Canton, Massachusetts · Saved source text
Canton Teachers Association - Unit A - Sept. 1 2019 - August 31 2022
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Compensation for each Mentor will be the choice of three (3) in-district credits or a stipend (as listed in Appendix B) per protégé. No mentor shall be assigned more than two (2) protégés per year. No more than a total of six (6) credits earned based upon service as a Mentor may be used for horizontal movement on the salary schedule. ARTICLE XXXIV JOB SHARING A. Job sharing shall mean the sharing of the performance of the duties and responsibilities of a full-time teaching position by two part-time teachers. Each teacher shall participate equally in the performance of the duties and responsibilities of the position. B. The participation of teachers in job sharing shall be on a voluntary basis. No job sharing position shall be established without the annual approval of the Principal and the Superintendent. Failure by the Principal and the Superintendent to approve a job sharing proposal shall not be grievable under this Agreement. Cc. In order for a shared position to be approved, the two individuals must complete an application for such on a form developed by the Superintendent. Applications for job sharing shall be filed by the teachers with the Superintendent and the Association prior to March 1 of the school year preceding the proposed effective date of job sharing. Teachers shall be informed of the disposition of their job sharing application by May 1. D. The following working conditions shall apply to teachers participating in job sharing: 1, The regular workday for each teacher shall be one-half of the regular workday for full-time teachers unless otherwise agreed upon by the Principal, Superintendent, and School Committee. 2. Both teachers will be present on duty for the entire workday for the first week of school in September of each year. 3. To the extent possible and reasonable, half-days and in-service times and department and faculty meetings shall be shared by the two teachers reporting to each other concerning the content of the meetings. Both teachers are responsible for obtaining information regarding the content of any such meetings. 4, Both teachers will be present simultaneously for parent conferences. 5. The two teachers who are job sharing will arrange regular times to confer to evaluate students and mark report cards and to discuss student progress and concerns in the classroom. 37
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6. If one of the participants is absent due to illness or other reason, the other teacher will cover for the absent teacher whenever possible, thereby eliminating the need for a substitute. 7. The preparation time provided for teachers in the Agreement shall be shared by each teacher. 8. Each teacher will be paid the prorated amount of his or her appropriate full-time annual salary established pursuant to the terms of this Agteement, except when the teacher works a full day pursuant to the provisions of this Article. On such days, the teacher will be paid his/her full daily rate of compensation. Job sharing assignments shall be for a period of one year and shall terminate at the end of each school year. Requests to maintain a job-share arrangement must be renewed in writing by March | of each year. There is no guarantee that a renewal of a job sharing arrangement will be granted for the following year. Teachers shall be informed of the disposition of their request for renewal by May 1. No teacher shall be involuntarily transferred in order to create job sharing positions. When a job sharing position is terminated, the teacher(s) will be assigned to the same position she/he left prior to job sharing, if available, or, if not available, to a substantially equivalent position. Benefits All benefits provided in the collective bargaining agreement between the Association and the Committee will be evenly shared unless otherwise specified in this provision. 1. Temporary leaves of absence shall be one-half days. 2. Sick leave entitlement shall be the full number of days, except at one-half pay. 3. Seniority shall be pro-rated. 4. Years of service for purposes of longevity and salary step advancement shall not be pro-rated. 5. The cost of the benefit package shall not exceed full family benefits for one full-time employee, except in extenuating circumstances. 38
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ARTICLE XXXV DURATION A. This Agreement shall become effective on September 1, 2019 and continue in effect to and including August 31, 2022. B. The within Agreement represents the entire agreement of the parties. Any agreement reached during the term of this Agreement by and between the parties will be reduced to writing, signed by the Committee and the Association, and become an addendum to this Agreement. C. Negotiations for a successor to this 2019-2022 Agreement between the Committee and the Association shall commence no later than November 30, 2021, pursuant to the terms of Article XXVIII of this Agreement. D. It is recognized that this Agreement is subject to funding by the Canton Town Meeting. In the event such funding is not provided, this Agreement shall be considered null and void, and the parties shall return to the bargaining table. ARTICLE XXXVI ONLINE COURSES The parties acknowledge that the School Committee’s decision to allow students at Canton High School to enroll in online courses for academic credit and in fulfillment of graduation requirements for the Canton Public Schools, if subscribed to in large numbers, may have an impact on the terms and conditions of employment for employees in the bargaining unit. Thus, in the event ten (10) or more students enroll in online courses for academic credit at Canton High School for a particular school year, the School Committee will notify the Association and upon request will meet to bargain over any poiential impact on terms and conditions employment for unit employees, provided that student enrollment in online courses associated with the District’s obligation to provide off-site educational services for individual students does not count for the purpose of this Article. The parties agree that insertion of this Article fully settles MUP 13-2797, as filed by the Association with the Massachusetts Division of Labor Relations on April 8, 2013, and the Association specifically agrees that it will not pursue an appeal of the Hearing Officer’s Decision that was issued on May 6, 2015. 39
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IN WITNESS HERETO, THE PARTIES SET THEIR HANDS THIS _/ 3 DAY OF January , 2020. CANTON TEACHERS ASSOCIATION CANTON SCHOS L COMMITTEE a 40
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APPENDIX A1 TEACHER SALARY SCHEDULE September 1, 2019 - August 31, 2020 NOTE: Bachelor's Master's MA+15 M+30 M+60 M+90 1 $51,617 $54,790 $57,191 $59,687 $62,282 $64,980 2 $53,767 $57,073 $59,570 $62,165 $64,862 $67,668 3 $56,008 $59,452 $62,047 $64,744 $67,550 $69,783 4 $58,342 $61,929 $64,627 $67,433 $69,628 $72,691 5 $60,772 $64,508 $67,315 $69,510 $71,985 $75,718 6 $63,304 $67,198 $69,392 $71,653 $74,984 $78,874 7 $65,261 $69,275 $71,536 $73,861 $77,304 $81,314 8 $67,281 $71,418 $73,744 $76,140 $79,695 $83,829 9 $69,362 $73,626 $76,022 $78,487 $82,159 $86,422 $71,508 $75,903 $78,369 $80,639 $84,700 $89,095 $73,718 $78,251 $80,521 $82,793 $87,319 $91,849 $75,609 $80,257 $82,587 $84,916 $89,559 $94,204 $77,547 $82,316 $84,703 $87,092 $91,855 $96,620 $79,536 $84,426 $86,876 $89,326 $94,210 $99,098 $81,575 $86,590 $89,103 $91,616 $96,627 $101,638 $82,391 $87,456 $89,994 $92,533 $97,593 $102,655 ee A teacher entering or leaving the employ of the Committee after the start of the school year shall be compensated on the basis of that proportion of the one hundred eighty-three (183) day school year which that teacher actually worked. Salary increases of any kind are not automatic. They are granted only when there has been a continuation of high standard of teaching or a demonstrated improvement of efficiency in service. The Superintendent reserves the right to withhold increments from a teacher doing unsatisfactory work. 41
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APPENDIX A2 TEACHER SALARY SCHEDULE September 1, 2020 - August 31, 2021 NOTE: Bachelor's Master's MA+15 M+30 M+60 M+90 1 $53,165 $56,434 | $58,907 $61,478 $64,151 $66,929 2 $55,380 $58,786 $61,357 $64,030 $66,808 $69,698 3 $57,689 $61,236 $63,909 $66,687 $69,577 $71,876 4 $60,092 $63,786 | $66,566 | $69,456 $71,717 $74,871 5 $62,596 $66,443 $69,335 $71,595 $74,145 $77,990 6 $65,203 $69,213 $71,474 $73,803 $77,233 $81,240 7 $67,219 $71,353 $73,682 $76,077 $79,623 $83,753 8 $69,299 $73,561 $75,956 $78,424 $82,086 $86,344 9 $71,443 $75,835 $78,303 $80,841 $84,624 $89,014 10 $73,653 $78,180 | $80,720 $83,058 $87,241 $91,767 11 $75,930 $80,599 $82,937 $85,276 $89,939 $94,605 12 $77,877 $82,665 $85,065 $87,464 $92,246 $97,030 13 $79,873 $84,785 $87,244 $89,705 $94,611 $99,519 14 $81,922 $86,959 $89,482 $92,006 $97,037 $102,071 15 $84,023 $89,188 $91,776 $94,365 $99,526 $104,688 $84,863 $90,080 | $92,694 $95,309 $100,521 $105,734 A teacher entering or leaving the employ of the Committee after the start of the school year shall be compensated on the basis of that proportion of the one hundred eighty-three (183) day school year which that teacher actually worked. Salary increases of any kind are not automatic. They are granted only when there has been a continuation of high standard of teaching or a demonstrated improvement of efficiency in service. The Superintendent reserves the right to withhold increments from a teacher doing unsatisfactory work. 42
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APPENDIX A3 TEACHER SALARY SCHEDULE September 1, 2021 - August 31, 2022 E Paw ico Bachelor's Master's MA+15 M+30 M+60 M+90 $54,229 | $57,562 | $60,085 | $62,708 | $65,434 $68,268 $56,488 | $59,961 | $62,584 | $65,310 , $68,144 $71,092 $58,842 | $62,460 | $65,187 | $68,021 | $70,968 $73,314 $61,294 | $65,062 | $67,897 | $70,845 , $73,152 $76,369 $63,848 | $67,772 | $70,721 | $73,027 | $75,627 $79,550 $66,508 | $70,598 | $72,903 | $75,279 | $78,778 $82,865 $68,564 | $72,780 | $75,155 | $77,599 | $81,216 $85,428 $70,685 | $75,032 | $77,475 | $79,993 | $83,727 $88,071 $72,872 | $77,351 | $79,869 | $82,458 | $86,316 $90,795 $75,126 | $79,743 | $82,335 | $84,719 | $88,986 $93,603 $77,448 | $82,211 | $84,596 | $86,982 | $91,738 $96,497 $79,434 | $84,318 | $86,766 | $89,213 | $94,091 $98,970 $81,471 $86,481 | $88,989 | $91,499 | $96,503 | $101,509 $83,561 | $88,698 | $91,271 | $93,846 | $98,977 | $104,112 $85,703 | $90,972 | $93,612 | $96,252 | $101,516 | $106,781 $86,560 | $91,882 | $94,548 | $97,215 | $102,531 | $107,849 \O 100 |~VIGN JU LR [Ge [Ne fe NOTE: A teacher entering or leaving the employ of the Committee afier the start of the school year shall be compensated on the basis of that proportion of the one hundred eighty-three (183) day school year which that teacher actually worked. Salary increases of any kind are not automatic. They are granted only when there has been a continuation of high standard of teaching or a demonstrated improvement of efficiency in service. The Superintendent reserves the right to withhold increments from a teacher doing unsatisfactory work. 43
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APPENDIX A4 OT and PT SALARY SCHEDULE 2019/2020 Step Bachelor's Masters 1 $60,319 $65,330 2 $63,101 $68,124 3 $66,351 $73,721 4 $72,069 $77,081 5 $75,700 $80,716 6 $81,575 $86,590 2020/2021 Step Bachelor's Masters 1 $62,128 $67,290 2 $64,994 $70,168 3 $68,342 $75,933 4 $74,231 $79,393 5 $77,971 $83,137 6 $84,023 $89,188 2021/2022 Bachelor's Masters $63,371 $68,636 $66,294 $71,571 $69,708 $77,452 $75,716 $80,981 $79,530 $84,800 $85,703 $90,972 Scale assumes 30 hours a week is a 1.0 FTE. Additional hours in the summer would be paid at the hourly rate. Employees who work fewer than 30 hours a week would be placed on the scale prorated on an x/30 basis. 44
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APPENDIX B1 STIPENDS 9/1/19 — 8/31/20 HIGH SCHOOL AND MIDDLE SCHOOL DEPARTMENT HEADS ENGLISH MATHEMATICS SCIENCE $1,231.97/tchr $1,231.97/tchr $1,231.97 /tchr SOCIAL STUDIES $1,231.97/tchr PREK — 12 COORDINATORS VISUAL ARTS $1,231.97/tchr FOREIGN LANGUAGE $1,231.97 /tchr WELLNESS $1,231.97/tchr PERFORMING ARTS $1,231.97/tchr COMPUTER/TECHNOLOGY $8,901 ELEMENTARY ASSISTANT PRINCIPALS HANSEN 6,798 KENNEDY 6,798 LUCE 6,798 IST/ISSP/DDIST COORDINATORS 504 COORDINATORS High School 3,002 3,820 Galvin MS 2,872 3,396 Hansen 1,568 2,122 Kennedy 1,436 2,122 Luce 1,827 2,122 Rodman 1,174 IST/ISSP DDIST** MEMBER $500** SPECIAL EDUCATION* ADJUSTMENT COUNSELOR. 2,389 DEVELOPMENTALLY DELAYED (CHS only) : 2,004 PSYCHOLOGIST 7,908 45
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GUIDANCE COUNSELORS [ HIGH SCHOOL 815 GALVIN 815 DRIVER EDUCATION CLASSROOM 1,418 DRIVING (per student) 385 DIRECTOR 6,156 MENTORING** TEACHER MENTOR [_1,204** OTHER HOMELESS COORDINATOR STEERING COMMITTEE CHAIRPERSON STEERING COMMITTEE MEMBERS (2) CIVIL RIGHTS COMPLIANCE OFFICER CIVIL RIGHTS BUILDING BASED (HANSEN, JFK, LUCE, GMS) MIDDLE SCHOOL TEAM LEADER COLLABORATIVE LEARNING GROUP FACILITATOR COLLABORATIVE LEARNING GROUP CO-FACILITATOR. 1,040 *These stipends do not apply to any employee hired into these positions after August 31, 2009. ** Amount per year/or 3 credits for horizontal movement on salary schedule (maximum 6). 46
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APPENDIX B2 STIPENDS 9/1/20 — 8/31/21 HIGH SCHOOL AND MIDDLE SCHOOL DEPARTMENT HEADS ENGLISH $1,268.93 /tchr MATHEMATICS $1,268.93 /tchr SCIENCE $1,268.93 /ichr SOCIAL STUDIES $1,268.93/tchr PREK — 12 COORDINATORS VISUAL ARTS $1,268.93/tchr FOREIGN LANGUAGE $1,268.93/tchr WELLNESS $1,268.93/tchr PERFORMING ARTS $1,268.93/tchr COMPUTER/TECHNOLOGY $9,168 ELEMENTARY ASSISTANT PRINCIPALS HANSEN 7,002 KENNEDY 7,002 LUCE 7,002 ISTASSP/DDIST COORDINATORS 504 COORDINATORS High School 3,935 Galvin MS Hansen Kennedy 1,479 Luce 1,882 Rodman DDIST** MEMBER $500** | SPECIAL EDUCATION* ADJUSTMENT COUNSELOR 2,461 DEVELOPMENTALLY DELAYED (CHS only) 2,064 PSYCHOLOGIST | 8,145 47
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GUIDANCE COUNSELORS HIGH SCHOOL 839 GALVIN 839 DRIVER EDUCATION CLASSROOM 1,460 DRIVING (per student) 396 DIRECTOR | 6,341 MENTORING** TEACHER MENTOR [__1,240** OTHER HOMELESS COORDINATOR 2,060 STEERING COMMITTEE CHAIRPERSON 1,999 STEERING COMMITTEE MEMBERS (2) 1,598 CIVIL RIGHTS COMPLIANCE OFFICER 2,782 eR Om pTmaire DINTRRI DAGGETT ALIANGEUN ILY TIP Eafe, |. -1aqzy 4 CIVIL RIGHTS BUILDING BASED (HANSEN, JFK, LUCE, GMS) 1,072 MIDDLE SCHOOL TEAM LEADER 3,362 COLLABORATIVE LEARNING GROUP FACILITATOR 3,152 COLLABORATIVE LEARNING GROUP CO-FACILITATOR 1,891 *These stipends do not apply to any employee hired into these positions after August 31, 2009. *%* Amount per year or 3 credits for horizontal movement on salary schedule (maximum 6). 48
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APPENDIX B3 STIPENDS 9/1/21 — 8/31/22 HIGH SCHOOL AND MIDDLE SCHOOL COORDINATORS ENGLISH ~__|__$1,294.30/chr _| MATHEMATICS $1,294.30/tchr SCIENCE $1,294.30/tchr SOCIAL STUDIES $1,294.30/tchr PREK - 12 COORDINATORS VISUAL ARTS $1,294.30/tchr FOREIGN LANGUAGE $1,294.30/tchr WELLNESS $1,294.30/chr PERFORMING ARTS $1,294.30/tchr COMPUTER/TECHNOLOGY $9,351 ELEMENTARY ASSISTANT PRINCIPALS HANSEN 7,142 KENNEDY 7,142 LUCE 7,142 IST/AISSP DDIST COORDINATORS 504 COORDINATORS HIGH SCHOOL 3,154 4,014 GALVIN MS 3,017 3,568 HANSEN 1,647 2,230 KENNEDY 1,509 2,230 LUCE 1,920 2,230 RODMAN 1,233 DDIST** MEMBER | $500** SPECIAL EDUCATION* ADJUSTMENT COUNSELOR DEVELOPMENTALLY DELAYED (CHS only) PSYCHOLOGIST 49
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GUIDANCE COUNSELORS HIGH SCHOOL 856 GALVIN 856 DRIVER EDUCATION CLASSROOM 1,489 DRIVING (per student) DIRECTOR MENTORING** 404 6,467 TEACHER MENTOR OTHER 1,265** HOMELESS COORDINATOR 2,101 STEERING COMMITTEE CHAIRPERSON STEERING COMMITTEE MEMBERS (2) CIVIL RIGHTS COMPLIANCE OFFICER 2,838 CIVIL RIGHTS BUILDING BASED(HANSEN, JFK, LUCE, GMS) MIDDLE SCHOOL TEAM LEADER 1,093 3,429 COLLABORATIVE LEARNING GROUP FACILITATOR COLLABORATIVE LEARNING GROUP CO-FACILITATOR 3,215 1,929 *These stipends do not apply to any employee hired into these positions after August 31, 2009. ** Amount per year or 3 credits for horizontal movement on salary schedule (maximum 6). 50
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APPENDIX C1 TEACHERS’ EXTRA CURRICULA PAY SCHEDULE 9/1/19 — 8/31/20 DISTRICT-WIDE ‘Accompanist (pershow) es a | (CANTON HIGH SCHOOL STEP 1 FOREIGN EXCHANGES French German 1,852 2,154 2,467 Spanish 1,852 2,154 2,467 IDRAMA IDrama Club 1,709 Musical-Director/Producer 4,248 IMusical-Choreographer 1,707 IMusical-Costume Advisor 1,707 (Musical-Tech Set 1,706 Musical-Music Director 3,545 IMusical-Stage Manager/Props 2,122 IMusical-Pit Director | 2,536 Musical-Tech Lights ee ee 2 Musical-Tech Sound PE 849 IDrama-Director | ——-----_ 4,248 IDrama-Stage Manager/Props 2,122 Drama-Costume Advisor ;idT 1,706 IDrama-Tech Set 1,706 IDrama-Tech Lights 849 Cabaret-Director | 2,122 \Cabaret-Music Director 2,122 (Cabaret-Pit Director 1,706 One Act Play Festival-Director/Producer | 1,706 CLASS ADVISOR r Grade 9 488 Grade 10 488 Grade 11 | 1,414 Grade 12 1,755 1,962 2,336 a SN Sc ee 51
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MISCELLANEOUS (Band Director (Pep Band)-full year jazz Band-full year [Advanced Jazz Combo-full year (Chamber Orchestra-full year IA Cappela-full year Debating Team (Mock Trial)-full year obotics-full year Library Magazine Advisor-full year Math Team Advisor-full year Math Team Assistant-full year Spectrum Advisor-full year National Honor Society-full year Student Council Advisor-full year [Yearbook Advisor-full year IA World of Difference Advisor (2) full year (Tri-M Club-full year 1,709 ‘Cable TV Coordinator-full year 8,131 a | GALVIN MIDDLE SCHOOL ri MISCELLANEOUS a ee Student Council Advisor (2)-full year 1,849 2,201 2,700 Yearbook Advisor (2)-full year Literary Magazine Advisor (1)-full year IGMS Jazz Club-full year GMS Wind Ensemble-full year IGMS Chamber Orchestra-full year IGMS A Cappalla-full year Robotics-full year Math League (2)-full year Musical: Director/Producer Assistant Director Costume Advisor Tech Sound 849 [Future Problem Solving Director (2)-full year 706 Interscholastic Athletic Coordinator-full year 2,122 —_ | — 52
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ELEMENTARY SCHOOLS MISCELLANEOUS Play Directors-each elementary 3,544 [Assistant Play Directors-Support staff, each elementary Tech Sound-each elementary 849 Music Director-each elementary 1,706 Robotics-each elementary-full year 1,592 Music Mania-each elementary-full year 1,592 Gardening-each elementary-full year 1,592 IRunning/Athletic-full year 1,592 Optional Elementary (Content Specified by Principal)- 1,592 full year Elementary School Publication-full year 449 #4 At the Elementary, Middle and High School, all extracurricular or intramural activities are offered based on interest and demand. See attached list of common offerings to be paid as follows: Enrollment: Minimum 15 Students Duration: 2 days per week, 10 weeks Stipend: $1,324 Enrollment: Minimum 8 students Duration: 1 day per week, 10 weeks Stipend: $663 53
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APPENDIX C2 TEACHERS’ EXTRA CURRICULA PAY SCHEDULE 9/1/20 — 8/31/21 IDISTRICT-WIDE _| [Accompanist (per show) 1,607 CANTON HIGH SCHOOL STEP 1 2 3 IFFOREIGN EXCHANGES French 1,908 2,219 2,541 German 1,908 2,54] Spanish 1,908 2,219 2,541 DRAMA | Drama Club — 1,760 Musical-Director/Producer 4,375 IMusical-Choreographer | ss,758 IMusical-Costume Advisor | sds«i,758 Musical-Tech Set [-—_}-—— 1,758 IMusical-Music Director 3,651 IMusical-Stage Manager/Props — 2,186 Musical-Pit Director 2,612 Musical-Tech Lights | 84 IMusical-Tech Sound | sd 874 Drama-Director | «dS 4375 iDrama-Stage Manager/Props | sd 2,186 IDrama-Costume Advisor | s«dY:s 758 Drama-Tech Set 1,758 IDrama-Tech Lights 874 \Cabaret-Director 2,186 \Cabaret-Music Director 2,186 iCabaret-Pit Director 1,758 One Act Play Festival-Director/Producer 1,758 oo CLASS ADVISOR [| | Grade 9 ee Grade 10 Grade 11 Grade 12 | 2,021 2,407 | 54
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Yearbook Advisor (2)-full year Literary Magazine Advisor (1)-full year GMS Jazz Club-full year 1,484 MISCELLANEOUS and Director (Pep Band)-full year Jazz Band-fuli year-full year [Advanced Jazz Combo-full year 1,545 (Chamber Orchestra 1,545 ‘A Cappela-full year 1,640 [Debating Team (Mock Trial)-full year 2,193 — IRobotics-full year 3,908 [Library Magazine Advisor-full year 2,781 Math Team Advisor-full year 5,827 Math Team Assistant-full year 2,055 Spectrum Advisor-full year 3,788 National Honor Society-full year 2,055 Student Council Advisor-full year 2,781 [Yearbook Advisor-full year 5,533 (Cri-M Club-full year 1,760 Cable TV Coordinator-full year 8,375 GALVIN MIDDLE SCHOOL MISCELLANEOUS Student Council Advisor (2)-full year 1,904. | 2,267 2,781 IA World of Difference Advisor (2) full year 1,904 2,267 2,781 IGMS Wind Ensemble-full year GMS Chamber Orchestra-full year GMS A Cappalia-full year IRobotics-full year Math League (2)-full year Musical: Director/Producer Assistant Director 2,612 Costume Advisor 1,758 Tech Sound 874 Future Problem Solving Director (2)-full year — 227 Interscholastic Athletic Coordinator-full year 2,186 55
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a | — SCHOOLS L MISCELLANEOUS Play Directors-each elementary 3,651 Assistant Play Directors-Support staff, each elementary 1,758 [Tech Sound-each elementary _|_ 874 Music Director-each elementary 1,758 IRobotics-each elementary-full year Music Mania-each elementary-full year Gardening-each elementary-full year IRunning/Athletic-full year Optional Elementary (Content Specified by Principal)- full year Elementary School Publication-full year *#*® At the Elementary, Middle and High School, all extracurricular or intramural activities are offered based on interest and demand. See attached list of common offerings to be paid as follows: Enrollment: Minimum 15 Students Duration: 2 days per week, 10 weeks Stipend: $1,364 Enrollment: Minimum 8 students Duration: 1 day per week, 10 weeks Stipend: $683 56
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APPENDIX C3 TEACHERS’ EXTRA CURRICULA PAY SCHEDULE 9/1/21 — 8/31/22 DISTRICT-WIDE [Accompanist (per show) (CANTON HIGH SCHOOL STEP FOREIGN EXCHANGES French German Spanish | DRAMA Drama Club 1,795 IMusical-Director/Producer 4,463 IMusical-Choreographer 1,793 Musical-Costume Advisor 1,793 IMusical-Tech Set 1,793 IMusical-Music Director 3,724 Musical-Stage Manager/Props 2,230 IMusical-Pit Director 2,665 IMusical-Tech Lights [892 Musical-Tech Sound ee ee IDrama-Director 4,463 iDrama-Stage Manager/Props 2,230 IDrama-Costume Advisor 1,793 IDrama-Tech Set 1,793 IDrama-Tech Lights 892 (Cabaret-Director 2,230 (Cabaret-Music Director a ee \Cabaret-Pit Director 1,793 One Act Play Festival-Director/Producer 1,793 ICLASS ADVISOR Grade 9 513 Grade 10 513 Grade 11 1,485 Grade 12 1,843 2,062 2,455 —F 1 57
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MISCELLANEOUS Band Director (Pep Band)-full year Jazz Band-full year [Advanced Jazz Combo-full year Chamber Orchestra-full year |A Cappela-full year 3,345 Debating Team (Mock Trial)-full year Robotics-full year Library Magazine Advisor-full year Math Team Advisor-full year Math Team Assistant-full year Spectrum Advisor-full year National Honor Society-full year 2,096 Student Council Advisor-full year 2,836 [Yearbook Advisor-full year 5,644 (Tri-M Club-full year (Cable TV Coordinator-full year GALVIN MIDDLE SCHOOL —_|-_—— 1,795 8,542 MISCELLANEOUS Student Council Advisor (2)-full year 1,942 2,313 2,836 A World of Difference Advisor (2) full year 1,942 2,313 2,836 Yearbook Advisor (2)-full year 1,513 1,951 2,384 Literary Magazine Advisor (1)-full year 1,942 2,313 2,836 IGMS Jazz Club-full year 3,345 GMS Wind Ensemble-full year 1,672 (GMS Chamber Orchestra-fullyear | | i672 IGMS A Cappella-full year a yD IRobotics-full year 2,230 Math League (2)-full year 2,101 Musical: Director/Producer 3,724 Assistant Director 2,665 Costume Advisor 1,793 Tech Sound 892 [Future Problem Solving Director (2)-full year 741 Interscholastic Athletic Coordinator-full year 2,230 ___| —— 58
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ELEMENTARY SCHOOLS ISCELLANEOUS lay Directors-each elementary 3,724 ssistant Play Directors-Support staff, each elementary 1,793 Tech Sound-each elemen 892 usic Director-each elementary 1,793 obotics-each elementary-full year 1,672 usic Mania-each elementary-full year 1,672 Gardening-each elementary-full year 1,672 unning/Athletic-full year 1,672 Optional Elementary (Content Specified by Principal)- 1,672 full year Elementary School Publication-full year 472 *#* At the Elementary, Middle and High School, all extracurricular or intramural activities are offered based on interest and demand. See attached list of common offerings to be paid as follows: Enrollment: Minimum 15 Students Duration: 2 days per week, 10 weeks Stipend: $1,391 Enrollment: Minimum 8 students Duration: 1 day per week, 10 weeks Stipend: $696 59
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COMMON AFTER SCHOOL ACTIVITIES* (OFFERINGS VARY AND ARE BASED ON INTEREST AND DEMAND) 8TH GRADE SLIDESHOW ADVANCED RUBE GOLDBERG AMERICAN SIGN LANGUAGE ANIME CLUB ART WORKSHOP BASKETBALL (BOYS, GIRLS, OR CO-ED) BIRTHDAY CLUB BULLDAWG STEPPERS CAPTURE THE FLAG CHEERLEADING CLUB CHESS CLUB CLUB ADVISOR (2) COOKING CLUB CREATIVE WRITING CRIBBAGE CLUB CUPCAKE DECORATING CLUB DISNEY MOVIE CLUB EXTREME FITNESS EXTREME SPORTS FILM MAKING CLUB FLAG FOOTBALL FLOOR HOCKEY FRENCH CLUB FRENCH COOKING FUTSAL GARDEN CLUB GEOGRAPHY BEE CLUB HOMEWORK CLUB KINDNESS CLUB KNITTING CLUB LEADERSHIP, CULTURE LEGO CLUB MAKERSPACE MOUNTAIN BIKE CLUB MOVIE CLUB MURAL CLUB NATURE CONSERVATION CLUB NOT YOUR AVERAGE GAMES READING BUDDIES ROBOTICS ROCKET CLUB RUNNING SCARY STORIES CLUB SLIME CLUB SOCCER (INDOOR OR OUTDOOR) SOLAR CARS SPANISH CLUB SPANISH COOKING CLUB SPORTS CONDITIONING STEAM CLUB THEATER THEATRE APPRECIATION VOLLEYBALL WALKING CLUB WIFFLE BALL WORLD LANGUAGE CLUB-ELEMENTARY YOGA *Encore is also a recognized employment opportunity for teachers under this Contract, with the understanding that compensation is unilaterally established by the District, and employment in the position does not establish other rights under the contract.
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B.1 APPENDIX D COACHES’ EMPLOYMENT POLICY Incumbent coaches will be notified in writing of their reappointment in accordance with the following schedule: SEASON NOTIFICATION DATE Fall on or before February 15 Winter on or before May 15 Spring on or before August 15 In the event the Director of Athletics decides to recommend to the Superintendent the non- reappointment of an incumbent coach, the incumbent coach shall be notified in writing prior to the dates indicated in A (above). Such notification shall include the reason(s) for the recommendation not to reappoint. An incumbent coach who receives notification as indicated in B. | (above) shall have the right to: a) a meeting with the Director of Athletics to discuss such a non-reappointment and b) a meeting with the Superintendent of Schools to discuss such non-reappointment. Such meetings shall take place prior to the filling of the coaching position for which the incumbent coach is reapplying. Decisions regarding reappointment shall not be based upon prior season records. The Superintendent shall avoid considering personality conflicts when making his decisions to reappoint or not reappoint. 61
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APPENDIX D1
COACHES’ SALARY SCHEDULE
9/1/19 — 8/31/20
CATEGORY] ——SSC—~—SsSSSC‘ Sp PP Pa
Viren read 3,865 [4140 | aate | 4,969 | 5,520
Fast | 2.806 3,007 [3.207_[ 3,008 [4,008]
avin 2,606 [2,792 [2.978 [3,351
a Ca
ORY? a
BASKETBALL, ICE HOCKEY aD
2,968
Po Assistant 2.492.303 [2,613 | 2,763
avin 894 [2.009.165 [ 2.434 [2.705 |
a CC
Lcarecory3_SSSC—sSC SSS rd
4780 5463
Pinpoortrack Cs C~sSC“(<té‘iSSCédYSCCdT Cd
a OO
oo
caregonvg i
ee
Fav
CT rs
[caTEGoRYS
WEIGHT ROOM SUPERVISOR Winter & Spring 816 870 979
STRENGTH & CONDITIONING
COACH
62Source page 68
APPENDIX D2
COACHES’ SALARY SCHEDULE
9/1/20 — 8/31/21
[cavTecoryi dT Step tt | 2 fT 38 |S
Po ros Head | 3,981 | 4,264 | 4,549 | 5,118 | 5,686 _|
Pf Assistant | 2,891 | 3,097 | 3,303 | 3,716 | 4,129 |
po alvin | 2,684 | 2,876 | 3,068 | 3,452 | 3,835 |
Qe GOO
[cAmEGORY2, |
Head
Po Assistant | 2,214 | 2,372 | 2,691 | 2,846 | 3,162 _|
Po alvin 951 | 2,089 | 2,230 | 2,507 | 2,786_|
Re
[carecory3 |
ee
JINDOORTRACK |
GO
a
fcaTecory4 |
3,689
Po Assistant | 1,147 | 1,230 | 1,312 | 1.476 _|
Po alvin 1.640 | 1,757 | 1,873 | 2,108 | 2,342 |
a GGG
CATEGORY 5 ee es
WEIGHT ROOM SUPERVISOR Winter & Spring 784 840 896 1,008
STRENGTH & CONDITIONING
COACH
63Source page 69
APPENDIX D3 COACHES’ SALARY SCHEDULE 9/1/21 — 8/31/22 5A Pavers Head [4060-4349 [4640_[ 5.220 | 5.800_| assistant a 3.159 3,369 [3.791 at | TF eivin 738 29934 [3.129.521 | 3.93 eS a rcaegoRY2 SS Pst (22.258 2.19 [2.745 [2,903 | 3.225 | avin 990 Ps [2274 2.558 [2,842 | a OO rcameGory3 SSC SSCS Sr Cr Cdr FNDOOR TRACK [CATEGORY4 | PO * ssistznt 1701.25 1,505_| 1,673 Po avin 672 PT ‘cammconys Sid SSCSC~S “WEIGHT ROO ROOM SUPERVISOR Winter & Spring STRENGTH & CONDITIONING COACH 64
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Appendix E Canton Teachers’ Association GRIEVANCE SUBMISSION FORM Filing at Level * Date: Grievant: Position: Worksite: Phone: Email: Date of alleged grievance or first knowledge: Principal or Immediate Supervisor: *If not filed first at Level I, state reason: Nature of Grievance: The Union charges that the employer, through its agents, violated the collective bargaining agreement between the parties, generally and specifically, including but not limited to Article(s) when the employer, through its agents Remedy: The Union requests that the employer, and its agents, cease and desist from violating the contract, make the grievant(s) whole and provide any other appropriate relief. (List specific remedies.) Grievant(s) Date 65
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APPENDIX F Educator Evaluation Unit A Contract Language, Canton Public Schools Adapted from the MA Model System for Educator Evaluation, in accordance with DESE revised regulations, February 2017 Educator Evaluation: Unit A Contract Language, Canton Public Schools , Page 1
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Articles 1. Recognition 2. Purposes of Educator Evaluation 3. Definitions 4. Rubrics 5. Annual Orientation to Educator Evaluation 6. Self-Assessment 7. Goal-Setting 8. Educator Plans: General 9, Educator Plans: Development 10. Observations of Practice and Examination of Artifacts 11. Formative Assessment and Formative Evaluation 12. Summative Evaluation 13. Developing Educator Plans 14. Self-Directed Growth Plans 15. Directed Growth Plans 16. Improvement Plans 17. Evidence Used in Evaluations 18, Career Advancement 19. General Provisions Timelines for Educator Plans Observations: Minimum Number, per Evaluation Cycle Evaluators for Unit A Roles Educator Evaluation: Unit A Contract Language, Canton Public Schools Page 2
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1. Recognition This contract language is negotiated by the Canton School Committee and the Canton Teachers Association and is based on M.G.L.. ¢.71, § 38; M.G.L. c.150E; Educator Evaluation regulations 603 CMR 35.00 et seq.; and the Model System for Educator Evaluation developed by the Department of Elementary and Secondary Education. in the event of a conflict between this collective bargaining agreement and the governing laws and regulations, the laws and regulations will prevail. 2. Purposes of Educator Evaluation! A. The regulatory purposes of evaluation are: 1. to promote student learning, growth, and achievement by providing educators with feedback for improvement, enhanced opportunities for professional growth, and clear structures for accountability; 2. to provide a record of facts and assessments for personnel decisions; and, 3. to ensure that every school committee has a system to enhance the professionalism and accountability of teachers and administrators that will enable them to assist all students to perform at high levels and to assure effective teaching and administrative leadership. 3. Definitions” A. Artifacts of professional practice Products of an educator’s work and student work samples that demonstrate the educator’s knowledge and skills with respect to specific Performance standards B. Caseload educator Educators who teach or counsel individual or small groups of students through consultation with the regular classroom teacher, for example, school nurses, guidance counselors, speech and language pathologists, and some reading specialists and special education teachers C. Classroom teacher Educators who teach preK-12 whole classes, and teachers of special subjects as such as art, music, library, and physical education; may also include special education teachers and reading specialists who teach whole classes D. Categories of evidence Multiple measures of student learning, growth, and achievement judgments based on observations and artifacts of professional practice, including unannounced observations of practice of at least ten minutes and additional evidence relevant to one or more Standards of Effective Teaching Practice (603 CMR 35.03) (including Student Feedback) E. Common assessments Identical or comparable assessments of student learning, growth, and achievement related to the MA Curriculum Frameworks, MA Vocational Technical Education Frameworks, or other relevant frameworks used by educators in the same role across the district. These assessments may be commercial assessments or district-developed, and may include, but are not limited to: portfolios, pre- and post-tests, unit and course assessments, performance assessments, and capstone projects that have been agreed upon by the Administration and CTA. F. DESE Department of Elementary and Secondary Education ' See 603 CMR 35.01 ? Most definitions based on 603 CMR 35.02 ESE ETT TTT Educator Evaluation: Unit A Contract Language, Canton Public Schools
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G. Educator(s) Inclusive term that applies to all classroom teachers and caseload educators, unless otherwise noted H. Educator plan Growth or improvement actions identified as part of each educator’s evaluation. The type and duration of the plan shall be determined by the evaluator. The educator plan shall include, but is not limited to: i. ii. iii. iv. at least one goal related to the improvement of practice; one goal for the improvement of student learning; an action plan with benchmarks for goals established in the plan; and, the evaluator's final assessment of the educator's attainment of the goals. All elements of the educator plan are subject to the evaluator's approval. There are four types of educator plans: 1 ii. iii. iv. Developing Educator Plan For PrePTS educators in each of their first three years in the district, developed by the educator and the evaluator, with duration for one school year or less; or, at the discretion of an evaluator, for PTS educators in a new assignment Self-Directed Growth Plan For PTS educators rated Proficient or Exemplary, developed by the educator, with duration of one or two school years Directed-Growth Plan For PTS educators rated Needs Improvement, developed by the educator and the evaluator, with duration of one school year or less Improvement Plan or PTS educators rated Unsatisfactory, developed by the evaluator, with duration of at least thirty school days and no more than one school year; goals are specific to improving the educator’s unsatisfactory performance; when educator is rated Unsatisfactory close to the end of a school year, the plan may include activities during the summer preceding the next school year 1. Evaluation The ongoing process of defining goals and identifying, gathering, and using information as part of a process to improve professional performance (the "formative evaluation" and "formative assessment") and to assess total job effectiveness and make personnel decisions (the "summative evaluation") J. Evaluator Any person designated by a Superintendent who has responsibility for observation and evaluation. The Superintendent is responsible for ensuring that all evaluators have training in the principles of supervision and evaluation. i. aE Primary Evaluator Person who determines the educator’s performance ratings and evaluation. Each educator will have one Primary Evaluator at any one time Supervising Evaluator Person responsible for providing an educator on an Improvement Plan with guidance and assistance in accessing the resources and professional development outlined in their plan and for developing the educator plan, supervising the educator’s progress through formative assessments, evaluating the educator’s progress toward attaining the plan goals, and making recommendations about evaluation ratings to the Primary Evaluator at the end of the educator plan. The Supervising Evaluator may be the Primary Evaluator or their designee. Teachers assigned to more than one building An administrator in the assignment where the teacher works most of their time will evaluate a teacher assigned to more than one building. The Principal of each building in which the educator serves must review and sign the evaluation and may add written comments. In cases where there is no predominant assignment, the Superintendent will determine the Primary Evaluator. Educator Evaluation: Unit A Contract Language, Canton Public Schools Page 4
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ii. Notification Educators shall be notified in writing of their Primary Evaluator (and Supervising Evaluator, if any) at the outset of each new evaluation cycle. The evaluator(s) may be changed upon written notification to the educator. Evaluation cycle Process that all educators follow, with five components: i. Self-assessment ii, Goal-setting and educator plan development iii. Implementation of the plan iv. Formative assessment/evaluation v. Summative evaluation Expected impact Expected impact shall mean the educator meets or exceeds anticipated student learning gains that have been mutually agreed upon by the educator and the evaluator on multiple measures of student learning, growth, and achievement. The evaluator shall use professional judgment to determine whether the educator is having expected impact on student learning, based on student learning gains on common assessments and, where available, statewide student growth measures. The evaluator’s professional judgment shall include, but is not limited to, consideration of the educator’s student population and specific learning context. The Canton School Committee and the CTA agree to continue to develop a shared understanding of student assessment and educator impact on student learning. . Experienced educator Educator with Professional Teacher Status (PTS educator) Family Students' parents, legal guardians, foster parents, or primary caregivers Formative Assessment Process used to assess progress towards attaining goals set forth in educator plans, performance on Standards, or both. This process may take place at any time(s) during the cycle of evaluation, but typically takes place mid-cycle. Formative Evaluation Evaluation, typically at mid-cycle, used to arrive at a rating on progress towards attaining the goals set forth in the plans, performance on Standards and Indicators of Effective Teaching Practice, or both Goal Specific, actionable, and measurable area of improvement set forth in an educator’s plan. A goal may pertain to any or all of the following: educator practice in relation to Performance Standards, educator practice in relation to Indicators, or specified improvement in student learning, growth, and achievement; goals may be developed by individual educators, by the evaluator, or by teams, departments, or groups of educators who have the same role. Measurable That which can be classified or estimated in relation to a scale, rubric, or standards Multiple measures Combination of classroom, school, and district assessments, and student growth percentiles where available, and student ACCESS gain scores New assignment Operating under a new license and/or working in a new building and/or grade level Observation Data-gathering process that includes notes and judgments made by the evaluator during one or more classroom or worksite visits for a minimum of ten minutes and which may include examination of artifacts of practice; observation may occur in person or through video. Video observations shall be voluntary and conducted transparently, with the knowledge of the educator. The parties agree to bargain the protocols of video observations should either party wish to adopt such practice. The district may use the videotape for training purposes, with the consent of the educator. Ultimately, the district will return the video to the educator. Classroom or worksite observations conducted pursuant to this
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article must result in feedback to the educator. Normal supervisory responsibilities of department, building, and district administrators will also cause administrators to drop in on classes and other activities in the worksite at various times as deemed necessary by the administrator. These supervisory responsibilities, when they do not result in targeted and constructive feedback to the educator, are not observations as defined in this Article. V. Parties Parties to this agreement are the Canton School Committee and the Canton Teachers Association (CTA), the employee organization that represents the educators covered by this agreement for purposes of collective bargaining. W. Performance rating Describes the educator’s performance on each performance standard and overall. There are four performance ratings: i. Exemplary Performance consistently and significantly exceeds the requirements of a standard or overall; an Exemplary rating on a standard indicates practice that significantly exceeds Proficient and could serve as a model of practice on that standard district-wide ii, Proficient Performance fully and consistently meets requirements of a standard or overall; proficient practice is fully satisfactory iii. Needs Improvement Performance is below the requirements of a standard or overall, but is not considered Unsatisfactory at this time; improvement is necessary and expected iv. Unsatisfactory 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. X. Performance Standards Standards and indicators pursuant to M.G.L. c. 71, § 38, consistent with and supplemental to 603 CMR 35.00; standards and indicators may be developed locally, or the parties may agree to limit standards and indicators to those set forth in 603 CMR 35.03 Y. Professional Teacher Status (PTS) Status granted to educators pursuant to M.G.L. c. 71. § 41; educators who have not yet earned Professional Teacher Status are identified as PrePTS educators in this document Z. Rating of overall educator performance Based on evaluator’s professional judgment and examination of evidence of the educator’s performance against the four Performance Standards and the educator’s attainment of the goals outlined in the educator plan AA. Rubrie Scoring tool describing characteristics of practice or artifacts at different levels of performance BB. Student learning indicator Demonstrates expected impact, as mutually agreed upon by educator and evaluator, on student learning, based on multiple measures of student learning, growth, and achievement, including student progress on conumon assessments and statewide student growth measures where available CC. Summative Evaluation Used to arrive at a rating on each standard, an overall rating, and as a basis to make personnel decisions; the Summative Evaluation includes the evaluator’s judgments of the educator’s performance against Performance Standards and the educator’s atiainment of goals set forth in the educator’s plan DD. Superintendent Person employed by the school committee pursuant to M.G.L. c. 74 $59 or §59A; Superintendent is responsible for the implementation of 603 CMR 35.00 EE. Teacher Any person employed in a position requiring a certificate or license as described in 603 CMR 7.04(3) or who has been approved as an instructor in the area of vocational education as provided in 603 CMR 4.00. Teacher may include, for example, classroom teachers, librarians, guidance counselors, or school nurses. [= SSS TET Educator Evaluation: Unit A Contract Language, Canton Public Schools Page 6 EEE
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4. Rubrics Rubrics for the Standards and Indicators of Effective Teaching Practice? are scoring tools used to rate educators on Performance Standards. They are used for educator self-assessment, formative assessment, formative evaluation, and summative evaluation. The district may use either the rubrics provided by ESE or comparably rigorous and comprehensive rubrics developed or adopted by the district and reviewed and approved by DESE. The rubrics are structured as follows: Standards: four broad categories of professional practice: Standard 1: Curriculum, Planning and Assessment Standard 2: Teaching All Students Standard 3: Family and Community Engagement Standard 4: Professional Culture Indicators: aspects of each standard Elements: individual components under each Indicator Descriptors: describe practice at four levels of performance for each element 5. Annual Orientation to Educator Evaluation* A. The Superintendent, Principal, or designee shall conduct a meeting by the third Friday in September each year for all educators and evaluators that is focused substantially on educator evaluation. The Superintendent, Principal or designee shall: i. provide an overview of evaluation process, including goal setting and educator plans; ii. provide all educators with directions for obtaining electronic and/or hard copies of the evaluation forms used by the district; and, iii, when necessary, digitally record the meeting in order to facilitate the orientation of educators hired after the beginning of the school year. 6. Self-Assessment A. The evaluation cycle begins with the educator’s self-assessment and drafting of proposed goals and the sharing of both with the evaluator. The information shared shall include: i. an analysis of evidence of student learning, growth, and achievement for students under the educator’s responsibility; ii. an assessment of practice against the four Performance Standards; and, iii. proposed goals to pursue to improve professional practice and student learning, growth, and achievement. B. The educator shall provide the evaluator with this information by the following dates: i. PrePTS educators: first Friday in October ii. PTS educators on Self-Directed Growth Plans: third Friday in October 3 See 603 CMR 35.03 4 See 603 CMR 35.06 for all aspects of the evaluation cycle SPECTRE aE TL SZ Es ES Da RTT Educator Evaluation: Unit A Contract Language, Canton Public Schools
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iii. PTS educators on Directed-Growth Plans or Improvement Plans: by the date set by the evaluator and outlined in the plan iv. Educators whose employment began after the start of the school year: six weeks from the first day of employment C. The evaluator shall consider the information provided by the educator and all other relevant information when reviewing the proposed goals. 7. Goal-Setting® A. When goal-setting with the educator, the evaluator shall use evidence of educator prior performance and impact on student learning, growth, and achievement, based on the educator’s self-assessment and other sources that the evaluator shares with the educator. B. Evaluators and educators shall consider creating goals for teams, departments, or groups of educators who share responsibility for student learning and results, except as provided in Article 9.B (i and ii). Educators may meet with teams to consider establishing team goals; evaluators may participate in such meetings. C. The evaluator retains final authority over goals to be included in an educator’s plan. 8. Educator Plans: General A. Every educator has a plan that includes, but is not limited to: i. at least one goal to improve the educator’s professional practice tied to one or more Performance Standards; ii, at least one goal to improve the learning, growth, and achievement of the students under the educator’ s‘responsibility; iii, an outline of the actions the educator must take to attain these goals, including, but not limited to: specified professional development activities, self-study, study groups with peers, implementing new programs, curriculum development, action research, and coursework, as well as other supports that the evaluator may suggest, or the school or district may provide; and, iv. benchmarks to assess progress. B. Three are four types of educator plans: i. Developing Educator Plan: For all PrePTS educators, and, at the discretion of the evaluator, PTS educators in new assignments ii, Self-Directed Growth Plan: For all PTS educators rated Exemplary or Proficient iii. Directed-Growth Plan: For all PTS educators rated Needs Improvement iv. Improvement Plan: For all PTS educators rated Unsatisfactory C. Educator plans shall be designed to provide educators with feedback for improvement, professional growth, and leadership; and to ensure educator effectiveness and overall system accountability. The plan must be aligned to the Standards and Indicators and be consistent with school and district goals. D. The evaluator places the educator on a plan based on the educator’s most recent overall rating in the Summative Evaluation, provided that the evaluator may place the educator on a different educator plan if a 5 See 603 CMR 35.06 Educator Evaluation: Unit A Contract Language, Canton Public Schools Page 8
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Formative Assessment Report or Formative Assessment Evaluation differs from the educator’s last summative rating (See Section 11.B.xi on page 12). PrePTs educators and any other educator at will shall be placed on a plan solely at the discretion of the district. E. The educator is responsible for attaining the goals in the plan and for participating in trainings and professional development provided through the state, district, or other providers in accordance with the educator plan. 9, Educator Plans: Development A. During the development of the educator plan, educators and evaluators must agree upon anticipated student learning gains for the multiple measures that will be used as evidence of educator performance. DESE shall establish anticipated student learning gains for statewide student growth measures. B. Educators and evaluators shali conduct educator plan development meetings as follows: i. PrePTS educators: Meet with evaluator by third Friday in October (or within six weeks of assignment to that school if started after beginning of school year) for assistance with self-assessment and drafting of professional practice and student learning goals; a) PrePTS Educators in their first year of pactice: Professional practice and student learning goals must include induction and mentoring activities. b) PrePTS educators in their second and third years of practice: May develop shared grade- level or subject-area team goals, unless evaluator indicates that educator should continue to address induction and mentoring goals pursuant to 603 CMR 7,12 ii, PTS Educators with ratings of Proficient or Exemplary: Submit self-assessment and proposed goals to evaluator by first Friday in October. Meet with evaluator in teams and/or individually by third Friday in October (or at end of previous evaluation cycle); if new to school, meet by third Friday in October or within six weeks of assignment to that school; may develop team goals; may include individual professional practice goals to enhance skills that enable the educator to share proficient practices with colleagues or to develop leadership skills iii. PTS Educators with ratings of Needs Improvement or Unsatisfactory: Meet individually with evaluator by the date set by evaluator and outlined in the educator plan to develop professional practice goal(s) that must address specific Standards and Indicators identified for improvement. In addition, the goals may address shared grade-level or subject-area team goals. C. The evaluator shares completed educator plans with PrePTS educators by the first Friday in November and with PTS educators by the second Friday in November. The educator shall sign the plan within five school days of its receipt and may include a written response. The educator’s signature indicates that the educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. D. The evaluator retains final authority over the content of the educator’s plan. 10. Observations of Practice and Examination of Artifacts A. PrePTS educators RE a a PY TP FT RT ES TCS ET Educator Evaluation: Unit A Contract Language, Canton Public Schools Page 9
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i. The evaluator shall conduct the first observation of PrePTS educators by the second Friday in November. The evaluator shall complete required observations by the first Friday in May. The evaluator may conduct additional observations after this date. ii, PrePTS educators in their first year of practice or first year assigned to a school shall have at least one announced and four unannounced observations during the school year. iii, | PrePTS educators in their second and third years of practice or second and third years assigned to a school shall have at least three unannounced observations during the school year. B. PTS educators i, PTS educators with overall ratings of Proficient or Exemplary shall have at least one unannounced observation during the evaluation cycle. ii, PTS educators with overall ratings of Needs Improvement shall be observed in accordance with their Directed-Growth Plan, which must include at least two unannounced observations during the period of the plan. iti, | PTS educators with overall ratings of Unsatisfactory shall be observed in accordance with their Improvement Plan, which must include both unannounced and announced observations. The evaluator determines the number and frequency observations. Improvement Plans of one year shall include at least one announced and four unannounced observations. Improvement plans of six months or fewer must include at least one announced and two unannounced observations. C. Unannounced Observations (see chart on p. 22 for observation schedule) i. Unannounced observations may be in the form of partial or full-period classroom visitations, or mini-observations of at least ten minutes in length. ii. The evaluator will provide the educator with at least brief written feedback within three to five school days of the unannounced observation. The evaluator shall deliver the written feedback in person, by email, to the educator’s mailbox, or by mail to the educator’s home. iii. After conducting an unannounced observation or series of unannounced observations resulting in a judgment of Unsatisfactory or Needs Improvement on one or more standards for the first time, the evaluator must conduct at least one observation of at least thirty minutes within thirty school days. D. Announced Observations (see chart on p. 22 for observation schedule) i, The evaluator shall have the discretion to conduct at least one announced observation of all educators, ii. The evaluator shall select the date and time of the lesson or activity to be observed and discuss any specific goal(s) for the observation with the educator. iii. Within five school days of the scheduled observation, either in person or in writing, the educator will share the following information with the evaluator: the nature of the lesson, the student population served, and any other information that will assist the evaluator in assessing performance. a) The educator will share the above information during a pre-observation meeting if either the evaluator or the educator requests such a meeting. b) The educator will share the above information in writing in advance of the lesson if neither party requests a pre-observation meeting. PE Educator Evaluation: Unit A Contract Language, Canton Pul SES blic Schools Page 10
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c) The evaluator will notify the educator as soon as possible if the evaluator will not be able to attend the scheduled observation. The educator and evaluator will reschedule the observation as soon as reasonably practical. i. Within five school days of the observation, the evaluator and educator shall meet for a post-observation conference. Either the evaluator or the educator may extend the timeframe due to the unavailability of either, but they shall reschedule within twenty-four hours if possible. ii. The evaluator shall provide the educator with written feedback within five school days of the post- observation conference. For any standard in which the educator’s practice was found to be Unsatisfactory or Needs Improvement, the feedback must: d) describe the basis for the evaluator’s judgment; e) describe actions the educator should take to improve their performance; f) identify support and/or resources the educator may use in their improvement; and, g) state that the educator is responsible for addressing the need for improvement. E. The evaluator is neither required nor expected to review all rubric indicators during an observation. 11. Formative Assessment and Formative Evaluation A. In order to provide the educator with targeted, constructive feedback that will help the educator improve their practice, the evaluator shall: i. make frequent unannounced visits to the classroom; ii, observe practice; iii, examine artifacts; and, iv. analyze multiple measures of student learning, growth, and achievement in relation to the Standards and Indicators of Effective Teaching Practice. B. The evaluation cycle shall include a Formative Assessment or a Formative Evaluation. Evaluators complete a Report for either. i, Formative assessment is ongoing throughout the evaluation cycle for all educators. ii. For educators on plans of one year of less: Evaluators write Formative Assessment Reports, usually at mid-cycle; the evaluator shall establish by written notice to the educator the due date for the Formative Assessment Report. iii. For educators on two-year plans: Evaluators write Formative Evaluation Reports, with a due date of the first Friday in June of the first year of the two-year cycle. a) The educator’s performance rating for that year shall be assumed to be the same as the educator’s previous summative rating, unless evidence demonstrates a significant change in performance. In such cases, the rating on the Performance Standards may change. iv. No less than two weeks before the due date for either Formative Assessment Reports or Formative Assessment Evaluations, the educator shall provide the evaluator with evidence of: a) family outreach and engagement; b) fulfillment of professional responsibility and growth; c) progress toward attaining professional practice and student learning goals; and, Educator Evaluation: Unit A Contract Language, Canton Public Schools Page 11