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Canton Teachers Association (PDF)
Saved text from 139 source pages. Transcription and OCR may contain errors; verify figures and wording against the original. Retrieved 2026-10-15.
Source page 42
Cc. Within the following disciplines, layoffs shall be determined by seniority. In determining the order of teachers to be laid off, teachers shall be laid off by discipline. For the purposes of this article, disciplines shall be: K-8 7-12 Math 7-12 English 7-12 Social Studies 7-12 Chemistry 7-12 Physics 7-12 Biology 7-12 General Science 7-12 Earth Science 10. 7-12 French 11: © 7-12 German 12. 7-12 Spanish 13. 7-12 Latin 14. Special Subject Teacher - Physical Education 15. Special Subject Teacher — Health 16. Special Subject Teacher — Technology Education 17. Special Subject Teacher ~ Family and Consumer Sciences 18. Special Subject Teacher - Industrial Technology 19. Special Subject Teacher — Reading 20. Special Subject Teacher -- Art 21. Special Subject Teacher - Music 22. Special Subject Teacher — Speech 23. Teacher - Special Class (Note, however, that each separate certification will constitute a separate discipline 24. School Psychologist 25. Guidance Counselor 26. School Librarian 27. Adjustment Counselor 28. School Nurse 29. Speech Pathologist 30. Occupational Therapist 31. Physical Therapist CHEN AWAWNE In cases involving members who have identical seniority, preference for retention shall be given to the member who, in the judgment of the Superintendent, is most qualified. The Superintendent may base his/her determination on such factors as professional training, experience within a discipline, performance, and needs of © the system. 24
Source page 43
D. Definitions 1. Seniority - Seniority is defined as the length of continuous full-time service in the Canton Public Schools from the first day of the teacher's continuous service as a teacher pursuant to official School Committee appointment. Authorized paid leaves of absence, or sabbatical leaves shall be considered time worked for purposes of seniority and layoff. Authorized leaves of absence without pay shall be considered as continuous service, but will not be considered as time worked for seniority and layoff as follows: Teachers on such leaves without pay for more than 45 school days but fewer than or equal to 90 school days in a school year will lose one half (1/2) a year's seniority. Teachers who are on such leave of absence without pay for more than 90 school days in a school year lose the entire year's seniority. Members of the bargaining unit who have served on a part-time basis shall be credited with the years or parts of years of seniority determined by multiplying the fractional amount of their teaching load times the period of such part time service, e.g., a teacher who taught half-time for one half of a year would be credited with one quarter of a year's service for that half year. Seniority shall commence to accrue from the first day of the teacher's continuous service as a teacher pursuant to official Superintendent appointment. Authorized, paid leaves of absence or sabbatical leaves shall be considered time worked for purposes of seniority and layoff. Authorized leaves of absence without pay shall be considered as continuous service, but will not be considered as time worked for seniority and layoff as follows: Part-time teachers on such leaves without pay for more than 1/4 of their work year but less than 1/2 of their work year will lose one half of the seniority credit they would have accrued for such year had they worked. Teachers who are on such leaves of absence without pay for more than 1/2 of their work year will lose the entire year's seniority. Qualified - Qualified shall require both being certified in the discipline and having taught satisfactorily in the discipline for at least one full school - year (fifteen (15) periods or more per week from the first day of school to the last day of school) within the Canton Public Schools within the past five years. However, a sixth (6th) grade teacher certified in a secondary discipline who has also taught in that secondary discipline in Canton in the past will be considered qualified in that secondary discipline notwithstanding the fact that the teacher has not taught in that discipline within the past five (5) years. ; 25
Source page 44
Bumping 1. In the event a teacher is qualified in a discipline other than the one from which s/he has been laid off, the laid off teacher shall have the option of bumping the more junior teacher in that discipline. 2. Notwithstanding the above requirement of a minimum of one year's teaching experience, a teacher certified K-8 may bump a more junior teacher certified only K-8 at either the elementary or middle school level. Notwithstanding the above requirement of a minimum of one year's teaching experience in the discipline: a. If a secondary science teacher is laid off, and s/he has taught any science at the secondary level for at least one full school year (fifteen (15) periods or more per week from the first day of school to the last day of school) within the Canton Public Schools within the past five years and if s/he holds a certification in another secondary science discipline, then s/he may bump a less senior teacher in such other secondary science discipline. If a secondary language teacher is laid off and s/he has taught any language at the secondary level for at least one full school year (fifteen (15) periods or more per week from the first day of school to the last day of school within the Canton Public Schools within the past five years) and if s/he holds a certification in. another secondary language discipline, then s/he may bump a less senior teacher in such other secondary language discipline. If a special needs teacher is laid off and s/he has taught in any special needs discipline for at least one full school year (fifteen (15) periods or more per week from the first day of school to the last day of school within the Canton Public Schools within the past five years) and if s/he holds a certification in another special needs discipline, then s/he may bump a less senior teacher in such other special needs discipline. It is also understood that this article is not to be construed as meaning that a middle school teacher (6-8) is automatically qualified to teach K-5 nor to imply that an elementary teacher (K-5) is automatically qualified to teach grades 6-8. This section means that if the School Committee does determine that they are so qualified, then they will be permitted to bump less senior teachers even though they may not have taught in the discipline for at least one full year. 26
Source page 45
3. A teacher certified only K-8 may not bump a teacher with a secondary ~ certification. , 4. Ifa qualified middle school teacher holds both a K-8 and a secondary certification, s/he may bump a more junior K-8 elementary or secondary certified teacher. Laid-off members may continue group Health and Life Insurance coverage during the recall period of thirteen (13) months as provided by the Committee to members of the bargaining unit by reimbursing the Town for full premium cost. Failure to forward advance premium payments to the Town by the date(s) set by the Town or refusal to return to employment upon recall will terminate this option. It is understood that there shall be no cost to the Town. Teachers who are on layoff because of reduction in force shall be on a recall list for the first thirteen (13) months of layoff and shall, if qualified, have preference over new applicants for any new position or full-time vacancy in the bargaining unit that the Committee is going to fill and for which they are qualified. In making a decision as to which of two or more qualified teachers on the recall list will be first recalled, the Superintendent will recall teachers in the inverse order of layoff. The failure of a teacher to accept the assignment within fifteen school days of the postmark of notification thereof shall automatically remove that teacher from the recall list and terminate all recall rights. The Superintendent's judgment hereunder shall be set aside only where it was not made in good faith and/or. was arbitrary or capricious. In the event an individual is notified of an intent to lay him/her off, s/he shall have 10 days from the postmark of the notification in which to request a hearing under Chapter 71, Section 42 if applicable. In the event s/he elects a c.71, §42 remedy, the individual waives his/her right to recall. No reduction in force shall take effect on other than the first day of a school year. Teachers who have been laid off shall, during their recall period, be notified in writing by the Superintendent's Office, provide’ they have left their home address with the Superintendent's Office, of any open positions in the system which they may be qualified to fill. Failure to accept an offer of employment for any such suitable position shall terminate the teacher's recall rights. Teachers recalled after layoff under this Article shall be placed on that step of the salary schedule which is one step higher than the one on which they were at the time of their last day of teaching prior to being laid off. Also such teachers shall carry over only that sick leave which was credited to them at the time of their last day of teaching prior to being laid off. 27
Source page 46
The Superintendent shall notify any teacher with professional status who is to be affected by a reduction in force by June 1 of the school year preceding the school year in which the reduction is to be effected. The Committee agrees that resignations, retirements, dismissal for cause, or normal termination of employment, will be utilized prior to instituting reduction in force. Notifications under sections G and I above will be by certified or registered mail. ARTICLE XXVI INDIVIDUAL SUPPORT TEAMS Each school in the Canton Public Schools will have one Individual Support Team (IST). The following terms will apply to the IST in each school. A. Teachers on the IST shall serve a two-year term. These terms will be staggered so that they do not expire at the same time. Each school will determine the number of members of the IST for that particular school. Participation on IST's by teachers shall be strictly voluntary. Teachers may resign from the support team at any time, with thirty (30) days notice to the Superintendent. The Committee will provide substitute coverage to allow the members to be able participate in the IST meetings during school hours. Teachers will not be negatively evaluated for their participation or non- participation in the IST program. Training for IST members will be provided. Records will be maintained by the IST and will be accessible to the principal and other appropriate administrators. These records shall include the dates of team meetings, the issues discussed, the solutions proposed, and any follow-up on earlier meetings. IST Compensation: Members of the IST shall be compensated, at their option, with either three (3) credits or a stipend of five hundred dollars ($500). 28
Source page 47
ARTICLE XXVUL EDUCATIONAL ENHANCEMENT FUND The Committee will provide $1000 per year for each teacher (prorated for part time teachers) to an aggregate cap for the entire bargaining unit of $100,000 per year from the Professional Enhancement Fund to be used for courses, conferences, workshops, or seminars that have been approved by the Director of Curriculum and Instruction. During the 2007-2008 school year, the Superintendent and the CTA president or their designees will develop a process in order to allow teachers to apply for a second grant if there is money available in this Fund. Any request denied by the Director of Curriculum and Instruction will be reviewed by the Professional Enhancement Committee (PEC). A final decision will be made by a vote of the PEC. The PEC shall consist of four (4) members appointed by the Committee and four (4) members elected by ‘the Association. The Director of C&I and the PEC shall meet before September 30" to discuss | the parameters for granting or denying this money. The money in the Professional Enhancement Fund shall only be made available to members of the teacher's bargaining unit’ An annual budget sufficient to fund this Article will be allocated for educationally enriching programs and services. Subject to the restrictions in this Article, the Committee retains the exclusive right to determine the programs and services to be implemented, the amounts to be paid and the process by which the employees are selected to effectuate them. These programs and services will have as their objective the overall enhancement and improvement of the educational programs of the Canton School System and the professional development of the staff. They will include areas such as sabbatical leaves, demonistration teaching, teacher mentoring, curriculum development, Horace Mann type projects and any other projects and services deemed by the Committee to be in the interests of the school system and which would be performed by teachers in addition to their regular professional duties. The decisions of the Committee will be non-grievable. Participation in these services and programs will be voluntary. ARTICLE XXVIH NEGOTIATION PROCEDURE A. Not later than November 30 of the calendar year preceding the calendar year in which this Agreement expires, the Committee agrees to enter into negotiations with the Association over a successor Agreement in accordance with the procedure set forth herein in a good-faith effort to reach agreement concerning teachers' wages, hours and other conditions of their employment. Such negotiations will include, but not be limited to, the items listed in the table of contents of this Agreement. Any agreement so negotiated will apply to all teachers and will be reduced to writing and signed by the Committee and the Association. B. During negotiations, the Committee and the Association will present relevant data, exchange points of view, and make proposals and counter-proposals. The Connnittee will make available to the Association, if requested, all pertinent records of the school system except those that are confidential. Either party, if it 29
Source page 48
so desires, may utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotiations, Cc. If the negotiations described herein have reached an impasse, the procedure described in Chapter 150E of the General Laws of Massachusetts will be applicable. ; Dz. All negotiation meetings will be scheduled after school hours. ARTICLE XXIX ASSOCIATION BUSINESS DAYS The president of the Association shall be granted, with the approval of the Superintendent, five (5) Association business days per school year. In addition, the president of the Association will not be assigned any non-teaching duties. ARTICLE XXX NURSES Nurses shall be entitled to all of the benefits of this Agreement except as listed below: 1. General a) Nurses will not be assigned any non-nursing duties. b) Evaluation: Nurses will use their current evaluation instrument, which will be included in Appendix G. Nurses shall be evaluated with the same frequency as teachers. c) Nurses will be evaluated by the Nurse Leader and the Building Principal. The Head Nurse will be evaluated by the Building Principal and the Superintendent or designee. d) Nurses will be notified in writing of any new programs that may effect the health or safety of students under their care. They shall be notified as soon as is practicable so that they may make _ whatever preparations they deem necessary. e) The nurses' salary scale shall be the same as the teachers’ scale. f) Mentoring: Nurses shall be included in the mentoring program. g) Longevity: The nurses’ longevity pay will be as follows: after 5 years. - $ 312 i after 10 years - $ 440 — 30
Source page 49
Longevity payments beyond ten (10) years are listed in ‘Article VI. h) Nurses will work two (2) days in addition to the teachers’ scheduled year to prepare medical records and meet with parents. The days will be assigned by the Superintendent or his/her designee after consultation with the nurses. Nurses will be compensated for each of these additional days at their per diem rate of 1/183 of their regular salary. i) Nurses shall not be eligible for preparation periods. Head Nurse and Nurse Leader 2. The responsibilities of the Head Nurse shall continue to include the oversight of the Health Services’ operating budget, which includes purchasing medical supplies and professional development for nurses. The responsibility of supervision and evaluation of the nursing staff shall be addressed by the Nurse Leader under the Essential School Health Services Grant. 3. When and if the Essential School Health Services Grant is no longer available, the above paragraph shall not apply, and the job specifications of the Head Nurse will be as specified in the collective bargaining agreement document dated 9/1/2005 — 8/31/2007. ARTICLE XXXI OCCUPATIONAL AND PHYSICAL THERAPISTS Occupational and Physical Therapists shall be entitled to ail of the benefits and provisions of this Agreement except as follows: A. B. A Therapist who works thirty (30) hours per week shall be deemed to be full time. Each Therapist’s schedule shall be determined by the Assistant Superintendent for Student Services. The number of hours assigned shall include specifically designated hours for each of the following: direct service, evaluations, meetings and preparation. The schedule shall also include time for a duty-free lunch as for. all other employees in the bargaining unit in accordance with Article VII. Therapists shall be paid according to Appendix A4. Any Therapist who agrees to work during the summer shall be paid at her/his hourly rate, calculated by dividing the annual rate for the just completed school year by 183, then by 6. Any Occupational Therapist who as part of any summer assignment supervises a Certified Occupational Therapist Assistant (“COTA”) shall be paid one hour for every six (6) hours the COTA works. 31
Source page 50
E. No Therapist shall be assigned duties since the position is a system-wide assignment. ARTICLE XXXII HEALTH AND SAFETY The Committee shall provide a safe and healthful working environment. A member of the Association shall be appointed to the Health Advisory Committee (HAC). The HAC shall meet periodically to discuss health and safety matters. The HAC shall also design and implement protocols for responding to complaints regarding problems with health and safety matters at the schools. When requested to do so by the Association, the Commitice agrees to meet with the Association to discuss matters involving health and safety. ARTICLE XXXII MENTORING The Mentor Steering Committee of four individuals (the Director of Curriculum & Instruction and a teacher selected by the CTA from the H.S.M.S., and elementary school) shall select, each year, a chairperson of the committee to be in charge of the Teacher-Mentor Program. This Committee will work collaboratively and with Principals to assign the best Mentor possible to each new teacher, provide professional development to Mentors and new teachers, and communicate and problem-solve together issues that arise with the mentoring of new teachers in Canton. 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. 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. C. 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 32
Source page 51
date of job sharing. Teachers shall be informed of the disposition of their job sharing application by May 1. 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, Both teachers will be present on duty for the entire workday for the first week of school in September of each year. 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. Both teachers will be present simultaneously for parent conferences. 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. 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. The preparation time provided for teachers in the Agreement shall be shared by each teacher. Each teacher will be paid the prorated amount of his or her appropriate full-time annual salary established pursuant to the terms of this Agreement, except when the teacher works a full day pursuant to the provisions of this Article. On such days, the teacher willbe 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 1 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. 33
Source page 52
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. ARTICLE XXXV DURATION This Agreement shall become effective on September 1, 2012 and continue in effect to and including August 31, 2015. 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. Negotiations for a successor to this 2012-2015 Agreement between the Committee and the Association shall commence no. later than November 30, 2014, pursuant to the terms of Article XXVIII of this Agreement. 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. 34
Source page 53
SAL IN WITNESS HERETO, THE PARTIES SET THEIR HANDS THIS Lb DAY enti OF Notembtw » 2012, : _ NTON TEACHERS ASSOCIATION CANTON SCHOOL COMMITTEE ee 35
Source page 54
APPENDIX A-1
TEACHER SALARY SCHEDULE
9/4/12 — 8/31/13
$53,956
$56,191
$58,519
$47,466 $49,545 $51,708 $56,293
$49,443 $51,606 $58,621
3 $51,504
4 $50,542 $53,650 $55,987 $58,417 | $60
52,
$52,648 $55,885 $58,315 $60,218 | $62,362
Ls | $54,841 $58,213 $60,116 $62,074 | $64,960
$56,538 $60,014 $61,972 $63,988 | $66,969
$53,854
$56,089 $60,453
$62,973
$65,596
$68,330
$70,443
$72,622
$74,868
| | $60,089 $63,784 $65,858 $67,994 | $71,176
$61,948 $65,756 $67,892 $69,859 | $73,377
$77,183
320
$58,286 $61,870 $63,886 $65,960 $69,041
NOTE:
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.
$79,570
$81,610
$83,703
$85,849
$88,050
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.
36Source page 55
snd APPENDIX A2 3 TEACHER SALARY SCHEDULE : 9/1/13 — 8/31/14 | wr ot Matsa | Masso | mavod La | sis | sieats | sins | sso | sssos | ssn La | sens | senor | sso | ssaon | ssnais | sso ra Pass [asm | ana | sas | ane | sea $608 sam sss 13 $68,524 $72,737 $74,847 $76,958 | $81,167 | $85,377 14 $70,281 $74,602 $76,767 $78,932 | $83,248 | $87,566 15 $72,083 $76,515 $78,735 $80,956 | $85,383 $89,811 NOTE: 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. 37
Source page 56
i APPENDIX A3 TEACHER SALARY SCHEDULE 9/1/14 — 8/31/15 sup | pa |_Ma Mats Masse 1 $46,523 $49,383 $51,547 $53,797 $56,136 $58,567 2 $48,461 $51,441 $53,691 $56,030 $58,461 $60,990 3 $50,481 $53,585 $55,924 $58,355 $60,884 $62,896 4 $52,584 $55,817 $58,249 $60,778 $62,757 $65,517 — He | sme | sous | sector | sosios | snisso | srssse ssaa02 sss se70ss 15 $80,310 $82,575 | $87,090 | $91,608 NOTE: 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.
Source page 57
APPENDIX A4
OT and PT Salary Schedule
9/1/2012. STEP BACHELOR'S MASTERS
1 $52,255 $56,597
2 $54,666 $59,017
3 $57,481 $63,866
4 $62,434 $66,776
5 $65,580 $69,925
: 6 - $70,670 $75,015
9/1/2013 STEP BACHELOR'S MASTERS
1 $53,300 $57,729
2 $55,759 $60,198
3 $58,631 $65,144
4 $63,683 $68,112
5 $66,891 $71,324
6 $72,083 $76,515
9/1/2014 STEP BACHELOR'S MASTERS
al $54,366 $58,883
2 $56,874 $61,401
3 $59,803 $66,446
4 $64,957 $69,474
5 $68,229 $72,750
6 $73,525 $78,045
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.
39Source page 58
APPENDIX B1
STIPENDS
9/1/12 — 8/31/13
COORDINATORS
ART $1,067.27/tchr
$1,067.27/tchr
FOREIGN LANGUAGE $1,067.27/ tchr
5 MATHEMATICS
: $1,067.27/ tchr
SOCIAL STUDIES $1,067.27/ tchr
WELLNESS (K-12) $1,067.27/ tcbr
PERFORMING ARTS $1,067.27/ tchr
COMPUTER (HS & GMS)
CAREER EDUCATION 10,361
ELEMENTARY ASSISTANT PRINCIPALS
$627.93/tchr
$627.93 /tchr
SCIENCE $627.93/tchr
SOCIAL STUDIES $627.93/tchr
FOREIGN LANGUAGE .
IST/ISSP COORDINATORS ' 504 COORDINATORS
40Source page 59
SPECIAL EDUCATION*
ADJUSTMENT COUNSELOR 2,070 |
DEVELOPMENTALLY DELAYED (CHS onl
PSYCHOLOGIST
GUIDANCE COUNSELORS
HIGH SCHOOL 706
GALVIN 706
DRIVER EDUCATION
[CLASSROOM ———“‘CS;SOCO!OUOUOUOUOUOUOWO™~OOCOCOCOSC‘CYSC“‘«i‘“ |
DRIVING (per student) 333.21
DIRECTOR
MENTORING
TEACHER MENTOR
per year or
3 credits for horizontal
movement on salary
schedule
STEERING COMMITTEE CHAIRPERSON 1,681
STEERING:COMMITTEE MEMBERS (2
HEAD NURSE .
| 2,340 |
CIVIL RIGHTS COMPLIANCE OFFICER . 2,340
*These stipends do not apply to any employee hired into these positions after August 31, 2009.
41Source page 60
APPENDIX B2
STIPENDS
9/1/13 — 8/31/14
COORDINATORS
$1,088.61 /Achr
ENGLISH $1,088.61 /tchr
$1,088.61 /tchr
FOREIGN LANGUAGE
MATHEMATICS $1,088.61 /tchr
: SCIENCE $1,088.61 /tchr
| ART
$1,088.61 /tchr
$1,088.61 /tehr
PERFORMING ARTS
COMPUTER (HS & GMS
CAREER EDUCATION
ELEMENTARY ASSISTANT PRINCIPALS
DEPARTMENT ADVISORS
$640.49/tchr
$640.49/tchr
$640.49/tchr
$640.49/tchr
$640.49/tchr _|
ENGLISH — READING
MATHEMATICS
SCIENCE
FOREIGN LANGUAGE
IST/ASSP COORDINATORS 504 COORDINATORS.
High School 2,653 1,891
Galvin MS 2,538 1,767
1,385
1,269
Luce 1,615
42Source page 61
SPECIAL EDUCATION* - ADJUSTMENT COUNSELOR DEVELOPMENTALLY DELAYED (CHS only) PSYCHOLOGIST GUIDANCE COUNSELORS » HIGH SCHOOL J GALVIN 720 DRIVER EDUCATION CLASSROOM DRIVING (per student) -_ DIRECTOR MENTORING TEACHER MENTOR _ ; per year or 3 credits for horizontal movement on salary schedule STEERING COMMITTEE CHAIRPERSON STEERING COMMITTEE MEMBERS (2) . HEAD NURSE CIVIL RIGHTS COMPLIANCE OFFICER *These stipends do not apply to any employee hired into these positions after August 31, 2009. 43
Source page 62
APPENDIX B3
i ; STIPENDS
4 9/1/14 — 8/31/15
COORDINATORS _
ART
ENGLISH
ELEMENTARY ASSISTANT PRINCIPALS
$1,110.38/tchr
$1,110.38/tchr
$1,110.38/tchr
$1,110.38/tchr
$1,110.38/tchr
$1,110.38/tchr
$1,110.38/tchr
$1,110.38/tchr
KENNEDY 6,128
| 6,128
DEPARTMENT ADVISORS
ENGLISH — READING ; $653.30/tchr
:
FOREIGN LANGUAGE $653.30/tche
IST/ISSP COORDINATORS 504 COORDINATORS
High School . 1,929 _.
Galvin MS 2,588 1,802
1,412 1,110
1,295
- 1,647
44Source page 63
’ SPECIAL EDUCATION* ADJUSTMENT COUNSELOR DEVELOPMENTALLY DELAYED (CHS only PSYCHOLOGIST GUIDANCE COUNSELORS HIGH SCHOOL GALVIN DRIVER EDUCATION CLASSROOM | DRIVING (per student) DIRECTOR 5,548 . MENTORING TEACHER MENTOR . 1,086 per year or ; 3 credits for horizontal movement on salary schedule STEERING COMMITTEE CHAIRPERSON 1,749 STEERING COMMITTEE MEMBERS (2) "HEAD NURSE 2,183 CIVIL RIGHTS COMPLIANCE OFFICER 2,434 *These stipends do not apply to any employee hired into these positions after August 31, 2009. 45
Source page 64
APPENDIX C1
TEACHERS’ EXTRA CURRICULA PAY SCHEDULE
9/1/12 — 8/31/13
[ STEP 1 2 3. |
CANTON HIGH SCHOOL Pf
Scapemepecarmtos
(Coordinator ee 504
English ee ee
Mathematics es ee
Social Studies | 504
Science CCS 5G
Foreign Language i ce
French
= :
DRAMA ee ee ee
Drama Club
IMusical-Choreographer
IMusical-Costume. Advisor
usical-Director/Producer
Musical-Director
IMusical-Prop Advisor/Stage Manager
Play- Director/Producer a ee
Play-Set Light Designer
One Act Play Festival-Director/Producer
746 868 996
746 868 996
Gr. 10 One Act Play-Director/Producer | 746 | -868 | 996 |
Gr.11 One Act Play-Director/Producer 996
- \Gr. 12 One Act Play-Director/Producer 868 996
(LassapvisoR
Grade 9 es ee a
Grade 10 : 423
Grade 11 1,225
Grade 12 1,520 1,700 2,025 |
46Source page 65
ISCELLANEOUS
(Audio Visual Director 1,601 1,907 2,212
4,797
Band Drill Instructor 1,802
Chess Club Advisor es 852
(ComputerRoom Monitor | 3,95
DebatingTeam 84
Drill Team 1,009
Green House Manager 2,389
iterary Magazine Advisor 2,339
ath Team Advisor
[Math Team Assistant 1,728
Spectrum Advisor 3,186
National Honor Society 1,728
2,339
earbook Advisor 4,654
Cable TV Coordinator | fs 7,044
Civil Rights Coordinator ft 2,339
caLvinmippiescroos «Td
ISCELLANEOUS a
[Audio Visual Director 3,367 | 3,851
Chess Club Advisor rf 1653
(Cheerleader Coach 504
Computer Club a ee
Student Council Advisor 2,339
Yearbook Advisor 1,966
Literary Magazine Advisor :
INewspaper Advisor 1,362
ath counts ; ef ss 671
Musical: C—“‘“‘CS*drSCSC(‘iTC
Directo Producer 1,833 2,252
Director 1, adi 1,833
Prop Advisot/Stage Manager 2,252
IPACE Teacher a 685
Future Problem Solving Director Pt] ott
Interscholastic Athletics Coordinator 788
47Source page 66
ELEMENTARY SCHOOLS MISCELLANEOUS Play Directors-each elementary Play Directors-Support staff, each elementary [Early Childhood Coordinator [Luce School Elementary Publication * At the Galvin Middle School, all extra-curricular or intramural activities not listed in this agreement will be paid as follows: Enrollment: Minimum 15 Students Duration: 2 days per week, 10 weeks Stipend: $1,224 Enrollment: Minimum 8 students Duration: 1 day per week, 10 weeks Stipend: $612 48
Source page 67
APPENDIX C2 TEACHERS’ EXTRA CURRICULA PAY SCHEDULE 9/1/13 — 8/31/14 STEP 1 2 3 PANTONE SCHOOL IACADEMIC DECATHLON a i Coordinator ee ee English 514 Mathematics 514 Social Studies a ee Science es ee oreign Language P| 514 OREIGN EXCHANGES a French 2,181 German 1,901 2,181 Spanish 1,901 | 2,181 DRAMA ee ee Drama Club 1,149 1,510 IMusical-Choreographer 1,510 1,510 ‘usical-Director/Producer 3,754 usical-Set Light Designer 3,383 IMusical-Director 3,133 Musical-Prop Advisor/Stage Manager 1,266 Play-Director/Producer | 2,257 Play-Set Light Designer 1,762 One Act Play Festival-Director/Producer 1,140 One Act Play Festival-Set Light Designer 1,015 Gr.9 One Act Play-Director/Producer Gr. 10 One Act Play-Director/Producer 1,015 Gr.11 One Act Play-Director/Producer 1,015 Gr. 12 One Act Play-Director/Producer 1,015 CLASS ADVISOR ee Grade 9 es Grade 10 Grade 11 Grade 12 1,550 1,734 2,065
Source page 68
MISCELLANEOUS. [|
Audio Visual Director 1,633 1,946 2,257
[Band Director
. [Band Drill Instructor
Chess Club Advisor rr ee ee
(ComputerRoomMonitor CE 3,993
DebatingTeam CT 8
~ Drill Team
~ Green House Manager
Literary Magazine Advisor
Math Team Advisor
ath Team Assistant
Spectrum Advisor
Student Council Advisor
Yearbook Advisor _
(Cable TV Coordinator a ee Ae
Civil Rights Coordinator FT| 2386 |
GALVIN MIDDLE SCHOOL* Pf
3,434 | 3,928
Chess Club Advisor a ee
Cheerleader Coach 514
Computer Club es ee
Student Council Advisor 1,633 2,386
Yearbook Advisor 1,274 2,005
Literary Magazine Advisor 2,386
Newspaper Advisor
Mathcounts
Musical: fF
Director/Producer 1,870 2,297
Director
Prop Advisor/Stage Manager 2,297
IPACE Teacher a ee
- Future Problem Solving Director FT 623
Interscholastic Athletics Coordinator 804
50Source page 69
MISCELLANEOUS SOS Play Directors-each elementary ; ff 2,947 Play Directors-Support staff, each elementary fF T9207 Early Childhood Coordinator J 1,682 [Luce School Elementary Publication * At the Galvin Middle School, all extra-curricular or intramural activities not listed in this agreement will be paid as follows: Enrollment: ~ Minimum 15 Students Duration 2 days per week, 10 weeks © Stipend: $1,248 Enrollment: Minimum 8 students Duration: 1 day per week, 10 weeks Stipend: $624 31
Source page 70
APPENDIX C3 TEACHERS’ EXTRA CURRICULA PAY SCHEDULE 9/1/14 — 8/31/15 ACADEMICDECATHLON __———«dSSSi ee Coordinator 524 English ee ee athematics er ee Social Studies ee ee Science 52 Foreign Language 524 OREIGN EXCHANGES a rench 1,939 2,224 German 2,224 DRAMA a Drama Club 1,540 IMusical-Costume Advisor 1,540 (Musical-Director/Producer usical-Set Light Designer Musical-Director Musical-Prop Advisor/Stage Manager Play- Director/Producer ee ee Play-Set Light Designer One Act Play Festival-Director/Producer One Act Play Festival-Set Light Designer Gr.9 One Act Play-Director/Producer Gr, 10 One Act Play-Director/Producer 1,036 Gr.11 One Act Play-Director/Producer 716 903 1,036 Gr, 12 One Act Play-Director/Producer 7716 903 1,036 CLASS ADVISOR ee Grade 9 ee ee Grade 10 ee ee Grade 11 a ee Grade 12 1,581 1,769 2,106 52
Source page 71
MISCELLANEOUS a
[Audio Visual Director : 1,666 1,984 2,302
[Band Director 4,991
Band Drill Instructor
Chess Club Advisor ee ee ee
Computer Room Monitor Yes 4,073
Debating Team 919 |
Drill Team 1,050
Green House Manager 2,485
iterary Magazine Advisor 1,987
Math Team Advisor ma aD 5,099
eat Team Assistant 1,798
3,315
— Honor Societ 1,798
Student Council Advisor
[Yearbook Advisor 4,842
Cable TV Coordinator ps 7,329
Civil Rights Coordinator
GALVIN MIDDLE SCHOOL* ———"
MISCELLANEOUS a a
Audio Visual Director
Chess Club Advisor ae ee eee
(Cheerleader Coach
Computer Club sae boar ak
Student Council Advisor 1,984 | 2,433 | “433
|Yearbook Advisor 1, "300 1,676
ewspaper Advisor r 900 | 1,160 | 1,417
ee counts Po 88
pea
Director/Producer
Director 2, 343
IPACE Teacher ee ee
‘uture Problem Solving Director Pf 636
nterscholastic Athletics Coordinator fF 820
. 33Source page 72
Play Directors-each elementary fT 3,006. Play Directors-Support staff, each elementary a ee ee Early Childhood Coordinator 1,716 uce School Elementary Publication 404 * At the Galvin Middle School, all extra-curricular or intramural activities not listed in this agreement will be paid as follows: Enrollment: Minimum 15 Students —_ Duration: 2 days per week, 10 weeks Stipend: $1,273 Enrollment: Minimum 8 students Duration: 1 day per week, 10 weeks Stipend: $637 54
Source page 73
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. 1 (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. : 55
Source page 74
APPENDIX D1 COACHES’ SALARY SCHEDULE | 9/1/12 ~ 8/31/13 56 | 7 Stepf t | 2 4 CATEGORY I “ FOOTBALL Head Coach 6,730 | 7,491 8,681 Assts//Freshman 3,707 | 4,134 4,782 Galvin 2,500 | 2,795 | 3,225 CATEGORY II BASKETBALL, ICE HOCKEY WRESTLING Head Coach 4,662 5,163 | 5,760 6,649 Assts//Freshman 2,571 2,849 3,178 3,674 Galvin 1,644 iim ee ee ee BASEBALL, SPRING TRACK, GYMNASTICS, FIELD HOCKEY SOCCER, SOFTBALL, LACROSSE, a ee ee ee [VOLLEYBALL C=C‘ ( Head Coach 4,142 | 4,593 | 5,122 Assts/Freshman 2,270 2,513 2,813 3,245 Galvin 1,494 1,654 | 1,849 2,138 CATEGORY IV ee ee ee INDOOR TRACK, SWIMMING Head Coach 3,155 3,488 | 3,899 4,506 Assts/Freshman 1,752 1,934 2,161 2,496 Galvin 1,494 1,575 | 1,849 2,138 CATEGORY V CROSS COUNTRY, TENNIS, GOLF Head Coach 2,416 2,676 2,988 3,448 Assistant 1,339 1,482 | 1,654 1,913 CATEGORY VI | [ | CHEERLEADING i. Head Coach 1,971 2,143 | 2,394 2,761 | Assistant 1,189 1,292 1,441 1,665
Source page 75
MISCELLANEOUS
‘Athletic Trainer/EMT [ 24,000 _ | 25,000 26,000 27,000
INTRAMURAL SPORTS SCHOOL
Tennis (Boys’ & Girls’) HIGH FALL 971
Basketball (Boys’ & Girls’) HIGH
Basketball (Boys’ & Girls’) HIGH WINTER 7712
Weight Training HIGH
Girls’ Softball HIGH SPRING 1,153
Boys’ Tennis | C{HIGH | SPRING | 394 |
Weight Training SPRING 1,922
1,153
Girls’ Field Hockey | ————s—s«SE MIDDLE FALL 1,153
Girls’ Gymnastics | MEE | FALL 1,153 |
Cross Country ; MIDDLE FALL 1,288
| Badminton MIDDLE FALL 583 |
Basketball Coordinator :
(Boys’ & Girls’) WINTER 2,497
Basketball Asst. (per Asst.) | ——<“‘is~sCS MIDDLE |S WINTER ~ 1,697
Flag Football per season ~ 1,153
Kickball MIDDLE | .—_—_—[ per season 1,153
Wrestling ; per season 576
Soccer MIDDLE per season 1,153
| Girls’ Gymnastics MIDDLE | —————_—=«&| WINTER 1,540
Badminton MIDDLE WINTER 583
Softball (2) | MIDDLE SPRING 1,288
Tennis (Boys’ & Girls’) MIDDLE SPRING _ |. 1,153
Track MIDDLE SPRING 1,288
Basketball (Boys’ & Girls’) HANSEN WINTER 1,811
Basketball (Boys’ & Girls’) KENNEDY WINTER | 1,811 |
Basketball (Boys’ & Girls’) LUCE WINTER 1,811 |
37Source page 76
APPENDIX D2
= COACHES’ SALARY SCHEDULE
9/1/13 — 8/31/14
2 3 4 |
CATEGORY I
FOOTBALL |
: Head Coach 6,205 | 6,865 | 7,641 8,855
Assts//Freshman 3,417 | 3,781 | 4,217 | 4,877
Galvin 2,304 | 2,550 | 2,851 | 3,290
CATEGORY II
BASKETBALL, ICE HOCKEY
WRESTLING
Head Coach 4,756 | 5,267 | 5,875 6,782
Assts//Freshman 2,623 | 2,906 | 3,242 3,748
Galvin 1,677 | 1,855 | 2,069 | 2,390
CATEGORY Il -
BASEBALL, SPRING TRACK, - —{
GYMNASTICS, FIELD HOCKEY
SOCCER, SOFTBALL, LACROSSE, _ |
VOLLEYBALL
Head Coach 4,225 4,685
‘Assts/Freshman 2,315 | 2,564 | 2,869
[ Galvin 1,524 1,688
CATEGORY IV
INDOOR TRACK, SWIMMING ;
. Head Coach 3,218 3,558 3,977 4,596
Assts/Freshman 1,787 1,973 2,205 2,546
Galvin
CATEGORY V
CROSS COUNTRY, TENNIS, GOLF
Head Coach
Assistant
CATEGORY VI |
2,186 | 2,442 2,816
1,318 1,470 1,698
CHEERLEADING
- Head Coach
Assistant
58Source page 77
e
MISCELLANEOUS |
| INTRAMURAL SPORTS SCHOOL SEASON | SALAR
Tennis (Boys’ & Girls’) 9%
Basketball (Boys’ & Girls’) 1,1’
Basketball (Boys’ & Girls’) f
Weight Training 1,9¢
Girls’ Softball 1,1’
Boys’ Tennis A
Weight Training 1,9¢
Tennis (Boys’ & Girls’) 1,1°
Girls’ Field Hockey 1,15
Girls’ Gymnastics : 11%
1,31
Badminton 5¢
Basketball Coordinator
(Boys’ & Girls’) MIDDLE WINTER 2,54
Basketball Asst. (per Asst.) MIDDLE WINTER 1,72
Flag Football MIDDLE | —_ | perseason | 1,17
Kickball MIDDLE per season 1,17
Wrestling MIDDLE per season. 58
Soccer MIDDLE per season 1,17
Girls’ Gymnastics MIDDLE WINTER 1,57
Badminton MIDDLE WINTER 39
Softball (2) MIDDLE SPRING 1,31
Tennis (Boys’ & Girls’) MIDDLE SPRING 1,17
Track MIDDLE SPRING 1,31
Basketball (Boys’ & Girls’) HANSEN WINTER 1,84
Basketball (Boys’ & Girls’) KENNEDY WINTER 1,84
Basketball (Boys’ & Girls’) LUCE WINTER 1,84Source page 78
APPENDIX D3 COACHES’ SALARY SCHEDULE 9/1/14 — 8/31/15 CATEGORY I FOOTBALL Head Coach 9,032 | Assts//Freshman 4,975 | Galvin 3,356 CATEGORY II BASKETBALL, ICE HOCKEY | WRESTLING Head Coach 6,918 Assts//Freshman 3,822 Galvin 2,438 CATEGORY III BASEBALL, SPRING TRACK, GYMNASTICS, FIELD HOCKEY __| SOCCER, SOFTBALL, LACROSSE, _| VOLLEYBALL Head Coach 4,310 | 4,779 | 5,329 6,154 Assts/Freshman 2,361 2,615 2,927 3,376 1,555 1,721 | 1,924 2,224 INDOOR TRACK, SWIMMING Head Coach 3,282 | 3,629 | 4,057 4,688 Assts/Freshman : 1,823 2,012 2,249 2,597 Galvin 1,555 1,639 | 1,924 2,224 CATEGORY V CROSS COUNTRY, TENNIS, GOLF b : : Head Coach 2,514 2,785 3,108 3,587 Assistant 1,393 1,542 | 1,721 1,990 —___—-+ CATEGORY VI CHEERLEADING ! Head Coach 2,050 | 2,230 | 2,491 2,873 Assistant 1,237 1,345 | 1,499 1,732 60
Source page 79
MISCELLANEOUS
“Athletic Trainer/EMT 24,970 26,010 _| 27.050 28,091
INTRAMURAL SPORTS | SCHOOL SEASON | SALARY
Tennis (Boys’ & Girls’) HIGH FALL 1,010
Basketball (Boys’ & Girls’) ‘| HIGH FALL . 1,199
Basketball (Boys’ & Girls’) HIGH WINTER 803
|Girls’ Softball | SIGH SPRING 1,199
Boys’ Tennis HIGH SPRING 410
Tennis (Boys’ & Girls’) MIDDLE FALL 1,199
Girls’ Field Hockey MIDDLE FALL
Girls’ Gymnastics MIDDLE [FALL 1,199
1,340
Basketball Coordinator
(Boys’ & Girls’)
Basketball Asst. (per Asst.)
Flag Football
Kickball
Cross Country MIDDLE FALL
Badminton MIDDLE
MIDDLE
MIDDLE
Wrestling
Soccer MIDDLE
Girls’ Gymnastics MIDDLE
MIDDLE
per season
per season
per season
per season
Track
WINTER
WINTER 1,602
1,766
1,199
1,199
600
1,199
607
Basketball (Boys’ & Girls’)
Badminton MIDDLE
Softball (2) 1,340
Tennis (Boys’ & Girls’) 1,199
1,340
Basketball (Boys’ & Girls’) HANSEN WINTER 1,884
| Basleetball (Boys’ & Girls’) KENNEDY WINTER 1,884
| LUCE WINTER 1,884
61Source page 80
Wop ARTICLE I II Ii VII VII TABLE OF CONTENTS NAME PAGE PURPOSE AND FOCUS......cccsscesssesssessseessenesessitesseesssunesesses 1 FREQUENCY OF EVALUATION ........scsseeseessssseesseressseeenenen 1 ORIENTATION o...ssscscesssesssesseesoseesnsssesssessneceessresssecsseeesenen 1 EVALUATIVE CRITERIA: CATEGORIES AND INDICATORS OF EFFECTIVE TEACHING ........-sscecseesssecsseessnseessssesssnessssneeeane 2 EVALUATION PROCEDURES .......ssesscsssessssseeesessseesssessenseseen 5 A. NON-PROFESSIONAL STATUS TEACHERS «0.0.0.0... 5 B, PROFESSIONAL STATUS TEACHERS .......0.-ss0sescsssseees 9 DATA SOURCES FOR TEACHER SUPERVISION AND EVALUATION ....sscesssescsecsssessseesunessneesesssesssneeeessareesies 13 ASSIGNMENT OF RESPONSIBILITY........-.csssessssteesseseenseeeneees 14 TIMELINES. ......0ssccsscsssseessseeessecaseessnessescossecesssesssvesesseneeses 16 ACTION PLANS. .....cssscsssetesssecessesssecssseeveceesseessanseesesessnree 17 FORMS A-F.....scscscsssesssessseesseesssesrensecsesseassssucseneceneveceneseees 18 CATEGORIES AND INDICATORS OF EFFECTIVE PERFORMANCE & SUMMARY EVALUATION FORMS ........0.ccccessceeeeeeeeseereseeeseceaeeacaaenenenetene 28 GUIDANCE/ADJUSTMENT COUNSELOR - FORM G.........sseeeee 28 SCHOOL LIBRARIAN - FORM H 31 SCHOOL NURSE - FORM 1.00... ccccescsssesceeeeesceeeeeeeueeeseeeeeseeeees 35
Source page 81
I PURPOSE AND FOCUS The purposes of performance evaluation in the Canton Public Schools are: A. To serve as a vehicle for teacher growth B. To provide information for improving instruction C. To provide a record of facts and assessments to assist in making personnel decisions, including decisions by the Canton School Committee on tenure. The implementation of the evaluation process must allow collaborative planning by all parties involved. ; The. evaluation of teachers will ‘be based on classroom performance as measured in formal classroom observations, an appraisal of the individual's non-teaching performance as a professional member of the school community, and other sources of data, such as structured. conferences (see p 15, #6). The Evaluative Criteria included ii this document shall serve as the standard of good teaching in the Canton Public schools and guide the evaluation process. Information used in evaluation must be based either on direct observation of performance and/or factual information based on other sources of data (see VI. Data Sources). IL. FREQUENCY OF EVALUATION Non-professional status teachers will be evaluated annually. Professional status teachers will be evaluated every two (2) years out of a four (4) year cycle. The off-cycle year process will be focused on professional development. Once teachers attain professional status, they will enter their next year on "Year Two" of the four year cycle, the professional development year. These are minimum requirements intended to ensure that all teachers will be evaluated periodically. While it would be useful to evaluate professional status teachers every year, the number of teachers involved makes it impractical to do so, if we are to do justice to those being evaluated. An administrator may, however, formally evaluate any teacher (whether professional status or non-professional status) at any time if, in the view of the administrator, performance does not meet the standards or is of concern. This follows from the fact that an administrator's responsibility to supervise teachers must be a continuing responsibility, not one that is exercised only at certain intervals. Prior to initiating such evaluation, the administrator must meet with the teacher to discuss the basis for his/her concern and must identify the categories and indicators that will be the focus of the evaluation. The administrator will describe how s/he intends to undertake the evaluation, including monitoring, feedback and timelines. Tl. ORIENTATION In September of each year, all non-professional status and professional status teachers will meet with supervisors for an orientation of the evaluation procedures. It is the intent of this meeting to allow all staff the opportunity to enter the evaluation process with full and open knowledge of what the process is. Canton's evaluation process makes use of a series of Forms A-G, which will be reviewed with teachers. At this meeting, teachers will be given the names of their evaluators.