonable for the benefit of the school system. The Superintendent is not required,

under this Section, to make any transfer(s). If the Superintendent desires to transfer a teacher from one

subject area silo to another subject area silo, it will not be for the purpose of placing that teacher into a

lesser seniority status. Any transfer(s) made by the Superintendent at his sole discretion shall not be

unreasonable. Any affected teacher will be given prompt notice of any transfer made under this Section,

with a copy to the Association President.

In the event any teacher with a “general certification” or “exempt certification” is involuntarily transferred

under this language and where such involuntary transfer is made because of her/his general or exempt

certification, such teacher will have the right of first refusal for a vacant position for which he/she is

certified in the subject area silo from which he/she was involuntarily transferred. If more than one such

teacher has been so involuntarily transferred from the same silo, the determination of the teacher initially

having the right of first refusal shall be based on seniority, provided that in the Superintendent’s judgment

the interests of sound education are served; the Superintendent’s judgment shall not be unreasonable. Any

other teacher involuntarily transferred solely on the basis of certification under this Section will be returned

to her/his original (or comparable) position, if vacant and/or available, if he/she so desires, as soon as

practicable, provided that in the Superintendent’s judgment the interests of sound education are served; the

Superintendent’s judgment shall not be unreasonable.

1. Prior to implementing the reduction in force the superintendent shall meet and discuss the district’s

intention with Association representatives. The Superintendent or his/her designee shall then meet with the

affected teacher(s) and an Association representative chosen by the affected teacher(s) to discuss how the

decision was made.

2. Layoffs shall be conducted within the discipline based on a teacher’s job performance as reflected by the

teacher’s past summative overall evaluation ratings as compared to other teachers’ past summative overall

performance ratings in the discipline targeted to be reduced with Proficient and Exemplary considered

equal. The number of summative evaluations compared will include all those evaluations written for

teachers during the time equal to the most recent hired professional status teacher in the targeted discipline.

If the summative overall rating is the same, the Committee may examine the ratings for the evaluation

standards and determine whether the results on the individual standards warrant the retention of one teacher

as opposed to another (s) and such selection serves the best interests of students. If there is a tie using the

above criteria, the tie shall be broken by seniority, with the least senior teacher in the disciplined targeted

laid off first.

3. Teacher(s) may be laid off due to declining enrollment, budgetary reasons, or reorganization in

accordance with M.G.L. c71 s42.

E. For the purpose of this Agreement, the subject area silos and classifications shall be as follows:

1. Elementary, K-6 1- Elementary (K-6)

2. English 2- Secondary English

3. Social Studies 3a- Secondary History

3b- Secondary Geography

3c- Secondary Social Studies

4. Mathematics 4- Secondary Mathematics

5. Science 5a- Secondary Chemistry

5b- Secondary Physics

5c- Secondary Biology

5d- Secondary General Science

5e- Secondary Earth Science

6. World Language 6a- Secondary French

6b- Secondary German

6c- Secondary Spanish

6d- Secondary Latin

7. Health & Physical Education 7a- Health and Phys. Ed. (K-12)

7b- Health (Secondary)

8. Business 8- Business

9. Home Economics 9- Home Economics

10. Industrial Arts 10- Industrial Arts

11. Reading 11- Reading (K-12)

12. Art 12- Art (K-12)

13. Music 13- Music (K-12)

14. Driver Education 14- Driver Education

15. Special Needs 15a- Speech & Hearing Handicapped

15b- Mild Special Needs

15c- Moderate Special Needs

15d- Severe Special Needs

16. Guidance Counselor 16- Guidance Counselor (K-12)

17. Media Services 17a- School Librarian Teacher

17b- Audio-Visual Media Specialist

18. Social Work 18 Social Worker

19. Nurse 19. Nurse

For the purposes of this Article, Middle School teachers will remain in the silo and classification they were in as of

November 1, 1987; i.e., grade six teachers will remain in the elementary silo and teachers of grades seven and eight

will remain in the subject area silos and classifications.

NOTE: A teacher with a split assignment (i.e. - two subject area silos) shall be placed on the seniority list of

the subject area silo of her/his majority assignment.

F. Bumping Rights

1. A teacher who is scheduled to be laid off from a position in the secondary schools may bump a less senior

teacher in her/his subject area silo if the bumping teacher is certified in the classification in the subject area

silo into which he/she requests to bump.

2. Any teacher involuntarily transferred to another subject area silo, who is scheduled to be laid off or is laid

off from the new subject area silo, will have bumping rights based on her/his seniority to a position in the

subject area silo from which he/she was involuntarily transferred and in which he/she is certified.

G. Seniority

1. Seniority is defined as the length of continuous service as a full-time teacher in Danvers measured

from the first day for which compensation was received and shall include time spent on leaves

(paid and/or unpaid) authorized by statute, appropriate policy, and/or collective bargaining

agreement(s) at the time the leave(s) was (were) taken. A teacher who applied for unpaid child-

rearing leave subsequent to September 1, 1980 (Article 18, Section F) and upon the effective date

of this Agreement a teacher who thereafter applies for any other approved unpaid leave under

Article 18 (Extended Leaves of Absence) shall not while on such leave(s) accrue seniority; this

provision does not apply to any mandated federal or state law leave wherein the teacher is entitled

by law to accrue seniority while on such leave.

a. A part-time teacher will receive pro-rated seniority for the purpose of placement on the

seniority list.

2. In the event that it is necessary to break a tie in seniority, educational advancement on the salary

schedule shall be determinative. If a tie still exists, the teacher with an earlier appointment date

shall have seniority; in case of identical appointment dates, the Committee shall determine the

order of layoff.

H. Notifications

1. Teacher(s) with professional teacher status will be laid off only at the end of a school year and will

be given notice of such layoff by April 15

of that year. In the event that a layoff is a result of

bumping, the notification of layoff shall not be later than May 15

of said year.

2. Based upon information available to him at the time, the Superintendent shall inform teachers via

posted notice, with a copy to the Association President, of anticipated reductions by subject area

silos for the following year. Such notices shall be posted each work year on January 15

and June

. The June 1

notice shall inform teachers of anticipated reductions by subject area silos for the

school year beginning in September of the following calendar year.

3. The Superintendent shall post seniority lists by subject area silos, including

classifications, with a copy to the Association President as follows:

a. On a workday nearest to June 1

reflecting teacher seniority as of the immediately

previous May 15

; and

b. On the workday nearest to February 1 reflecting teacher seniority as of the immediately

previous October 1

I. Recall

1. Teachers with professional teacher status who have been laid off will have recall rights as

described below commencing with the last day of employment and ending with the first full

school day in September three years later.

2. If a vacancy occurs in a particular subject area silo and the Committee decides to fill that vacancy,

then the most senior teacher eligible will be recalled to fill that position. As used herein,

“eligible” shall mean:

a. The teacher was laid off from the subject area silo, or

b. The teacher has bumping rights pursuant to Section F of this Article.

The Superintendent may make, at his discretion, any transfer(s) from subject area silo to subject

area silo which he deems reasonable for the benefit of the school system in order to recall senior

teacher(s) on layoff.

3. Any teacher recalled will be notified of recall via registered or certified mail at her/his last address

of record, with a copy sent at the same time to the Association President. A teacher shall have 15

days from the date of receipt of such notice to notify the Superintendent of her/his acceptance or

rejection and to be available to start. A teacher who rejects recall or fails to respond on time shall

forfeit all further rights to recall.

4. A teacher who is recalled shall have the same benefits he had at the time of layoff with respect to

tenure, unused sick leave and placement on the salary schedule but shall receive or acquire no

benefits of any kind during the period of layoff except any benefits that he/she has by statute.

J. Either party may reopen this Agreement relative to the litigated issue of whether administrator(s) in the

school system are entitled to fall-back rights upon receipt of a court decision concerning the School

Committee’s appeal of the arbitrator decision dated September 21, 1981 of Arbitrator Richard G. Higgins.

The insertion of this paragraph and its use of language may not be used by either party to apply to the

substance of that litigated issue. Neither party herein waives or intends to waive its rights or positions by

insertion of this clause.

ARTICLE 29 – CHAPTER 766

Effective September 1, 1978, the parties agree to implement the following:

A. The Committee agrees that the implementation of Chapter 766 shall be consistent with the rules and

regulations of the State Department of Education.

B. The parties agree that there shall be formed a 766 Committee composed of three persons appointed by the

School Committee and three persons appointed by the Association. This Committee will, on a continuing

basis, study the impact of 766 on classroom teachers and will make any recommendations it sees fit to the

Association and/or the Superintendent and/or the School Committee.

ARTICLE 30 – GENERAL

A. Subject to the provisions of this Agreement, including the appendices attached hereto, the wages, hours and

other conditions of employment applicable on the effective date of this Agreement to the employees

covered by the Agreement shall continue during the period of Agreement.

B. If any provision of this Agreement or any application of the Agreement to any employee or group of

employees shall be found contrary to the laws of the Commonwealth, then such provision or application

shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or

applications will continue in full force and effect.

C. The Committee agrees to negotiate with the Association before subcontracting to any outside individual(s)

or group for work traditionally performed by members of the bargaining unit.

D. A teacher shall not be suspended or terminated (which shall not include the non-renewal of contract for

teacher without professional teacher status.) without just cause. Any teacher receiving a reprimand under

the provision of Section D of Article 13 shall only be reprimanded for just cause. Keeping in mind that

discipline should be appropriate for the particular delinquency of professional performance, and that this

shall be applied in a fair and equitable manner across the school system, the following just cause fairness

standards for reprimands shall apply:

1. Typically, a reprimand is preceded by appropriate counseling and/or verbal warnings by the

reprimanding principal or administrator.

2. A reprimand of a teacher by her/his principal is deemed to be the end of discipline for the

particular incident; that is, the teacher shall receive no additional discipline for the event leading to

the reprimand.

3. Stronger discipline may be applied to a teacher if there is a recurrence of a similar incident

involving the same teacher.

E. Upon request by the Association, the Committee agrees to meet with representatives of the Association at

least four times each year for the purpose of discussing matters of common concern. The purpose of such

meetings is not to engage in collective bargaining.

F. The Committee, consistent with past practice and policy, intends to keep its part-time positions at a

minimum. The Committee agrees that prior to implementing any changes from its past practice and policy

concerning part-time positions, it will notify and consult (not negotiate) with the Association.

G. The parties agree to establish a Health and Safety Committee consisting of three (3) members designated

by the Committee and three (3) members designated by the Association for purposes of monitoring health

and safety issues in the school buildings and to make recommendations with respect thereto to the Town.

H. The Committee shall vote to accept the provisions of G.L.c. 180, section 171. An employee may authorize

the Committee to deduct from her/his salary a contribution to Voice of Teachers for Education of an

amount which the employee shall specify in writing. The Committee shall certify on the payroll the

amount to be deducted by the Treasurer of the Town of Danvers. Such amounts shall be transmitted to the

Massachusetts Teachers Association within thirty days.

I. District Safety and Security Committee

Committee and Association Representatives will convene a safety and security committee three times a

year. The committee will review security procedures, development of security systems and other matters

regarding the safety and security of staff, students, and the public in and on school property. The

committee may meet more often as needed.

J. Committee and Association representatives will convene a Study committee to review Teachers’

constitutionally protected rights of free speech and association as defined by the First Amendment to the

United States Constitution and the Massachusetts Declaration of Rights, and as interpreted by the United

States Supreme Court and relevant Massachusetts courts. These rights will be reviewed in relation to

technology and social media and teachers compliance with the provision of the Danvers Public Schools

Social Networking Policy and possible discipline for inappropriate use of technology with students or

others, or behavior online which is unprofessional.

ARTICLE 31 – AGENCY SERVICE FEE

A. Subject to the terms and provisions of G.L. (Ter. Ed.) c 150E, s. 12 and regulations promulgated

thereunder, the School Committee agrees to require as a condition of employment that all bargaining unit

employees pay a service fee to the Association on or after the thirtieth (30

) day following the beginning of

employment or the date of the signing of the Collective Bargaining Agreement, whichever is later. The

amount of the service fee shall be equal to the amount required to become a member and remain a member

in good standing in the Association. Resignation from the Association or failure to maintain good standing

as an Association member shall require the employee to pay the service fee.

B. If an employee does not pay a valid service fee after the bargaining agent has made a written demand to the

employee for payment of such fee, the School Committee shall be required to, subject to the statute and its

regulations promulgated there under: suspend the employee without pay for a period not to exceed five (5)

working days. If the fee is paid within the five (5) working day period, the employee will return to work

the next day.

C. Indemnification/Reimbursement

1. The Association agrees to indemnify the Committee, make whole and save harmless the

Committee against all claims, suits, actions or other forms of liability of whatever nature, for all

damages and financial loss which the Committee may be required by any administrative agency,

arbitrator, court or tribunal of competent jurisdiction, to expend, incur, pay or suffer, caused or

occasioned by the deduction of such service fee from an employee(s) or out of the application

(including defense or prosecution) of the terms of this service fee provision.

2. The Association shall reimburse the Committee for any expenses incurred as a result of being

ordered to reinstate any employee suspended at the request of the Association for not paying the

service fee. The Association will intervene in and defend any administrative or court litigation

concerning the propriety of such suspension for failure to pay the service fee. In such litigation,

the Committee shall have no obligation to defend the suspension.

3. Should the Committee defend any such action(s) taken against the Committee (and/or others) by

an employee so suspended, the Association shall not be required, provided the service fee is

properly implemented and lawful, to reimburse the Committee for the Committee’s legal costs,

fees, and expenses if the Committee has failed in good faith to enforce the five (5) work day

suspension provision of this service fee clause.

D. Service fee(s) shall be deducted as provided in Article 24 and so remitted.

E. This Article shall not become operative as to employees in the Danvers Teachers Association bargaining

unit until this Agreement has been formally executed, pursuant to a vote of a majority of all employees in

that bargaining unit present and voting.

F. Disputes between the parties concerning this Article shall be resolved in accordance with the grievance

procedure contained in this Agreement. In the event such a dispute is submitted to arbitration, the arbitrator

shall have no power or authority to order the Committee to pay such service fee on behalf of any employee.

ARTICLE 32 – TEACHER-LEADER POSITIONS

A. Teacher Leaders may be approved by the Superintendent or her designee on an annual basis. In

considering applicants, the administration will review in the area, certification(s) on file, job evaluation

results which may qualify the teacher for additional recognition or responsibilities, and quality of past

performance. In the event the administration determines these elements are equal, length of services may

be considered, but need not be the deciding factor.

It is agreed to “grandfather” the one teacher, who does not meet all the criteria outlined in the job

description for the second year of this rotation.

B. The position of Teacher – Leader will be added to the Co-curricular component of the contract with the

same stipend as the Association

C. The exploratory/elective teacher leaders are level based.

D. Both parties agree to review the teacher leader program as it continues to grow. The intention for the

review will be to ensure all levels of teachers (Pre-K-5; 6-8 and 9-12) have representation.

ARTICLE 33 – DURATION

A. This Agreement will be in full force and effect commencing July 1, 2014 and shall terminate on June 30,

2017.

B. Either party desiring to present initial proposals for a successor Agreement shall do so in writing to the

other party by 4:00 p.m. on October 15, 2015 (or the first workday thereafter in the event there is no

school).

C. Negotiations for a successor Agreement shall commence no later than November 1, 2016.

D. Either the Committee or the Association may request a meeting with the other to discuss whether or not

they mutually are willing to negotiate over a new idea or ideas. If so, the parties shall engage in

negotiations over the matter in a good faith effort to reach agreement. There shall be no adverse effect on

either party for failure to come to an agreement on the idea(s) that prompted such negotiations.

The signatures below of the representatives of the Association and the members of the Committee indicate that the

parties have duly ratified this Agreement and the Appendices attached hereto, said Agreement with Appendices to

be in effect from July 1, 2014 to June 30, 2017.

Signed the __________________________________________________

DANVERS TEACHERS ASSOCIATION DANVERS SCHOOL COMMITTEE

________________________________________ ___________________________________________

APPENDIX A – RATIO AND SALARY SCHEDULES

RATIO - The Appendix A ratio set forth below provides the basis for determining each of the salary

schedules contained in Appendix A. The value of each step on the salary schedule is

determined by multiplying the ratio indicated by the base figure referenced in the paragraph

heading of each salary schedule.

B+15

M+15

M+30

M+45

M+60

STEP

Ratio

1.00

1.04

1.08

1.12

1.16

1.20

1.24

1.06

1.10

1.14

1.18

1.22

1.26

1.30

1.12

1.16

1.20

1.24

1.28

1.32

1.36

1.18

1.22

1.26

1.30

1.34

1.38

1.42

1.24

1.28

1.32

1.36

1.40

1.44

1.48

1.30

1.34

1.38

1.42

1.46

1.50

1.54

1.36

1.40

1.44

1.48

1.52

1.56

1.60

1.42

1.46

1.50

1.54

1.58

1.62

1.66

1.48

1.52

1.56

1.60

1.64

1.68

1.72

1.54

1.58

1.62

1.66

1.70

1.74

1.78

1.60

1.64

1.68

1.72

1.76

1.80

1.84

1.66

1.70

1.74

1.78

1.82

1.86

1.90

1.80

1.84

1.88

1.92

1.96

1.94

1.98

2.02

2.08

1% - first day of FY18

APPENDIX A-1

Effective September 1, 2017, the base figure shall be $46,099 The value of each step on the schedule is

determined by multiplying the ratio indicated by $46,099

Step 1 has been eliminated (all columns), and the Bachelor's minimum shall be Step 2 ($48,865.00)

CAGS

Step

B+15

M+15

M+30

M+45

M+60

$46,099

$47,943

$49,787

$51,630

$53,474

$55,318

$57,162

$48,865

$50,709

$52,552

$54,396

$56,240

$58,084

$59,928

$51,630

$53,474

$55,318

$57,162

$59,006

$60,850

$62,694

$54,396

$56,240

$58,084

$59,928

$61,772

$63,616

$65,460

$57,162

$59,006

$60,850

$62,694

$64,538

$66,382

$68,226

$59,928

$61,772

$63,616

$65,460

$67,304

$69,148

$70,992

$62,694

$64,538

$66,382

$68,226

$70,070

$71,914

$73,758

$65,460

$67,304

$69,148

$70,992

$72,836

$74,680

$76,524

$68,226

$70,070

$71,914

$73,758

$75,602

$77,446

$79,290

$70,992

$72,836

$74,680

$76,524

$78,368

$80,212

$82,056

$73,758

$75,602

$77,446

$79,290

$81,134

$82,978

$84,822

$76,524

$78,368

$80,212

$82,056

$83,900

$85,743

$87,587

$82,978

$84,822

$86,665

$88,509

$90,353

$89,431

$91,275

$93,119

$95,885

1% Last Day FY18

APPENDIX A-1a

Effective June 30, 2018, the base figure shall be $46,560. The value of each step on the schedule is determined by

multiplying the ratio indicated by $46,560.

Step 1 has been eliminated (all columns), and the Bachelor's minimum shall be Step 2 ($49,353.00)

CAGS

Step

B+15

M+15

M+30

M+45

M+60

$46,560

$48,422

$50,284

$52,147

$54,009

$55,872

$57,734

$49,353

$51,216

$53,078

$54,940

$56,803

$58,665

$60,528

$52,147

$54,009

$55,872

$57,734

$59,596

$61,459

$63,321

$54,940

$56,803

$58,665

$60,528

$62,390

$64,252

$66,115

$57,734

$59,596

$61,459

$63,321

$65,183

$67,046

$68,908

$60,528

$62,390

$64,252

$66,115

$67,977

$69,839

$71,702

$63,321

$65,183

$67,046

$68,908

$70,771

$72,633

$74,495

$66,115

$67,977

$69,839

$71,702

$73,564

$75,427

$77,289

$68,908

$70,771

$72,633

$74,495

$76,358

$78,220

$80,083

$71,702

$73,564

$75,427

$77,289

$79,151

$81,014

$82,876

$74,495

$76,358

$78,220

$80,083

$81,945

$83,807

$85,670

$77,289

$79,151

$81,014

$82,876

$84,739

$86,601

$88,463

$83,807

$85,670

$87,532

$89,395

$91,257

$90,326

$92,188

$94,050

$96,844

2% Day 23 of FY19 - 5-Oct-18

APPENDIX A-2

Effective day 23 of FY19, the base figure shall be $47,491. The value of each step on the schedule is determined by

multiplying the ratio indicated by $47,491.

Step 1 has been eliminated (all columns), and the Bachelor's minimum shall be Step 2 ($50,340.00)

CAGS

Step

B+15

M+15

M+30

M+45

M+60

$47,491

$49,390

$51,290

$53,190

$55,089

$56,989

$58,889

$50,340

$52,240

$54,140

$56,039

$57,939

$59,838

$61,738

$53,190

$55,089

$56,989

$58,889

$60,788

$62,688

$64,588

$56,039

$57,939

$59,838

$61,738

$63,638

$65,537

$67,437

$58,889

$60,788

$62,688

$64,588

$66,487

$68,387

$70,286

$61,738

$63,638

$65,537

$67,437

$69,337

$71,236

$73,136

$64,588

$66,487

$68,387

$70,286

$72,186

$74,086

$75,985

$67,437

$69,337

$71,236

$73,136

$75,036

$76,935

$78,835

$70,286

$72,186

$74,086

$75,985

$77,885

$79,785

$81,684

$73,136

$75,036

$76,935

$78,835

$80,734

$82,634

$84,534

$75,985

$77,885

$79,785

$81,684

$83,584

$85,484

$87,383

$78,835

$80,734

$82,634

$84,534

$86,433

$88,333

$90,233

$85,484

$87,383

$89,283

$91,182

$93,082

$92,132

$94,032

$95,931

$98,781

2% First Day FY20

APPENDIX A-3

Effective the first day of FY20, the base figure shall be $48,441. The value of each step on the schedule is

determined by multiplying the ratio indicated by $48,441.

Step 1 has been eliminated (all columns), and the Bachelor's minimum shall be Step 2 ($51,347.00)

CAGS

Step

B+15

M+15

M+30

M+45

M+60

$48,441

$50,378

$52,316

$54,254

$56,191

$58,129

$60,066

$51,347

$53,285

$55,222

$57,160

$59,098

$61,035

$62,973

$54,254

$56,191

$58,129

$60,066

$62,004

$63,942

$65,879

$57,160

$59,098

$61,035

$62,973

$64,910

$66,848

$68,786

$60,066

$62,004

$63,942

$65,879

$67,817

$69,755

$71,692

$62,973

$64,910

$66,848

$68,786

$70,723

$72,661

$74,599

$65,879

$67,817

$69,755

$71,692

$73,630

$75,567

$77,505

$68,786

$70,723

$72,661

$74,599

$76,536

$78,474

$80,411

$71,692

$73,630

$75,567

$77,505

$79,443

$81,380

$83,318

$74,599

$76,536

$78,474

$80,411

$82,349

$84,287

$86,224

$77,505

$79,443

$81,380

$83,318

$85,256

$87,193

$89,131

$80,411

$82,349

$84,287

$86,224

$88,162

$90,100

$92,037

$87,193

$89,131

$91,068

$93,006

$94,944

$93,975

$95,913

$97,850

100,757

4. a. Effective September 1, 1990 employees will be placed on the CAGS/M+45 Column if:

i. They have a CAGS or earned Doctorate, or

ii They have completed 15 hours of course-work approved by the Superintendent beyond

the M+30, 3 of which are to be completed after September 1, 1989. (NOTE: Effective

September 1, 1989 courses completed by teachers and where tuition has been paid for

or reimbursed by the Committee will not count toward movement on the salary

schedule.)

b. Effective September 1, 1991 employees will be placed on the DR/M+60 column if:

i. They have an earned Doctorate, or

They have completed 15 hours of course-work approved by the Superintendent beyond

the M+45, 6 of which are to be completed after September 1, 1989. (NOTE: Effective

September 1, 1989 courses completed by teachers and where tuition has been paid for

or reimbursed by the Committee will not count toward movement on the salary

schedule.)

5. Assistants to the Principals shall be paid an annual stipend of $5647 for 2017-2018, $5804 for 2018-2019 and

$5934 for 2019-2020, which shall then be added to the salary value for the step and degree held by the individual

concerned.

6. Guidance counselors, school psychologists, and teachers assigned to the alternative school shall be paid an annual

stipend of $5647 for 2017-2018, $5804 for 2018-2019 and $5934 for 2019-2020. The above positions receive such

stipend compensation because, inherent in such positions, the employees work an additional week before school

opens, an additional week after school closes, and additional time beyond the regular teacher workday during the

school year. Only guidance counselors, school psychologists, and teachers assigned to the alternative school shall

receive such compensation.

7. All bargaining unit members, except those noted immediately above, shall be paid their annual base salary solely

according to the salary schedule (Appendix A). In an emergency situation, an administrator may request a unit

member (e.g. - teacher, social worker) to come to work on a day outside the contractually defined teacher work

year. A unit member able to so serve shall be paid at her/his per diem rate.

8. Nurses who have successfully completed the National Certified School Nurse program shall be placed on the

Master's column of the salary schedule (NCSN=MS/Med).

9. A clothing allowance of two hundred and twenty five ($225.00) will be paid during the month of November along

with the Nurses purchasing Lab Coats that must be worn at appropriate agreeable times.

10. RN Coverage - $50.00 payment when called to cover more than one school. At Danvers High School and Holten

Richmond Middle School, when one nurse is called to cover another school or when one nurse is left to cover

either school with no sub, payment shall be $50.00 (total - $100) for each nurse.

First day

of FY18

Melded

2018-2019

First day

of FY20

Assigned an additional class

64.98

66.79

68.29

Subbing for absent teacher (spot

sub)

43.63

44.85

45.86

Attend Core Evaluation Meeting

43.63

44.85

45.86

Any science teacher teaching in

excess 30 periods in a six day

cycle

51.04

52.47

53.65

Middle or High school class size

max. exceeded by 1-3 students

51.04

52.47

53.65

Professional Development (hrly.

Rate)

39.43

40.54

41.45

10.Longevity

After 15 years of service in Danvers

$250.00

Effective July 1, 2013 longevity shall be as follows:

After 15 years of service in Danvers

$250.00

After 20 through 25 years of service in Danvers

$1050.00

After 25 through 30 years of service in Danvers

$1550.00

After 30+ years of service in Danvers

$2950.00

APPENDIX B – CO-CURRICULAR ACTIVITIES

A. Year Long Positions

1. Not later than the second Friday in April, the following list of activities will be posted in all

schools. Applications will be received in writing for a two (2) week period. Positions to be filled

will be filled and teachers notified not later than June 1

. Such co-curricular positions are limited

to qualified applicants from Unit A. In the event there is no qualified applicant from Unit A, the

School Committee is not so limited in the filling of the position(s). The Unit A employee

applicant’s request for appointment shall not be unreasonably denied.

2. It is agreed that the Committee may create positions and/or eliminate listed positions for any

school year and that the School Committee may fill or not fill any of the positions or any listed

positions in any school year, whether or not a position was posted, the employee interviewed

and/or the position was filled in a prior school year. In the event the Committee creates such a

new position of a comparable nature, the Committee agrees to negotiate with the Association the

stipend for such position. During such negotiations the Committee may appoint qualified

applicant(s) from Unit A to the position. In the event there is no qualified applicant from Unit A,

the School Committee is not so limited to Unit A in the filling of the position. The Unit A

employee applicant’s request for appointment shall not be unreasonably denied.

3. Subject to Paragraphs 1 and 2 above, the positions and the respective stipends shall be the

following:

Co-Curricular Position

2017-2018

2018-2019

2019-20120

2016-17 Last

day

FY18 First

day 1%

FY18 Last

day 1%

FY19 23rd day

FY20 First day 2%

Great Oak Student Council

$ 973

$ 983

$ 993

$ 1,012

$ 1,033

Highlands Student Council

$ 973

$ 983

$ 993

$ 1,012

$ 1,033

Riverside Student Council

$ 973

$ 983

$ 993

$ 1,012

$ 1,033

Smith Student Council

$ 973

$ 983

$ 993

$ 1,012

$ 1,033

Thorpe Student Council

$ 487

$ 492

$ 497

$ 507

$517

Thorpe Student Council

$ 487

$ 492

$ 497

$ 507

$517

Middle School Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

Middle School Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

Middle School Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

Middle School Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

Middle School Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

Middle School Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

Middle School Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

Middle School Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

Middle School Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

Middle School Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

Middle School Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

Middle School Class Advisor

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

Middle School Class Advisor

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

Middle School Class Advisor

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

Middle School. Literary Magazine

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

Middle School Ski Club

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

Middle School Jr. National Honor

Society

$ 973

$ 983

$ 993

$ 1,012

$ 1,033

Middle School Jr. National Honor

Society

$ 973

$ 983

$ 993

$ 1,012

$ 1,033

Middle School Yearbook Co-advisor

$ 1,036

$ 1,046

$ 1,057

$ 1,078

$ 1,100

Middle School Yearbook Co-advisor

$ 1,036

$ 1,046

$ 1,057

$ 1,078

$ 1,100

Middle School Newspaper Director

$ 2,072

$ 2,093

$ 2,114

$ 2,156

$ 2,199

Middle School Musical Director

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

Middle School Musical Music

Director

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

Middle School Musical Set Director

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

Middle School Musical

Choreographer

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

Middle School Musical Producer

$ 661

$ 668

$ 674

$ 688

$702

Middle School Drama Director

$ 2,199

$ 2,221

$ 2,243

$ 2,288

$ 2,334

Middle School Math Team Advisor

$ 2,072

$ 2,093

$ 2,114

$ 2,156

$ 2,199

$ -

H.S. Audio Visual/Media

Coordinator

$ 5,019

$ 5,069

$ 5,120

$ 5,222

$ 5,327

H.S. Detention Supervisor

$ 4,799

$ 4,847

$ 4,895

$ 4,993

$ 5,093

H.S. SADD Advisor

$ 4,143

$ 4,184

$ 4,226

$ 4,311

$ 4,397

H.S. Student Council Advisor

$ 2,486

$ 2,511

$ 2,536

$ 2,587

$ 2,638

H.S. Teachers For Tomorrow

$ 2,353

$ 2,377

$ 2,400

$ 2,448

$ 2,497

H.S. Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

H.S. Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

H.S. Team Leader

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

H.S. Freshman Class Advisor

$ 2,072

$ 2,093

$ 2,114

$ 2,156

$ 2,199

H.S. Sophomore Class Advisor

$ 2,384

$ 2,408

$ 2,432

$ 2,481

$ 2,530

H.S. Junior Class Advisor

$ 2,798

$ 2,826

$ 2,854

$ 2,911

$ 2,970

H.S. Senior Class Advisor

$ 3,507

$ 3,542

$ 3,577

$ 3,649

$ 3,722

H.S. National Honor Society

$ 2,486

$ 2,511

$ 2,536

$ 2,587

$ 2,638

H.S. World Language Honor Society

$ 2,428

$ 2,452

$ 2,477

$ 2,526

$ 2,577

H.S. English National Honor Society

$ 460

$ 465

$ 469

$ 479

$488

H.S. Tri M Music Honor Society

$ 460

$ 465

$ 469

$ 479

$488

H.S. National Art Honor Society

$ 460

$ 465

$ 469

$ 479

$488

H.S. Literary Magazine Advisor

$ 2,072

$ 2,093

$ 2,114

$ 2,156

$ 2,199

H.S. Newspaper Advisor

$ 2,486

$ 2,511

$ 2,536

$ 2,587

$ 2,638

H.S. Yearbook Advisor

$ 3,313

$ 3,346

$ 3,380

$ 3,447

$ 3,516

H.S. Yearbook Advisor Business

Manager

$ 2,072

$ 2,093

$ 2,114

$ 2,156

$ 2,199

H.S. Amnesty International

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

H.S. Jazz Ensemble Advisor

$ 2,072

$ 2,093

$ 2,114

$ 2,156

$ 2,199

H.S. Marching Band Director

$ 5,799

$ 5,857

$ 5,916

$ 6,034

$ 6,155

H.S. Drill Design Advisor

$ 2,624

$ 2,650

$ 2,677

$ 2,730

$ 2,785

H.S. Color Guard

$ 1,313

$ 1,326

$ 1,339

$ 1,366

$ 1,394

H.S. Percussion Ensemble

$ 1,313

$ 1,326

$ 1,339

$ 1,366

$ 1,394

H.S. Math Team Advisor

$ 2,072

$ 2,093

$ 2,114

$ 2,156

$ 2,199

H.S. Science Team Advisor

$ 2,072

$ 2,093

$ 2,114

$ 2,156

$ 2,199

H.S. Spring Musical Director

$ 2,606

$ 2,632

$ 2,658

$ 2,712

$ 2,766

H.S. Spring Musical Music Director

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

H.S. Spring Musical Technical

Director

$ 2,453

$ 2,478

$ 2,502

$ 2,552

$ 2,603

H.S. Fall Drama Director

$ 2,453

$ 2,478

$ 2,502

$ 2,552

$ 2,603

H.S. Fall Drama Technical Director

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

H.S. Drama Festival Director

$ 1,945

$ 1,964

$ 1,984

$ 2,024

$ 2,064

H.S. Drama Festival Technical

Director

$ 1,010

$ 1,020

$ 1,030

$ 1,051

$ 1,072

H.S. Community Service Advisor

$ 6,068

$ 6,129

$ 6,190

$ 6,314

$ 6,440

Freshman Transition Advisor

$ 973

$ 983

$ 993

$ 1,012

$ 1,033

H.S. Model UN Advisor

$ 886

$ 895

$ 904

$ 922

$940

H.S. Model UN Advisor

$ 886

$ 895

$ 904

$ 922

$940

H.S. A Cappella Director

$ 1,745

$ 1,762

$ 1,780

$ 1,816

$ 1,852

H.S. Reality Check

$ 1,745

$ 1,762

$ 1,780

$ 1,816

$ 1,852

H.S. Ski Club Advisor

$ 1,745

$ 1,762

$ 1,780

$ 1,816

$ 1,852

H.S. DECA Advisor

$ 1,745

$ 1,762

$ 1,780

$ 1,816

$ 1,852

H.S. SUFA Advisor

$ 1,062

$ 1,073

$ 1,083

$ 1,105

$ 1,127

H.S. Dance TeamAdvisor

$ 1,926

$ 1,945

$ 1,965

$ 2,004

$ 2,044

$ -

Mentor for New Teacher

$ 538

$ 543

$ 549

$ 560

$571

Mentor for Veteran Teacher

$ 292

$ 295

$ 298

$ 304

$310

Mentor for New &Veteran Teacher

$ 830

$ 838

$ 847

$ 864

$881

Mentor Coordinator

$ 1,534

$ 1,549

$ 1,565

$ 1,596

$ 1,628

Mentor Coordinator

$ 1,534

$ 1,549

$ 1,565

$ 1,596

$ 1,628

$ -

.5 Art Teacher Leader

$ 2,250

$ 2,273

$ 2,295

$ 2,341

$ 2,388

.5 Music Teacher Leader

$ 2,250

$ 2,273

$ 2,295

$ 2,341

$ 2,388

.5 Physical Education Teacher

Leader

$ 2,250

$ 2,273

$ 2,295

$ 2,341

$ 2,388

M.S. English Lang Arts Teacher

Leader

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

M.S. Science Teacher Leader

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

M.S. Social Studies Teacher

Leader

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

M.S. Math Teacher Leader

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

M.S. World Language Teacher

Leader

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

M.S. Exploratories Teacher

Leader (10 weeks)

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

H.S. English Language Arts

Teacher Leader

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

H.S. Science Teacher Leader

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

H.S. Social Studies Teacher

Leader

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

H.S. World Language Teacher

Leader

$ 1,791

$ 1,809

$ 1,827

$ 1,864

$ 1,901

H.S. World Language Teacher

Leader

$ 2,700

$ 2,727

$ 2,754

$ 2,809

$ 2,866

H.S. Math Teacher Leader

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

H.S. Applied Arts Teacher Leader

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

H.S. Special Education Teacher

Leader

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

$ -

Nurse Associate

$ 4,501

$ 4,546

$ 4,591

$ 4,683

$ 4,777

B. Seasonal Positions

1. Seasonal positions to be filled at the elementary, middle and senior high schools will be posted

for the appropriate season for a two (2) week period in all schools. Applications will be received

in writing during such two (2) week period. Such seasonal positions are limited to qualified

applicants from Unit A. In the event there is no qualified applicant from Unit A, the Committee

is not so limited in the filling of the position(s). A Unit A applicant's request for appointment

shall not be unreasonably denied.

2. It is agreed that the Committee may create positions and/or eliminate listed positions for any

season in any school year and that the Committee may fill or not fill any of the positions or

any listed positions for any season in any school year, whether or not a position was posted,

the employee interviewed and/or the position was filled in a prior school year.

3. Subject to Paragraphs 1 and 2 above, the stipends (with the Step determined by length of

service in any particular position) shall be:

2017-2018 2017-2018 2018-2019 2019-2020

First Day Last Day 23

Day First Day

Step 1 1,326 1,339 1,366 1,394

Step 2 1,367 1,380 1,408 1,436

Step 3 1,585 1,601 1,633 1,665

C. Team Leader provisions:

1. If there is an insufficient number of applicants for a Team Leader position, the administration

and/or Committee will not assign a member of the bargaining unit to the position. Such

agreement does not create a binding precedent as to whether the School Committee may assign

unit personnel. Each party reserves its position on such matters.

2. If two or more members of a team wish to share the position of Team Leader, they may submit

their request in writing to the School Principal. The Superintendent shall determine whether to

fill a position and/or whether to fill it on a shared basis as requested. In such event, the stipend

will be shared equally by those sharing the position.

3. If a Team Leader decides he/she no longer can carry out the responsibilities of the position,

he/she may resign as Team Leader with two week's advance written notice to the Principal, in

which event the person resigning as Team Leader will receive a pro rata share of the stipend,

with the balance available for the person(s) filing the position for the remainder of the school

year.

D. The parties agree to include negotiations regarding coaches in the negotiations for a successor Agreement.

Said negotiations shall begin no later than November 1, 2008 and shall exclude the following head coaches:

Football, Basketball, Hockey, Baseball and Track.

DANVERS PUBLIC SCHOOLS

80117 INTERSCHOLASTIC COACHES

2017-2018

2018-2019

2019-20120

PROGRAM

2016-17

Last day

FY18 First

day 1%

FY18 Last

day 1%

FY19 23rd

day 2%

FY20 First

day 2%

BASEBALL FRESHMEN

2,085

2,106

2,127

2,169

2,213

BASEBALL JUNIOR VARSITY

2,472

2,497

2,522

2,572

2,624

BASEBALL VARSITY

5,332

5,385

5,439

5,548

5,659

BASKETBALL FRESHMAN GIRLS

2,085

2,106

2,127

2,169

2,213

BASKETBALL JUNIOR VARSITY GIRLS

2,768

2,796

2,824

2,880

2,938

BASKETBALL VARSITY GIRLS HEAD

5,520

5,575

5,631

5,744

5,858

BASKETBALL FRESHMAN BOYS

2,085

2,106

2,127

2,169

2,213

BASKETBALL JUNIOR VARSITY BOYS

2,768

2,796

2,824

2,880

2,938

BASKETBALL VARSITY BOYS HEAD

5,520

5,575

5,631

5,744

5,858

CHEERLEADER ADVISOR -BASKETBALL

1,605

1,621

1,637

1,670

1,703

CHEERLEADER ADVISOR- FALL

2,028

2,048

2,069

2,110

2,152

CHEERLEADER ADVISOR- ICE HOCKEY

1,557

1,573

1,588

1,620

1,652

CHEERLEADER - JV

1,215

1,227

1,239

1,264

1,289

CROSS COUNTRY

3,607

3,643

3,680

3,753

3,828

FIELD HOCKEY FRESHMAN

1,935

1,954

1,974

2,013

2,054

FIELD HOCKEY JUNIOR VARSITY

2,221

2,243

2,266

2,311

2,357

FIELD HOCKEY HEAD

4,899

4,948

4,997

5,097

5,199

FOOTBALL HEAD

9,679

9,776

9,874

10,071

10,272

FOOTBALL ASSISTANT

4,362

4,406

4,450

4,539

4,629

FOOTBALL ASSISTANT

4,090

4,131

4,172

4,256

4,341

FOOTBALL ASSISTANT

3,544

3,579

3,615

3,688

3,761

ASSOCIATE HEAD

2,351

2,375

2,398

2,446

2,495

FOOTBALL JUNIOR VARSITY

3,544

3,579

3,615

3,688

3,761

FOOTBALL FRESHMAN HEAD

2,531

2,556

2,582

2,634

2,686

FOOTBALL FRESHMAN ASSISTANT

2,233

2,255

2,278

2,323

2,370

GOLF COED

3,928

3,967

4,007

4,087

4,169

GOLF SUB VARSITY

1,265

1,278

1,290

1,316

1,343

GYMNASTICS

3,635

3,671

3,708

3,782

3,858

ICE HOCKEY HEAD

5,792

5,850

5,908

6,027

6,147

ICE HOCKEY ASSISTANT

2,768

2,796

2,824

2,880

2,938

ICE HOCKEY SUB VARSITY

2,085

2,106

2,127

2,169

2,213

LACROSSE - BOYS'-HEAD

4,090

4,131

4,172

4,256

4,341

FRESHMAN BOYS' LACROSSE

2,084

2,105

2,126

2,168

2,212

LACROSSE - BOYS' JV

2,472

2,497

2,522

2,572

2,624

LACROSSE - GIRLS'- HEAD

4,090

4,131

4,172

4,256

4,341

FRESHMAN GIRLS' LACROSSE

2,085

2,106

2,127

2,169

2,213

LACROSSE - GIRLS' JV

2,472

2,497

2,522

2,572

2,624

SOCCER FRESHMAN, BOYS

1,935

1,954

1,974

2,013

2,054

SOCCER FRESHMAN, GIRLS

1,935

1,954

1,974

2,013

2,054

SOCCER JUNIOR VARSITY BOYS

2,221

2,243

2,266

2,311

2,357

SOCCER JUNIOR VARSITY GIRLS

2,221

2,243

2,266

2,311

2,357

SOCCER VARSITY BOYS

4,899

4,948

4,997

5,097

5,199

SOCCER VARSITY GIRLS

4,899

4,948

4,997

5,097

5,199

SOFTBALL FRESHMEN

2,085

2,106

2,127

2,169

2,213

SOFTBALL JUNIOR VARSITY

2,472

2,497

2,522

2,572

2,624

SOFTBALL VARSITY HEAD

5,332

5,385

5,439

5,548

5,659

SWIMMING COED

4,302

4,345

4,388

4,476

4,566

SWIMMING SUB VARSITY

1,898

1,917

1,936

1,975

2,014

TENNIS BOYS

3,175

3,207

3,239

3,304

3,370

TENNIS GIRLS

3,175

3,207

3,239

3,304

3,370

TRACK BOYS WINTER

4,180

4,222

4,264

4,349

4,436

TRACK GIRLS WINTER

4,180

4,222

4,264

4,349

4,436

TRACK BOYS WINTER -SUB VARSITY

1,773

1,791

1,809

1,845

1,882

TRACK GIRLS WINTER -SUB VARSITY

1,773

1,791

1,809

1,845

1,882

TRACK SPRING MIDDLE SCHOOL

1,785

1,803

1,821

1,857

1,894

TRACK SPRING HEAD GIRLS

4,477

4,522

4,567

4,658

4,751

TRACK SPRING HEAD BOYS

4,477

4,522

4,567

4,658

4,751

TRACK SPRING ASSISTANT

1,343

1,356

1,370

1,397

1,425

WRESTLING VARSITY

5,476

5,531

5,586

5,698

5,812

WRESTLING SUB VARSITY

2,747

2,774

2,802

2,858

2,915

MS FIELD HOCKEY COACH

1,687

1,704

1,721

1,755

1,790

MS CROSS COUNTRY COACH

1,687

1,704

1,721

1,755

1,790

EQUIPMENT MANAGER

4,767

4,815

4,863

4,960

5,059

WELLNESS CENTER SUPERVISOR

4,659

4,706

4,753

4,848

4,945

HS VOLLEYBALL

4,592

4,638

4,684

4,778

4,874

HS VOLLEYBALL - SUB VARSITY

2,022

2,042

2,063

2,104

2,146

APPENDIX C

District Sponsored Continuing Education

A. Courses should be those that will help teachers develop knowledge, skills and abilities in:

1. The four exit outcomes: essential knowledge, self-esteem, personal/social

management and critical and creative thinking.

2. The Instructional Process

3. Developmentally Appropriate Instruction

4. Teaming Strategies

5. Control Theory

6. Revision of Course Outcomes

7. Whole Language

8. Interdisciplinary Instruction

9. Cooperative Learning

10. Alternative Assessments

11. REI (Mainstreaming)

12. The Change Process

13. Shared Decision Making

14. Content/Standards Based Instruction

15. Collegial Seminars (described in G below)

16. Other(s) suggested by DTA with approval by the Administration

17. Health and Wellness

B. Each credit is defined as 15 hours acquired by 12 hours of class time and 3 hours for an appropriate project.

C. Based on planning with the Association, the administration shall provide instruction on campus at a cost

of$150 per three credit course,$100 per two-credit course and$50 per one-credit course for each

participating member of the bargaining unit, with no need for bundling. The figures above include the cost

of materials for the course, but they do not include the cost of textbooks, if any.

D. Courses required to maintain certification under the Educational Reform Bill will be recognized at every

step.

E. Independent study projects approved by the Superintendent or designee may be pursued in lieu of courses

provided. Sample Projects:

- portfolio assessment

- other alternative assessments

- integrated/interdisciplinary curriculum

- teacher generated innovations

F. Content specific courses taken outside the system for the purpose of certification and/or curriculum needs

with prior approval by the Superintendent or designee shall be counted for Appendix C credit.

a. Courses audited outside the system will be accepted with appropriate project presented and prior

approval by the Superintendent or her/his designee.

G. Each teacher on the M+60 column who participates in the Appendix C program shall be paid additional

compensation as set forth below. Projects are to be turned in and receipt-dated at the Assistant

Superintendent’s office for approval; the teacher shall be notified within 30 days of action taken. The

additional compensation shall be implemented as set forth in Section D of Article 4.

Step 1 - .02 of the Bachelor’s Minimum for the first nine (9) credits received beyond M+60;

Step 2 - An additional .02 of the Bachelor’s Minimum for the second nine (9) credits received beyond

M+60;

Step 3 - An additional $750 on FY18 Day One, an additional $758 on FY18 Last Day, an additional $773

on the 23rd Day FY19, an additional $788 on the First Day FY20 per school year commencing thirteen

(13) months after submission of the documentation referenced above;

Step 4 - An additional .02 of the Bachelor's Minimum for the third nine (9) credits received beyond M+60.

This .02 can be achieved in one of the following ways:

a. nine (9) credits of Appendix C course work;

b. six (6) credits of Appendix C course work plus one Collegial Seminar as set forth in H3; or

c. two Collegial Seminars as set forth in H3.

H. COLLEGIAL SEMINARS

1. Collegial Seminars are for the purpose of enhancing the professional expertise of unit members,

including but not limited to current educational developments and issues related to the district's Strategic

Plan such as raising standards, assessing student work, etc.

2. Each seminar shall consist of 45 hours scheduled during non-school hours and shall be worth three credits.

These credits may be applied to one's credits to move across the salary schedule.

3. A teacher with 18 credits beyond M+60 and who participates in this program shall be paid additional

compensation equal to .01 of the Bachelor's Minimum upon successful completion of each 45-hour

seminar up to a maximum of .02 of the Bachelor's Minimum for successful completion of two such

seminars. (See Step 4 in Section G.)

1. Unit members with a Bachelor's degree and who are not in a Master's program but who were

certified prior to January 1, 1969 shall be eligible for additional compensation in the same manner as set

forth in paragraph 3 above upon successful completion of each seminar.

ATTACHMENT 1

SIDE LETTER PROVISION AGREEMENT

Study Committees

Side Letter 1

As a part of the negotiation for a successor collective bargaining Agreement effective July 1, 2008 to June 30, 2011,

the Danvers School Committee (Committee) and the Danvers Teachers Association (Association) hereby agree to

establish (3) study committees as follows:

A. SPED Study Committee

This will be set up with members designated by both sides to discuss the issues listed below. The

following calendar dates will apply:

9/08 to convene the committee

1/09 first report due (items with budget implications will be dealt with first

4/09 final report due for both parties.

1. Main issues elementary/system wide – Students that are identified to be in need of services and the

length at which it takes to service them.

a. Review process of the SST process: Documentation and its implementation.

b. Professional development for teachers/aides/principals

c. Assignment of aides based upon the level of support needed for the EDBD program, the

Learning Center, inclusion program, children in transition, and the regular Ed. Classes.

d. Placement of students-in-transition

e. MCAS – issues revolving around accommodations and use of SPED staff during testing.

B. Adult Mentoring Study Committee

Based on the 2006 NEASC Report, the DTA and the Administration agree to set up a Study Committee

with members designated by both sides. The purpose of the committee is to study how the NEASC

language pertains to Danvers High School. The following calendar dates will apply:

9/08 to convene the committee

1/09 first report due

4/09 final report due for both parties.

C. Co-Curricular Study Committee

This committee will be set up with members designated by both sides to discuss the issues listed below.

The following calendar dates will apply:

10/08 to convene the committee

1/09 first report due (items with budget implications will be dealt with first)

4/09 final report due for both parties.

1. Issues for the Committee

a. The evaluation of the history of co-curricular and the positions

b. Parity for positions across the system

c. How to create new elementary positions

d. How to move elementary positions to parity with secondary positions.

The following position shall be added to the co-curricular list:

1. High school; two positions shall be added to the co-curricular list: 1) Freshman Transition -

$2,000; 2) SHIFT -$1,000 – year 1,$1,300 – year 2,$1,600 plus – year 3.

2. Middle School; One position added, French Club -$1,000 – year 1,$1,300 – year 2,$1,600 plus –

year 3.

3. Elementary Level: one position to be determined by the Principal and Faculty at each Elementary

School, shall be added at each Elementary School. The salary shall be equal to the Student

Council position -$802. The issue of parity with the Middle and High School Elementary

positions shall be dealt with in the Study Committee (see above). It is agreed that priority shall be

given to the salaries and establishment of additional elementary positions for the duration of this

contract.

D. Responsibilities for Faculty and Tutors:

The parties agree to discuss the issues pertaining to students who are not in school for an extended period

of time. The aim is to clarify the responsibilities/duties for both teachers and tutors.

Side Letter 2

As a part of the negotiation for a successor collective bargaining Agreement effective July 1, 2005 to June 30, 2008,

the Danvers School Committee (Committee) and the Danvers Teachers Association (Association) hereby agree to

establish (3) study committees as follows:

A. SPED COMMITTEE

Goal: to review and make recommendations to the parties for their consideration re: district wide SPED

policies, including the issues of stipends for alternative assessments.

Outcome: The committee agrees to the following:

1. Mission Statement – the mission of the Department of Special Education is to create a positive

learning environment that embraces students, parents, educators and the community. This

partnership shall advocate for the necessary resources so that each student maximizes their

academic, social and emotional potential, contributes meaningfully to society and is a lifelong

learner.

2. IEP Program – EZ IEP was implemented as our new software program with ongoing support and

training.

3. Staffing – add .5 social worker at Riverside, add .5 SPED teacher at HI, add .5 preschool teacher

at Riverside, add .3 speech/language at TH, add .5 basic skills at TH.

4. The referral process – A draft of the district wide SST process was reviewed for implementation in

the 2006-2007 academic year.

5. MCAS Support – Substitutes were hired during MCAS testing for the 2005-06 school year to

assist in proctoring and other duties as defined by the principals and lead SPED educators. This

process will continue in future years.

6. When a SPED teacher is absent from their teaching duties/responsibilities, a substitute will be

provided when appropriate.

7. MCAS Alternative Assessments:

a. $200 stipend per subject portfolio per student, ex-One teacher has one student who has

two subject portfolios (math and language arts) stipend equals$400; one teacher has 2

students who have one subject portfolio each (language arts) stipend equals$400.

The$200 stipend is retroactive for the social year 2005/2006.

b. Adequate release time for preparation of portfolios shall be provided. An example of one

full day per month from October to April shall be used as a guideline.

c. Adequate release time for the submission of the test to the Department of Education two

weeks prior to the submission deadline shall be provided.

d. Adherence to the state guidelines in the assignment of the number of portfolios per

teacher per year, that number is 5 or less. In a case where it cannot be avoided and more

than 5 portfolios are assigned to a single teacher, the administration shall meet with the

teacher and their DTA representative to discuss the parameters pertinent to the year.

e. Easy access to the proper computers, equipment, and technology used for the creation of

the portfolios shall be provided. Teachers shall participate in training programs when

possible.

8. This committee will continue discussions in the school year 2006-2007

B. GUIDANCE COMMITTEE

Goal: To review and make recommendations to the parties for their consideration including job description

revisions, case load and compensation.

1. A new job description is attached and dated 5-06, and included in it are the items of how to

address 504’s, MCAS Testing and MCAS Success Plans. Further discussion regarding

documentation for students who have failed the MCAS test including the MCAS success plan

shall take place.

2. The Guidance Counselor and School Psychologist stipends will be raised to$4,634.00 by the 2007-

2008 academic year.

This will happen by increasing the Guidance and Psychologist stipends as follows:

a. 2005-2006 by$250.00 -$3,263.

b. 2006-2007 by 30% ($411) of the difference given on the first day in September.

September 1, 2006 =$3,674

c. 2007-2008 by remaining 70% ($960) of the difference given on the first day in

September. September 1, 2007 =$4,634 (CHANGE YEARS AND AMOUNTS)

C. PROFESSIONAL DEVELOPMENT

1. Professional Development Instructors:

a. Compensation for such work shall be calculated at$50 per hour for 3 hours of preparation

for each hour of teaching.

b. The stipend will be$1,800 for a one-credit course.

c. Opportunities for credit instead of or in combination with payment will be

accommodated.

d. This agreement shall be applied retroactively for the school year 2005-2006 starting with

the three optional professional development days in August.

Side Letter 3

As a part of the negotiation for a successor collective bargaining Agreement effective July 1, 2011 to June 30, 2014,

the Danvers School Committee (Committee) and the Danvers Teachers Association (Association) hereby agree to

establish (3) (2) study committees as follows:

A. SPED STUDY COMMITTEE

This will be set up with members designated by both sides to discuss the issues listed below.

1. Main issues elementary/system wide – Students that are identified to be in need of

services and the length at which it takes to service them.

Review process of the SST process: Documentation and its implementation

Professional development for teachers / aides / principals

Assignment of aides based upon the level of support needed for the EDBD program, the Learning

Center, inclusion program, children in transition, and the regular Ed classes.

Placement of students-in-transition MCAS – issues revolving around accommodations and use of

Sped staff during testing.

B CO-CURRICULAR/STIPEND STUDY COMMITTEE

This committee will be set up with members designated by both sides to discuss the issues listed

below.

1. Issues for the Committee:

a. The evaluation of the history of co-curricular and the positions

b. Parity for positions across the system

c. How to create new elementary positions

d. How to move elementary positions to parity with secondary positions.

2. Elementary Level; one position to be determined by the Principal and Faculty at each

Elementary School, shall be added at each Elementary School. The salary shall be equal to the

Student Council position -$ 802. The issue of parity with the Middle and High School for

Elementary positions shall be dealt with in the Study Committee (see above). It is agreed that

priority shall be given to the salaries and establishment of additional elementary positions for the

duration of this contract.

Side Letter 4

Study Committee – Elementary Free Period Study committee to start in September 2015 with members from the

Association and Committee to review issues related to feasibility of scheduling elementary preparation on a daily

basis. Any findings and recommendations shall be referred to the Association and the Committee for further

bargaining if requested.

Study Committee – MMS I: The parties agree to designate members to review over the life of the CBA the utility

and implementation of MMS I, so called. Any findings or recommendations shall be referred to the parties for

further bargaining, if requested.

Study Committee – DDMs: The parties agree to designate members to review implementation of DDMs, so-called

in the parties’ evaluation agreement. Any findings or join recommendations shall be referred to the parties for

further bargaining, if requested.

Study committee on Salary Schedule – The parties agree to designate representatives to meet beginning on or

about September 1, 2015 for purposes of reviewing the current salary schedule and step system. The parties will

consider available financial information, industry practice and data from comparable communities customarily

utilized in negotiations, and other information. All findings, and differences of opinion, will be reported to the

Committee and Association no later than May 31, 2016. Any findings and joint recommendations will be referred to

the parties for further bargaining, if requested.

ATTACHMENT 2

SIDE LETTER PROVISION AGREEMENT

Elementary Class Size

As part of the negotiations for a successor Collective Bargaining Agreement, the parties agree to the following Side

Letter Provision re Elementary Class Size:

The Committee will strive to equalize elementary class size and will actively encourage movement among schools

to obtain this end.

Consistent with past practice and policy, the School Committee intends, where warranted, to solve any problem(s) of

elementary school class size by the hiring of teacher(s), not the hiring of teacher aides. The School Committee

reserves the right to hire teacher aides.

This Side Letter Provision is not part of the Collective Bargaining Agreement between the undersigned parties but is

and remains for the period of July 1, 2001 to June 30, 2004 an enforceable contractual Agreement.

Signed the 11th day of May, 2001.

(Signed copies on file with the Association and the School Committee)

ATTACHMENT 3

SIDE LETTER PROVISION AGREEMENT Time Frame for Four Bus Runs

The Danvers School Committee (Committee) and the Danvers Teachers Association (Association) hereby agree to

the following with respect to busing when there are four (4) bus runs.

1. Start and dismissal times for students and teachers:

Students

Teachers

High School

7:25 - 1:43

7:15 - 2:25

Middle School

7:35 - 1:55

7:15 - 2:25

Elementary 1

8:15 - 2:15

7:55 - 3:05

Elementary 2

8:40 - 2:40

7:55 - 3:05

The elementary 1 and 2 bus runs shall be rotated in a fair and equitable manner.

2. For teachers starting at 7:15, an arrival window from 7:15 to 7:20 shall be allowed. Teachers who have a

before-school duty, however, are to arrive by 7:15.

3. Elementary teachers assigned to a school on the second elementary bus run shall not be responsible for

after-school bus duties.

4. Elementary system-wide curriculum meetings shall be held at a school on the Elementary 2 bus run.

5. Duties assigned to elementary teachers shall be based on need and shall be equitable throughout the system.

This language shall remain in effect when there are four (4) bus runs. In the event there are three or fewer bus runs,

the times set forth in this Side Letter Agreement shall not apply, and the time frames set forth in Sections A1 and A2

of Article 5 of the parties’ collective bargaining Agreement shall apply.

7. The Committee reserves the right to re-open this Side Letter for purposes of renegotiating the provisions of

this Side Letter for the 2002-03 school year.

This Side Letter Provision is not part of the collective bargaining Agreement between the undersigned parties but is

and remains for the period July 1, 2001 to June 30, 2004 an enforceable contractual Agreement.

Signed this 11th day of May, 2001.

(Signed copies on file with the Association and the School Committee)

ATTACHMENT 4

EARLY RELEASE DAYS

The Danvers Teachers Association and the Danvers School Committee hereby agree to the following modifications

to the July 1, 2008- June 30, 2011 Collective Bargaining Agreement.

● There will be nine early release days each year. Teacher dismissal will be no later than 3:00 PM for the

Middle/High School and 3:30 PM for the Elementary School.

● There will be one (1) administrative meeting per month.

● On the first three early release days of the school year, dismissal time for the students will be no later than

12:45PM at the High School and Middle School, and 1:15PM at the Elementary Schools. At all levels and

on these first days, the remainder of the day will be teacher-directed and no administrative meetings will

occur unless necessary. If there is a need for an administrative meeting, there will only be one (1),

scheduled on either a Wednesday or a Thursday, and it will be only one (1) hour in length.

● For this schedule the High School and Middle School will have 340 minutes/day of instructional time for

students.

______________________________ _________________________________

For the Danvers Teachers Association For the Danvers School Committee

Date:_______________________ Date:________________________

SETTLEMENT AGREEMENT #1

The Danvers Teachers’ Association (Association) and Superintendent of Schools (Superintendent) hereby agree to

settle the grievance concerning the posting of overload positions at the secondary level as follows:

1. If administration becomes aware during the summer that an overload position will be available upon return

to school in the fall, the following will occur:

Notification to each teacher will be included in the Superintendent’s letter that is mailed prior to our return

to school.

The notification will also be posted in the office and in the teacher’s rooms.

There will be a verbal notification at the Superintendent’s meeting on opening day.

Applications for the overload positions will be accepted for the first three days.

The appointment to the overload position will be made by the Superintendent on the fourth day to enable

the teacher to start with that class the Monday after Labor day.

2. If the overload position becomes available during the regular school year, a written notice will be placed in

each teacher’s mailbox. In addition, the written notice will be posted in the principal’s office and in each

teachers’ room.

3. Teachers within a department for which the overload occurs shall have preference for the position.

4. When overloads warrant it, the hiring of a new teacher(s) takes priority over the assignment of individual

overloads. (For example, 2 math overloads combined with 3 science overloads constitutes a full-time

teacher.)

5. Refer to Article 5 of the agreement between the Danvers Teachers Association and the Danvers School

Committee for further clarification.

Agreed to on this 2nd day of November, 1993

(Signed copies on file with the Association and the School Committee)

SETTLEMENT AGREEMENT #2

SCHOOL COUNCILS/GUIDELINES AND PROCEDURES

Purposes

As stated in state law, they are to:

1. Adopt educational goals for the school that are consistent with local educational policies and statewide

student performance standards.

2 Identify the educational needs of students attending the school.

3. Review the annual school building budget.

4. Formulate a school improvement plan.

Number

1. Eight School Councils

Composition and Term

A. Elementary:

1 principal; 2 teachers; 3 parents; 1 other

B. Middle:

1 principal; 3 teachers; 4 parents; 1 other

C. High

1 principal; 3 teachers; 4 parents; 3 other; 2 students

D. Alternative High

1 lead teacher; 1 teacher; 2 parents; 1 other; 1 student

Parents and teachers will have rotating terms. Some will have a one-year term; others a two-year term. After the

first year, each will have a two-year term.

Election

Each Parent Advisory Council will have open nominations/elections. If there are more volunteers than open

position for teachers, the building representative will conduct an election.

Number and Content of Meetings

Councils will meet 5 to 7 times during the school year in the following months: October, November, January,

February, March, April and May. The first meeting may be a joint one of all councils. The purpose of this meeting

will be to share general information about council and to conduct a training session on school councils. Meetings

will take place at times deemed convenient by the School Council members.

SETTLEMENT AGREEMENT #3

MEMORANDUM OF AGREEMENT

It is agreed that the following requirements must be completed before a Unit A member can qualify for benefits

under Appendix C, Sec. H, Collegial Seminars.

Groups may be formed in each school for the purpose of discussing issues, goals, needs, and concerns pertinent to

the individual school and the system as a whole.

These groups must be approved by the building Principal.

The hours can be accumulated from the beginning of the contract (July 1, 1998).

Each group must complete the following items in order that teachers may receive contractual benefits for their work

within the confines of a Collegial Seminar.

A Study Group form must be filled out and signed by the Principal. Principals will share the proposal with the

Directors.

Attendance must be kept. This is an attendance based credit opportunity beyond contractual meeting requirements.

Minutes must be kept and submitted on a periodic basis to the Principal.

Materials used or created, if any, must be passed in.

Broad based questions pertaining to appropriate issues may be used to focus but not limit the discussions.

Seminars will be counted in blocks of no less than 15 hours. A seminar block may continue from one year to the

next with the written approval of the Assistant Superintendent. A teacher must complete a 15hour block of time in a

seminar for those hours to count towards Collegial Seminar Credit.

A requirement of the building seminar will be one K-12 system-wide one hour meeting per semester for the purpose

of sharing what outcomes have been reached.

Additional hours may be logged by individuals who plan and facilitate said seminars, hour for hour. Also, if peer

observations are part of the seminars practice, time used for individual sharing beyond the regular seminar meetings

may be included. Additional situations such as training session may be included with the approval of the Principal

or other appropriate administrators.

When an individual has accumulated 45 hours of seminar time, the Principal must sign off on the individual’s time

sheet. The teacher may then record this time for three credits under Appendix C or, for teachers who are at the top

of the pay scale are offered an additional .01 of the Bachelor’s Minimum to a maximum of .02 of the Bachelor’s

Minimum for successful completion of two such seminars. The progress of the group will be monitored on a yearly

basis. The Principal will be responsible for submitting documentation to the Assistant Superintendent.

IN WITNESS WHEREOF, THE UNDERSIGNED have executed this Memorandum of Agreement.

______________________________________ ________________________________________

DANVERS TEACHERS UNION SUPERINTENDENT OF SCHOOLS

AND DATE AND DATE

SETTLEMENT AGREEMENT #4

JOB-SHARING AGREEMENT

The following is a framework agreed to by both the Danvers Teachers Association and the Danvers School

Committee. The purpose of this agreement is to allow those represented by the DTA who would otherwise be

requesting an unpaid leave of absence, to request and, if possible, participate in a job-sharing arrangement. This

job-share arrangement is not to exceed the time limit for an ordinary leave, and it is not to be considered a

forerunner for permanent part-time employment.

It is agreed by both parties that this issue will continue to be tried and discussed as the need arises on a case by case

basis.

The framework is as follows:

A job-share may occur between two current employees as long as the logistics can be worked out.

A job-share may occur between a current employee and a new hire to round out the job as a whole.

A job-share will award the employees benefits (i.e., 15 sick days leave, health insurance, 3 personal days)

equal to that of one job. They will be split equally between the participants of the job-share.

A job-share will be split equally between two employees or as closely as possible to that scenario. Possible

solutions may be: 3/2 days one half year, 2/3 days the second half year; 2 ½ days all year;

morning/afternoon split; others splits may be considered.

This agreement will be in place for as long as one of the participants is eligible for a leave. (2002)

Agreed to 1998

SETTLEMENT AGREEMENT #5

MEMORANDUM OF AGREEMENT

The Danvers Teachers Association and the Superintendent of Schools hereby agree to the following terms for the

implementation of a flex time schedule commencing in the 2003/04 school year:

1. The flex time schedule is an extra instructional period for students only. The teacher day will consist of 7

hours and 25 minutes of continuous time. A continuous instructional day for teachers shall be observed; an

exception will be made at the High School at the request of the teachers for the purpose of maintaining the

rotating schedule. The overall window for Danvers teachers shall remain in force: 7:25 AM – 3:10 PM.

2. The student day shall consist of the instructional day and the additional 15 minutes for passing as described

in the contract plus one class in the flex period up to 40 minutes in length. For elementary, the additional

15 minutes for the regular student day are added as follows: 5 minutes at the beginning of the day for

opening exercises, 5 minutes added to the instructional day for passing purposes, and 5 minutes at the end

of the day for dismissal.

3. Teachers shall not be responsible for the supervision of students who are in the building prior to or at the

end of the regular student day as a result of flex time. Duties shall not be increased as a result of a flex

schedule. Before and after school duties in all schools shall be assigned on an equitable and rotating basis.

Duties across the District shall be as comparable as possible and shall be of a reasonable length.

4. Classrooms not used for a flex class shall be available to teachers not involved in flex time, and not used to

house students not involved in a flex class. Classrooms shall be rotated for flex classes when possible.

5. Flex time class sizes shall be governed by the main contract.

6. Flex time classes shall not be considered a stipend position for teachers. They shall be filled by the shifting

of a teacher’s regular schedule or by additional staff when that is not possible. Should a sixth class be used

as a last resort, Article 5-Section D shall be observed.

7. Flex time credit classes are Unit A positions.

8. If a teacher is absent from a flex time class and a substitute has not been provided, it is the administration’s

responsibility to secure the classroom coverage of a substitute. Should a teacher be asked to cover, they

have the right of refusal or acceptance with pay as indicated in Article 5 – Section F. Should a large class,

e.g., the band, be in need of a spot-substitute, the class shall be broken into regular sized classes. Substitute

requests made under Article 5 shall be handled on a rotating basis.

9. Volunteers shall be sought for flex classes first whenever possible. An involuntary assignment of flex class

shall be assigned to teachers on a rotating basis when possible.

10. High School - Flex Time:

1. Flex time period will occur at the beginning of the regular day.

2. The schedule shall be worked out so that the rotating schedule shall be preserved.

3. A class taught in the flex period, 30 minutes in length, as presently scheduled, will run four days a

week, all year long. The flex class shall equal a half-year course.

4. A teacher teaching a half-year course in the flex time period, will be scheduled to teach five

regular classes one semester, and four regular classes the other semester.

5. Extra help given by teachers teaching a flex class could occur during the morning of the fifth day.

6. Should the extra AP class assigned to a teacher teaching the AP class be an additional class in that

teacher’s schedule, that teacher shall be paid for that period. See Article 5, Section D.

11. Middle School - Flex Time:

1. An eighth period will be added to the morning schedule, in order to implement flex time.

2. Teachers will teach period one through seven or periods two through eight. This could be done on

an every other day basis.

3. Teachers teaching a flex class shall be exempt from bus duty on those days when their flex class

occurs.

12. Elementary – Flex Time:

1. A flex period will be implemented in the morning.

2. Teachers will have a flex time schedule on the days they are assigned to teach a flex time class.

3. Elementary teachers teaching a flex class shall not be responsible for before or after school duties.

13. It is understood that this agreement shall be reviewed during the spring of the year it is implemented in

order to deal with the impact, if any, of the bus schedule, of the finalized schedule for all three levels, and

of any other issue which changes the intent of this agreement.

14. Flex time is to be considered on a pilot status, to be assessed and reworked if necessary by both parties

during the 2003-04 school year. All other aspects of the contractual agreement between the DTA and the

Danvers School Committee shall remain in effect.

15. The attached schedules are the basis of this agreement for the 2003-04 school year. Should these schedules

change, the new versions need to be discussed before the final implementation of flex time.

Signed on this date _____________________

SETTLEMENT AGREEMENT #6

If any member intends to retire during the life of this Agreement and gives written notice to the Superintendent of

said intention to retire no later than August 1 of each year, they will receive the annual salary increase on their base

salary on the first day of each of the remaining years. The written notice of intent to retire cannot be withdrawn or

revoked except in extraordinary circumstances as determined by the Superintendent. If there are any monies owed,

they will be repaid.

SETTLEMENT AGREEMENT #7

Memorandum of Agreement

Massachusetts Math and Science Initiative

Whereas, The Danvers Public Schools has received funds from a grant sponsored by the Massachusetts Math and

Science Initiative known as the Advanced Placement Training and Award Program;

Whereas, said program involves funds for compensation of teachers in advanced placement courses based upon

student scores in advanced placement tests;

Whereas, the Association contends that said compensation, if implemented, would violate the express terms of the

collective bargaining agreement between the parties;

Now therefore, the parties, having negotiated over mandatory subjects of bargaining raised by said grant, hereby

record their agreements, as follows:

• Subject to the considerations and agreements established below, the parties agree that the Advanced Placement

Training and Award Program will go forward on a trial basis, beginning July 1, 2011. Said program will be

reviewed on an annual basis. The Association reserves any and all rights it may have under statute and contract

with respect to renewal of said grant on an annual basis.

• The Danvers Public Schools will establish and maintain a separate line item in each annual budget for the

duration of the grant. Any AP qualifying score awards and all Threshold awards awarded to any Danvers

Education Association member as well as any other award to any Danvers Education Association member by

whatever title or name that is based on student advanced placement test scores will be deposited directly in said

fund, to be used as defined below, for the maintenance and support of District Advanced Placement Programs in

Math, Science, and English.

• Individual teachers of advanced placement courses in Math, Science and English who receive awards may

withdraw the awarded amount from said account for the following agreed upon purposes:

▪ To pay for a college course or workshop for which a teacher is licensed, working toward licensure, or

re-licensure, for themselves or for any member of their department

▪ To pay for a college course or workshop dealing with pedagogy for themselves or for any member of

their department

▪ Classroom materials or supplies for themselves or for any member of their department

▪ Any form of printed information, whether electronic or hard copy, including but not limited to text

books, reference books, journals or magazines, in a subject taught by themselves or by any member of

their department

▪ Academically relevant student activities, including but not limited to field trips and academic

competitions

▪ Guest speakers of lecturers

▪ Any personal expenses related to professional activities or responsibilities not otherwise reimbursed by

the grant or by the District

▪ Time at the contract rate ($30 per hour unless otherwise adjusted through contract negotiations) for

attending Massachusetts Math Science Initiative meetings, workshops or trainings scheduled outside

the contractual work day /work year and not otherwise compensated by the grant

▪ Teacher enhancement & leadership

▪ The parties acknowledge that individual teachers of advanced placement courses may voluntarily agree

to not utilize the “Teacher enhancement” option annually, over the duration of the grant.

▪ Reimbursement will be applied for following procedures established by the School Business

Department, and the reason for reimbursement clearly indicated. Reasons for reimbursement and

withdrawal of funds will be shared with the Association and MMSI within two weeks of any

withdrawal of funds.

▪ The School District agrees that participation in Massachusetts Math Science Initiative programs is

voluntary. No qualified individual who has been trained as an AP teacher will be denied the

opportunity to teach an advanced placement course due to his/her non- participation in these programs.

Every effort will be made to extend the opportunity to teach advanced placement programs to any

interested qualified teacher.

▪ The School District further agrees that it will establish stipends for teachers of advanced placement

courses not supported by the Massachusetts Math Science Initiative grant in amounts equal to that

provided for by the grant (the current amount is$500 per teacher). In order to receive said stipend, the

teachers must meet the same requirements associated with said stipend as contained in the

Massachusetts Math Science Initiative grant.

This agreement shall be enforced through the grievance arbitration provisions of the collective bargaining agreement

between the parties.

This agreement shall not be construed as setting any precedent in any negotiation or in the interpretation of any

current or future agreement between the parties. It will become effective upon execution by the parties. This

agreement may be terminated by either party by July 1 of each year of the grant, provided that said termination will

not interfere with the administration of the annual advanced placement examinations. Should the Association elect,

in its sole discretion, to terminate this agreement, the parties agree that the Association may elect to file directly for

arbitration under the terms of the collective bargaining agreement.

FOR THE DANVERS SCHOOL COMMITTEE FOR THE DANVERS EDUCATION ASSOCIATION

______________________________________ __________________________________________

School Committee Chairperson Association President

Dated: ______________________________ Dated: ______________________________

______________________________________

Superintendent of Schools

______________________________________

Dated:

100

SETTLEMENT AGREEMENT #8

The NEASC recommendation of the Advisor/Advisee program for the High School will be phased in beginning the

second term of school, January 2012.