AGREEMENT
between the
SCHOOL COMMITTEE
CITY OF LYNN
and the
LYNN TEACHERS UNION
LOCAL 1037, AFT, AFL-CIO
2022-2023
2023-2024
2024-2025
TABLE OF CONTENTS
Page
Preamble ................................................................... 1
Identification of Parties ............................................ 1
Article I Union Recognition, Jurisdiction,
and Definition ....................................................... 1
Article II Committee Rights Clause ......................... 2
Article III Compensation .......................................... 2
A. Basic Salary Schedules .................................... 2
B. Compensation for Advanced Degrees ............. 2
C. Career Increments ............................................ 3
D. Differentials for Special Service Personnel ..... 3
E. Bilingual/Biliterate Stipend ............................. 4
F. Method and Time of Salary Payment .............. 4
G. Anniversary Date ............................................. 4
H. Substitute Teachers Pay ................................... 4
I. Teaching Before and/or After the
Regular School Year ........................................ 4
J. Itemized Payroll Deductions ........................... 4
K. Mileage Stipend ............................................... 5
L. Lynn Vocational Technical Institute ............... 5
M. Severance Pay .................................................. 5
N. Extra-Curricular Activities .............................. 5
O. Hourly Rates of Pay ......................................... 5
P. Placement on the Salary Schedule ................... 5
Q. Alumni Hiring Incentive .................................. 5
R. Professional Travel .......................................... 5
S. Job Preference ................................................. 5
Article IV Fringe Benefits ........................................ 6
A. Health Insurance .............................................. 6
B. Life Insurance .................................................. 6
C. Pension ............................................................ 6
D. Tax-Free Annuity ............................................ 6
E. Workers’ Compensation .................................. 6
F. Annual Redemption of Sick Leave .................. 6
Article V Working Conditions ................................. 7
A. Discipline ......................................................... 7
B. Teaching Load – Teaching Programs .............. 7
C. Class Sizes and Overload Differentials ........... 7
D. School Facilities .............................................. 8
E. Duty-Free Lunch Period .................................. 9
F. Relief from Non-Teaching Duties ................... 9
G. Notices and Announcements ........................... 9
H. Extra-Curricular Activities .............................. 9
I. Scholarship Standards ..................................... 9
J. Marks ............................................................... 9
K. Training Teachers ............................................ 9
L. Hiring of Substitutes ........................................ 9
M. Length of School Day and School Year .......... 9
N. After School Meetings ................................... 10
O. Safety and Health Standards .......................... 11
P. Assistance in Assault Cases ........................... 11
Q. Termination of Employment ......................... 11
R. Transporting Children ................................... 11
S. Seniority ........................................................ 11
Page
T. Corridor Duty ................................................. 11
U. Reduction in Force ......................................... 12
Article VI Teacher Files – Teacher Evaluations .... 13
A. Teacher Files .................................................. 13
B. Teacher Evaluation ........................................ 13
Article VII Transfers: Promotions ......................... 14
A. Promotions ..................................................... 14
B. Transfers ........................................................ 14
Article VIII Leaves of Absence .............................. 15
A. Union Leave ................................................... 15
B. Sick Leave ...................................................... 15
Sick Bank Regulations ................................... 16
C. Sabbatical Leave ............................................ 16
D. Personal Leave ............................................... 16
E. Funeral Leave ................................................ 17
F. Military Leave ................................................ 17
G. Organized Reserve Forces ............................. 17
H. Parental Leave ................................................ 17
I. Visiting Days ................................................. 17
J. Leave for Conference, Conventions, Etc. ...... 17
K. Other Leaves .................................................. 18
L. Jury Duty ........................................................ 18
M. Adoption Leave .............................................. 18
N. Returning from a Leave of Absence .............. 18
Article IX Professional Improvement .................... 18
A. Curriculum Standards ................................
....
18
B. In-Service Training ........................................ 18
C. Course Approval ............................................ 19
D. Professional Development Activities ............. 19
Article X Policy Statements ................................... 19
A. Secondary Schools (Grades 7-12) .................. 19
1. Teacher Programs ....................................... 19
2. Program Guidelines .................................... 19
3. Rotation ...................................................... 19
Article XI Grievance Procedure ............................. 20
A. Definition ....................................................... 20
B. Adjustment of Grievance ............................... 20
1. Level 1 – Principal ..................................... 20
2. Level 2 – Deputy Superintendent
of Schools ................................................... 20
3. Level 3 – Superintendent of Schools .......... 20
4. Special Procedures for Grievances
Relating to Salary and Leave Matters ........ 21
5. Time Limits ................................................ 21
Article XII Arbitration ............................................ 21
Article XIII Union Privileges, Responsibilities,
and Rights ........................................................... 21
A. Fair Practices .................................................. 21
B. Freedom to Join ............................................. 22
C. Dues Check-off .............................................. 22
D. Allowed Time for Union Negotiations .......... 22
E. Distribution of Materials ................................ 23
F. Bulletin Boards .............................................. 23
TABLE OF CONTENTS
Page
G. No Union Activity on School Time ............... 23
H. Protection of Individual and Group Rights ... 23
I. Information .................................................... 23
J. Existing Laws and Regulations Preserved .... 23
K. Printing of Contract ....................................... 23
L. Time for Building Representatives ................ 23
M. School Committee Meetings:
Advance Agenda – Minutes .......................... 23
N. Time Off for Union President ........................ 23
Article XIV Handling of New Issues ..................... 23
Article XV Savings Clause .................................... 24
Article XVI Resolution of Differences by
Peaceful Means ................................................... 24
Article XVII Duration ............................................ 24
Letter of Understanding – 1 ................................... 24
Letter of Understanding – 2 ................................... 24
Attachment A ......................................................... 24
Letter of Understanding – 3 Shared Interests ......... 25
Letter of Understanding – 4 Professional
Development Scheduling and Compensation ..... 25
Appendix A-1 Basic Salary Schedule .................... 26
Appendix A-2 Basic Salary Schedule .................... 27
Appendix A-3 Basic Salary Schedule .................... 28
Appendix B Extra-Curricular Activities ................ 29
Appendix C Lynn Educator Evaluation System .... 32
A. Introduction ................................................... 32
B. Initial and Ongoing Training for Evaluators
And Educators ............................................... 32
C. Evaluators ...................................................... 32
D. Performance Standard and Ratings ............... 33
E. Rubrics, Forms, and Documents ................... 33
F. Evaluation Cycle: Self-Assessment and
Goal Proposal ................................................ 33
G. Educator Plans: Types, Durations, and
Special Requirements .................................... 34
H. Evaluation Cycle: Goal Finalization and
Educator Plan Development .......................... 36
I. Evaluation Cycle: Record of Evaluation
And Evidence Collection ............................... 37
J. Evaluation Cycle: Formative Assessment /
Evaluation ...................................................... 39
K. Evaluation Cycle: Summative Evaluation ..... 40
L. Timeline ......................................................... 41
M. General Provisions ......................................... 41
Appendix C-1 Forms for Educator Evaluation ...... 42
Self-Assessment and Goal Setting Form ............ 44
Educator Action Plan Form ................................ 45
Directed Growth Plan Form ................................ 47
Improvement Plan Form ..................................... 48
Evaluator Record of Evidence Form .................. 49
Evaluator Record of Evidence Form – SISP ...... 50
Educator Collection of Evidence Form .............. 51
Page
Formative Assessment Report Form ................... 52
Formative Assessment Report Form – SISP ....... 53
Formative Evaluation Report Form .................... 54
Summative Evaluation Report Form ................... 56
Educator Response Report Form ........................ 58
Appendix C-2 Guide to Teacher Rubric ................. 59
Teacher Rubric At-A-Glance .............................. 60
Standards and Indicators of Effective
Teaching Practice – Teacher Rubric .............. 61
Appendix C-3 Guide to Specialized Instructional
Support Personnel (SISP) Rubric ........................ 68
SISP Rubric At-A-Glance ................................... 69
Standards and Indicators of Effective
Teaching Practice – (SISP) Rubric ................ 70
Appendix C-4 SMART Goals ................................ 80
Appendix D Lesson Plans – Components .............. 80
Appendix E-1 FMLA for Parental Leave
Settlement Letter ............................................ 81
Appendix E-2 Elementary Preparation Time
Settlement Letter ............................................ 82
1
PREAMBLE
WHEREAS, the School Committee of the City of Lynn and the Lynn Teachers Union, Local 1037, American Federation
of Teachers, AFL-CIO, acknowledge and reaffirm their realization that their common duty involves much more than their
collective bargaining endeavors, and
WHEREAS, education of the highest quality is the goal of both the School Committee and the Lynn Teachers Union,
and
WHEREAS, this goal will be approached constructively through periodic consultation, and
WHEREAS, in a secret ballot election, the Lynn Teachers Union was chosen by a majority of the teachers as the
exclusive collective bargaining agent for all such teachers, and
WHEREAS, the School Committee and the designated representatives of the Lynn Teachers Union have fully
considered and discussed changes in salary schedules, improvement in professional working conditions, and a procedure
for the solution of grievances
NOW THEREFORE, the following agreement is made and entered into on June 30, 2022, by and between the School
Committee of the City of Lynn (hereinafter referred to as the “Committee”) and the Lynn Teachers Union, Local 1037,
American Federation of Teachers, AFL-CIO (hereinafter referred to as the “Union”).
Article I
UNION RECOGNITION, JURISDICTION AND DEFINITIONS
A. Union Recognition
The Lynn School Committee recognizes the Lynn Teachers Union, Local 1037, American Federation of Teachers, AFL-
CIO as the exclusive bargaining representative for all classroom teachers including substitute teachers on a long-term
assignment, excluding all other employees of the School Department.
B. Jurisdiction
The Jurisdiction of the Union shall include those persons now or hereafter who perform the duties or functions of the
categories of employees in the bargaining unit, regardless of whether these duties or functions are performed by present, or
modified by new processes or equipment.
C. Definitions
The term “school” as used in this Agreement means any work location or functional division maintained by the School
Department.
The term “principal or director” as used in this Agreement means the responsible administrative heads of their respective
schools.
The term “teacher” and the term “person” as used in this Agreement means a person employed by the Committee in the
bargaining unit as described in Article I.
The term “Committee” as used in this Agreement shall be understood to mean the School Committee of the City of
Lynn, a public body organized under the applicable provisions of the Constitution of the Commonwealth, the General Laws
of said Commonwealth as amended, and the City Charter of the City of Lynn, a political subdivision of said Commonwealth
and functioning in accordance with the applicable laws, rules, and regulations as have been adopted, promulgated, or
amended by said Commonwealth or City.
The term “Superintendent” as used in this Agreement shall be understood to mean the person holding the position of
Superintendent of Schools of the Lynn School Department.
The term “Administration” or “The Administration” shall be understood to mean the same as Superintendent, Deputy
Superintendent and Human Resource Manager.
The term “parties” as used in this Agreement refers to the Committee and the Union as participants in this Agreement.
The term “Union representative” as used in this Agreement means any qualified designee of the Union.
The term “substitute teacher on a long-term assignment” shall mean a substitute who has completed twenty (20)
consecutive school days in one assignment.
Wherever the singular is used in this Agreement it is to include the plural.
Whenever in this Agreement a personal pronoun is used, such pronoun shall be understood to apply equally to both
male and female members of the bargaining unit.
2
Article II
COMMITTEE RIGHTS CLAUSE
Section A.
It is agreed that the School Committee of the City of Lynn, hereinafter called “The Committee” or “The Lynn School
Committee,” is a public body established under, and with powers provided by, the General Laws of the Commonwealth of
Massachusetts, and nothing in this Agreement shall be deemed to derogate from, or impair any right, duty, or privilege
conferred upon the Committee by statute or by any rule or regulation or an applicable agency of the Commonwealth of
Massachusetts.
Section B.
Except as otherwise provided in this Agreement, or as otherwise provided in any law or rule or regulation promulgated
under law, the School Committee acting through its Superintendent and/or other administrative representatives, shall
exercise its functions, duties, and responsibilities in such manner as may be prescribed by such law or laws as may now or
subsequently be in effect.
Among the functions, duties, and responsibilities included, but not limited thereto nor wholly inclusive, shall be the
following: To hire, promote, transfer, assign, and retain employees within the Lynn Public Schools and to suspend,
discharge, or take such other disciplinary action as may be provided for by law.
Section C.
The failure of the Committee to exercise any right or power hereby reserved to it, or the exercise by it of any such right
in a particular manner shall not be deemed a waiver nor a restriction of any such exercise of rights.
Section D.
The Committee retains all powers, rights, duties, and authority which it had prior to entering into this Agreement except
those matters agreed to herein.
Section E.
The Committee designates the Superintendent as its agent in all matters pertaining to this Agreement.
Article III
COMPENSATION
A. Basic Salary Schedules
1. The salaries and differential of the members of bargaining Unit A are set forth in Appendices A 1-3 which are
attached to and made a part of this Agreement.
2. The salary schedule represents compensation for a 180 day work year.
3. The parties have agreed to the scheduling of five (5) professional development days in each of three years covered
by this agreement. Each year, three (3) of the professional development days prior to the start of student attendance will
be compensated at a rate of one thousand dollars ($1,000.00) per day for each employee present.
The additional two (2) staff development days shall be compensated at the rate of 1/180
th
of each individual’s total
salary per day. These two (2) days shall be scheduled between the first day of student attendance and the last day of
student attendance. They shall not be scheduled for weekends, holidays or vacation periods. *Students will not be in
attendance on professional development days.
No meetings voluntary or other shall be scheduled prior to the first staff development day unless negotiated.
Such compensation shall be payable on or before July 1
st
.
B. Compensation for Advanced Degrees
Differentials for the following Degrees shall be set forth in the attached appendices:
Bachelors
Masters +30 or ASHA Cert or Voc. Cert + Bach. +30 cr.
Bachelors +15 or Voc. Cert +60 credits
Masters +45
Bachelors +30 or Voc. Cert +80 credits
Masters + 60
Masters or Voc. Cert +100 credits
Doctorate
Masters +15 or Voc. Cert + Bachelor
Teachers, attaining National Board Certification, shall receive an additional 5% of Masters+30 column, step 11.
3
C. Career Increments
Effective 2022-2023 and 2023-2024 school years, career increments shall be granted as follows:
4% 5 years 11
th
step Masters +30
6% 10 years 11
th
step Masters +30
8% 15 years 11
th
step Masters +30
12% 20 years 11
th
step Masters +30
14% 25 years 11
th
step Masters +30
17% 30 years 11
th
step Masters +30
Effective 2024-2025 school year, career increments shall be granted as follows:
4% 5 years 12
th
step Masters +30
6% 10 years 12
th
step Masters +30
8% 15 years 12
th
step Masters +30
12% 20 years 12
th
step Masters +30
14% 25 years 12
th
step Masters +30
17% 30 years 12
th
step Masters +30
Career increments shall be paid effective in September following the completion of years of service in the Lynn School
System. Creditable years are cumulative, not necessarily consecutive.
For career increments purposes, teachers serving more than one-half (1/2) school year will receive credit for that year
of service.
D. Differentials for Special Service Personnel
1. Special education chairpersons shall work an additional ten (10) days beyond the 185 days and be compensated at
their prorated daily rate of pay.
2. Cluster leaders shall receive a two thousand dollar ($2,000.00) stipend annually and lead teachers shall receive a
two thousand dollar ($2,000.00) stipend annually. Speech Language Pathologists who oversee Speech Language
Pathology Assistants shall be designated as Lead Teachers.
3. Compensation for members of the bargaining unit serving as 504 chairpersons shall be as follows.
School enrollment
Stipend
Less than 200
$1,000
Between 200 and 399
$1,300
Between 400 and 999
$1,600
Between 1000 and 1,599
$1,850
1,600 or more
$2,200
Bargaining Unit members who attend 504 meetings shall be excused from any night back obligations.
When two (2) bargaining unit members serve as 504 co-chairs, their total stipend, to be split evenly between them, shall
be increased by two hundred dollars ($200).
4. Compensation for members of the bargaining unit serving as Bullying Coordinators shall be as follows.
School enrollment
Stipend
Below 300
$900
Between 300 and 399
$1,000
Between 400 and 999
$1,150
1000 or more
$1,350
5. Members of the bargaining unit teaching at the Lynn Evening Education Program (LEEP) will be compensated at
the contractual hourly rate.
6. Compensation for members of the bargaining unit serving as student study team (SST) chairs shall be as follows.
School enrollment
Stipend
Less than 200
$1,000
Between 200 and 399
$1,300
Between 400 and 999
$1,600
Between 1000 and 1,599
$1,850
1,600 or more
$2,200
4
Bargaining Unit members who attend SST meetings shall be excused from any night back obligations.
When two (2) bargaining unit members serve as SST co-chairs, their total stipend, to be split evenly between them,
shall be increased by two hundred dollars ($200).
7. Compensation for members of the bargaining unit serving as EL Coordinator shall be as follows:
School English Learner Total
Stipend
Between 0 and 100
$1,000
Between 101-200
$1,250
Between 201-350
$1,500
Between 351-500
$1,750
501 or more
$2,000
The agreed upon job description for the position is attached in Appendix D.
EL Coordinators for each school shall be compensated based on the number of EL students in the school as of the
October 1 enrollment numbers. Schools that have less than one (1) full-time ESL Specialist will share an EL
Coordinator with the building with which they share an ESL Specialist.
8. Members of the bargaining unit serving as mentors shall be compensated $1,500 for the first teacher mentored and
$300 for each additional mentee.
E. Bilingual/Biliterate Stipend
Active employees and new employees who are certified or deemed to be bilingual/biliterate via an Employer approved
certification process and/or test shall receive an annual stipend of one thousand dollars ($1,000.00).
F. Method and Time of Salary Payment
1. Salaries of teachers shall be paid in forty-two (42) weekly installments, starting with the second week of the school
year in September, and continuing until the payment of the forty-second installment. All installments shall be paid
before June 30. If a teacher leaves or dies during the school year, their estate shall be entitled to a prorated share based
on their period of service in relation to the number of days schools are in session during the school year, minus the
compensation already paid.
The annual salary including career increments, differentials, and advance degrees shall be divided by 180 and
multiplied by the appropriate number of days.
2. LUMP SUM OPTION: A teacher may choose by May 1 to be paid the following school year, in forty-two (42)
weekly installments, with the first forty two (42) installments equivalent to 1/52
nd
of annual salary
,
and the 43
rd
payment equal to 10/52
nd
of annual salary. For each subsequent year a teacher has until May 1 to request this option
for the following school year.
G. Anniversary Date
For purpose of salary payment, full-time teachers serving more than one-half (1/2) school year will advance a step on
the salary schedule each September.
H. Substitute Teachers Pay
Substitute teachers shall be paid one hundred dollars ($100.00) a day. Starting with the twenty-first (21
st
) day in one
assignment, a substitute teacher will be paid in accordance with the regular schedule, determined by vote of the School
Committee on the Superintendent’s recommendation after consideration of the substitute’s training and experience.
Building substitutes shall be paid one hundred thirty dollars ($130.00) a day and will be guaranteed one hundred eighty
(180) days of employment. Building substitutes placed in a long-term position will maintain building substitute pay for the
first 20 days of the placement. For the purposes of this section, a building substitute is a day-to-day substitute who is
assigned to one school and employed each day of the school year.
Long-term substitutes shall not receive a seniority date until they have been teaching sixty (60) days in succession in an
assignment for which they are certified and at that time their seniority date shall be deemed retroactive to the first day of
said sixty (60) day period.
I. Teaching Before and/or After the Regular School Year
Any teacher required to work before and/or following the close of the school year shall be compensated at the same rate
of salary which they receive during the school year, such payment to be based upon an hourly, daily, or weekly rate,
whichever is applicable.
J. Itemized Payroll Deductions
A statement of weekly payroll deductions shall be provided to each employee.
5
K. Mileage Stipend
Traveling teachers and chairpersons covered by this Agreement who are authorized to use private automobiles for
school business shall be reimbursed the IRS rate published annually on September 1
st
.
Mileage allowances shall be payable on or before July 1
st
.
Mileage stipends will be paid as salary and reported on W2 form.
L. Lynn Vocational Technical Institute
It is agreed and understood that those teachers at the Lynn Vocational Technical Institute teaching regular courses
beyond the established school day shall be compensated on a prorated basis of their annual salary.
M. Severance Pay
Severance pay of fifty percent (50%) of accumulated sick leave days will be paid to a legitimate retiree under the
Massachusetts Teachers Retirement System, who is employed as of June 30, 1987.
In the event of death, payment shall be made to the teacher’s estate or named beneficiary of the decedent.
Employees first appointed after June 30, 1987, shall not be eligible for severance pay as aforesaid. Sick leave
accumulated by any employee after June 30, 1987, shall not be credited for severance purposes. In the event that eligible
employees must use sick days from the accumulation credited for severance purposes, said employee may replace those
days used to the level credited to them as of June 30, 1987, from any sick leave accumulated thereafter.
A retiring employee shall have the option of receiving their cash payment on the date of their retirement or in a schedule
of payments not to exceed five (5) fiscal years; such option shall be exercised in writing by the employee at least one (1)
week prior to their retirement. Any amount in excess of ten thousand dollars ($10,000.00) must be deferred to the second
year or, at the employee’s option, a later year.
N. Extra-Curricular Activities
Compensation for extra-curricular activities of the members of bargaining Unit A are set forth in Appendix B, which is
attached to and made a part of the Agreement.
Members of the bargaining unit shall have preference on all extra-curricular assignments.
All stipends shall be paid as listed. No stipends shall be split. If more than one member holds the position each shall be
paid the negotiated stipend. The amount paid for an activity shall be the same for that activity in all schools at each level, i.e.
senior high school, middle school, elementary school.
The principal and Union building committee shall meet in September and jointly determine the extra-curricular activities
for the school year, but not the stipend, and submit the same to the School Business Administrator. Individual building needs
and interests may affect the designation of activities and positions. The total amount of money allocated to each school for
extracurricular activities shall be at the sole discretion of the Lynn School Committee. The amount allocated for each school
shall be communicated to the Lynn Teachers Union and the school principal no later than September 1
st
.
O. Hourly Rates of Pay
Fifty dollars ($50.00) per hour shall be the rate of pay for teachers of Summer school and Evening school. Other
assignments shall be paid at the hourly rate of fifty dollars ($50.00) per hour.
P. Placement on the Salary Schedule
Members of the bargaining unit shall be placed on the salary schedule at the step appropriate for training and creditable
years of experience.
Q. Alumni Hiring Incentive
New employees shall be credited with one (1) step if they are graduates of Lynn Public Schools.
R. Professional Travel
Teachers required by the Superintendent to travel out of town shall be reimbursed by the School Department for all
expenses incurred on visiting days or while attending educational conferences and conventions with approval of the
Superintendent or their designee.
S. Job Preference
Members of the bargaining unit shall have a job preference on all teaching positions beyond the regular school day or
school year. On-site teachers shall have first preference for teaching positions designated for that specific school population.
Seniority based on consecutive years of experience in the Lynn School Department, certification, and ability to perform
shall govern all assignments.
6
Article IV
FRINGE BENEFITS
A. Health Insurance
The City of Lynn shall provide seventy-five percent (75%) of the cost health insurance as adopted by the City under
Chapter 32B of the General Laws of the Commonwealth.
The current City policy for retirees shall remain in force.
The City of Lynn shall provide a pre-tax deduction of insurance premiums in accordance with Section 125 of the Internal
Revenue Code.
B. Life Insurance
The City of Lynn shall provide seventy-five percent (75%) of the cost of a $10,000.00 life insurance policy as adopted
by the City under Chapter 32B of the General Laws of the Commonwealth.
The current City policy for retirees shall remain in force.
C. Pension
The parties agree that all provisions of the Massachusetts Teachers Retirement Plan shall be made a part of this
Agreement.
D. Tax-Free Annuity
Teachers shall be allowed to take advantage of the federal law concerning tax-free annuities.
Teachers may have an amount of their weekly salary directly deposited to a bank or other financial institution as to take
advantage of the federal law. The Committee will request the Treasurer of the City of Lynn to deduct and submit said sums
as specified.
E. Workers’ Compensation
Teachers shall be included under the provisions of the Workers’ Compensation Law.
A teacher who is absent because of a personal injury arising out of or in the course of their employment shall be paid
full pay during the statutory period of exemption, without loss of personal sick days. Following the period of the statutory
exemption, Workers’ Compensation disability allowance shall be paid. Teachers eligible for Workers’ Compensation shall
be allowed to draw upon sick leave benefits until weekly compensation is paid. Requests are to be made with the Human
Resource Manager.
Upon request, the teacher may be able to draw from sick leave benefits to make up the difference between the Workers’
Compensation coverage and their weekly salary.
Upon presentation of medical bills, each teacher shall be reimbursed by the Committee for all medical expenses, to the
extent that such expenses are not already covered by the Committee.
F. Annual Redemption of Sick Leave
An employee who has used fewer than a total of five (5) sick days for the school year may elect to redeem sick days in
a lump sum cash payment in accordance with the following schedule:
Annual
Sick Days
Sick
Days Used
Available
Redemption
15
0
5
14
1
4
13
2
3
12
3
2
11
4
1
10
5
0
Prior to the close of school in June of each year, the School Department will notify each qualifying employee of the
number of days they may redeem. Such compensation shall be payable on or before July 15
th
.
Unredeemed sick days will be accumulated in the manner provided in Article VIII, Section B.
Members of the Sick Leave Bank as set forth in Article VIII, Section B, part 5, shall not suffer any loss of available
redemption following the assignment of one (1) sick day annually to the bank.
7
Article V
WORKING CONDITIONS
A. Discipline
The Discipline Code which was worked out between the Administration and the Union shall be the department policy.
Copies of the Code shall be printed and distributed to all professional personnel. Maintenance of proper student discipline
shall be the responsibility of every member of the bargaining unit.
A Discipline Evaluation Board shall be formed composed of parents, teachers, and administrators. The purpose of this
board shall be to assist in the management of the Code, to analyze its success or failure, and to recommend any changes in
policy or procedures for consideration by the School Committee and the Union.
B. Teaching Load – Teaching Programs
“Teaching periods” are those periods in which the teacher is actively involved with the pupil in the act of teaching, and
has participated in the planning of the instruction to be conducted.
“Homeroom classes” are those in which children assemble in the morning and other times during the day for
administrative purposes.
“Administrative periods” are those periods, equal in length to a teaching period, during which the teacher is programmed
for a regular activity other than teaching.
“Preparation periods” are those periods, equal in length to a teaching period, during which the teacher is not assigned
to a regular programmed responsibility but is engaged in work relating to their teaching assignment.
Such preparation periods shall be distributed in each school on an equitable basis.
1. Grades 7-12 – The parties agree that they will work toward the desirable objective of a basic maximum of twenty-
five (25) teaching periods in prepared academic, shop, and related subjects, five (5) administrative periods, and five (5)
preparation periods.
2. English teachers – The parties agree that they will work toward the desirable objectives:
a. A daily program made up of four (4) teaching periods [four (4) different classes of different students] shall
constitute a full program for teachers of English, and
b. Teachers of English shall be assured a basic weekly maximum of twenty (20) teaching periods, ten (10)
preparations, and five (5) administrative periods.
C. Class Sizes and Overload Differentials:
1. In all cases where class size exceeds the guidelines, building leaders will work expeditiously to reduce the
enrollment of the impacted class. Employees who have classes that exceed the guidelines shall immediately be entitled
to any of the follow provisions if agreeable to the impacted staff.
a. The addition of a paraprofessional, if feasible; or
b. The reduction or elimination of administrative duties to be replaced by additional preparation time; or
c. Another method on which there is mutual agreement between the employee and the building principal.
2. An employee is entitled to overload differentials for a given class if the class size guidelines are exceeded for thirty
(30) school days over a ninety (90) school day period, or if the guidelines are exceeded for forty-five (45) days over the
course of the school year. Class sizes are to be based on the number of students on the class roster, not the number of
students in attendance on a given day.
3. The parties will continue to negotiate over class sizes, student loads, and appropriate compensation and mitigation
provisions for other employees or types of classes, such as push-in specialists.
4. Effective the 2024-2025 school year, school administrators will make all reasonable attempts to ensure that no class
exceeds ten (10) students over the guidelines.
5. Tracking, transparency, and planning:
a. The employer shall track and share with the Union written details regarding class size trends, overload
differentials paid, and other relevant details.
b. Annually, the Superintendent and designees of the School Committee shall meet with a group comprised of
Union designees from each school to update and discuss plans to continue movement towards more manageable
and effective class sizes and workloads.
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6. Class Size Guidelines
Elementary Schools.
Type of Class
SY 22-23
SY 23-24
SY 24-25
PreK-2
28
28
25
3-5
28
28
28
SPED Self-Contained
12
12
12
Specialists (art/music etc.)
28
28
25
Secondary Schools
Type of Class
SY 22-23
SY 23-24
SY 24-25
SPED Self-Contained
12
12
12
PE/Music Ensemble
43
41
40
ESL
N/A
N/A
25
All Other Classes
34
33
32
7. Overload Differentials
Elementary Schools
Overage
SY 22-23
SY 23-24
SY 24-25
1+ Students
$1,750
$2,000
$2,125
5+ Students
N/A
N/A
$2,625
Elementary School Specialists
Overage
SY 22-23
SY 23-24
SY 24-25
2-4 Classes Over
$500
$600
$700
5+ Classes Over
$1,000
$1,100
$1,200
Secondary Schools – Paid per class over guidelines
Overage
SY 22-23
SY 23-24
SY 24-25
1+ Students
$700
$800
$850
5+ Students
N/A
N/A
$1,050
8. SLP Caseloads & Overload Differentials
Speech Language Pathology Employees shall receive an automatic overload differential at the end of each of the
following school year.
a. 2022-2023: $1,750.00
b. 2023-2024: $1,750.00
The parties will continue to negotiate caseload maximums and terms by January 1, 2023. The negotiated maximums
and overload differentials will be implemented in the 2024-2025 school year.
*Lynn Vocational Technical Institute
*The composition and size of such classes shall be in accordance with the State Department of Education policy.
D. School Facilities
The School Committee shall endeavor to provide at the site of or in each school building:
1. Parking facilities.
2. Storage space in each classroom.
3. An adequately equipped workroom to be used by teachers in preparing instructional materials.
4. An appropriately furnished room to be used as a faculty lounge.
5. Well-lighted and clean teachers’ restrooms.
6. Mailbox for each teacher.
7. Library facilities.
8. Consultation rooms for testing purposes and teacher-parent interviews.
9. A copying machine, computer shall be available in each school for teacher use in preparing instructional materials.
These items shall be accessible in an area accessible to all teachers.
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E. Duty-Free Lunch Period
Every teacher shall be provided with at least a thirty (30) minute duty-free lunch period.
Aides shall be employed to cover the duty-free lunch period of teachers in the elementary schools.
F. Relief from Non-Teaching Duties
1. Preparation time of no less than four (4) forty (40) minute periods will be guaranteed to elementary school teachers
per week. Preparation periods will not be scheduled on the same day. The possibility of additional preparation time
may be available. Substitutes shall be hired for music, art, physical education, health, library media, technology,
science, creative learning, social studies, and math teachers in the event of their absence to fulfill preparation, time
requirements. It is the option of the classroom teacher to remain in the classroom during preparation time.
2. All preparation time is defined as unassigned individual work time.
3. During each full five (5) day school week, elementary school teachers shall have an additional forty (40) minute
non-teaching period for Professional Learning Time (PLT). PLT may be attended and directed by an administrator(s)
but shall be non-evaluative. PLT may be used for teacher-led common planning time at the discretion of the school
principal.
4. Teachers are not responsible for the collection of monies associated with commercial ventures.
G. Notices and Announcements
1. All official bulletins shall be posted on school bulletin boards for the inspection of teachers.
2. Each teacher shall have a copy of Rules and Regulations of the Lynn School Committee.
3. A directory of personnel in the Lynn School Department shall be made available to all personnel.
4. A copy of school programs will be made accessible to a teacher by the principal upon the teacher’s reasonable
request.
5. A systematic method of circulating information should be devised in each building.
Classroom interruptions for notices or for public address announcements should be held at an absolute minimum.
H. Extra-Curricular Activities
Assignments to extra-curricular activities shall be voluntary.
I. Scholarship Standards
1. The parties agree that continuing study will be given to suiting the curriculum to the student and developing
optimum teaching-learning conditions.
2. Transfer of pupils from one teacher to another is to be minimized.
J. Marks
1. Final marks should not be required of any teacher before May 15 for Grade 12, and fifteen (15) days before the
close of school for Grades 7, 8, 9, 10, and 11.
2. A teacher’s marks shall not be changed without valid reason. No marks shall be changed unless the teacher is
consulted first. Grade changes will include the name/initial of the person making the change.
Grades received from summer school, home class, etc. shall include a code designation.
K. Training Teachers
1. No teacher shall supervise a student teacher without prior permission from the Office of the Deputy Superintendent.
2. Advance notice and consultation with the teacher are prerequisites to the assignment of student teachers.
3. Vouchers for supervising teachers should be offered to the cooperating teachers first and if the teacher refuses
distributed on an equitable basis.
L. Hiring of Substitutes
1. Employment of substitutes should be the responsibility of the Administration, but may be delegated to department
heads.
2. Substitutes shall be hired to cover classes of regularly assigned teachers when they are absent.
3. In emergency situations when substitutes are not available:
a. First, teachers with preparation periods shall be requested to substitute at the hourly rate of pay. Fifty dollars
($50.00) per hour shall be the rate of pay for teachers.
b. If no one volunteers, an administrative period will be assigned at no cost.
4. Elementary teachers substituting for a principal for a full day or more shall be compensated at the principal’s index.
M. Length of School Day and School Year
1. The regular term of all day schools shall constitute not more than 180 instructional days and five (5) additional non-
instructional days for professional development purposes. The first three (3) professional development days shall be
prior to the first day of student attendance. The two (2) additional staff development days shall be scheduled between
the first day of student attendance and the last day of student attendance. Staff who are present for the first three (3)
additional non-instructional days beyond the two (2) for professional development purposes shall be compensated at a
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rate of one thousand dollars ($1,000) per day in lieu of the 1/180
th
rate for staff. There will be a minimum of three (3)
additional professional development days in school years 2022-2023, 2023-2024, and 2024-2025. This change shall end
school year 2024-2025. *Students will report to school the Wednesday after Labor Day and continuing into the month
of June until the school term is completed.
During the school year 2022-2023, school will be suspended on Saturdays and Sundays; September 5, 2022;
October 10, 2022; November 11, 2022; Half day prior to Thanksgiving (November 24, 2022) until the following
Monday; Half day Friday, December 23, 2022 through Monday, January 2, 2023; January 16, 2023; February 20-24,
2023; Friday, April 7, 2023; April 17-21, 2023; May 29, 2023; *June 19, 2023 *as long as school is in session.
During the school year 2023-2024, school will be suspended on Saturdays and Sundays; September 4, 2023;
October 10, 2023; November 10, 2023; Half day prior to Thanksgiving (November 23, 2023) until the following
Monday; Friday, December 22, 2023 through Monday, January 1, 2024; January 15, 2024; February 19-23, 2024;
Friday, March 29, 2024; April 15-19, 2024; May 27, 2024; *June 19, 2024 *as long as school is in session.
During the school year 2024-2025, school will be suspended on Saturdays and Sundays; September 2, 2024;
October 14, 2024; November 11, 2024; Half day prior to Thanksgiving (November 28, 2024) until the following
Monday; Friday, December 20, 2024 through Wednesday, January 1, 2025; January 20, 2025; February 17-21, 2025;
Friday, April 18, 2025; April 21-25, 2025; May 26, 2025; *June 19, 2025 *as long as school is in session.
2. The school day for teachers shall be defined as a six (6) hour fifteen (15) minute day for elementary schools and a
seven (7) hour day for secondary schools. Teachers shall be at their assignment at least fifteen (15) minutes before the
start of school and shall remain at their assignment fifteen (15) minutes beyond the end of the school session.
3. Prior to the start of each school year, the Superintendent, or their designee, shall distribute to all employees a list of
all district schools with the following information:
A. Starting time of the student day
B. Starting time of the teacher day (15 minutes prior)
C. Ending time of the student day
D. Ending time of the teacher day (15 minutes later)
School
Teacher &
Student
Start Time
Late Bell
Student
Dismissal
Time
Teacher
Dismissal
Time
Student
Half Day
Dismissal Time
Teacher
Half Day
Dismissal Time
Early Elementary 7:45 a.m. 8:00 a.m. 1:45 p.m. 2:00 p.m. 10:45 a.m. 11:00 a.m.
Late Elementary 8:15 a.m. 8:30 a.m. 2:15 p.m. 2:30 p.m. 11:15 a.m. 11:30 a.m.
Marshall &
Pickering Middle
7:45 a.m. 8:00 a.m. 2:30 p.m. 2:45 p.m. 11:45 a.m. 12:00 p.m.
Fecteau-Leary 7:45 a.m. 8:00 a.m. 2:05 p.m. 2:20 p.m. 11:45 a.m. 12:00 p.m.
Breed Middle 7:30 a.m. 7:45 a.m. 2:15 p.m. 2:30 p.m. 11:15 a.m. 11:30 a.m.
High Schools 7:45 a.m. 8:00 a.m. 2:30 p.m. 2:45 p.m. 11:45 a.m. 12:00 p.m.
4. The Committee may adjust the hours of the school day provided the number of hours are not increased and no
regular school session begins before 7:45 a.m. or extends after 3:00 p.m.
If it becomes necessary to begin any regular school session before 7:45 a.m. or extend it after 3:00 p.m., this will
not be done without consultation with and agreement of the Union.
5. Teachers may leave the building during the school day with the approval of the school principal, provided however,
that teachers may leave the building during their lunch period, giving notice to the office upon leaving, and upon return.
N. After School Meetings
1. The parties agree that attendance at three PTA meetings or Open Houses shall be required. Teachers serving in
more than one school building shall not be required to attend more than three (3) meetings. The teacher and respective
school principals shall arrange an appropriate visitation schedule at alternating sites. The teacher will be available for
all students under their supervision. Attendance at additional PTA meetings shall be by mutual agreement between the
faculty and the principal.
2. Conferences with parents shall be conducted at the close of the school day by prior arrangement between the parent
and the teacher.
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3. Teachers with professional status may be required to attend up to ten (10) staff, department and/or curriculum
meetings each year. Additional meetings may be required of teachers without professional status.
4. Staff or department meetings shall be held at reasonable intervals at the discretion of the principal. Advance notice
of such meetings shall be provided at least forty-eight (48) hours prior to the meeting except in an emergency.
5. Teachers shall provide assistance in their subject field one (1) school day each week for a length of time sufficient
to meet the needs of the students. If there is a conflict as a result of more than one subject being scheduled for that
afternoon, then the teacher shall schedule an alternative time to meet the needs of the student.
6. All meetings shall not exceed one (1) hour beyond the close of school.
7. For the purposes of professional development, professional learning time (PLT) and department meetings students
shall have early release one (1) day per month. All early release time will be contractually obligated time. Teachers
will not be required to conduct “night back” (student assistance non-school hours) duties in accordance with Article V,
Section N, #5 during the week of an early release.
O. Safety and Health Standards
1. The School Department shall conform with all Massachusetts safety laws.
2. Primary grades (K-3) should be located in the classrooms on the first floor of school buildings wherever possible.
3. The school administration and the school committee representatives shall meet with the Union to discuss safety
concerns up to two (2) times per year.
P. Assistance in Assault Cases
1. Principals shall report all cases of assault suffered by teachers, in connection with their employment, to the
Superintendent of Schools.
2. Whenever it is alleged that a teacher has assaulted a person or that a person has assaulted a teacher, the principal
and Superintendent shall conduct an investigation of the incident. The Superintendent shall comply with any reasonable
request from the teacher for relevant information in the Committee’s possession not privileged under law concerning
the person or persons involved.
Q. Termination of Employment
The required notice of termination of employment is thirty (30) days.
Teachers shall be given written notification of termination, at their last listed address provided to the School Department.
R. Transporting Children
Teachers shall not transport children in the teachers’ automobiles.
S. Seniority
1. The School Department shall prepare a seniority list which indicates the date on which all members of the bargaining
unit earned seniority.
2. Teacher seniority is based upon length of professional service in the Lynn School Department. Periods of service
divided by a break due to resignation or termination shall not be added together to determine seniority.
3. For leave purposes, only those leaves of absence covered by the contract shall accrue seniority.
4. A member of the bargaining unit, first employed after September 1, 1997, in a position for which they do not possess
a Massachusetts teaching certification shall not accrue seniority status. All members of the bargaining unit employed
prior to September 1, 1997, shall be grandfathered. For the purpose of this section, employment shall mean the first
day of active service.
5. When a member of the bargaining unit, first employed after September 1, 1997, in a position for which they do not
possess a Massachusetts teaching certification, either acquires a certificate for that position during the school year, or
moves into a position for which they do possess a certificate they shall receive seniority status upon the occurrence of
either event. Service of sixty (60) school days in succession while certified in that position prior to the close of the
school year shall be required. In the event that less than sixty (60) school days have been achieved prior to the expiration
of the school year and provided that the teacher is reappointed to a position which they are certified starting the first
day of school in the succeeding year, then the prior year’s service may be included in the calculation of the sixty (60)
school days of successive service.
T. Corridor Duty
The purpose of corridor duty assignment is to: (1) maintain the safe conduct of the school, an atmosphere where learning
can take place without interruption; (2) act as a deterrent to vandalism; and (3) insure the safety and well-being of the
students at all times.
As a corridor monitor, teacher responsibility is simply to question anybody who is in the corridor. If they are students
attending the school, they should have a corridor pass. If they are “outsiders,” refer them to the office. At no time are you,
as a corridor monitor, expected to get into a dispute with anybody in the corridor. Simply request identification (corridor
pass) from a student or refer anyone other than a student to the office.
12
If anyone ignores your request to report to the office, merely let them go on their way and call the office from the nearest
intercom phone.
Nothing in the above should be construed as to limit administrative periods to corridor duty only.
It is understood that the corridor monitor shall be mobile.
U. Reduction in Force
During times of financial hardship or restructuring, the parties desire to have a systematic approach to reductions in
force. The following reflects the shared values of the parties.
1. Phase 1: In accordance with Massachusetts General Laws, the Employer shall layoff all non-professional status
teacher(s) within the applicable certification prior to layoffs of any professional status teacher(s).
2. Phase 2: In the event the Employer needs to layoff a professional status teacher(s), the Employer shall identify all
possible employees (within applicable certification) and layoff the employee with the least number of points according
to the following rubric below. If two employees have the same number of points, said employees shall be considered
equal and seniority shall be the determining factor.
CRITERIA
# OF POINTS
Years of Service
1 point per year of service
Evaluations
Last 3 summative evaluations
1 point for each summative
evaluation of proficient or
above (Maximum Total 3)
Standards
1 point for each proficient or
above assessment on standards
(Maximum Total 12)
Discipline (within last 3 years)
0 infractions
2 points
1 minor infraction
1 point
More than 1 minor infraction or serious infraction
resulting in a suspension
0 points
Documented Contributions to School Community
(within last 3 years, 1 point per year, 3 points max)
Giving Professional Development or Stipend Positions
or volunteering for a committee (building representatives
and union officers will be given a point for their service)
1 point per year
Absences (excluding personal days and bereavement leave) –
last
3 years
Extended parental leave, family leave, or medical leave counts as
1 instance
Average of 0 - 2 days
3 points
Average of 3 - 4
2 points
Average of 5 - 6
1 point
Average Greater than 6
0 points
3. Phase 3: In the event the person(s) with the lowest point level is identified for layoff and holds a certification in a
different area, that individual shall have the right to bump an employee in that secondary certification area. When this
occurs, the Employer shall complete “Phase 2” again where applicable.
4. Rehiring shall also be based on seniority, i.e., the person whose service was terminated last shall be the first re-
employed:
a. Any member of the bargaining unit laid off because of the elimination of a position or a reduction in professional
staff shall be placed on a recall list.
b. A copy of the recall list shall be made available to the Union.
c. A member shall possess recall rights for a period of five (5) years following the end of the school year in which
the layoff occurs.
13
d. A member on layoff shall be recalled in order of seniority to a position within the bargaining unit for which they
are certified before any new employee is hired.
e. A member on layoff shall have preference in the employment of day-to-day substitutes and substitutes on a long-
term assignment. If on a long-term assignment, members of the bargaining unit shall be compensated at the rate
appropriate to the next step of service following the layoff. Failure to respond shall not constitute a forfeit of rights.
f. Notification of recall shall be thirty (30) days prior to the opening of school or as soon as possible when recall
is to occur. Notice shall be by telephone first and if no answer, by certified or registered mail. The position will be
held for a response for ten (10) calendar days from date of mailing of letter. If the ten (10) days expire, the next
senior staff member with the proper certification for said position shall be notified.
Failure to respond to the written notice of recall within the ten (10) day period will result in the member being
frozen on the recall list until the next opening for which they are certified.
g. A recalled member shall have the same benefits and seniority as of the last day of employment prior to layoff.
For salary purposes, a member recalled to an open position, and not as a substitute, shall receive the appropriate
amount as per the salary schedule from the first day of recall. A member recalled to a position as a long-term
substitute shall receive the appropriate amount, as per the salary schedule, from the first day of recall. An inactive
member on the recall list shall not advance on the salary schedule until recalled.
h. The provisions of this Article shall not be construed to permit transfers or layoffs, which would:
(1) deprive any bargaining unit member of professional status or other rights to continued employment.
(2) result in the assignment of a teacher to a position which requires special qualifications which the teacher
does not possess.
i. The Union shall be notified of impending recalls and succeeding action as soon as such information is known to
the Department.
j. Employees on layoff shall receive prior notice of the time and place of postings. A member on layoff must fully
exercise their seniority rights at the time of posting of available positions. Failure to do so shall be a termination of
seniority rights.
5. Teachers on layoff shall be allowed to retain their health insurance benefit at group rates provided that the teacher
will assume one hundred percent (100%) of the cost as adopted by the City.
Article VI
Teacher Files – Teacher Evaluations
A. Teacher Files
1. A teacher’s personnel file shall be made up of all the documents and other materials which are accumulated from
the beginning of a teacher’s service in the Lynn Public Schools.
2. Teacher files shall be maintained under the following circumstances:
a. No material derogatory to a teacher’s conduct, service, character, or personality shall be placed in the files by an
administrator unless the teacher is sent a dated copy at the same time.
b. The teacher shall have the right to submit a response to the statement. The teacher’s answer shall also be included
in the file.
c. Upon request, a teacher shall be given access to their file within twenty-four (24) hours.
d. Upon receipt of a written request, the teacher shall be furnished a reproduction of any material in their file.
3. Derogatory statements or reports kept by administrators at the school level are subject to the same provisions as
official personnel files.
4. Official grievances filed by any teacher under the grievance procedure as outlined in this Agreement shall not be
placed in the personnel file of the teacher; nor shall such grievance become a part of any other file or record which is
utilized in the promotion process; nor shall it be used in any recommendations for job placement.
B. Teacher Evaluation
The document entitled “Lynn Educator Evaluation System” shall be the evaluation system used by the parties, be
attached hereto as Appendix C and made part of this Agreement.
1. All observations of teaching performance shall be conducted personally and with full knowledge of the teacher and
with prior notice.
2. The principal in each building shall be responsible for the evaluation of all teachers assigned to the building.
3. No adverse comments shall be given to teachers by evaluators in the presence of others.
4. In the case of an unsatisfactory rating, a person or persons making the rating must be knowledgeable in instruction
at the grade level or in the subject matter area.
14
5. After the discussion, the teacher shall sign the report, but the teacher’s signature does not necessarily indicate
agreement with the contents. The teacher shall also have the right to make a written reply which shall be attached to
the report.
6. Evaluations which reveal unsatisfactory performance shall include suggestions by the evaluator for the teacher’s
improvement. Teachers may also request additional help from the school administration.
7. A copy of each evaluation report shall be filed in the teacher’s personnel file.
8. After three (3) years, a teacher may have all negative materials removed from their file and destroyed, provided
there is no reoccurrence.
Article VII
Transfers: Promotions
A. Promotions
1. When vacancies occur, other than classroom teachers, notice of such vacancies shall be posted electronically.
2. Qualifications, requirements, duties, salary, and other pertinent information should be set forth.
3. Applications will be submitted electronically from the personnel who believe themselves qualified by reason of
experience, training, capacity, and general ability to execute proficiently all the demands of the position.
4. As to positions within the bargaining unit, where factors specified in items 2 and 3 above are the same among a
number of candidates, seniority in the Lynn School Department may be given consideration.
5. Positions will be posted for such time that allows for a sufficient pool of candidates. All positions shall be posted
no less than two (2) weeks. Applications will be accepted through the online portal.
B. Transfers
1. The transfer process is applicable only to those teachers with professional status.
2. Requests for transfers shall be submitted in writing and renewed annually at any time in the year to the
Superintendent of Schools. All transfer requests shall include the grade and/or subject area to which the teacher seeks
assignment and school or schools in order of preference.
3. During the school year when vacancies within the bargaining unit occur, they shall be filled on a temporary basis.
All available positions shall be posted on June 1 and on June 15 in the Administration Building, with a copy sent to the
Union by mail.
4. All teachers actively employed, including those returning from an authorized leave of absence, adversely affected
by the closing of positions or prior transfers must fully exercise their seniority rights at the time of posting of available
positions. Failure to do so shall be a termination of seniority rights.
5. Notice of transfer shall be given to a teacher as soon as possible following the granting of the teacher’s request.
6. Seniority based on consecutive years of experience in the Lynn School Department, certification, and ability to
perform shall govern all voluntary and involuntary transfers.
7. Effective September 1, 2007, a teacher with fifteen or more years of seniority may not be displaced by a more senior
teacher unless there is absolutely no other position for which the more senior teacher is certified.
8. Any involuntary transfer shall be made only after a meeting between the teacher involved and the Superintendent,
or their designee, at which time the teacher shall be notified of the reason of the transfer.
Effective September 1, 2023, the transfer process will be as follows:
1. The transfer process is applicable only to those employees with professional teacher status (PTS).
2. During the school year, when vacancies within the bargaining unit occur, the position shall be posted. Vacancies
during the school year shall be filled on a temporary basis.
3. Definitions
a. Voluntary transfers are transfers sought by employees who are not adversely impacted by displacement.
b. Involuntary transfers are transfers that are deemed by the Superintendent to be necessary and in the best interests
of students and educators. Involuntary transfers shall not be arbitrary, capricious, or inequitable.
c. Displacement transfers are transfers which are necessitated due to an employee being adversely impacted by
displacements or are returning from leaves.
(1) A displacement is initiated when there are more qualified employees than positions at a school or within a
program or subject field at a school, or when a program or subject field is reduced, eliminated, or moved from
a school. When a displacement is initiated, the following provisions apply.
(2) The Superintendent, or designee, shall reasonably determine whether and in what program/subject field the
displacement is necessary and shall inform the faculty of the number of positions being eliminated, closed, or
transferred.
15
(3) An employee may volunteer to be displaced when a relevant displacement is necessary. Such displacement
requires the concurrence of the employee and the current principal, may affected without a current transfer
request on file, and shall not affect the employee’s right to request a subsequent transfer. Such displacement
carries no right to return to the home school. Such a teacher must accept all conditions for displacement and
assignment which would have applied to other teachers being displaced.
(4) In elementary schools and programs, all teachers in the program at the site shall be displaced by licensure
as well as program/subject field, where applicable. In secondary schools, and in special education wherever
located, displacement shall be by program/subject field and the program or subject field in which the teacher is
considered for displacement purposes shall be the one in which the teacher has taught for the major portion of
teaching time during the employee’s most recent six semesters of regular classroom teacher experience. Within
the above categories of employment, when a displacement is necessary, the teacher with the least district
seniority will be displaced.
4. Employees who are subject to displacement transfers are subject to the following provisions:
a. An employee who is subject to a displacement transfer may apply for any vacant position for which they are
qualified. If they are the most senior applicant amongst applicants who were subject to an involuntary transfer, they
shall be given the position.
5. Employees who are seeking voluntary transfers are subject to the following provisions:
a. Notification of a request for voluntary transfer shall be submitted to human resources by January 15
th
. Requests
for voluntary transfers shall remain confidential to the extent possible.
b. An employee who is seeking a voluntary transfer may apply for any vacant position for which they are qualified.
c. School-based hiring managers shall interview at least three (3) bargaining unit employees for each vacant
position, provided at least three (3) bargaining unit employees apply.
d. The most senior bargaining unit applicant shall be guaranteed an interview for each vacant position.
6. Any involuntary transfer shall be made only after a meeting between the employee involved and the Superintendent,
or their designee, at which time the employee shall be notified of the reason for the transfer.
Article VIII
Leaves of Absence
A. Union Leave
An employee who is an officer of the Union or who is appointed to its staff shall, upon proper application in June of the
previous year, be given a leave of absence without pay for the purpose of performing legitimate duties for the Union.
Employees given leaves of absence without pay for a school year shall receive credit toward annual salary increments on
the schedules appropriate to their rank.
B. Sick Leave
1. In the case of personal illness or accident, or illness in the immediate family (parent, spouse, child, sibling,
grandchild or other relationship determined by the Superintendent of Schools) or any individual residing in the home
of the employee, teachers shall be allowed absence of fifteen (15) working days during each school year without loss
of pay.
Such leave not used in the year of service for which it is granted shall be accumulated for use in subsequent years.
Any accumulation of sick leave days which present employees have at the effective date of this Agreement shall be
retained.
2. Teachers completing twenty (20) years of service shall be entitled to apply for a maximum of two (2) thirty-two
(32) day sick leave extensions.
3. Any teacher in the Lynn School Department excluded or removed from employment on account of tuberculosis in
a communicable state shall be carried on sick leave with pay for the entire period of such exclusion or removal, but in
no case for more than two (2) years, and for such further additional period as they may be entitled to under the
regulations of the Lynn School Committee.
4. After fifteen (15) consecutive school days of absence, the School Committee has the right to send an employee to
a physician chosen by the School Committee at School Committee expense. If the teacher’s physician and the School
Committee’s physician disagree, the School Committee reserves the right to send the employee to a third doctor not
affiliated with the first or second at School Committee expense. The employee will be bound by the majority opinion
of the physicians visited.
5. On the occasion where a bargaining unit member has a catastrophic illness in their family (themselves, children,
spouse, parent), and upon the mutual agreement of the Superintendent, other bargaining unit members may donate up
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to three (3) sick days to that member. Such a donation will not impact an employee’s eligibility to participate in a sick
time buy back.
6. There shall be established a Sick Leave Bank under the following conditions:
Sick Bank Regulations
The purpose of the Sick Leave Bank will be to provide its members sick leave with pay for periods of disability resulting
from catastrophic illness, accident, or injury.
a. Any member of the bargaining unit who so certifies may assign one (1) sick day annually to the Sick Leave Bank
in September or upon employment.
b. Such teacher, two (2) days after the exhaustion of their personal sick leave only (not personal days), both annual
and accumulated, and who still is disabled due to an extended illness or injury may draw upon the bank, if
application is approved.
Applications for the withdrawal of days shall be made to the Sick Leave Bank Committee
by written notice to the Human Resource Manager. Applications must be filed prior to use of the Bank and contain
medical verification substantiating the inability to work. For long-term absences, a second medical opinion may be
required.
c. The Sick Leave Bank shall be administered by a Sick Leave Bank Committee composed of two (2) members
designated by the Union and two (2) members designated by the School Committee to serve for a period of two (2)
years. The Sick Leave Bank Committee shall receive all requests for use of the Sick Leave Bank filed with the
Human Resource Manager. Approval of all requests for use of the Sick Bank will be made by the Superintendent
and the Union President.
d. Effective September 1, 2004, upon approval of the initial request, the Sick Leave Bank Committee shall allow
up to twenty (20) days use by the member. Where circumstances warrant, additional entitlement may be granted
upon written request at the discretion of the Superintendent and the Union President.
e. The decisions of the Superintendent and the Union President shall be final and binding.
f. Any member of the Sick Leave Bank who so certifies may terminate membership in the Bank; however, members
shall not be entitled to withdraw days previously contributed. Any member who fails to contribute the required day
annually shall be terminated in the same manner.
C. Sabbatical Leave
1. Sabbatical leaves shall be granted only to personnel who have attained professional status in the Lynn Public
Schools. The number of leaves to be granted shall be determined each year by the School Committee.
2. Applications from eligible applicants must be submitted prior to January 15
th
or leave beginning the following
September.
3. Each application must include a proposed plan of study, travel, or research, a statement of the applicant’s
professional purpose, and the expected value to the Lynn Public Schools.
4. In granting leaves of absence the School Committee will take into consideration the recommendations of the
Superintendent and the educational value to the Lynn Public Schools of the proposed project. The decision of the
Superintendent and the School Committee shall be binding.
5. Personnel granted leaves of absence will receive full pay for one (1) semester or half (1/2) pay for one (1) year.
Professional status, regular salary increments, and standing shall not be impaired.
6. Prior to the granting of such leave an applicant shall enter into a written agreement with the Lynn School Committee
that upon termination of such leave they will return to service in the Lynn Public Schools for a period of two (2) years
and that in default of completing such service they will refund to the City of Lynn an amount equal to such proportion
of salary received by them while on leave as the amount of service not actually rendered as agreed bears to the whole
amount of service agreed to be rendered, unless this failure is due to illness, disability, or death, and shall be so stated
on their record.
7. The decision to grant or reject sabbatical leave requests shall be made by the first School Committee meeting in
March.
D. Personal Leave
1. Teachers shall be granted four (4) days of personal leave annually. Such leave may not be accumulated. No
reasonable request for such leave shall be denied. Specific reasons need not be given. Such leave must be requested in
writing to the principal at least forty-eight (48) hours in advance except in an emergency.
Due to the shortage of substitutes, teachers must request a personal day during the months of December, May, and
June, fifteen (15) school days in advance except in an emergency. Teachers shall state reason of said emergency and
reason will not be used for denial of leave.
Personal leave shall not be used for extending vacations or holidays.
2. Unused personal leave shall be added to the accumulated sick leave at the end of the school year.
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E. Funeral Leave
1. Four (4) days funeral leave including the day of the funeral shall be granted to teachers upon the death of anyone
in the immediate family, their mother-in-law or father-in-law, brother-in-law, sister-in-law, son-in-law and daughter-
in-law, grandparents, grandchild, or anyone residing in the same household with the teacher. The preceding shall also
apply to step relatives.
2. Permission to attend the service shall be granted to at least one (1) teacher per building in the case of death of a
teacher retired from that building.
3. Upon the death of an active member of the bargaining unit, the school at which the member worked shall be closed
during the hours of the funeral. Teachers shall attend the service or report to school.
4. Funeral Leave of one (1) day shall be allowed on the death of an aunt, uncle, niece, nephew or in-laws. Specific in-
laws include aunt-in-law, uncle-in-law, niece-in-law, nephew-in-law and grandparent-in-law if not living in the
household.
5. Additional days for out-of-state travel may be granted at the discretion of the Superintendent.
6. Funeral Leave shall be used in full within 5 consecutive week days, unless the day of the funeral and/or burial itself
takes place out of the 5 week day time frame, in which case a teacher is entitled to use their 4
th
day.
F. Military Leave
Military leave of absence, without pay, may be granted to a permanent teacher inducted into the armed forces for the
required length of service, according to the terms of the Selective Services and Training Act of 1940, and subsequently
amendments by Congress.
G. Organized Reserve Forces
Every person who is a member of a reserve component of the Armed Forces of the United States shall be granted, in
accordance with Section 59 of Chapter 33 of the General Laws, leave of absence, without loss of pay, during the time of
their annual tour of duty as a member of such reserve component; provided, however, that such leave shall not exceed
seventeen (17) days.
H. Parental Leave
1. Upon reasonable notice to the Superintendent of Schools, a teacher shall be granted a parental leave of absence
without pay to become effective at their discretion and to terminate not more than two (2) years after the date of delivery.
2. A teacher on parental leave shall notify the Superintendent of Schools of their intent to return at any time during
the two (2) year period with a 30 day notice.
3. If a teacher fails to return from the parental leave by the expiration of the two (2) year period, their employment
shall be terminated.
4. Unless the teacher notifies the Superintendent of Schools during the two (2) year period of the date of their
availability to return within the two (2) year period of the parental leave, their employment shall be terminated.
5. A teacher returning from parental leave will be reinstated to their previous position, if there is a vacancy, or to
another comparable vacant teaching position for which they are qualified.
6. The teacher returning from a parental leave will retain all their previous rights. Salary placement shall be at the
next step of the salary schedule if the teacher served one-half (1/2) or more of the school year in which the leave was
granted.
7. a. Employees shall be entitled to receive compensation for accumulated sick leave days for any time period during
which they are disabled due to pregnancy, childbirth, or related conditions.
b. Employees, at their option, are entitled to use fewer sick leave days than the amount to which they are eligible.
c. Employees shall be paid for the sick leave days at the applicable rate as of the time period for which the sick
leave is claimed.
d. The Committee may request medical verification of the disability after 60 school days from the date of delivery
in order for the teacher to continue the use of sick leave benefits.
I. Visiting Days
1. Teachers shall be permitted to visit in other classrooms of the City of Lynn or in other cities and towns to observe
teaching techniques and inspect teaching materials. Permission for such activity shall be granted only after submission
of pertinent data, which include the number of days, and has been approved by the Superintendent of Schools.
2. The teacher shall submit a written report of the time so spent, naming the schools and classes visited, work and
methods observed, with suggestions and comments on the same.
J. Leave for Conferences, Conventions, Etc.
With the approval of the School Committee no more than three (3) official delegates of the Lynn Teachers Union shall
be granted leave with pay to attend conventions of affiliated bodies, educational conferences, or other functions which
contribute to the advancement of educational welfare in the City of Lynn.
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K. Other Leaves
1. A teacher in the bargaining unit shall be granted a leave of absence of one (1) school day with pay to attend
commencement exercises at which they will be awarded a degree. Graduation day will include a day to attend a military,
police and fire academy graduation ceremony for a member of unit.
2. A teacher in the bargaining unit shall be granted a leave of absence with pay for one (1) day to attend commencement
exercises excluding K-6 which their spouse, child, parent, and grandparent will be awarded a diploma or degree.
Graduation day will include a day to attend a military, police and fire academy graduation ceremony.
3. If a teacher attending summer school, under a program approved by the Superintendent of Schools, finds their
assignment commencing prior to the close of school they shall be released prior to the closing of school without pay.
4. Members of the bargaining unit shall be granted a leave of absence without pay for two (2) years to serve with the
National Teacher Corps or the Commonwealth Teacher Corps in a community other than Lynn.
5. Members of the bargaining unit shall be granted a leave of absence without pay for two (2) years to serve in the
Peace Corps.
6. A teacher who marries shall be granted two (2) weeks leave without compensation.
L. Jury Duty
A teacher in the bargaining unit shall be granted leave for jury duty and any difference in pay over compensation for
jury duty shall be made up by the School Committee.
M. Adoption Leave
Upon reasonable notice to the Superintendent of Schools, an adopting parent shall be granted an adoption leave of
absence without pay to become effective at their discretion and to terminate not more than two (2) years from the day of
adoption. If a teacher fails to return from the adoption leave by the expiration of the two (2) year period, their employment
shall be terminated. (See Parental Leave)
N. Returning from a Leave of Absence
1. A teacher granted a leave of absence during one school year, for a full year or less, upon conclusion of the leave
will return to their assignment. A substitute will be employed during the leave of absence.
2. A teacher, granted a leave of absence or extension thereof extending into two (2) school years, will have their
assignment posted in June. Upon return, the teacher will apply for an open position in accordance with Article VII,
Section B.
3. Any individual returning from a long-term leave of absence shall notify the Administration before May 1 of that
year.
4. Any individual returning from a long-term leave of absence who returns prior to the end of the academic year shall
be placed in the least senior position available in accordance with their certification and fully exercise their rights in
June.
Article IX
Professional Improvement
A. Curriculum Standards
1. Opinions and suggestions as to the kind of teaching materials purchased shall be sought from academic personnel
and determination shall be made by the Committee.
2. Delivery of all books and supplies for the following year shall be made as soon as possible prior thereto.
Teachers shall be notified concerning supplies and materials which are denied, or which will not be available, if
possible.
B. In-Service Training
1. The parties agree that the School Committee should continue to provide improved and diversified in-service training
programs for teachers. It is further agreed that aid to teachers without professional status, in their teaching performance,
be included.
2. Teachers selected to participate in summer programs shall be reimbursed at the rate of fifty dollars ($50.00) per
hour.
3. The Committee and the Union agree to work affirmatively to implement their mutual objectives of effective
integration of faculties and student bodies in all Lynn Public Schools.
4. Teachers employed at Lynn Vocational Technical Institute who voluntarily attend the Massachusetts Administrators
Vocational Association’s annual two-day summer conference shall be compensated at their daily rate for the number of
days attended.
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C. Course Approval
College courses to be credited toward progression on the salary schedule must be approved in advance by the
Superintendent of Schools.
D. Professional Development Activities
1. Members of the bargaining unit shall receive one (1) salary credit for each ten (10) professional development points
earned. This section shall apply only to internal activities offered by the department. PDP’s for salary credit shall
require the advanced approval of the Superintendent or their designee. (Note: This applies to credits earned after
September 1, 1997.)
2. Teachers shall receive a list of all scheduled professional development activities for the school year no later than
October 1. Amendments to the schedule shall be communicated to all teachers.
3. The committee shall provide in-service training to the professional staff for salary credit. For salary purposes, one
(1) credit shall be granted for ten (10) hours of participation. All courses must be approved by the Superintendent in
advance.
A joint management and Union committee shall meet in September to determine the in-service activities for that
school year.
The Union may provide in-service programs for salary credit under the same conditions with prior approval of the
Superintendent.
Article X
Policy Statements
The parties, recognizing the authority of the School Committee to manage and administer the school system, have
agreed on the following procedures.
A. Secondary Schools (Grades 7-12)
1. Teacher Programs
a. No later than sixty (60) calendar days before the end of the school year, programming preference sheets shall be
available to all teachers. Where advisable and feasible, preferences shall be honored to the extent consistent with
the provisions of this Agreement relating to rotation and programming.
b. No later than June 1
st
teachers shall be notified of the following matters concerning their programs for the next
school year:
(1) Subjects to be taught
(2) Grades of the subjects to be taught
(3) Any academically talented, accelerated, honor, seminars, or special groupings which teachers may be
required to teach
(4) The grade level and any other available pertinent information regarding the homeroom class
c. No later than five (5) school days before the close of the school year, teachers shall receive their program for the
following school year, including the periods and room assignments.
d. It is understood that items detailed above may be considered subject to revision if necessary because of changes
in subject enrollments, staff turnover, and programming exigencies. Explanation for any such change shall be
provided in writing by the principal to any teacher affected.
2. Program Guidelines – Wherever administratively possible, teacher programs should follow these guidelines:
a. Teachers shall be assigned to teach in their area of certification.
b. The parties agree that they should work toward the goal that there should be no more than three (3) consecutive
teaching assignments and no more than four (4) consecutive working assignments except for teachers normally
programmed for double periods.
c. The number of different rooms in which assignments occur shall be kept to a minimum.
d. The number of lesson preparations shall be kept at a minimum. Within a department, a teacher with a home
class and a full teaching program shall be given preference in the assignment of the number of preparations. First
year and substitute teachers shall have no more than two (2) preparations daily.
e. Equitable standards shall be applied within each school for exemption from homerooms and administrative
assignments.
f. In rooms with specific stations (shops, typing rooms, laboratories), the number of pupils assigned to such rooms
shall not exceed the number of stations available.
3. Rotation
a. In the assignment of homeroom classes, the policy of annual rotation shall be followed insofar as possible.
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b. In the matters of non-teaching assignments, the policy of annual rotation should be followed except for unusual
circumstances. It is understood, however, that upon their request a teacher may retain a particular non-teaching
assignment if the needs of the school will be served thereby.
Article XI
Grievance Procedure
A. Definition
1. A “grievance” shall mean a complaint by an employee or the Union that there has been a violation, misinterpretation,
or inequitable application of any of the provisions of this Agreement.
2. As used in this Article the term “employee” shall mean either an individual employee or a group of employees
having the same grievance.
3. The Union may initiate and process grievances under the following procedure, acting in place of the employee.
B. Adjustment of Grievance
1. Level 1 – Principal
a. An employee may present a grievance to the principal of the school within fifteen (15) school days following
knowledge by the grievant of the act or condition which is the basis of their complaint, unless the grievant has a
valid excuse for later filing.
b. The employee and the principal shall first confer on the grievance with a view to arriving at a mutually
satisfactory resolution of the complaint. At the conference, the employee may be represented by the appropriate
Union representative; but where the employee is represented they must be present. Whenever a grievance is
presented to the principal by the teacher personally, the principal shall give the Union representative the opportunity
to be present and state the views of the Union.
c. The principal of the school shall communicate their decision in writing to the aggrieved employee and to the
Union representative who participated within five (5) school days after receiving the complaint.
d. The principal shall send a copy of their decision to the Deputy Superintendent.
2. Level 2 – Deputy Superintendent of Schools
a. If the grievance is not satisfactorily adjusted, the aggrieved employee may appeal it within five (5) school days
to the appropriate superior for a satisfactory adjustment. The appeal shall be in writing and shall set forth
specifically the act or condition and the grounds on which the grievance is based.
b. The Deputy Superintendent shall meet and confer with the aggrieved employee. The aggrieved employee and
their representatives, if any, shall be given at least two (2) school days notice of the conference and an opportunity
to participate.
c. The employee shall be present at the conference, except that they need not attend where it is mutually agreed
that no facts are in dispute and that sole question is one of interpretation of a provision of this Agreement, or of
what is established policy or practice.
d. Notice of the conference shall also be given to the principal of the school who rendered the decision at Level 1.
The principal of the school may be present at the conference to state their views.
e. Where the employee is not represented by the Union at this level, the appropriate superior shall furnish the Union
with a copy of the appeal from Level 1, together with notice of the date of the conference. In such cases, the Union
may be present and state its views.
f. The appropriate superior shall communicate their decision in writing, together with the supporting reasons, to
the aggrieved employee, to the Union representatives who participate at this level, and to the principal of the school
who rendered the decision at Level 1 within ten (10) school days after receiving the appeal.
3. Level 3 – Superintendent of Schools
a. If the grievance is not resolved at Level 2, the aggrieved employee may appeal from the decisions at Levels 1
and 2 to the Superintendent of Schools within ten (10) school days after the decision of the appropriate superior has
been delivered. The appeal shall be in writing, shall set forth specifically the reasons for the appeal, and shall be
accompanied by a copy of the appeal and the decision at Level 2.
b. The Superintendent of Schools, or their designated representative, shall meet and confer with the aggrieved
employee with a view to arriving at a mutually satisfactory resolution of the complaint. The aggrieved employee
and the appropriate Union representative shall be given at least two (2) school days notice of the conference and an
opportunity to be heard.
c. Notice of the conference shall also be given to the principal of the school and to the Deputy Superintendent. The
principal of the school and the appropriate superior may be present at the conference and state their views.
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d. When the employee is not represented by the Union at this level, the Superintendent of Schools shall furnish the
Union with a copy of the appeal from Level 2 together with notice of the date of the conference. In such cases, the
Union may be present and state its views.
e. The Superintendent shall communicate their decision in writing, together with the supporting reasons, to the
aggrieved employee and to any Union representative who participated at this level within ten (10) school days after
receiving the appeal.
f. The principal of the school and the appropriate superior shall also receive a copy of any decision at this level.
4. Special Procedures for Grievances Relating to Salary and Leave Matters:
a. Any grievance based on a complaint that the employee has been placed on the wrong salary schedule, or step, or
that they have been improperly denied an increment, or that their salary has been miscalculated, or that the person’s
absence deduction was improperly calculated shall be filed directly with the Human Resource Manager and shall
next be appealed to the Superintendent of Schools. In such cases, the provisions of the general procedures relating
to Level 2 shall apply to the presentation and adjustment of the grievance at the level of the Human Resource
Manager except that:
(1) The grievance shall be filed within fifteen (15) school days following knowledge by the grievant of the act
or condition which is the basis of the complaint, unless the grievant has a valid excuse for later filing.
(2) The employee need not be present at the conference.
The provisions of the general procedures relating to Level 3 shall apply to any appeal to the Superintendent of
Schools from the decision of the Human Resource Manager.
5. Time Limits
a. The time limits in this Article may be extended by mutual agreement.
b. Failure at any level of the grievance procedure to appeal within the specified time limits shall be considered
acceptance by the employee of the decision rendered.
c. Failure at any level of the grievance procedure to communicate a decision within the specified time limits shall
permit the employee to proceed to the next level.
Article XII
Arbitration
A grievance dispute which was not resolved at the level of the Superintendent under the grievance procedure may be
submitted by the Union to arbitration. The proceeding may be initiated by filing with the School Committee and the
American Arbitration Association a request for arbitration. The notice shall be filed within ten (10) school days after receipt
of the decision of the Superintendent, under the grievance procedure. The voluntary labor arbitration rules of the American
Arbitration Association shall apply to the proceeding. The parties shall determine by lot which of them shall strike first
from the list of arbitrators submitted.
The arbitrator shall issue their decision not later than thirty (30) days from the date of the close of the hearings or, if
oral hearings have been waived, then from the date of transmitting the final statements and proofs to the arbitrator. The
decision shall be in writing and shall set forth the arbitrator’s opinion and conclusion on the issues submitted. The decision
of the arbitrator, if made in accordance with their jurisdiction and authority under this Agreement, will be accepted as final
by the parties to the dispute and both will abide by it. The arbitrator’s fee will be shared equally by the parties to the dispute.
The Committee agrees that it will apply to all substantially similar situations the decision of an arbitrator sustaining a
grievance and the Union agrees that it will not bring or continue, and that it will not represent any employee in any grievance
which is substantially similar to a grievance denied by the decision of an arbitrator.
Article XIII
Union Privileges, Responsibilities, and Rights
A. Fair Practices
As sole collective bargaining agent, the Union will continue its policy of accepting into voluntary membership all
eligible persons in the unit without regard to race, color, creed, national origin, sex, marital status, age, or handicap. The
Union will represent equally all persons without regard to membership, participation in, or activities in any employee
organization.
The Committee agrees to continue its policy of not discriminating against any person on the basis of race, creed, color,
national origin, sex, marital status, age, handicap, or participation in or association with the activities of any employee
organization.
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B. Freedom to Join
The Union maintains, and intends to exercise, all rights granted by the Massachusetts Freedom to Join Act. In order to
facilitate compliance with this statute, the Employer agrees to the following provisions:
1. Regular Contact Information: On a bi-weekly basis, the Employer shall provide the following contact information,
separated by bargaining unit, to the Union in an Excel spreadsheet or another format mutually agreed upon by the
parties:
a. Name
b. Job
c. Title
d. Worksite Location (School)
e. Home Address
f. Work E-mail Address
g. Personal (non-work) E-mail Address
h. Home Phone Number
i. Cellular Phone Number
j. Date of Hire
2. New Hire Contact Information: The Employer shall notify the Union and the appropriate Union Building
Representatives of any new hire within the bargaining unit within ten (10) calendar days of the new employee accepting
an offer of employment. In the notice, the Employer shall include the new employee’s contact information outlined in
Number 1 of this provision.
3. New School Year Orientation: Prior to the start of the student school year, a district-wide Union meeting shall be
scheduled as part of new hire orientation and/or professional development days. New hires shall attend the Union
meeting for no less than sixty (60) minutes. Returning employees shall attend the Union meeting for no less than thirty
(30) minutes.
4. New Hire Orientation After the Start of the School Year: As part of the first day of employment, the Employer
shall release the building representative and the new employee, without loss of pay, for a Union orientation of no less
than thirty (30) minutes. The Union President, or a designee, may also join this meeting either in person or remotely.
C. Dues Check-Off
1. The Union may secure authorization for payroll deductions for Union dues. Such authorizations may be revocable
as provided by law. The Committee will request the Treasurer of the City of Lynn to submit such sums in total to the
Union Treasurer.
The amount of Union dues payable to the Lynn Teachers Union, Local 1037, American Federation of Teachers,
AFL-CIO, shall be deducted from the salaries weekly and transmitted to the Union Treasurer weekly.
2. The Union shall be notified of any teacher withdrawing or dropped from payroll deductions.
3. Any teacher desiring to have the Committee discontinue deductions that they have previously authorized must
provide written notice to the Committee.
4. When authorized in writing by a teacher on a properly executed form, the amount of their loan and savings payments
to the Lynn Teachers Credit Union shall be deducted from their salary and transmitted to the Treasurer of the Credit
Union.
D. Allowed Time for Union Negotiations
1. The principal shall recognize the Union building representative as the official representative of the Union in the
school.
2. The principal shall meet no more than once a month after school hours with the School Union Committee of three
(3) representatives in each school except Classical, English, and L.V.T.I. High Schools where five (5) representatives
shall serve, if requested by the Union representative to consult on local school problems and policies as they relate to
established Committee policies and procedures and this Agreement. No other committee composed of bargaining unit
personnel shall exist for this purpose. Both parties shall submit items for the agenda.
3. The discussion of other matters, as agreed upon for discussion by the principal and the School Union Committee,
is not precluded by the above. However, the principal and the School Union Committee do not have the authority to
reach any decision which changes this Agreement or any established School Committee policy or procedure.
4. A committee of the Union representatives, not to exceed more than five (5) members, shall meet after school hours
once a month with the Superintendent of Schools for consultation on matters of educational program and curriculum
during the school year. Both parties shall submit items for the agenda.
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E. Distribution of Materials
The Union shall have the right to place Union-related materials in the mailboxes of teachers and other professional
employees.
F. Bulletin Boards
The Union shall be permitted to post Union-related notices and other materials on the school bulletin board.
G. No Union Activity on School Time
The Union agrees that no teacher will engage in Union activity during the time they are assigned to teaching or other
duties.
H. Protection of Individual and Group Rights
1. Nothing contained herein shall be construed to prevent the Committee, a member of the Committee, or its designated
representatives, from meeting with any teacher for expression of the teacher’s views. In the area of collective
bargaining, no changes or modifications shall be made except through consultation or negotiation with the Union.
Nothing contained herein shall be construed to permit any organization other than the Union to appear in an official
capacity in the processing of a grievance.
2. Nothing contained herein shall be construed to prevent any person from informally discussing any dispute with
their immediate superior or processing a grievance on their own behalf in accordance with the grievance procedure.
I. Information
The Committee shall make available to the Union, upon its reasonable request, all records relevant to negotiations, or
necessary for the proper enforcement of this Agreement.
J. Existing Laws and Regulations Preserved
The rights and benefits of persons provided herein are in addition to those provided by City, State, or Federal law, rule
or regulation, including without limitation all applicable professional status, pension, or education laws and regulations.
K. Printing of Contract
The Committee agrees to pay one-half (1/2) the cost of printing the Agreement in booklet form and to distribute copies
of the Agreement to each teacher presently employed by the Committee and to each new teacher hired by the Committee.
L. Time for Building Representatives
The Union building representative in high school and junior high school shall be allowed one (1) administrative period
per week for conferring with teachers assigned to that building on matters relating to the contract. The principal shall
provide suitable space for such purpose.
M. School Committee Meetings: Advance Agenda – Minutes
1. A copy of the advance agenda (commonly called “Notes of Meeting”) of all School Committee meetings shall be
made available to the official Union representatives to the Committee meetings at least twenty-four (24) hours prior to
the meetings. The Union representative shall be advised as soon as possible of all special meetings of the School
Committee.
2. A copy of the minutes of all School Committee meetings shall be sent to the official Union representative at the
same time as sent to members of the School Committee. Such minutes are not official until adopted by the Committee.
N. Time Off for Union President
The President of the Union shall be relieved of duties for one (1) period a month for the purpose of attending the meeting
between the Union and the Superintendent.
Article XIV
Handling of New Issues
Matters of collective bargaining import not covered by this Agreement may, during the life of the Agreement, be handled
in the following manner:
By the Committee:
With respect to matters not covered by this Agreement which are proper subjects for collective bargaining the Committee
agrees it will make no changes without prior consultation and negotiation with the Union.
By the Union:
In any matter not covered in this Agreement which is a proper subject for collective bargaining the Union may raise issue
with the Committee for consultation and negotiation; except that the Union shall not seek to renew to be effective during
this Agreement any question introduced, debated, and settled either negatively or affirmatively during the bargaining prior
to final settlement.
Being a mutual Agreement, this instrument may be amended at any time by mutual consent.
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Article XV
Savings Clause
If any provision of this Agreement is or shall at any time be contrary to law, then such provision shall not be applicable
or performed or enforced, except to the extent permitted by law and substitute action shall be subject to appropriate
consultation and negotiation with the Union.
In the event that any provision of this Agreement is or shall be contrary to law, all other provisions of this Agreement
shall continue in effect.
Article XVI
Resolution of Differences By Peaceful Means
The Union and the Committee agree that differences between the parties shall be settled by peaceful means as provided
within this Agreement. The Union shall for the term of this Agreement, not engage in, instigate, or condone any strike,
work stoppage, or any concerted refusal to perform normal work duties.
Article XVII
Duration
This Agreement and each of its provisions shall be in effect as of September 1, 2022, and shall continue in full force
and effect until August 31, 2025. Negotiations for a subsequent agreement shall commence on November 1, 2024, on all
items. The School Committee and the Union agree to a salary reopener effective at the request of either party.
LETTER OF UNDERSTANDING – 1
between the LYNN SCHOOL COMMITTEE and the
LYNN TEACHERS UNION, LOCAL 1037, AFT, AFL-CIO
It is agreed and understood that the teaching schedule at Lynn Vocational Technical Institute be re-evaluated in order
to attempt to establish a basic maximum of six (6) periods a day or thirty (30) periods a week teaching load for related
teachers at the LVTI.
LETTER OF UNDERSTANDING – 2
between the LYNN SCHOOL COMMITTEE and the
LYNN TEACHERS UNION, LOCAL 1037, AFT, AFL-CIO
Attachment A
Section Six:
Article 5 of the charter of the City of Lynn is hereby amended by inserting the following:
Section 5-7 Allotments
On or before August 1
st
of each year, or within ten (10) days after the approval of the City Council and the Mayor of
the annual appropriation order for such fiscal year, whichever shall occur later, the city officials in charge of departments
or agencies including the Superintendent of Schools for the School Department, shall submit to the Chief Financial Officer,
with a copy to the City Clerk, in such form as the Chief Financial Officer may prescribe, an allotment schedule of the
appropriations of all personnel categories included in said budget, indicating the amounts to be expended by the department
or agency for such purposes during each of the fiscal quarters of said fiscal year, or such shorter time periods as the Mayor
or Chief Financial Officer may prescribe.
Whenever the Chief Financial Officer determines that any department or agency, including the School Department, will
exhaust or has exhausted its quarterly or shorter time period allotment and any amounts unexpended in previous periods,
they shall give notice in writing to such effect to the Department Head, the Mayor, the City Solicitor, and the City Clerk
who shall transmit the same to City Council. Upon such a determination and upon giving such notice, the Chief Financial
Officer shall provide such officers additional reports on at least a monthly basis indicating the status of such accounts.
The Mayor within seven (7) days after receiving such notice, shall determine whether to waive or enforce such
allotment. If the allotment for such period is waived or not enforced, as provided above, the department or agency head
shall reduce the subsequent period allotments appropriately. If the allotment for such period is enforced or not waived,
25
thereafter the department shall terminate all personnel expenses for the remainder of such period. All actions, notices, and
decisions provided for in this section shall be transmitted to the City Council and the City Clerk within seven (7) days.
No personnel expenses earned or accrued, within any department, shall be charged to or paid from such department’s
or agency’s allotment of a subsequent period without approval by the Mayor, except for subsequently determined retroactive
compensation adjustments. Approval of a payroll for payment of wages, salaries or other personnel expenses which would
result in an expenditure in excess of the allotment shall be a violation of this section by the department or agency head,
including the Superintendent of Schools and the School Committee. If the continued payment of wages, salaries or other
personnel expenses is not approved in a period where a department has exhausted the period allotment or allotments as
specified above, or, in any event, if a department has exceeded its entire appropriation for a fiscal year, the City shall have
no obligation to pay such personnel cost or expense arising after such allotment or appropriation has been exhausted.
Notwithstanding the provisions of Chapter 150E of the General Laws, every collective bargaining agreement entered
into by the City or the School Department after the effective date of this act shall be subject to and shall expressly incorporate
the provisions of this section.
LETTER OF UNDERSTANDING – 3
between the LYNN SCHOOL COMMITTEE and the
LYNN TEACHERS UNION, LOCAL 1037, AFT, AFL-CIO
STATEMENTS OF SHARED INTERESTS
During negotiations for successor collective bargaining agreements, the Lynn Teachers Union (Union) and the Lynn
School Committee (Employer) developed the following joint statements of interest, based on “Bargaining for the
Common Good”. These provisions are not incorporated into the collective bargaining agreements. The parties will meet
regularly to discuss progress being made to achieve the provisions.
1. Full Staffing. The parties recognize the importance of having schools staffed with educators and support personnel
to meet the diverse needs of the ever-changing student population. The Employer shall strive to staff every school
with adequate professional direct-service providers, including mental health counselors, occupational therapists,
speech and language pathologists, board certified behavior analysts, foreign language educators, and fine arts
educators.
2. Outdoor Learning Spaces. The parties recognize the benefit of outdoor learning opportunities for students of all
ages. The Employer will explore the feasibility of creating outdoor learning spaces at schools throughout the
district, and will strive to create such spaces where it is possible.
3. New School Buildings. The parties share the desire to build new schools in order to improve the learning conditions
of our students. The parties shall continually collaborate on the advocacy and planning around the construction of
new schools.
4. Classroom Supplies. The parties understand the importance of all students having equal access to the learning
materials needed in their classroom. The Employer will explore avenues to ensure that sufficient classroom supplies
are provided without placing undue financial burdens on students or educators.
5. Access to Technology. As technology continues to play a larger role in the education of Lynn’s students, the parties
share the commitment to ensure that all employees and students have access to the technology necessary to be
successful in the classroom and as employees.
LETTER OF UNDERSTANDING – 4
between the LYNN SCHOOL COMMITTEE and the
LYNN TEACHERS UNION, LOCAL 1037, AFT, AFL-CIO
PROFESSIONAL DEVELOPMENT SCHEDULING AND COMPENSATION
Effective school years 2021-2022, 2022-2023, 2023-2024, and 2024-2025, staff who are present for additional non-
instructional days beyond two (2) for professional development purposes shall be compensated at a rate of one thousand
dollars ($1,000) per day in lieu of the 1/180
th
rate for staff. There will be a minimum of three (3) additional professional
development days in school years 2022-2023, 2023-2024, and 2024-2025. This change shall end school year 2024-2025.
26
Appendix A-1
Basic Salary Schedule
Effective September 1, 2022
Longevity
2022 - 2023
M + 30 Step 11 $82271
Years
5
4%
$3,291
10 6% $4,936
15
8%
$6,582
20
12%
$9,873
25
14%
$11,518
30
17%
$13,986
Step
Bachelors or
Equiv.
Bachelors
+15 or Voc.
Cert +60
Bachelors
+30 or Voc.
Cert +80
Masters or
Voc. Cert
+100
Masters
+ 15 or V oc.
Cert + Bach
Masters
+ 30 or ASHA
or Voc. Cert
+Bach+30
Masters
+ 45
Masers
+ 60 Doctorate
1 $50,728 $52,888 $53,942 $55,045 $55,593 $56,675 $57,754 $58,909 $61,073
2 $53,291 $55,441 $56,503 $57,607 $58,158 $59,235 $60,316 $61,522 $63,633
3 $55,842 $58,008 $59,066 $60,168 $60,716 $61,787 $62,867 $64,124 $66,198
4 $58,409 $60,565 $61,627 $62,725 $63,275 $64,358 $65,437 $66,746 $68,755
5 $60,969 $63,128 $64,187 $65,286 $65,834 $66,919 $67,998 $69,358 $71,316
6 $62,992 $65,158 $66,215 $67,313 $68,394 $69,480 $70,559 $71,970 $73,876
7 $65,559 $67,711 $68,774 $69,874 $70,954 $72,035 $73,118 $74,580 $76,435
8 $68,115 $70,274 $71,334 $72,431 $73,512 $74,595 $75,673 $77,187 $78,994
9 $70,670 $72,832 $73,893 $74,990 $76,075 $77,149 $78,228 $79,792 $81,552
10 $73,231 $75,387 $76,449 $77,554 $78,635 $79,705 $80,785 $82,400 $84,115
11 $75,788 $77,955 $79,012 $80,112 $81,193 $82,271 $83,352 $85,019 $86,676
12 $78,062 $80,293 $81,383 $82,515 $83,629 $84,739 $85,852 $87,570 $89,276
27
Appendix A-2
Basic Salary Schedule
Effective September 1, 2023
Longevity
2023 - 2024
M + 30 Step 11 $85150
Years
5
4%
$3,406
10 6% $5,109
15
8%
$6,812
20
12%
$10,218
25
14%
$11,921
30
17%
$14,476
Step
Bachelors or
Equiv.
Bachelors
+15 or Voc.
Cert +60
Bachelors
+30 or Voc.
Cert +80
Masters or
Voc. Cert
+100
Masters
+ 15 or V oc.
Cert + Bach
Masters
+ 30 or ASHA
or Voc. Cert
+Bach+30
Masters
+ 45
Masers
+ 60 Doctorate
1 $52,503 $54,739 $55,830 $56,971 $57,538 $58,659 $59,775 $60,970 $63,210
2 $55,156 $57,382 $58,481 $59,623 $60,193 $61,308 $62,427 $63,675 $65,860
3 $57,797 $60,038 $61,134 $62,274 $62,841 $63,950 $65,068 $66,369 $68,515
4 $60,453 $62,685 $63,784 $64,921 $65,489 $66,610 $67,727 $69,082 $71,161
5 $63,103 $65,338 $66,434 $67,571 $68,139 $69,261 $70,378 $71,786 $73,812
6 $65,197 $67,439 $68,533 $69,669 $70,788 $71,912 $73,028 $74,489 $76,461
7 $67,854 $70,081 $71,181 $72,320 $73,438 $74,557 $75,677 $77,191 $79,111
8 $70,499 $72,734 $73,830 $74,966 $76,085 $77,206 $78,322 $79,889 $81,759
9 $73,143 $75,381 $76,479 $77,614 $78,738 $79,849 $80,966 $82,585 $84,406
10 $75,794 $78,026 $79,125 $80,268 $81,387 $82,495 $83,613 $85,284 $87,059
11 $78,441 $80,683 $81,778 $82,916 $84,035 $85,150 $86,269 $87,995 $89,710
12 $81,575 $83,907 $85,045 $86,228 $87,392 $88,552 $89,716 $91,511 $93,294
28
Appendix A-3
Basic Salary Schedule
Effective September 1, 2024
Longevity
2024 - 2025
M + 30 Step 12 $92537
Years
5
4%
$3,701
10
6%
$5,552
15
8%
$7,403
20
12%
$11,104
25
14%
$12,955
30
17%
$15,731
Step
Bachelors or
Equiv.
Bachelors
+15 or Voc.
Cert +60
Bachelors
+30 or Voc.
Cert +80
Masters or
Voc. Cert
+100
Masters
+ 15 or V oc.
Cert + Bach
Masters
+ 30 or ASHA
or Voc. Cert
+Bach+30
Masters
+ 45
Masers
+ 60 Doctorate
1 $54,341 $56,655 $57,784 $58,965 $59,552 $60,712 $61,867 $63,104 $65,423
2 $57,086 $59,390 $60,528 $61,710 $62,300 $63,454 $64,612 $65,904 $68,165
3 $59,820 $62,139 $63,273 $64,453 $65,040 $66,188 $67,345 $68,692 $70,913
4 $62,569 $64,879 $66,017 $67,193 $67,781 $68,942 $70,097 $71,500 $73,652
5 $65,312 $67,625 $68,759 $69,936 $70,524 $71,685 $72,841 $74,298 $76,395
6 $67,479 $69,799 $70,931 $72,108 $73,266 $74,428 $75,584 $77,096 $79,137
7 $70,229 $72,534 $73,672 $74,851 $76,008 $77,166 $78,325 $79,892 $81,880
8 $72,966 $75,279 $76,415 $77,590 $78,748 $79,908 $81,063 $82,685 $84,621
9 $75,703 $78,019 $79,156 $80,331 $81,494 $82,644 $83,799 $85,475 $87,361
10 $78,446 $80,757 $81,894 $83,078 $84,236 $85,382 $86,539 $88,269 $90,106
11 $81,186 $83,507 $84,640 $85,818 $86,976 $88,130 $89,289 $91,075 $92,850
12 $85,246 $87,683 $88,872 $90,108 $91,325 $92,537 $93,753 $95,629 $97,492
29
APPENDIX B – EXTRA-CURRICULAR ACTIVITIES
MUSIC STIPENDS
Position
Stipend
High School All City Orchestra Director
$4,450
High School All City Jazz Band Director
$4,450
High School All City Marching Band Director
$4,000
High School All City Marching Band Percussion Instructor
$2,500
High School All City Marching Band Assistant Director
$2,000
High School All City Concert Band Director
$4,000
High School All City Marching Concert Assistant Director
$2,000
Middle School All City Band / Orchestra
$1,200
Middle School All City Jazz Band / Strings
$1,000
Elementary Music Events & DARTS Coordinator
$1,200
Elementary All City Band / Orchestra
$400
EXTRA CURRICULAR ACTIVITIES - ELEMENTARY
All stipends shall be paid as listed. No stipends shall be split. If more than one member holds the position each shall be paid
the negotiated stipend. The amount paid for an activity shall be the same for that activity in all schools at each level, i.e.
senior high school, middle school, elementary school.
Elementary
Fall Stipend
Spring Stipend
Cheerleaders
$800
$800
Intramural
$800
$800
Battle of the Books
$800
$800
Computer Club
$800
$800
Boys Basketball $1,600 N/A
Girls Basketball $1,600 N/A
Math Club
$600
$600
Science Club
$600
$600
School Newspaper
$600
$600
Music Club
$600
$600
ELA / Literacy Club
$600 $600
Exercise Club
$600
$600
Art / Crafts Club
$600
$600
Student Council or
Government
$800
$800
Cooking/Baking Club $600 $600
Cultural/Multicultural Club
$600
$600
*For any new student or staff initiated club the Lynn Teachers Union and Lynn Public Schools will meet to
negotiate the terms of the club including stipend amount. They will then create a side letter of agreement laying
out the terms of agreement.
30
APPENDIX B – EXTRA-CURRICULAR ACTIVITIES
All stipends shall be paid as listed. No stipends shall be split. If more than one member holds the position each shall be
paid the negotiated stipend. The amount paid for an activity shall be the same for that activity in all schools at each level, i.e.
senior high school, middle school, elementary school.
EXTRA CURRICULAR ACTIVITIES – MIDDLE SCHOOLS
Middle School
Fall Stipend
Spring Stipend
Drama
$800
$800
School Newspaper
$950
$950
Cheerleaders $950 $950
Intramural $800 $800
Battle of the Books
$800
$800
Computer/Media Club
$800
$800
Mock Trial $950 $950
National Honor Society
$800
$800
TV Club
$800
$800
Cooking/Baking Club
$800
$800
ELA/Literacy Club
$800
$800
Math Club
$800
$800
Music Club
$800
$800
Science Club
$800
$800
Yearbook
$800
$800
Arts/Crafts Club
$600
$600
Exercise Club
$600
$600
Junior ROTC $600 $600
Leadership Club $600 $600
Gay Straight Alliance
$600
$600
Student Council or Government
$800
$800
Cultural/Multicultural Club
$800
$800
*For any new student or staff initiated club the Lynn Teachers Union and Lynn Public Schools will meet to
negotiate the terms of the club including stipend amount. They will then create a side letter of agreement laying
out the terms of agreement.
31
APPENDIX B – EXTRA-CURRICULAR ACTIVITIES
All stipends shall be paid as listed. No stipends shall be split. If more than one member holds the position each shall be paid
the negotiated stipend. The amount paid for an activity shall be the same for that activity in all schools at each level, i.e.
senior high school, middle school, elementary school.
EXTRA CURRICULAR ACTIVITIES – HIGH SCHOOLS
*For any new student or staff initiated club the Lynn Teachers Union and Lynn Public Schools will meet to
negotiate the terms of the club including stipend amount. They will then create a side letter of agreement laying
out the terms of agreement.
Class Advisor Positions
Stipend Amount
Senior Class Advisor
$2000 yearly
Junior Class Advisor
$1600 yearly
Sophomore Class Advisor
$1400 yearly
Freshman Class Advisor
$1400 yearly
High School
Fall Stipend
Spring Stipend
Language Club
$800
$800
Drama
$1,200
$1,200
Drama - production
$750
$750
Math $950 $950
Science
$950
$950
Business-Careers
$950
$950
Political Science $950 $950
Music $950 $950
Chess
$800
$800
Senior Yearbook
$950
$950
Student Government
$950
$950
School Newspaper
$950
$950
Intramural
$800
$800
Computer Club
$800
$800
Mock Trial
$950
$950
National Honor Society
$950
$950
Quiz Team
$800
$800
TV Club
$800
$800
History Club $800 $800
Skills USA Club $1,000 $1,000
Robotics Club
$1,000
$1,000
ELA / Literacy Club
$800
$800
Gay Straight Alliance
$600
$600
Cultural / Multicultural Club
$600
$600
Arts / Crafts Club $600 $600
Exercise Club $600 $600
32
Appendix C
LYNN EDUCATOR EVALUATION SYSTEM
A. Introduction
The evaluation system used by the parties shall adhere to all state laws and regulations, including but not limited to M.G.L.
c. 71, ß38 and the Educator Evaluation regulations, 603 CMR 35.00 et seq. This contract language shall take effect in all
schools district-wide on September 1, 2012.
B. Initial and Ongoing Training for Evaluators and Educators
Prior to the implementation of the new evaluation system contained in this article, the school district shall arrange
training for all principals, educators, and evaluators that outlines the components of the new evaluation process and provides
an explanation of the evaluation cycle.
Furthermore, at the start of each school year, the school district shall arrange district-wide or school-level meetings for
educators and evaluators focused on educator evaluation. The district and the union shall determine the locations, times,
and content of the meetings. At a minimum, the meetings shall:
• Provide an overview of the evaluation process, including goal setting and the development of educator plans.
• Provide all educators with a copy of the rubrics and forms used to evaluate members of the bargaining unit.
• Provide educators with the opportunity to ask questions relating to the evaluation system.
The parties agree that evaluator training should be designed to make evaluations as consistent, reliable, and equitable
as possible across schools, grades, subjects, and assignments.
The school district agrees to provide joint training to educators and evaluators beginning in August 2012, prior to the
implementation of this evaluation system, and as needed throughout the first year of implementation. Subsequent training
will be scheduled on an annual basis.
C. Evaluators
1. Definition
An evaluator shall be a person outside the bargaining unit who has been designated in writing by the Superintendent
as having responsibility for evaluations. All evaluators must be licensed as administrators by the Mass. Department of
Elementary and Secondary Education (DESE) or enrolled in an accredited certification program or completed the
supervision/evaluation course offered by the district and must be full-time employees of the school district. Evaluators
at the elementary level shall include principals and program specialists; evaluators at the secondary level shall include
principals, vice principals, and department heads; evaluators at the district level shall include directors and assistant
directors.
2. Training
The Superintendent has the responsibility to ensure that all evaluators receive training in the principles of effective
supervision and evaluation; know the requirements of the new state regulations and this Article; and, when possible,
have or have available to them knowledge of the subject matter and/or area they will evaluate.
The parties agree that evaluator training should be designed to make evaluations as consistent, reliable, and equitable
as possible across schools, grades, subjects, and assignments.
The Union President will be invited to an initial evaluator training session provided by the school district.
3. Procedures
All evaluators shall follow the evidence collection and reporting requirements outlined in this contract.
4. Evaluator Roles and Responsibilities
There shall be two (2) categories of evaluators. Both Primary and Supervising evaluators can initiate educator
plans.
a. Primary Evaluator
The Superintendent shall identify a primary evaluator, normally the principal, for each school in the district.
The primary evaluator shall assign all supervising evaluators (if any) in a school building.
The primary evaluator shall approve all educator plans; and approve all Formative/Summative
Assessment/Evaluation reports and ratings for educators after receiving recommendations from the supervising
evaluator (if any).
The primary evaluator may perform any or all duties ascribed to supervising evaluators below.
b. Supervising Evaluator
The supervising evaluator may be the primary evaluator or their designee.
The supervising evaluator's responsibilities include supervising goal setting and plan development with the
educator; conducting classroom observations, collecting and analyzing other evidence as allowed under state
regulations; and providing feedback and support to the educator.
33
The supervising evaluator completes the Formative Assessment/Evaluation report and, if applicable,
recommends formative ratings to the primary evaluator. Any change in a rating from the preceding
assessment/evaluation, either on a particular standard or overall, must be reviewed and approved by the primary
evaluator. The supervising evaluator drafts the Summative Evaluation report and recommends summative
ratings to the primary evaluator. The primary evaluator shall review and approve and may amend the final
summative report and ratings.
5. Notifications and Changes to Evaluators
The educator shall be notified in writing of their primary evaluator, supervising evaluator (if any) at the outset of
each new evaluation cycle.
At any time during the evaluation cycle, the educator may send a written request to their primary evaluator for a
different supervising evaluator.
D. Performance Standards and Ratings
An educator shall be rated on each of four performance standards and shall receive an overall rating.
The four performance standards are:
1. Curriculum, Planning, and Assessment
2. Teaching All Students
3. Family and Community Engagement
4. Professional Culture
There shall be four performance ratings:
• Exemplary shall mean that the educator's performance consistently and significantly exceeds the requirements of a
standard or overall.
• Proficient shall mean that the educator's performance fully and consistently meets the requirements of a standard or
overall.
• Needs Improvement shall mean that 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 shall mean that 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.
An educator must receive a proficient or higher rating on the first two (2) standards to receive a proficient or higher
rating overall.
E. Rubrics, Forms, and Documents
The parties agree to use the performance rubrics, forms, and documents included in this CBA and attached hereto
incorporated herein by reference as follows: Appendix C-1 – Forms; Appendix C-2 – Teacher Rubric; Appendix C-3 –
Specialized Instructional Support Personnel (SISP) Rubric.
F. Evaluation Cycle: Self-Assessment and Goal Proposal
At the start of each new evaluation cycle, an educator shall submit a Self-Assessment Form to their supervising
evaluator. In cases of one-year or two-year plans that begin at the start of the school year, educators shall submit the self-
assessment by October 15. Between the start of the school year and October 15, teams of educators shall have common
planning time to work on their self-assessments collaboratively.
Each self-assessment shall contain:
1. An analysis of evidence of student learning, growth, and achievement for students under the educator’s
responsibility.
2. A reflection on practice using each of the four performance standards of effective practice using the appropriate
rubric(s) in Appendix C-2 and/or Appendix C-3.
3. Proposed goals for the Educator Plan:
a. Each educator must propose a minimum of one (1) goal directly related to improving student learning and a
minimum of one (1) goal directly related to improving professional practice.
b. The proposed goals must align with school and district goals.
c. Educators shall consider goals for grade-level, subject-area, or department teams, or for other groups of educators
who share responsibility for student learning and results.
d. For educators with PTS rated needs improvement or unsatisfactory, the professional practice goal must address
specific standards and indicators identified for improvement.
e. Guidance for setting SMART Goals is attached hereto as part of Appendix C-4.
34
G. Educator Plans: Types, Durations, and Special Requirements
All educators will be on educator plans. Educator plans shall take effect upon written approval by the primary evaluator
and will remain in effect until the end of the period defined in the plan or until the plan is changed in accordance with state
regulations and the provisions of this Article.
The types, durations, and special requirements of educator plans are as follows:
1. Developing Plans:
For Non-PTS Educators
All educators without professional teacher status (PTS) shall be on Developing Plans.
For PTS Educators
The parties acknowledge that it may take some time for an educator with PTS to become proficient in a new
assignment. A new assignment shall mean a change in subject area, licensure, building, or grade level. However,
at the elementary level, a grade level change shall mean a change of three (3) or more grades. The primary evaluator
may assign a developing plan to a PTS educator in a new assignment at the educator’s request or at the primary
evaluator’s discretion.
Each developing plan for PTS educators in new assignments will be for one (1) school year. If the educator
receives an overall rating of proficient or higher upon the summative evaluation at the end of the year, the educator
may begin a Self-Directed Growth Plan for the next school year. If the overall summative rating is below proficient,
the primary evaluator and the educator may discuss the possibility of a more appropriate assignment, and a different
assignment that matches the educator’s certification may be offered. If a different assignment is made, the primary
evaluator may extend the developing plan for a subsequent plan period of up to one (1) school year. If a different
assignment is not made, the educator shall be placed on a Directed Growth Plan.
2. Self-Directed Growth Plans for PTS Educators
Educators with PTS who have an overall rating of proficient or exemplary and whose impact on student learning is
moderate or high after the DESE implementation of such ratings, shall be on two-year Self-Directed Growth Plans. The
primary evaluator shall complete a Formative Evaluation report at the end of year one and a Summative Evaluation
report at the end of year two.
Educators with PTS who have an overall rating of proficient or exemplary and, after the DESE implementation of
such ratings, whose impact on student learning is low, shall be on one-year Self-Directed Growth Plans.
3. Directed Growth Plans for PTS Educators
a. Overview
Educators with PTS who receive an overall rating of needs improvement from the primary evaluator, shall be on
Directed Growth Plans.
b. Assignment of Supervising Evaluator and First Conference
The primary evaluator may designate a supervising evaluator to oversee the development and implementation
of a Directed Growth Plan. The supervising evaluator may be the primary evaluator.
Within fifteen (15) school days of an educator receiving an overall rating of needs improvement, the designated
supervising evaluator shall meet with the educator to develop the Directed Growth Plan. The educator may request
that a union representative attend this meeting and any subsequent meetings relating to the development,
implementation, or monitoring of a Directed Growth Plan.
c. Plan Length
The parties agree that a reasonable amount of time shall be provided to permit the educator to implement the
plan and demonstrate proficiency. The primary evaluator, in consultation with the supervising evaluator, the
educator, and a union representative, if requested by the educator, shall determine the plan length.
d. Plan Components
The Directed Growth Plan shall be completed using the Educator Plan Form in Appendix C-1. Each plan shall
include, at a minimum, the following components:
• The assigned primary evaluator and supervising evaluator, if any.
• The start and end dates of the plan.
• The area(s) targeted for improvement. The supervising evaluator shall delineate the specific standards and
indicators the educator has not fully met on the appropriate performance rubric, drawing on evidence supplied
in previous evaluations.
• The performance goals to be met, which shall directly relate to the standard(s) and indicator(s) in which
improvement is needed.
• The recommended actions and activities for improvement. The supervising evaluator shall prescribe the
actions the educator needs to take to meet the performance goals.
35
• The supports and modes of assistance available to the educator from the district, school, and/or individuals.
These may include workshops, courses, trainings, materials, instructional coaches, peer assistants, and any
other supports the district or school may provide to assist the educator in improving their performance in the
targeted areas. The supervising evaluator shall provide the educator with guidance and assistance in accessing
the resources and professional development outlined in the Directed Growth Plan.
• The anticipated number of announced and unannounced observations that will take place during the plan
period.
• The anticipated timeline for collecting evidence and monitoring progress toward goals, including at a minimum
a mid-cycle Formative Assessment report on the relevant standard(s) and indicator(s).
• The delivery date of the Summative Evaluation report.
e. Signatures and Delivery
The Primary Evaluator must approve the Directed Growth Plan and both the primary and supervising evaluators
must sign it and deliver it to the educator at least fifteen (15) school days before the start date of the plan.
The Educator shall sign their Directed Growth Plan within five (5) school days of receipt and may include a
written response using the Educator Response Form in Appendix C-1. The educator’s signature shall denote receipt
of the plan, not agreement with its contents. A copy of the signed plan shall remain with the educator.
f. Appeal Process
If an educator disagrees with any element of the approved Directed Growth Plan, the educator may submit
comments of that nature using the Educator Response Form to the supervisor of the primary evaluator, copying the
Union President if desired. The notified parties may consult each other on the matter. Following any consultation,
the Superintendent may discuss the matter with the primary evaluator, and ask them to revise elements of the
Directed Growth Plan.
g. Changes During Plan Period
A rating on a particular standard may be changed through a formative assessment at any time during the plan
period.
The parties agree that, barring a pattern of performance of an egregious nature or other just cause, no educator
with PTS on a Directed Growth Plan shall be dismissed during the prescribed plan period, or have their overall
rating changed until the summative assessment, if applicable.
4. Improvement Plans for PTS Educators
a. Overview
An educator with PTS who receives an overall rating of unsatisfactory, from their primary evaluator, shall be on
an Improvement Plan.
b. Assignment of Supervising Evaluator and First Conference
The primary evaluator may designate a supervising evaluator to oversee the development and implementation
of an Improvement Plan. The primary evaluator may be the supervising evaluator.
Within fifteen (15) school days of an educator receiving an overall rating of unsatisfactory, the designated
supervising evaluator shall meet with the educator to discuss and assist in the development of the Improvement
Plan. The educator may request that a union representative attend this meeting and any subsequent meetings relating
to the development, implementation, or monitoring of an Improvement Plan.
c. Plan Length
The parties agree that a reasonable amount of time, and in no event less than one (1) school year, shall be
provided to permit the educator to implement the plan and demonstrate improvement. The primary evaluator, in
consultation with the supervising evaluator, the educator, and a union representative, if requested by the educator,
shall determine the plan length.
d. Plan Components
The Improvement Plan shall be completed using the Educator Plan Form in Appendix C-1. Each plan shall
include, at a minimum, the following components:
• The assigned primary evaluator and supervising evaluator, if any.
• The start and end dates of the plan.
• The area(s) targeted for improvement. The supervising evaluator shall delineate the specific standards and
indicators on the appropriate performance rubric that the educator has not met, drawing on evidence supplied
in previous evaluations.
• The performance goals to be met, which shall directly relate to the standard(s) and indicator(s) in which
improvement is needed.
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• The recommended actions and activities for improvement. The supervising evaluator shall prescribe the
actions the educator needs to take to meet the performance goals.
• The supports and modes of assistance available to the educator from the district, school, and/or individuals.
These may include workshops, courses, trainings, materials, instructional coaches, peer assistants, and any
other supports the district or school may provide to assist the educator in improving their performance in the
targeted areas. The supervising evaluator shall provide the educator with guidance and assistance in accessing
the resources and professional development outlined in the Improvement Plan.
• The anticipated number of announced and unannounced observations that will take place during the plan
period.
• The anticipated timeline for collecting evidence and monitoring progress toward goals, including at a minimum
a mid-cycle Formative Assessment report on the relevant standard(s) and indicator(s).
• The delivery date of the Summative Evaluation report.
e. Signatures and Delivery
The primary evaluator must approve the plan and both the primary evaluator and the supervising evaluator must
sign it and deliver it to the educator at least fifteen (15) school days before the start date of the plan.
The educator shall sign their Improvement Plan within five (5) school days of receipt and may include a written
response using the Educator Response Form in Appendix C-1. The educator’s signature shall denote receipt of the
plan, not agreement with its contents. A copy of the signed plan shall remain with the educator.
f. Appeal Process
If an educator disagrees with any element of the approved Improvement Plan, the educator may submit comments
of that nature using the Educator Response Form to the supervisor of the primary evaluator, copying the Union
President, if desired. The notified parties may consult each other on the matter. Following any consultation, the
supervisor of the primary evaluator may discuss the matter with the primary evaluator, who may be asked to revise
elements of the Improvement Plan.
g. Changes During Plan Period
The parties agree that, barring a pattern of performance of an egregious nature or other just cause, no educator
with PTS on an Improvement Plan shall be dismissed during the prescribed plan period.
A rating on a particular standard and/or an overall rating may be upgraded to needs improvement or higher
through a formative assessment at any time during the plan period.
h. Decision on the Educator’s Status at the Conclusion of the Improvement Plan:
All determinations below must be made no later than June 1. One of the following decisions must be made at
the conclusion of the Improvement Plan:
• If the evaluator determines that the educator has improved their practice to the level of proficiency, the educator
will be placed on a Self-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.
• If the evaluator determines that the educator is not making substantial progress toward proficiency, the
evaluator may recommend to the Superintendent that the educator be dismissed.
• 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.
H. Evaluation Cycle: Goal Finalization and Educator Plan Development
1. Conferences
By October 15, the primary evaluator shall schedule and conduct a final goal-setting and plan-development
conference with all educators under their supervision.
The final goal-setting and plan-development conferences may occur in groups.
During the conferences, evaluators and educators shall consider finalizing goals for grade-level, subject-area, or
department teams, or for other groups of educators who share responsibility for student learning and results.
Educators rated needs improvement or unsatisfactory may participate in group conferences for final goal-setting
and plan development; however, they shall also meet individually with their primary evaluators to finalize professional
practice goal(s) that address specific standard(s) and indicator(s) identified for improvement.
2. Drafting of Educator Plans
During or as soon as possible after the final goal setting conference, the primary evaluator and educator shall draft
an educator plan using the appropriately designated form in Appendix C-1:
The Directed Growth Plan designation shall be used for educators on Directed Growth Plans.
The Improvement Plan designation shall be used for educators on Improvement Plans.
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The Educator Plan designation shall be used for all other educators.
The Educator Plan Form shall, at minimum, specify the following:
• The assigned primary evaluator and supervising evaluator, if any.
• The start and end dates of the plan.
• The educator’s student learning and professional practice goals.
• The actions the educator will take to attain their goals.
• The supports, resources, and professional development available from the school district.
• The anticipated delivery date of the Formative Assessment or Formative Evaluation report.
• The anticipated delivery date of the Summative Evaluation report.
3. Approval and Delivery of Educator Plans
The primary evaluator must approve and sign and the supervising evaluator (if any) must sign the educator plan and
deliver it to the educator no later than November 1 for plans beginning at the start of the school year.
Additionally, all final educator plans shall be delivered to the educator at least five (5) school days before the start
date of any educator plan.
The educator shall sign their educator plan within five (5) school days of receipt and may include a written response
using the Educator Response Form in Appendix C-1. The educator’s signature shall denote receipt of the plan not
agreement with its contents. A copy of the signed plan shall remain with the educator.
4. Appeal Process
If an educator disagrees with any element of the approved educator plan, the educator may submit comments of that
nature using the Educator Response Form to the primary evaluator and/or supervisor of the primary evaluator, copying
the Union President if they wish. The notified parties may consult each other on the matter. Following any consultation,
the primary evaluator and/or the supervisor of the primary evaluator may discuss the matter with the supervising
evaluator, who may be asked to work with the educator to revise the goals and contents of the educator plan.
I. Evaluation Cycle: Record of Evaluation and Evidence Collection
1. Record of Evaluation
The parties agree that an effective evaluation process requires meaningful, ongoing, two-way communication.
To facilitate this process, the parties agree that each educator shall have a record of evaluation maintained as part
of their personnel file, pursuant to Article VI.
All evaluation documents shall remain confidential as personnel records of each member of the bargaining unit.
Each educator’s record of evaluation shall consist of three parts: 1) all forms and documents used or contained in
the evaluation process; 2) evaluator-supplied evidence; and 3) educator-supplied evidence.
Standard forms shall include all relevant forms in Appendix C-1. The other components are described below.
2. Role of the Record of Evaluation in Evaluation Reports
Formative or summative evaluation reports shall rely on evidence previously entered into the record of evaluation
according to the protocols below.
3. Evaluator-Supplied Evidence
Record of Evidence Form
Any evaluator who collects evidence shall maintain a Record of Evidence Form for each educator under their
supervision using the Evaluator Record of Evidence Form in Appendix C-1. The form shall be used to document and
preserve evidence that may be relied upon to determine ratings against standards and/or to assess progress toward goals.
A Record of Evidence Form entry may include attachments. Any time an evaluator makes an entry into the Record
of Evidence Form, the educator will receive a copy of the Record of Evidence Form entry and any relevant attachments.
Evidence Collection and Record keeping Protocols
Evaluators shall collect and record evidence from classroom observations and other sources of evidence allowed
under state regulations according to the following protocols:
Classroom observations
Classroom observations may be announced or unannounced and of any duration.
A. Educators without PTS:
1. In the first year of practice or first year assigned to a school, the educator shall have at least one (1)
announced observation and at least four (4) unannounced observations.
2. In their second and third years of practice or second and third years as a non-PTS educator in the school,
the educator shall have at least one (1) announced and at least three (3) unannounced observations.
B. Educators with PTS:
1. The educator whose overall rating is proficient or exemplary must have at least one (1) unannounced
observation during the evaluation cycle.
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2. The educator whose overall rating is needs improvement must be observed according to the Directed
Growth Plan during the period of the plan which must include at least two (2) unannounced observations.
3. The educator whose overall rating is unsatisfactory must be observed according to the Improvement Plan
which must include both unannounced and announced observations. The number and frequency of the
observations shall be determined by the evaluator, but in no case, for improvement plans of one (1) year,
shall there be fewer than one (1) announced and four (4) unannounced observations. For improvement plans
of six (6) months or fewer there must be no fewer than one (1) announced and two (2) unannounced
observations.
C. Observation Process
The evaluator’s first observation of the educator without professional status should take place by November
15. Observations required by the educator plan should be completed by May 15. 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.
1. Unannounced Observations
a. Unannounced observations may be in the form of partial or full-period classroom visitations,
instructional rounds, walkthroughs, learning walks, or any other means deemed useful by the evaluator.
b. In case of an observation that raises questions or concerns, the evaluator shall request an in-person
conference with the educator within five (5) school days of the observation.
c. The educator will be provided with at least brief written feedback from the evaluator within five to
seven (5 to 7) school days of the observation. The written feedback shall be delivered to the educator in
person, electronically, placed in the educator’s school mailbox in a sealed envelope or, in the event that,
after good faith efforts, other options are unsuccessful or unavailable, mailed to the educator’s home.
d. Any observation or series of observations resulting in one (1) or more standards judged to be
unsatisfactory or needs improvement for the first time must be followed by at least one (1) observation
of at least thirty (30) minutes in duration within thirty (30) school days.
2. Announced Observations
All non-PTS educators in their first year in the school, PTS educators on improvement plans and other
educators at the discretion of the evaluator shall have at least one (1) 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 five (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. In lieu of a meeting,
the educator may inform the evaluator in writing of the nature of the lesson, the student population served,
and any other information that will assist the evaluator to assess performance.
1. The educator shall provide the evaluator with a completed copy of the Pre-Observation Data Sheet.
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.
c. Within five (5) school days of the observation, the evaluator and educator shall meet 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 twenty-four (24) hours if possible.
d. The evaluator shall provide the educator with written feedback within five to seven (5-7) 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 their performance.
3. Identify support and/or resources the district will provide the educator for use in their improvement.
4. State that the educator is responsible for addressing the need for improvement.
Other sources of evidence
The evaluator may record sources of evidence other than classroom observations on the Evaluator Record of
Evidence with the appropriate feedback accompanying each entry. Such entries may be put into the Record of
Evidence at any time, provided that the evaluator holds a meeting with the educator to share and discuss an entry
which raises questions or concerns before it is formally entered into the log, thus giving the educator an opportunity
to address the evidence and dispel the concerns.
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Additionally, following an Evaluator Record of Evidence entry made by an evaluator, the educator may use the
Educator Response Form in Appendix C-1 to submit comments and/or additional information they believe relevant
to the evaluator’s understanding of the evidence. Any comments or information added by the educator shall become
part of the educator’s record of evaluation, and the evaluator who collected and documented the evidence shall
acknowledge receipt with their signature.
4. Educator-Supplied Evidence
Every educator shall have the right to compile and present any evidence or information that relates to their
performance against the standards and/or progress toward plan goals.
The educator may share any or all compiled evidence/information with their evaluator(s) at any point in the
evaluation cycle, in which case said contents will be entered into the educator’s record of evaluation using the Educator
Collection of Evidence Form. The primary evaluator shall acknowledge receipt of said contents with their signature.
Evidence will be entered utilizing a digital management program.
J. Evaluation Cycle: Formative Assessment/Evaluation
1. Overview
The formative assessment takes stock of the educator’s performance against the standards and/or progress toward
plan goals throughout the evaluation cycle but typically takes places mid-cycle when the supervising evaluator
completes a Formative Assessment report.
For an educator on a two (2)-year Self-Directed Growth Plan, the Formative Evaluation report occurs at the end of
year one.
2. Timelines
a. Formative Assessments
For educators on one (1)-year or shorter plans, the supervising evaluator shall complete at least one (1) Formative
Assessment report during the evaluation cycle. Formative Assessments shall be delivered to educator by February 1
st
and
meet with evaluator if requested by February 15
th
.
Either party may request and shall receive a personal conference which, shall occur before the supervising
evaluator completes the Formative Assessment report and delivers it to the educator.
b. Formative Evaluations
For educators on two (2)-year Self-Directed Growth plans that begin at the start of the school year the supervising
evaluator shall complete a Formative Evaluation report and deliver it to the educator between May 15 and June 1.
On or before May 1, either party may request and shall receive an in-person conference which shall occur before
the evaluator completes the Formative Evaluation report and delivers it to the educator.
c. Completion and Delivery of Formative Assessment/Evaluation Report
In assessing progress toward goals, the primary evaluator shall consider evidence of the efforts, actions, and
perseverance demonstrated by the educator. In the case of team goals, the evaluator shall consider evidence of the
contributions made by each individual to the team.
When writing a Formative Assessment/Evaluation report, the primary evaluator need not recommend
performance ratings on each standard or overall but instead may assess solely on progress toward goals. If they
make no ratings recommendation, the previous summative ratings shall remain in effect.
The primary evaluator must review and approve any recommended change in a rating, either on a particular
standard or overall, must be reviewed and approved by the primary evaluator, provided that:
• Reports that give an overall rating of needs improvement or unsatisfactory must rely on evidence previously
entered into the record of evaluation.
• No educator previously rated proficient or exemplary overall may have their overall rating lowered through a
formative assessment/evaluation unless the following process has occurred:
The supervising or primary evaluator must first have noted at least three (3) classroom observations in
the record of evaluation during the evaluation cycle that have raised concerns and for which the evaluator
has provided appropriate feedback. The observations must be fifteen (15) minutes in length and must include
at least two (2) different classes (e.g. different content, grade level, students and/or time of day) over a period
of at least fifteen (15) school days.
The primary and supervising evaluators shall sign and date each formative assessment/evaluation and deliver it
to the educator. The educator shall sign the report within five (5) school days of receipt and may include a written
response using the Educator Response Form. The educator’s signature shall denote receipt of the report, not
agreement with its contents. A copy of the signed report shall remain with the educator.
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3. Post-Report Conferences
a. Educators Rated Unsatisfactory or Needs Improvement Overall
Any educator so rated may request a conference with the primary evaluator and/or the supervising evaluator to
discuss the formative assessment/evaluation report, and the conference shall take place within five (5) school days
of the request. The educator may request that a union representative attend the conference.
b. Educators Rated Proficient or Exemplary Overall
Any educator so rated, may request a post-report conference. If requested, the conference shall occur within ten
(10) school days of the request.
K. Evaluation Cycle: Summative Evaluation
1. Overview
For all educators, the evaluation cycle concludes with a Summative Evaluation report.
2. Timeline
For educators on one (1) or two (2)-year educator plans that begin at the start of the school year, the primary
evaluator shall complete a Summative Evaluation report and deliver it to the educator between May 15 and June 10.
Either party may request and receive an in-person conference which, if requested, shall occur before the evaluator
completes the Summative Evaluation report and delivers to the educator.
For educators on Directed Growth or Improvement Plans, the plan shall state the intended delivery date of the
Summative Evaluation report. Either party may request an in-person conference, which, if requested, shall occur before
the primary evaluator completes the Summative Evaluation report and delivers it to the educator.
3. Completing and Delivering the Report
The supervising evaluator shall draft the Summative Evaluation report using the Summative Evaluation Report
Form in Appendix C-1.
The supervising evaluator shall recommend to the primary evaluator a rating on progress toward student learning
goals; a rating on progress toward professional practice goals; a rating on each of the four standards; and an overall
rating. The supervising evaluator shall provide a rationale and evidence for each recommendation.
In assessing progress toward goals, the supervising evaluator shall consider evidence of the efforts, actions, and
perseverance demonstrated by the educator. In the case of team goals, the evaluator shall consider evidence of the
contributions made by the individual to the team.
The primary evaluator shall review the draft report and recommended ratings. The primary evaluator may amend
the draft report and recommended ratings, citing evidence to support the change(s).
The primary evaluator shall then approve the final Summative Evaluation report and ratings, provided that:
• Reports that give an overall rating of needs improvement or unsatisfactory must rely on evidence entered into
the Record of Evidence that the primary or supervising evaluator has already discussed in person with the
educator at a conference to which the educator may invite a union representative if they wish to do so.
• No educator previously rated proficient or exemplary overall may have their overall rating lowered through a
summative evaluation unless the following process has occurred:
The supervising or primary evaluator must first have noted at least three (3) classroom observations in
the record of evaluation during the evaluation cycle that have raised concerns and for which the evaluator
has provided appropriate feedback. The observations must be at least fifteen (15) minutes in length and must
include at least two (2) different classes (e.g. different content, grade level, students and/or time of day) over
a period of at least fifteen (15) school days.
The primary and supervising evaluators shall sign the final Summative Evaluation report and deliver it to the
educator. The educator shall sign the report within five (5) school days of receipt and may include a written response
using the Educator Response Form. The educator’s signature shall denote receipt of the report, not agreement with its
contents. A copy of the signed report shall remain with the educator.
4. Post-Report Conferences
Any educator regardless of their rating may request a conference with the supervising evaluator and/or primary
evaluator to discuss the Summative Evaluation report, and the conference shall take place within ten (10) days but
no later than the educator’s last school day of the school year. The educator may request that a union representative
attend the conference.
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L. Timeline
Activity:
Completed By:
Superintendent, principal or designee meets with evaluators and educators to
explain evaluation process
September 15
Evaluator meets with first-year educators to assist in self-assessment and goal
setting process
Educator submits self-assessment and proposed goals
October 15
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 initiates and educator completes plan
November 1
Evaluator should complete first observation of each educator on a one (1) year
plan.
November 15
Educator submits evidence on parent outreach, professional growth, progress on
goals (and other standards, if desired)
*or four (4) weeks before Formative Assessment Report date established by
evaluator
January 5*
Evaluator should complete mid-cycle Formative Assessment Reports for
educators on one (1) year educator plans
February 1
Evaluator holds formative assessment meetings 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)
*or four (4) weeks prior to Summative Evaluation Report date established by
evaluator
April 20*
Evaluator completes Summative Evaluation Report
May 15
Evaluator meets with educators whose overall summative evaluation ratings are
needs improvement or unsatisfactory
Within ten (10) school days of May
15
Evaluator meets with educators whose ratings are proficient or exemplary at
request of evaluator or educator
June 10 or educator’s last work day
Educator signs Summative Evaluation Report and adds response, if any, within
five (5) school days of receipt
June 10 or at least five (5) school days
before the last educator work day
A) Educators with PTS on Two (2) Year Plans
Activity:
Completed By:
Evaluator completes unannounced observations(s)
Any time during the two (2)-year evaluation
cycle
Evaluator completes Formative Evaluation Report
June 1 of Year 1
Evaluator conducts Formative Evaluation Meeting, if any
June 1 of Year 1
Evaluator completes Summative Evaluation Report
May 15 of Year 2
Evaluator conducts Summative Evaluation Meeting, if any
June 10 of Year 2 or at least five (5) school
days before the last educator work day
Evaluator and educator sign Summative Evaluation Report
June 15 of Year 2 or at least five (5) school
days before the last educator work day
B) Educators on Plans of Less than One (1) Year
The timeline for educators on plans of less than one (1) year will be established in the educator plan.
M. General Provisions
The parties agree to establish a joint union-management evaluation team which shall review the evaluation processes
and procedures annually through the first three (3) years of implementation and recommend adjustments to the parties.
The Union President shall appoint the union team members. The Superintendent shall appoint the management team
members. The parties agree to reopen the Collective Bargaining Agreement for the limited purpose of negotiating over
such recommended adjustments and future DESE regulations and/or requirements.
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Appendix C-1
Forms for Educator Evaluation
Overview of Forms
The forms included in this Appendix are approved templates, to support educators and evaluators in the evaluation
process. For all of these forms, additional pages may be attached as needed.
§ Self-Assessment and Goal Setting Form. This form is intended to be used in support of Step 1: Self-Assessment
and Step 2: Goal Setting and Plan Development, the educator’s initial step of the cycle. For Step 1: Self
Assessment, the form includes sections for the educator to complete an analysis of student learning, growth, and
achievement and an assessment of practice against performance standards. For Step 2: Goal Setting and Plan
Development, individuals and teams may use this form to propose goals (a minimum of one (1) student learning
goal and one (1) professional practice goal). The form should initially be submitted with the box “Proposed Goals”
checked. If the goals are approved as written, the evaluator will check the box “Final Goals” and include a copy of
the form with the Educator Plan Form. If the goals undergo further refinement, edits may be made to the original,
or the form may be rewritten. If the form is redone, the new form should have the box “Final Goals” checked and
should then be attached to the Educator Plan Form. Submission of this form will be noted and initialed on
TeachPoint.
§ Educator Plan Form. This form is intended to be used in support of Step 2: Goal Setting and Plan Development.
It will either be completed by the educator for a Self-Directed Growth Plan, by the educator and the evaluator
together for a Directed Growth Plan and a Developing Educator Plan, and by the evaluator for an Improvement
Plan. Completion and/or submission of this form will be noted and initialed on TeachPoint.
§ Evaluator Record of Evidence Form. This form is intended to be used by the evaluator in gathering evidence of
an educator’s practice during Step 3: Implementation of the Plan. It will be completed by the evaluator and may
be reviewed by the educator at any time.
§ Educator Collection of Evidence Form. This form is intended to be used to support the educator in collecting
evidence of their practice. It will be completed by the educator and shared with the evaluator prior to Formative
Assessment/Evaluation and Summative Evaluation.
§ Formative Assessment Report Form. This form is intended to be used in support of an educator’s formative
assessment (Step 4) at the mid-point of the evaluation cycle, at minimum; it can be used multiple times as Formative
Assessment can be ongoing. It will be completed by the evaluator. Evaluators are not required to assess both
progress toward goals and performance on Standards; they will check off whether they are evaluating “Progress
toward Attaining Goals,” “Performance on each Standard,” or both. Evaluators will provide a brief narrative of
progress that includes feedback. Educators sign off to indicate that they have received a copy of the report and may
use the Educator Response Form to provide a written response. Completion of this form will be noted and initialed
on TeachPoint.
§ Formative Evaluation Report Form. This form is intended to be used in support of an educator’s formative
evaluation at the end of year one of a two-year Self-Directed Growth Plan. It will be completed by the evaluator.
Evaluators are not required to assess both progress toward goals and performance on Standards; they will check off
whether they are evaluating “Progress toward Attaining Goals,” “Performance on each Standard,” or both.
Evaluators will provide a brief narrative of progress that includes feedback for improvement. At the point of
Formative Evaluation, the overall rating is assumed to be the same as the prior summative evaluation unless
evidence demonstrates a significant change in performance leading to a change in Overall Rating and, possibly,
Educator Plan. If there is a change in rating, evaluators must provide comments on each of the four Standards
briefly describing why the rating has changed, the evidence that led to a change in rating, and offering feedback
(evaluators are encouraged to provide comments even if there is no change to ensure that educators have a clear
sense of their progress and performance and receive feedback). Educators sign off to indicate that they have
received a copy of the report and may use the Educator Response Form to provide a written response. Completion
of this form will be noted and initialed on TeachPoint.
§ Summative Evaluation Report Form. This form is intended to be used for Step 5: Summative Evaluation. This
form applies to all Educator Plans. It will be completed by the evaluator. The evaluator must complete all sections,
which are: “Attainment of Student Learning Goal(s),” “Attainment of Professional Practice Goal(s), “Rating on
each Standard,” “Overall Performance Rating,” and “Plan Moving Forward.” Evaluators must provide comments
on the student learning goal(s), professional practice goal(s), each of the four Standards, and the overall rating
briefly describing the level of attainment or performance rating, the evidence that led to the level of
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attainment/rating, and offering feedback. Educators sign off to indicate that they have received a copy of the report
and may use the Educator Response Form to provide a written response. Completion of this form will be noted
and initialed on TeachPoint.
§ Educator Response Form. This form is intended to be used in support of the educator, should they
want to have a formal response to any part of the evaluation process kept on record. It will be completed
by the educator; the evaluator will sign to acknowledge receipt. If the form is submitted in response to
the Formative Assessment/Evaluation or to the Summative Evaluation, receipt of the response will also
be noted and initialed on TeachPoint.
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50
Primary and Supervising Evaluators:
(Pulled from Educator Action Plan Form)
School(s):
Educator Plan and Duration:
Standards and Indicators for Effective Specialized Instructional Support Personnel (SISP): Rubric
Outline
as per 603 CMR 35.03 The evaluator should track collection to ensure that sufficient evidence has been gathered.
Standard I:
Curriculum,
Planning, and
Assessment
Standard II: Teaching All
Students
Standard III: Family and
Community Engagement
Standard IV:
Professional
Culture
A. Curriculum & Planning
B. Assessment
C. Analysis
A. Instruction
B. Learning Environment
C. Cultural Proficiency
D. Expectations
A. Engagement
B. Collaboration
C. Communication
A. Reflection
B. Professional Growth
C. Collaboration
D. Decision Making
E. Shared Responsibility
F. Professional Responsibility
*The Rubric Outline is intended to be used for citing Standards and Indicators. Evaluators should review the full rubric for
analysis of evidence and determination of ratings
Date
(Record date of collection, duration if applicable)
Source of Evidence
(e.g., parent conference observation)
Standard(s)/Indicator(s)
Note Standard(s) and Indicator(s) to which evidence is tied
Analysis of Evidence
Record notes "based on observations and artifacts of professional practice, including unannounced observations of practice of
any duration” or other forms of evidence to support determining ratings on Standards as per 603 CMR 35.07
Feedback Provided
Briefly record feedback given to educator (e.g., strengths recognized, suggestions for improvement)
Lynn Public Schools Evaluator Record of Evidence Form – SISP
Name: Author:
Job Title: Date:
School:
Subject:
Share:
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59
Appendix C-2
Guide to Teacher Rubric
Rubrics – defined in the regulations as “scoring tool[s] that describe characteristics of practice or artifacts at
different levels of performance” (603 CMR 35.02) – are a critical component of the Massachusetts educator
evaluation framework and are required for every educator. Rubrics are designed to help educators and evaluators
(1) develop a consistent, shared understanding of what proficient performance looks like in practice, (2) develop a
common terminology and structure to organize evidence, and (3) make informed professional judgments about
formative and summative performance ratings on each Standard and overall. This appendix contains the ESE
Model Teacher Rubric.
Structure of the Teacher Rubric
• Standards: Standards are the broad categories of knowledge, skills, and performance of effective
practice detailed in the regulations. There are four Standards for teachers: Curriculum, Planning, and
Assessment; Teaching All Students; Family and Community Engagement; and Professional Culture.
• Indicators: Indicators, also detailed in the regulations, describe specific knowledge, skills, and
performance for each Standard. For example, there are three (3) Indicators in Standard I of the teacher
rubric: Curriculum and Planning; Assessment; and Analysis.
• Elements: The elements are more specific descriptions of actions and behaviors related to each
Indicator. The elements further break down the Indicators into more specific aspects of educator
practice and provide an opportunity for evaluators to offer detailed feedback that serves as a roadmap
for improvement.
• Descriptors: Performance descriptors are observable and measurable statements of educator actions
and behaviors aligned to each element and serve as the basis for identifying the level of teaching or
administrative performance in one of four categories: Unsatisfactory, Needs Improvement, Proficient,
or Exemplary.
Use of the Teacher Rubric
This rubric describes teaching practice. It is intended to be used throughout the five (5) step evaluation cycle
for all teachers, including teachers of whole classrooms, small groups, individual students, or any combination of
the above. The rubric is designed to be applicable to general education teachers from pre-K through Advanced
Placement, as well as teachers with specialized classes or knowledge, including teachers of English Language
Learners, and special education teachers; districts may also choose to use this rubric for educators in other roles
such as specialists.
The responsibilities of teachers to whom this rubric will be applied may vary. ESE encourages educators and
evaluators to use the rubric strategically by discussing and agreeing upon certain Indicators and Elements that
should be high priorities according to that educator’s role and responsibilities as well as their professional practice
and student learning needs. There are a variety of ways to emphasize these components throughout the evaluation
cycle. For example, high priority Indicators and/or elements can be analyzed in greater depth during self-
assessment, targeted during goal setting, a focus for more comprehensive evidence collection, or all of the above.
However, the expectation is that by the end of the evaluation cycle, educators and evaluators have gathered and
shared a reasonable amount of evidence on every Indicator to support a rating for each Standard.
60
Teacher Rubric At-A- Glance
Standard I:
Curriculum, Planning, and
Assessment
Standard II:
Teaching All Students
Standard III:
Family and Community
Engagement
Standard IV:
Professional Culture
A. Curriculum and
Planning Indicator
1. Subject Matter
Knowledge
2. Child and
Adolescent
Development
3. Rigorous Standards-
Based Unit Design
4. Well-Structured
Lessons
A. Instruction Indicator
1. Quality of Effort and
Work
2. Student Engagement
3. Meeting Diverse
Needs
A. Engagement Indicator
1. Parent/Family
Engagement
A. Reflection Indicator
1. Reflective Practice
2. Goal Setting
B. Assessment Indicator
1. Variety of
Assessment
Methods
2. Adjustments to
Practice
B. Learning Environment
Indicator
1. Safe Learning
Environment
2. Collaborative
Learning
Environment
3. Student Motivation
B. Collaboration Indicator
1. Learning
Expectations
2. Curriculum Support
B. Professional Growth
Indicator
1. Professional
Learning and
Growth
C. Analysis Indicator
1. Analysis and
Conclusions
2. Sharing Conclusions
With Colleagues
3. Sharing Conclusions
With Students
C. Cultural Proficiency
Indicator
1. Respects
Differences
2. Maintains
Respectful
Environment
C. Communication
Indicator
1. Two-Way
Communication
2. Culturally Proficient
Communication
C. Collaboration Indicator
1. Professional
Collaboration
D. Expectations Indicator
1. Clear Expectations
2. High Expectations
3. Access to
Knowledge
D. Decision-Making
Indicator
1. Decision-making
E. Shared Responsibility
Indicator
1. Shared
Responsibility
F. Professional
Responsibilities
Indicator
1. Judgment
2. Reliability and
Responsibility
How to reference parts of the rubric:
Indicator terminology: under the “Teaching All Students” Standard (II), the "Instruction Indicator” (A) can be
referred to as Indicator II-A
Element terminology: under the Instruction Indicator (A), the Student Engagement Element (2) can be referred to
as Element II-A-2
61
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68
Appendix C-3
Guide to Specialized Instructional Support Personnel (SISP) Rubric
Rubrics – defined in the regulations as “scoring tool[s] that describe characteristics of practice or artifacts at
different levels of performance” (603 CMR 35.02) – are a critical component of the Massachusetts educator
evaluation framework and are required for every educator. Rubrics are designed to help educators and evaluators
(1) develop a consistent, shared understanding of what proficient performance looks like in practice, (2) develop a
common terminology and structure to organize evidence, and (3) make informed professional judgments about
formative and summative performance ratings on each Standard and overall. This appendix contains the ESE
Model “SISP” Rubric.
Structure of the Specialized Instructional Support Personnel (SISP) Rubric
• Standards: Standards are the broad categories of knowledge, skills, and performance of effective
practice detailed in the regulations. There are four Standards for teachers: Curriculum, Planning, and
Assessment; Teaching All Students; Family and Community Engagement; and Professional Culture.
• Indicators: Indicators, also detailed in the regulations, describe specific knowledge, skills, and
performance for each Standard. For example, there are three Indicators in Standard I of the SISP rubric:
Curriculum and Planning; Assessment; and Analysis.
• Elements: The elements are more specific descriptions of actions and behaviors related to each
Indicator. The elements further break down the Indicators into more specific aspects of educator
practice and provide an opportunity for evaluators to offer detailed feedback that serves as a roadmap
for improvement.
• Descriptors: Performance descriptors are observable and measurable statements of educator actions
and behaviors aligned to each element and serve as the basis for identifying the level of teaching or
administrative performance in one of four categories: Unsatisfactory, Needs Improvement, Proficient,
or Exemplary.
Use of the Specialized Instructional Support Personnel (SISP) Rubric
This rubric describes practice that is common across educators in professional support roles such as school
counselors, school psychologists, school nurses, and others defined in the recognition clause of the appropriate
collective bargaining agreement. It is intended to be used throughout the five (5) step evaluation cycle for
educators who provide direct services such as education, therapy, counseling, assessment, and diagnosis to a
caseload of students, as well as educators who may provide indirect support to students through consultation to and
collaboration with teachers, administrators, and other colleagues.
The roles and responsibilities of educators to whom this rubric will be applied will vary. ESE encourages
educators and evaluators to use the rubric strategically by discussing and agreeing upon certain Indicators and
Elements that should be high priorities according to that educator’s role and responsibilities as well as their
professional practice and student learning needs. There are a variety of ways to emphasize these components
throughout the evaluation cycle. For example, high priority Indicators and/or elements can be analyzed in greater
depth during self-assessment, targeted during goal setting, a focus for more comprehensive evidence collection, or
all of the above. However, the expectation is that by the end of the evaluation cycle, educators and evaluators have
gathered and shared a reasonable amount of evidence on every Indicator to support a rating for each Standard.
69
Specialized Instructional Support Personnel (SISP) Rubric At-A-Glance
Standard I:
Curriculum, Planning, and
Assessment
Standard II:
Teaching All Students
Standard III:
Family and Community
Engagement
Standard IV:
Professional Culture
A. Curriculum and Planning
Indicator
1. Professional
Knowledge
2. Child and Adolescent
Development
3. Plan Development
4. Well-Structured
Lessons
A. Instruction Indicator
1. Quality of Effort and
Work
2. Student Engagement
3. Meeting Diverse
Needs
A. Engagement Indicator
1. Parent/Family
Engagement
A. Reflection Indicator
1. Reflective
Practice
2. Goal Setting
B. Assessment Indicator
1. Variety of Assessment
Methods
2. Adjustments to
Practice
B. Learning Environment
Indicator
1. Safe Learning
Environment
2. Collaborative
Learning
Environment
3. Student Motivation
B. Collaboration Indicator
1. Learning
Expectations
2. Student Support
B. Professional Growth
Indicator
1. Professional
Learning and
Growth
C. Analysis Indicator
1. Analysis and
Conclusions
2. Sharing Conclusions
With Colleagues
3. Sharing Conclusions
With Students and
Families
C. Cultural Proficiency
Indicator
1. Respects Differences
2. Maintains Respectful
Environment
C. Communication
Indicator
1. Two-Way
Communication
2. Culturally Proficient
Communication
C. Collaboration
Indicator
1. Professional
Collaboration
2. Consultation
D. Expectations Indicator
1. Clear Expectations
2. High Expectations
3. Access to Knowledge
D. Decision-Making
Indicator
1. Decision-making
E. Shared
Responsibility
Indicator
1. Shared
Responsibility
F. Professional
Responsibilities
Indicator
1. Judgment
2. Reliability and
Responsibility
How to reference parts of the rubric:
Indicator terminology: under the “Teaching All Students” Standard (II), the” Instruction Indicator” (A)
can be referred to as Indicator II-A
Element terminology: under the Instruction Indicator (A), the Student Engagement Element (2) can be
referred to as Element II-A-2
70
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Appendix C-4
SMART Goals
S =Specific and Strategic
M = Measurable
A = Action Oriented
R = Rigorous, Realistic, and Results Focused (the 3 Rs)
T =Timed and Tracked
Appendix D
Lesson Plans - Components
Standards
Objectives/Learning Targets
Instruction: Components include beginning, middle, end
Beginning
Activator:
Vocabulary:
Core Lesson: Whole Group - Model
Guided Practice: Formative Assessment (ongoing)
Middle
Tier 1 Small Group Instruction
Tier 2 Small Group Reteach or Support
End
Assess: Summarizer/Ticket to Leave
Close
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LYNN SCHOOL COMMITTEE
BARGAINING COMMITTEE:
Jared C. Nicholson, Mayor
Brian K. Castellanos
Donna M. Coppola
Eric Dugan
Lorraine M. Gately
Tiffany Magnolia
Lenin Peña
Patrick A. Tutwiler, Superintendent
Howard Greenspan, Esquire, Labor Relations Consultant
LYNN TEACHERS UNION, LOCAL 1037
AMERICAN FEDERATION OF TEACHERS, AFL-CIO
BARGAINING COMMITTEE:
Sheila O’Neil, President
Nicholas DiPardo, AFT Massachusetts
Caryn LaFlamme, AFT Massachusetts
Colleen McElligott-Liporto, Chairperson
Aili Cervenka
Gilbert LaPointe
Paul Mailloux
Phil O’Connor
Beth-Ann Pento
Miriam Rodriguez-Fusco
Erin Sutton
Erin Zukowski
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