Agreement between the
SANTA BARBARA UNIFIED SCHOOL DISTRICT
and the
SANTA BARBARA TEACHERS ASSOCIATION
CTAINEA
2011 - 2014
T
Santa Barbara
Unified
SCHOOL DISTRICTSANTA BARBARA UNIFIED SCHOOL DISTRICT MANAGEMENT TEAM Eric Smith Robin Sawaske Gerrie Fausett Meg Jette Ann Peak Kathy Abney Sally Kingston David Ortiz BOARD OF TRUSTEES Annette Cordero Susan Deacon Ed Heron Monique Limon Kate Parker President Vice President Member Member Member SUPERINTENDENT OF SCHOOLS David E. Cash, Ed.D.
NEGOTIATING TEAMS
SANTA BARBARA TEACHERS ASSOCIATION Ken Stevens
Todd Ryckman Deborah Katzburg Layne Wheeler Cindy Heller
INDEX
Article Page
I. Preamble 1
II. Recognition 1
III. Rights and Obligations of Parties 1
IV. Wages 4
V. Health and Welfare Benefits 6
VI. Hours/Conditions 8
VII. Transfer and Reassignment Policy 17
VIII. Evaluation Procedure 22
IX. Special Needs Students 30
X. Class Size 31
XI. Leaves 34
XII. Grievance Procedure 46
XIII. Safety 49
XIV. Public Charges 50
XV. Personnel Files 51
XVI. Term and Effect of Agreement 52
XVII. Savings Clause 53
Exhibit
A. Unit Description 55
B. Salary Schedules C. Co-Curricular Activities
ARTICLE I 1
PREAMBLE 2
3
This Agreement is made and entered into by and between the Santa Barbara Unified 4
School Districts, and their Board of Trustees, hereinafter referred to as “District”, and the 5
Santa Barbara Teachers Association, an affiliate of CTA/NEA, hereinafter referred to as 6 “Association”. 7 8 Section 2. Purpose 9
This Agreement is entered into pursuant to Chapter 10.7, Section 3540 et seq. of the 10 Government Code. 11 12 ARTICLE II 13 RECOGNITION 14 15
The District hereby acknowledges that the Association is the exclusive representative for 16
employees holding those positions described in Exhibit “A”, which is attached hereto and 17
incorporated herein by reference as a part of this Agreement. 18
19
ARTICLE III 20
RIGHTS AND OBLIGATIONS OF PARTIES 21
22
Section 1. Association 23
1.1 All Association business and activities will be conducted pursuant to the 24
standards of conduct established by PERB. Association representatives shall have 25
reasonable access to employees and shall, prior to contacting a unit member, make 26
their presence on the site known to the site administrator or the site office. The 27
conduct of Association business and activities will not interfere with the school 28
program or school duties of unit members. 29
1.2 The Association may use District designated bulletin boards at each school site 30
for the purpose of communicating usual and regular Association business to unit 31
employees. Only materials authorized by the Association president or his/her 32
designee shall be posted. A courtesy copy of such posting shall be provided to the 33
site administrator or the superintendent at the time of the posting. 34
1.3 The Association may continue to use the District mails in accordance with past 1
practice. 2
1.4 The District shall provide the Association with a list of unit employees, 3
indicating names and work locations, on or about each November 1st during the 4
term hereof. 5
1.5 The District will deduct from the pay of Association members and pay to the 6
Association the normal and regular monthly membership dues as voluntarily 7
authorized in writing by the employee on the District form subject to the 8
following conditions: 9
1.5.1 Such deduction shall be made only upon submission on a District 10
approved form of a duly executed and revocable authorization by the 11
employee. 12
1.5.2 The District shall not be obligated to put into effect any new, changed, 13
or discontinued deduction until the pay period commencing fifteen (15) days 14
or more after such submission. 15
1.5.3 Any changes in deductions hereunder during the term of this 16
Agreement shall be made pursuant to employee authorization. Where such 17
changes are requested for Association members generally, the Association 18
will reimburse the District for reasonable administrative costs incurred. 19
1.5.4 Any employee who is a member of the Association at the beginning of 20
the CTA fiscal year (September - August) shall maintain such membership for 21
the remainder of that fiscal year. 22
1.5.5 District shall implement agency fee pursuant to SB 1960. Any unit 23
member who is a member of a religious body whose traditional tenets or 24
teachings include objections to joining or financially supporting employee 25
organizations shall not be required to join or financially support the 26
Association as a condition of employment; except that such unit members 27
shall pay, in lieu of a service fee, sums equal to such service fee to one of the 28
following non-religious, non-labor organization, charitable funds exempt from 29
taxation under Section 501 (c)(3) of Title 26 of the Internal Revenue Code: 30
Disaster Relief Fund, Cesar Chavez Memorial Education Awards Program, 31
Martin Luther King, Jr. Scholarship Fund, United Way. 32
1.6 The President of the Santa Barbara Teachers Association can take up to 100% 33
the Santa Barbara Teachers Association. The District will fund 40%, which will 1
include the President’s salary and benefits. 2
3
Section 2. District 4
It is understood that the District, acting through its governing board or management officials, 5
has and will continue to retain, whether exercised or not, the exclusive decision making 6
authority to manage and administer the Districts’ services and work force performing those 7
services in all respects except as expressly and lawfully modified by specific provisions of 8
the Agreement. Such exclusive authority includes, but is not limited to, such exclusive 9
rights as: determining its organization and the kinds, levels, standards, and manner of 10
providing services to the community, and through its governing board and management 11
officials to exercise control and discretion over its organization and operations; to establish 12
and effect Administrative Regulations and employment rules and regulations consistent with 13
law and the specific provisions of this Agreement; to direct its employees, take disciplinary 14
action for just cause, relieve its employees from duty for legitimate reasons, and determine 15
the methods, means, and the number and kinds of personnel by which the Districts’ 16
services are to be provided; including the right to schedule and assign work and to 17
otherwise act in the interest of efficient service to the community. Neither the District nor 18
any agent of the District, shall, in the exercise of the District’s rights and responsibilities, act 19
in a manner, which is arbitrary, capricious or punitive. 20
21
Section 3. Employees 22
3.1 The District and Association recognize the right of employees to form, join, and 23
participate in lawful activities of the Association and other employee organizations, 24
and the equal alternative right of employees to refuse to form, join, or participate in 25
employee organization activities. 26
3.2 The District will not discipline any employee without good cause and without 27
due process. 28
3.3 Within laws, regulations and guidelines of the state of California, employees 29
shall have freedom to express opinions in a balanced and objective manner on 30
matters relevant to the course content, school site mission and District mission. 31
3.4 Pursuant to the provisions of the Americans with Disabilities Act, the District 32
shall provide reasonable accommodations to qualified unit members. Unit members 33
seeking accommodations may represent themselves in discussions with the District 1
regarding an accommodation. 2
3.4.1 The District shall not violate or change this Agreement as part of the 3
accommodation plan. 4
3.5 The District shall not discriminate because of race, color, national origin, 5
religion, sex, sexual orientation, genetic information, genetic expression, age, 6
mental/physical disability (including AIDS), medical condition; veteran status, marital 7
status, economic status, political affiliation, membership in an employee 8
organization, participation in the activities of an employee organization, union 9
affiliation, or exercise of the rights contained in this Agreement. 10 11 ARTICLE IV 12 WAGES 13 14 Section 1. General 15
1.1 Salary Schedules I and II will read as reflected by Exhibit “B” and attached to 16
the current Agreement between the Districts and the S.B.T.A. The co-curricular 17
activity schedule will read as reflected by Exhibit “C” and attached to the current 18
Agreement between the District and the S.B.T.A. 19
20 21
Section 2. Pre-School and CalSAFE 22
The wages for pre-school and CalSAFE employees shall be determined according to 23
Salary Schedule IV, Child Development Certificated Personnel. Pre-school unit 24
employees shall be compensated at a rate of 185/225 of placement on Salary 25
Schedule IV. CalSAFE unit employees shall be compensated at a rate of 185/225 of 26
placement on Salary Schedule IV. 27
28
Section 3. Co-Curricular 29
Such co-curricular activities as offered will be compensated in accordance with the 30
schedule set forth in Exhibit “C”, attached hereto and made a part hereof, increased 31
as provided in Section 1 above. 32
Section 4. Mileage 1
When unit employees are requested and assigned by the District to drive their own 2
vehicles in performing their assigned official duties, and they do so use their own 3
vehicles in traveling directly and uninterruptedly between assigned work locations, 4
they shall be compensated therefore based on the District rate when such claim is 5
duly filed in accordance with District procedure. The District rate shall correspond to 6
the deductible rate provided for pursuant to the Internal Revenue Code. 7
8
Section 5. Furlough Days 9
1) For fiscal year 2011-12 if the District receives a loss of revenue limit funding per 10
each unit of average daily attendance (ADA) between $19 per ADA (proposed in 11
the 2010-11 May Revision to the Governor’s proposed 2011-12 budget) and 12
$150 per ADA, the District will not require furlough days for the 2011-12 school 13
year. 14
2) For fiscal year 2011-12, if the District receives a loss of revenue limit funding per 15
each unit of average daily attendances (ADA) between more than $150 per ADA 16
and $250 per ADA, the District will require three furlough days for the 2011-12 17
school year. 18
3) For fiscal year 2011-12 if the District receives a loss of revenue limit funding per 19
each unit of average daily attendance (ADA) between more than $250 per ADA 20
and $330 per ADA, the District will require five furlough days for the 2011-12 21
school year. 22
4) For fiscal year 2011-12, if the District receives a loss of revenue limit funding per 23
each unit of average daily attendance (ADA) between more than $330 per ADA 24
and $550 per ADA, the District will require seven furlough days for the 2011-12 25
school year. 26
5) For fiscal year 2011-12, if the District receives a loss of revenue limit funding per 27
each unit of average daily attendance (ADA) between more than $550 per ADA 28
and $679 per ADA, the District will require ten furlough days for the 2011-12 29
school year. 30
31
The parties agree to meet and negotiate the implementation of the above referenced 32
furlough days when one of the following occurs: 33
• the State’s fiscal year 2011-12 budget is adopted (provided that State 1
revenues are not predicated on the passage of temporary tax extensions 2
during the 2011-12 fiscal year); 3
• the State’s fiscal year 2011-12 budget is adopted and State revenues are 4
predicated on the passage of temporary tax extensions during the 2011-5
12 fiscal year and the temporary tax extensions fail to pass. 6
7
Immediately following the May Revise to the governor’s proposed 2012-13 fiscal 8
year budget, parties will bargain the effects of any further reduction of the District’s 9
deficited revenue limit. This may or may not include furlough days. 10
11
Immediately following the May Revise to the governor’s proposed 2013-14 fiscal 12
year budget parties will bargain the effects of any further reduction of the District’s 13
deficited revenue limit. This may or may no include furlough days. 14
15
For fiscal year 2011-12, the parties agree to meet and review the unaudited actuals 16
for the 2011-21 fiscal year in September of 2012. If the District’s unrestricted ending 17
balance exceeds six percent, the District agrees to grant SBTA a one-time off 18
schedule equivalent to one percent increase to the salary schedule. 19
20
ARTICLE V 21
HEALTH & WELFARE BENEFITS 22
23
Section 1. Regular Unit Employees 24
1.1 The District shall contract for medical insurance for those full-time employees 25
regularly scheduled to work the normal workday and for their qualified dependents 26
and their qualified domestic partners and their dependents. 27
1.2 The District shall continue to contract for dental insurance for the full-time unit 28
employee only, which will provide the current level of benefits. The employee may 29
pay the additional premium for dependent coverage through payroll deduction. 30
1.3 The District shall continue to contract and pay for the existing life insurance 31
benefit for full-time unit employees. 32
1.4 The District shall continue to contract for the existing vision benefit for full-time 33
1.5 Effective upon implementation of this Agreement, the District shall pay seven 1
thousand eight hundred and four dollars and eighty cents ($7804.40) annually for the 2
premium cost for the benefit programs set forth in 1.1, 1.2, and 1.4. This amount 3
shall be increased to a specific higher dollar figure to reflect any premium increase 4
up to a maximum amount equaling a one (1%) percent increase over the premium 5
cost as of July 1, 2009. In the event said increase exceeds one (1%) percent, the 6
amount shall be negotiated between the parties. 7
1.6 Qualified employees working at least fifty percent (50%) of the normal work 8
day, but less than full time, shall have District paid premiums for the coverage set 9
forth in 1.1, 1.2, and 1.4 prorated on the percentage of time worked. The District 10
shall pay the percentage of premium equal to the percentage of the normal work day 11
scheduled for the employee, provided that the employee elects to pay the balance of 12
such premium cost. 13
1.7 District employees who are married to District employees may not elect to be 14
the primary insured on a District contracted medical insurance plan and, at the same 15
time, be covered as a dependent on another District contracted medical insurance 16
plan. Employees who elect dependent coverage on the plan of their spouse can not 17
be the primary insured on their own plan. Eligible dependent children may be 18
covered by either spouse’s plan, but may not be covered under two plans. 19
20
Section 2. Retired Unit Employees 21
2.1 Regularly permanent full-time unit employees who retire between the age of 22
fifty-five (55) and sixty-five (65) and have ten (10) or more years of service with the 23
Districts, shall be paid by the District the premium cost for medical coverage (as 24
described in 1.1) for the employee only (excluding dependents) up to a maximum of 25
one thousand dollars ($1,000) per year until age sixty-five. Unit employees 26
employed prior to October 7, 1982, as a regular permanent full-time unit employees 27
who have rendered twenty (20) years or more of full-time service with the District at 28
the time of retirement shall be paid the following after age sixty-five (65): the 29
premium cost for medical coverage (as described in 1.1) for the employee only 30
(excluding dependents) up to a maximum of five hundred dollars ($500) per year. 31
2.2 The benefit provided under 2.1 shall be subject to and offset by any medical 32
benefits to which the retired employee is otherwise entitled under any other public 33
program. 34
2.3 The District will continue its current practice of allowing retirees and surviving 1
spouses of retirees to purchase, at the retiree’s cost, the medical insurance provided 2
under 1.1 and the dental insurance provided under 1.2. 3
2.4 The premium rates for retirees under 2.1, 2.2, and 2.3 will be determined by an 4
actuarial assessment based on retired unit members as a separate actuarial group. 5 6 ARTICLE VI 7 HOURS/CONDITIONS 8 9
Section 1. Hours of Work 10
1.1 The parties recognize that the professional responsibilities of unit employees 11
include teaching; lesson planning and preparation; grading and record keeping; 12
meeting with students, parents, and District personnel; improvement of professional 13
skills; and participating in adjunct duties incident to the Districts’ programs; and that 14
the professional nature of these responsibilities does not lend itself to a work day of 15
rigidly established length. 16
1.2 Unit employees are each day to be at their work location thirty minutes prior to 17
the convening of the school day, and are to spend a reasonable amount of time after 18
the close of the student school day to take care of student needs, attend scheduled 19
parent or administrative meetings, and participate in adjunct duties. 20
1.2.1 In the event that special circumstances (i.e. standardized testing) lead 21
the District or a site to temporarily change bell schedules, no part-time employee 22
shall be required to arrive earlier or remain later than they would under the regular 23
bell schedule. 24
1.3 The District shall maintain required adjunct duty time at a reasonable level. In 25
the Elementary District, the third Tuesday of each month shall be kept free of faculty 26
meetings, except in case of emergency need, in order to allow teachers to call 27
mentor, curriculum and other meetings. 28
1.4 Elementary Adjunct Duties: Employees will be required to attend one back to 29
school night and do nine (9) hours of adjunct duties during the school year. Adjunct 30
duties will be limited to duties at a school site during the school day and involving 31
students. Said assignments will be equitably assigned. Volunteers will be sought for 32
any additional duties such as school picnics/festivals/carnivals, car washes, talent 33
shows, science fair, etc. Itinerant employees, whose caseloads do not generate 1
ADA, shall not be required to perform any hours of adjunct duties. 2
1.5 Secondary Adjunct Duties: Employees will be required to attend one back to 3
school night and spring open house. Volunteers will be sought for any additional 4
duties. 5
1.6 Assignments of adjunct duties shall be scheduled so that teachers may plan 6
their instructional preparation activities to accommodate for them; and, except in 7
emergencies, such duties requiring an employee to remain at District facilities more 8
than seven and a half hours shall not be made less than five (5) school days prior to 9
such assignment. 10
1.7 Preparation Periods: Preparation and planning time shall be teacher directed. 11
Teachers will not be required to attend meetings or in-services or be given duties or 12
assignments except in cases of emergencies or special circumstances. 13
1.7.1 High School unit members who normally work a school day of six 14
contiguous periods will have one period of the six for planning and 15
preparation. 16
1.7.2 Junior High School unit members who normally work a school day of 17
six contiguous periods will have one period of the six for planning and 18
preparation. If a junior high school chooses to go on a different schedule (i.e. 19
Block Schedule, etc.), the employee is entitled to the equivalent number of 20
preparation periods per week as the employee in a regular track program. 21
1.7.3 Unit members who normally work a block schedule of four contiguous 22
periods will have one period of the four for planning and preparation. 23
1.7.4 When changing bell schedules for the purpose of administering testing 24
(e.g. STAR testing and the High School Exit Exam), the District will make a 25
reasonable effort to maintain equitable planning and preparation time for 26
teachers within each school site. 27
1.8 By contract Article IV, Section 1.8 is based on a 20:1 program. The extreme 28
nature of the current fiscal crisis, K-3 class size will increase to an average of 25:1 29
As a result, Article VI, Section 1.8 is impacted by the change in class size and the 30
language must be revised to accommodate the increased number of students in the 31
classroom. Each elementary school shall be allocated substitute time sufficient to 32
provide each kindergarten through third grade classroom teacher with no less than 33
one hundred and forty-two (142) minutes of planning and preparation time, within the 34
student day, in each month except June and August, and each fourth through sixth 1
grade classroom teacher with no less than one hundred seventy (170) minutes of 2
planning and preparation time, within the student day, in each month except June 3
and August. Year-round schools will have the same amount of planning and 4
preparation time each month, except for June and July. 5
Should class size reduction change, Article VI: Section 1.8 will remain open to 6
address potential changes to the instructional minute planning and preparation time 7
for K-3 teachers. 8
1.8.1. Elementary school sites may choose to schedule the equivalent of one 9
minimum day per month as determined by the site. Additional time must be 10
added to all other school days so that instructional minutes for the year 11
remain unchanged. This minimum day is to be used by teachers for planning 12
and preparation and shall be teacher directed. Teachers will not be required 13
to attend meetings or in-services nor be given duties or assignments during 14
this planning and preparation time. Teachers may choose to use the time to 15
collaboratively plan and meet. School sites may choose via secret ballot to 16
schedule one day per week with fewer instructional minutes as determined by 17
the site. This ballot shall be written by SBTA and the administration and 18
requires a 70% approval. If necessary, additional time during this shorter day 19
is to be used by teachers for planning and preparation and shall be teacher 20
directed. 21
1.9 A unit employee required to simultaneously manage his/her own class and 22
another teacher’s class shall receive additional pay at the hourly rate for each 23
hour of work or fraction thereof. This section shall not apply to situations in which 24
students are normally combined for classroom instruction and/or activities. 25
1.10 In the event it becomes necessary that an employee is required to substitute for 26
another unit employee during his/her preparation time, such employee, so assigned, 27
shall receive additional pay at the hourly rate for each hour of work or fraction 28
thereof. 29
1.11 Unit employees shall be entitled to a duty-free lunch period. The duty-free 30
lunch period shall be of the same approximate duration as the corresponding student 31
lunch period except when rainy weather or other operational circumstances makes 32
such impractical and in no event less than thirty (30) consecutive minutes. 33
1.12 No unit employee shall be restrained from taking a toilet break when such 1
becomes necessary. 2
1.13 Support for New Teachers: Unit members who have not taught at least one 3
year in the last ten years, in or out of the Districts, shall be defined as new teachers. 4
The District will make every effort not to assign new teachers in grades K-6 5
combination classes. 6
7
Section 2. Work Year 8
2.1 The regular work year for unit employees regularly assigned to a Child 9
Development Program shall be no more than two hundred twenty-five (225) days. 10
2.2 The regular work year for unit employees hired as Speech Language 11
Pathologists after July 1, 2013, and currently employed Speech Language 12
Pathologists opting to work the new calendar, shall be two hundred (200) days. The 13
work calendar shall be coordinated in conjunction with the direct supervisor no later 14
than 30 days prior to the start of the 185 day calendar. If an agreement cannot be 15
reached on calendar, it can be appealed. 16
2.3 The regular work year for unit employees hired as School Psychologists shall be 17
two hundred (200) days. The work calendar shall be coordinated in conjunction with 18
the direct supervisor no later than 30 days prior to the start of the 185 day calendar. 19
If an agreement cannot be reached on calendar, it can be appealed. 20
2.4 The regular work year for other regular unit employees shall be no more than 21
one hundred eighty-five (185) days; except that in the case of new unit employees, 22
the regular work year shall be one hundred eighty-six (186) days. Of these work 23
days, one hundred eighty (180) shall be instructional days. 24
25
Section 3. Work Day 26
3.1 The student instructional minutes in a regular school day (which include 27
passing time and teacher preparation time, and exclude lunch and recess periods) 28
shall be as follows: 29
3.1.1 Kindergarten: Two hundred (265) instructional minutes. 30
3.1.1.1 The kindergarten teachers work day will be no longer than 31
teachers in grades 1-3. 32
3.1.2 Grades 1-3: Two hundred eighty-six (286) instructional minutes. 33
3.1.3 Grades 4-6: Three hundred six (306) instructional minutes. 34
3.1.4 Grades7 and 8: Three hundred twenty-five (325) instructional 1
minutes. 2
3.1.5 Grades 9-12: Three hundred sixty-five (365) instructional minutes. 3
3.1.6 La Cuesta Continuation High School and satellite campuses: Two 4
hundred seventy (270) instructional minutes. 5
3.1.7 Community Day School: by Ed. Code Statute, three hundred sixty 6 (360) instructional minutes. 7 8 Section 4: Kindergarten 9
4.1 Each kindergarten teacher will be provided appropriate instructional supplies 10
and materials necessary to furnish a single teacher room. 11
4.2 Kindergarten teachers shall be added to the provision under Article VI (Hours), 12
Section 1.8 which provides release time once a month as provided to first grade 13
teachers. 14
4.3 There shall be seven (7) student early release weeks that shall be the first five 15
weeks of the student school year the two weeks at the end of January and first week 16
of February. 17
4.4 Phonemic Awareness assessment shall be optional at the discretion of each 18
teacher. 19
4.5 How the additional sixty-five (65) minutes in the afternoon are to be used will 20
be determined at each site jointly by the teachers at the site and the site principal. 21
At least one-half of the additional afternoon time each day shall emphasize English 22
language development and language arts. 23
24
Section 5: Calendar 25
The end of the semester/trimester no matter when it falls will be an early release minimum 26
day. Future calendar decisions shall be made by August 31, one year prior to 27
implementation. If no agreement is reached the current calendar will be extended to the 28
following year. 29
30
Section 6: Work Load (Secondary) 31
6.1 Courses with the same title regardless of the level of students (general vs. 32
GATE) are considered one preparation. Unless a teacher voluntarily agrees in 1
writing to do otherwise, the District will make reasonable effort to assign no 2
more than three (3) preparations based on this definition. 3
6.2: Response to Interventions 4
6.2.1 All General Education classroom teachers who are providing classroom 5
support under the RtI model will be provided appropriate training during the work 6
day or on a mutually agreed upon time with a 70% vote of the unit members. 7
6.2.2 Special Education teachers will maintain a caseload as allowed by this 8
agreement. The implementation of the RtI model will not increase professional 9
responsibilities as stated in Article VI, Section 1.1.1. 10
6.2.3 Changes in the role(s) of any bargaining unit member due to the 11
implementation of RtI will be negotiated. 12
6.2.4 If a general education teacher determines that a student receiving 13
interventions under the RtI model is not benefiting or making adequate progress, 14
the teacher may refer the student to SST. 15
6.2.5 An evaluation of the RtI model will take place by June 1 of each school 16
year. SBTA will work in collaboration with the District in the evaluation process. 17
18
Section 7: Roving Teachers (Secondary) 19
7.1 Secondary school sites will keep roving teachers to a minimum. Volunteers will 20
be solicited among the staff and no teacher shall have to rove for more than two 21
consecutive years. The District will provide a cart for the roving teacher to transport 22
his/her materials. 23
24
Section 8: Professional Learning Community (PLC) Team Leader and District PLC Liaison 25
26
8.1 The term of the Professional Learning Community Team Leader shall be defined as 27
one year. 28
29
8.2 The PLC Team Leader must be a teacher, a majority of whose assignment is within 30
the department/grade level. The PLC Team Leader must be selected by secret ballot 31
at a regularly scheduled meeting of the PLC Team. The selection of the PLC team 32
leader must be done by the end of the first week of school. 33
34
8.2.1 Teachers who have submitted in writing their resignation, intent to retire, or 35
have accepted in writing a transfer to another school are not eligible to 36
vote. Ballots shall be counted by the PLC team members immediately. The 37
name of the person who receives the most votes shall be forwarded to the 38
principal. 1
2
8.2.2 Principals retain the right to veto the nominee, in which case, the nominee 3
shall be notified in writing of the reason(s) for the veto. The veto shall not 4
preclude the initial designee from competing in any future election, 5
including the election which resulted in the veto. 6
7
8.2.3 By majority secret ballot vote, the department or grade level may seek a 8
new election and will present another nominee. 9
10
8.2.4 An election shall follow any vacancy. By majority secret ballot vote, a 11
department or grade level may elect to forward no name to the principal. In 12
such an event, the principal may designate a PLC Team Leader. 13
14
8.3 The roles and responsibilities of the PLC Team Leader include: 15
16
8.3.1 Facilitate site PLC meetings. 17
Prepare for the facilitation of regularly scheduled site PLC meetings. 18
Create and request materials needed for PLC meetings. 19
Provide the required PLC documents and reports to the administration. 20
21
8.3.2 Facilitate the development of the Common Core State Standards (CCSS) 22
implementation team plan with site PLCs. Responsibilities include 23
participating and taking notes at the CCSS implementation team meetings 24
and creating agendas and materials for PLC meetings. 25
26
8.3.3 Communicate with the CCSS implementation team, site/district 27
administration, and PLCs regarding implementation of the written, taught, 28
and tested curriculum associated with the common core. 29
30
8.4 The roles and responsibilities of the District PLC Liaison, selected by the administration 31
CCSS implementation team, include: 32
33
8.4.1 Because the District PLC Liaison is also a PLC team leader, the term of the 34
District PLC Liaision shall be defined as one year. 35
36
8.4.2 Attend district collaboration meetings with other subject-specific PLC 37
Liaisons and collaborate around the written, taught and tested curriculum 38
associated with the CCSS. 39
40
8.4.2 Facilitate subject area common core implementation team meetings during 41
specified release time(s) or designated after school meeting time(s). 42
43 44
Section 9 Split Assignment 45
9.1 Teachers assigned to more than one school shall be provided at each school 46
with a reasonable area to work and a secure place to store materials and file papers. 47
Section 10 Job Sharing 1
10.1 Job-sharing shall be defined as two unit members sharing the responsibility of 2
a full-time assignment. 3
10.2 Application Process 4
A. Applications for a new job-sharing assignment for the following school 5
year shall be filed by permanent unit members with the District no later than 6
February 1. 7
B. If approved, a job-sharing arrangement shall be for one (1) year only but 8
a request may be renewed in writing on an annual basis. 9
C. The District shall notify in writing the applicants of its decision whether to 10
approve or deny the application by April 1. The decision of the District shall 11
be final. 12
D. Exceptions to this time frame can be granted by the District. 13
E. Upon conclusion of a one (1) year job share, permanent teachers(s) shall 14
be returned to full-time status unless a request for a renewal is granted. 15
F. Teachers will include in their proposal how they plan to handle parent 16
conferences and preparation of progress reports and report cards. 17
G. Teachers will include in their proposal discussion regarding attendance at 18
staff meetings and coverage for adjunct duties and supervision duties, etc. 19
The teacher attending the staff meeting will provide the other teacher with the 20
information covered in the staff meeting. Each teacher will be responsible for 21
understanding and implementing, as appropriate, the items covered during 22
the faculty meeting. 23
10.3 Work Assignments 24
A. Work assignments include, but are not limited to teaching, preparation 25
and grading. Both job-sharing unit members are expected to participate fully 26
in parent conferencing, open house and back-to-school night. 27
B. Both job-sharing unit members are eligible to attend the staff 28
development days. 29
C. Teachers shall work together on each non-teaching preparation day prior 30
to the opening of school and the first teaching day of the school year to 31
ensure a smooth opening, 32
D. If one teacher is absent, the other may assume the responsibility of 1
covering the class. That teachers shall be paid the regular substitute’s salary 2
for the day(s) taught. 3
E. Job-sharing teachers may mutually agree to exchange regularly assigned 4
times, subject to notification and approval by the principal. 5
F. Job-sharing teachers shall share the responsibility of contacting parents 6
as needed, including returning phone calls in a timely manner, and sharing 7
the results of those contacts with the other teacher. 8
10.4 Compensation and Benefits 9
A. All wages, benefits and paid leaves shall be prorated according to the 10
actual time worked. In no event, shall the total amount of health and welfare 11
benefits for the job sharers exceed the amount the District would have paid if 12
the position had not been shared. 13
B. Job-sharing teachers shall receive salary schedule increments on a 14
prorated basis, provided that no movement on the salary schedule shall occur 15
until the teacher has accrued at least one year’s worth of credit (e.g., has 16
worked fifty percent (50%) for two (2) years. STRS credit shall be governed 17
by applicable statutory provisions. 18
10.5 Evaluation 19
A. Job-sharing unit members shall be evaluated using the same procedure 20
applied to full-time unit members. 21
22 23
Section 11: Collaboration for Instructional Program Planning 24
11.1 It is the intent of the Association and the District to address the instructional 25
needs and programs that will benefit the students of the District. The 26
Association and District will meet and work collaboratively during all phases 27
of instructional or program planning to discuss the issues of mutual interest to 28
develop programs and practices to achieve excellence of all students. Any 29
proposed changes to an instructional program cannot violate any terms of the 30
agreement between the Associationand the District. 31
11.2 Collaboration shall take place in Professional Learning Communities (PLCs). 1
PLCs may be organized into site and District-level content-specific, 2
interdisciplinary, vertical, and/or grade-level teams. 3
4
11.3 Elementary schools will meet in PLCs a minimum of 4 days a month for at 5
least 200 minutes per month. PLC meetings will occur on Wednesdays, 6
except on regularly scheduled board and federal holidays. 7
8
11.4 Secondary schools will meet in PLCs a minimum of 4 days a month for at 9
least 200 minutes a month. These meetings will occur on Thursdays, except 10
on regularly scheduled board and federal holidays. 11
12
11.5 School site faculty meetings shall be held one Tuesday per month. 13
14 15
ARTICLE VII 16
TRANSFER AND REASSIGNMENT POLICY 17
18
Section 1. Definitions 19
1.1 Transfer means assignment of an employee from one position at a site location 20
to another comparable position at a different site location for which he/she is 21
credentialed. Changes of grade level, and changes in departmental placement for a 22
majority of a unit employee’s assignment, are reassignments under this article. 23
1.2 Not withstanding the above paragraph, if a K-6 teacher is reassigned beyond a 24
grade span of 3 or more grades, the District shall, upon the teacher’s request, 25
provide appropriate curriculum guides, teacher manuals and equipment to that 26
reassigned teacher. Priority will be given to requests made by these reassigned 27
teachers for time to observe other teachers and/or attend in-services for training. 28
29
Section 2. Voluntary Transfers 30
2.1 Applications for specific openings may be made within ten (10) working days 31
after the announcement of such opening; which announcement will include 32
reference to special qualifications for any opening. The District shall announce 33
openings as they occur and on the 1st day of August for any opening that 34
occurred during the summer, by posting this information on school bulletin 1
boards and the bulletin board in the Human Resources Office. A copy of such 2
postings shall be provided to the Association. 3
2.1.1 All positions will be posted five (5) days intra-district only, prior to their 4
general dissemination. 5
2.1.2 A qualified unit member applying for a voluntary transfer must receive 6
an interview with the administration at the site where the opening exists. 7
2.2 The District shall act on requests for voluntary transfers on the following basis: 8
2.2.1 Its assessment of the needs of the District and/or one or more school 9
sites. 10
2.2.2 Its assessment of individual qualifications to perform the specific 11
services. 12
2.2.3 Requests for voluntary transfers to open positions from which the 13
requesting employee was involuntarily transferred within the prior three (3) 14
years shall be given preference when 2.2.1 and 2.2.2 are judged equal. 15
2.2.4 Subject to 2.2.1, 2.2.2, and 2.2.3, the length of successful service in 16
the job classification, i.e., teacher, counselor, nurse, librarian, psychologist, 17
etc. 18
2.3 It shall be the policy of the District to utilize voluntary transfer rather than 19
involuntary transfer whenever such will achieve the purpose of the transfer. 20
21
Section 3. Involuntary Transfers 22
3.1 Reason for involuntary transfers may include: 23
3.1.1 Decline in student enrollment 24
3.1.2 Elimination/initiation or reduction/expansion of programs or services 25
3.1.3 Accommodating the special staffing needs and/or requirements at 26
either school involved 27
3.1.4 Balance in class loads or class size 28
3.1.5 Meeting the requirements of the Districts’ Affirmative Action Policy, or 29
any legal requirements of the District 30
3.1.6 School reorganization or closure 31
3.1.7 District belief that a transfer to a different position will likely result in 32
better performance by the teacher 33
3.2 A unit employee determined to be excess at a site location and who is 1
transferred as a result thereof shall be given first priority based on seniority to any 2
open positions in the District. 3
3.3 Action by the District of involuntary transfers shall be as follows: 4
3.3.1 With the exception of 3.1.7 above, after proceeding in accordance with 5
Section 2, with respect to voluntary transfer, the District shall determine which 6
unit member(s) are to be transferred. 7
3.3.2 This determination shall be based on the Districts’ judgment as to the 8
relative qualifications of the unit employees at the school(s) from which the 9
transfers are to be effected for the known openings to be filled. 10
3.3.3 In the event two or more employees at the school(s) from which the 11
transfer(s) are to be effected are deemed to have equal qualifications, the 12
employee(s) with the least classification seniority (as defined in 2.2.4) shall be 13
transferred. 14
3.3.4 In the case of two or more qualified unit employees being transferred to 15
two or more openings for which they are deemed equally qualified, the 16
employees may exercise their preference for the openings based on their 17
classification seniority. 18
3.4 The unit member, upon request, may meet with the administrator 19
recommending the transfer and be advised of the reasons for such transfer. Said 20
reasons shall be provided in writing at the written request of the unit member. 21
3.5 Any unit member who is involuntarily transferred shall not be involuntarily 22
transferred again for a period of two (2) school years. 23
3.6 Any unit employee involuntarily transferred prior to the beginning of the school 24
year shall be assisted by the District in the movement of the employee’s materials 25
and supplies. 26
3.7 Any unit employee involuntarily transferred after the commencement of the 27
school year shall be entitled to a District paid substitute for two (2) days to assist the 28
employee in accomplishing the transfer. The employee shall be assisted by the 29
District in the movement of the employee’s materials and supplies. 30
3.8 If a particular site is to be closed, unit members at that site shall be accorded 31
first priority for filling any new or vacant positions in the District. 32
33 34
Section 4: Reassignment 1
4.1 Whenever there is a vacancy at a school site the Principal shall solicit 2
volunteers and allow unit employees at that school site to fill those vacancies based 3
on the following: needs of the District and school site, required credentials, and 4
District seniority. District seniority will be the deciding factor. When the District 5
determines all of the above are equal, District seniority will be the deciding factor. 6
Once reassignments are made at the school site, the resulting vacancies will be 7
posted by May 1. Additional vacancies shall be posted every two weeks until the 8
end of the current school year. 9
10
Reassignment is a change of teaching assignments at the same worksite, such as 11
grade level or subject matter. 12
Unit members of district based programs (e.g. special education, DIS services) 13
assigned full-time to a specific school site shall be considered site staff for the 14
purposes of reassignment to a vacancy occurring at that site. 15
4.1.1 Types of reassignment 16
4.1.1.1 Voluntary reassignment shall be requested in writing 17
4.1.1.2 Involuntary reassignment. Reasons for an involuntary reassignment 18
may include credentialing problems, filling existing vacancies, needs 19
of the site, or for the benefit of the instructional program. 20
4.1.1.3 The principal may assign unit members according to these 21
provisions. In the event the principal has not received any written 22
requests, reassignments shall be considered involuntary. 23
4.2 Posting of Positions 24
4.2.1 A vacancy that occurs after the school year begins and prior to May 1, will 25
not be posted internally. If the position is to remain permanent for the 26
following year, it will be opened for voluntary reassignment. (Applicable 27
only to Elementary.) 28
4.2.2 The principal shall inform current site unit members of openings and give 29
unit members who requested reassignment first consideration to fill those 30
vacancies based on the following: needs of the District and school site, 31
required credentials, and District seniority. District seniority will be the 32
deciding factor. 33
4.2.3 Unit members not selected for the opening shall be notified prior to any 1
announcement that the vacancy is filled or opened to other individuals. 2
4.2.4 Involuntary reassignments shall not be made arbitrarily, capriciously or as 3
a disciplinary measure. 4
4.2.5 Involuntary reassignments shall require the principal to meet with the unit 5
member to communicate the reasons for the reassignment. 6
4.2.6 The principal will consider requests for voluntary reassignment prior to 7
decisions for any reassignment. However, reassignment decisions will be 8
made in accordance with 4.2.4 and 4.2.5 9
4.2.7 Once reassignments are made at the school site, the resulting vacancies 10
will be posted by May 1 for in-district transfer. Additional vacancies shall be 11
posted every two weeks until the end of the current school year. 12
4.3 If a teacher is reassigned, the District shall, upon the teacher’s request, provide 13
appropriate curriculum guides, teacher manuals and equipment to that reassigned 14
teacher. Priority will be given to requests made by these reassigned teachers for 15
time to observe other teachers and/or attend in-services for training. 16
4.4 Combination grade level classes at the elementary sites shall be kept at a 17
minimum. Teachers of combination grade level classes shall be chosen on a 18
voluntary basis. If there are insufficient volunteers, a unit member may be assigned 19
to teach the combination class for one year. Grade level staff would not be subject 20
to reassignment of combination classes until combinations were rotated through all 21
staff at that grade level. Teachers with combination grade levels shall receive 30 22
minutes extra of planning and preparation time per month. Teachers assigned to 23
combination grade level classes shall be compensated $200 per semester. 24
4.5 Any unit employee involuntarily reassigned shall be entitled to a District paid 25
substitute teacher for two days to assist the employee in accomplishing the 26
reassignment, and shall be assisted by the District in the movement of the 27
employee’s materials and supplies. 28 29 30 31 32 33 34
ARTICLE VIII 1 EVALUATION PROCEDURE 2 3 Section 1. Objectives 4
The parties recognize that the principal objective of the evaluation of unit employees 5
is to maintain and improve the quality of education provided by the District; and, 6
where indicated, to assist unit employees in maintaining and improving their 7
professional skills and performance. 8
9
Section 2. Evaluation 10
2.1 Any observation and evaluation reports, hereunder, shall be completed by the 11
building principal or his/her designee. The designee may include one or more of the 12
following: Assistant Principals, Directors, Supervisors, Assistant Superintendents of 13
Instruction, or Superintendent of Schools. The recommendation for tenure, however, 14
must be made by the building principal. District management shall evaluate all 15
regular unit employees in writing as follows: 16
2.2 First Year Probationary and Temporary Teachers: At least three formal 17
observations are to be held during the school year. Two of the observations are to 18
be completed prior to January 15. The third observation is to be completed by 19
February 15 of each school year. The final written evaluation is to be completed and 20
submitted by March 1. 21
2.3 Second Year Probationary Teachers: At least two formal observations are to 22
be completed by February 15 of each school year. The final written evaluation is 23
to be completed and submitted by March 1. 24
2.4 Tenured Teachers: At least one formal observation will be made and a written 25
evaluation will be completed a minimum of once every other school year per the 26
Education Code 44664. The final written evaluation report is to be completed and 27
submitted by April 15. 28
2.4.1 Tenured teachers who are involuntarily transferred shall not be 29
evaluated during the first year of their new assignment unless they had not 30
been evaluated the prior year. 31
2.5 For purposes of this section, a year of employment shall count if the unit 32
member was employed for at least 50% of the unit member work year. Each unit 33
2.6 As allowed by California Education Code 44664.3 pertaining to teacher 1
evaluations, at least every five years, teachers with permanent status who have 2
been employed by the school district at least 10 years, are highly qualified as 3
defined by California in compliance with No Child Left Behind, and whose previous 4
evaluation rated the teacher as “Meets or Exceeds Standards” shall be eligible for 5
the 5 Year Evaluation program. A conference between the teacher and evaluator 6
must occur and this evaluation process may only be used if the evaluator and 7
teacher mutually agree. Either party may withdraw consent at any time. If only the 8
minimum of one required evaluation every five years is given, it shall take place prior 9
to April 15 of the school year in which the teacher is to be evaluated. 10
2.7 The parties agree to form a subcommittee to review the current evaluation 11
instrument, and if necessary, create a new evaluation instrument to be in place by 12
the 2011-12 school year. 13
14
Section 3. Administrative Procedure 15
3.1 All unit employees who are to be evaluated will be notified no less than one week 16
prior to beginning the procedure. Unit members to be evaluated during a particular 17
year shall be furnished a copy of the evaluation handbook and notified of the identity 18
of their evaluator no later than November 1 of the year in which the evaluation is to 19
take place. 20
3.2 A conference between evaluator and evaluatee shall be held prior to any formal 21
observation if the evaluatee or evaluator so requests. The unit member shall have 22
the right to identify any constraints which the unit member believes may inhibit 23
her/his ability to meet the objectives and standards established. 24
3.3 Formal observations shall be for a period of no less than forty (40) minutes; shall 25
be made known to the unit member at least five (5) school days prior to the 26
scheduled observation. A conference between evaluator and evaluatee shall be held 27
after a formal observation within ten (10) working days but not more than fifteen (15) 28
working days of the observation. 29
3.4 No more than four (4) formal observations shall be conducted unless an 30
employee has been deemed to be unsatisfactory by his/her evaluator or designee(s). 31
3.5 Any written report on a formal observation shall include a copy to the evaluatee. 32
Written reports will include space for the evaluatee to add comments that will be 33
included in the report. 34
3.7 At the conclusion of the observation or assessment period, an evaluation 1
conference shall be held between the evaluator and evaluatee. A written evaluation 2
report shall be prepared, which will allow for the inclusion of any comments the 3
evaluatee may wish to add. The evaluation report shall include a statement that the 4
evaluatee’s performance is satisfactory or unsatisfactory. A copy of a satisfactory 5
evaluation report shall be placed in the evaluatee’s personnel file. If the evaluation 6
report states that the evaluatee’s performance is satisfactory, the evaluation 7
procedure is concluded. 8
3.8 An unsatisfactory evaluation report shall not become a permanent part of the 9
unit member’s personnel file and shall be cause to initiate the steps outlined in 10
Section 4. 11
12
Section 4. Unsatisfactory Performance 13
4.1 If the District deems a unit member’s performance to be unsatisfactory, the 14
following guidelines will be followed in the continuing evaluation process. 15
4.1.1 The immediate supervisor and the unit member will meet to discuss the 16
objectives of the evaluation process, i.e., the areas of needed improvements, 17
expected levels of performance, and how performance will be assessed. 18
The evaluator will outline what positive action the evaluatee should take to 19
correct cited deficiencies. Such action shall include, but need not be limited 20
to, the following to the extent applicable: 21
a. Areas where improvement is needed 22
b. Suggestions for improvement 23
c. Additional resources to be utilized to assist with improvement 24
d. Time schedule for monitoring of improvement 25
e. Any additional role of the evaluator in assisting the teacher 26
f. Peer Assistance Review (PAR) to assist the unit member in the 27
improvement of his/her teaching skills and knowledge 28
4.1.2 The evaluator shall, in the case of classroom teachers, schedule three 29
(3) or more formal observations of at least forty (40) minutes in length subject 30
to forty-eight (48) hours prior notice. 31
4.1.3 After each formal observation, a conference will be held between the 32
evaluator and the evaluatee at which time a written assessment will be made 33
of the evaluatee’s performance, and, if applicable, written suggestions for 1
improvement will be given. 2
4.1.4 Any written observation report shall include a space for evaluatee’s 3
comments and the evaluatee shall receive a copy of any such report. 4
4.2 The Supervisor shall follow up the three or more formal observations, or the 5
assessment period, by completing the standard evaluation report form. A copy of 6
this evaluation shall be given to the employee and an additional copy shall be placed 7
in the employee’s personnel file, maintained pursuant to Education Code provisions. 8
4.2.1 This evaluation report may include specific written recommendations as 9
to the areas of further needed improvement in the employee’s performance. 10
4.2.2 The employee may file a response to be attached to the evaluation. In 11
addition, the employee may request a conference which shall be granted 12
within ten (10) working days of the request. 13
4.3 This procedure will continue until the evaluator deems the evaluatee’s 14
performance to be satisfactory or until termination procedures begin. 15
16
Section 5. Evaluation (Non-Classroom Employees) 17
5.1 Any evaluation reports, hereunder, shall be completed by the immediate 18
Supervisor or his/her designee. The designee may include one or more of the 19
following: Assistant Principals, Directors, Supervisors, Assistant Superintendents, or 20
Superintendent. The recommendation for tenure, however, must be made by the 21
immediate Supervisor. District management shall evaluate all regular unit 22
employees in writing as follows: 23
5.2 First Year Probationary and Temporary Teachers: The final written evaluation is 24
to be completed and submitted by March 1. 25
5.3 Second Year Probationary Teachers: The final written evaluation is to be 26
completed and submitted by March 1. 27
5.4 Tenured Teachers: A written evaluation will be completed a minimum of once 28
every other school year per the Education Code 44664. The final written 29
evaluation report is to be completed and submitted by April 15. 30
31
Section 6. Administrative Procedure (Non-Classroom Employees) 32
6.1 All unit employees who are to be evaluated will be notified no less than one 33
week prior to beginning the procedure. 34
6.2 At the initiation of the process, the immediate Supervisor shall meet with the 1
evaluatee and, based on the employee’s written job description, jointly determine, 2
reduce to writing, and sign off on up to six discreet objectives and the criteria by 3
which these objectives will be assessed (i.e. direct observation, written product, 4
performance goals, etc.) 5
6.3 At the conclusion of the assessment period, an evaluation conference shall be 6
held between the evaluator and evaluatee. A written evaluation report shall be 7
prepared, which will allow for the inclusion of any comments the evaluatee may wish 8
to add. The evaluation report shall include a statement that the evaluatee’s 9
performance is satisfactory or unsatisfactory. A copy of a satisfactory evaluation 10
report shall be placed in the evaluatee’s personnel file. If the evaluation report 11
states that the evaluatee’s performance is satisfactory, the evaluation procedure is 12
concluded. 13
6.4 An unsatisfactory evaluation report shall not become a permanent part of the 14
unit member’s personnel file and shall be cause to initiate the steps outlined below. 15
16
Section 7 Unsatisfactory Performance (Non-Classroom Employees) 17
7.1 If the District deems a unit member’s performance to be unsatisfactory, the 18
following guidelines will be followed in the continuing evaluation process. 19
7.1.1 The immediate supervisor and the unit member will meet to discuss, to 20
reduce to writing and to sign off on the specific objectives of the evaluation 21
process (i.e., the areas of needed improvement, expected levels of 22
performance, and how performance will be assessed) which shall be based 23
on the unsatisfactory evaluation (from Section 6 above). 24
The evaluator will outline what positive action the evaluatee should take to 25
correct cited deficiencies. Such action shall include, but need not be limited 26
to, the following to the extent applicable: 27
a. Areas where improvement is needed 28
b. Suggestions for improvement 29
c. Additional resources to be utilized to assist with improvement 30
d. Time schedule for monitoring of improvement 31
e. Any additional role of the evaluator in assisting the teacher 32
7.1.2 The immediate supervisor will schedule at least two progress 33
the immediate supervisor will provide a written assessment of the 1
evaluatee’s progress to that date. 2
7.2 The immediate supervisor shall follow up with assessment period by completing 3
the standard evaluation report form. A copy of this evaluation shall be given to the 4
employee and an additional copy shall be place in the employee’s personnel file, 5
maintained pursuant to Education Code provisions. 6
7.2.1 This evaluation report may include specific written recommendations as 7
to the areas of further needed improvement in the employee’s performance. 8
7.2.2 The employee may file a response to be attached to the evaluation. 9
7.2.3 The supervisor shall conference with the employee regarding the final 10
evaluation within ten (10) working days of completing the evaluation but not 11
later than thirty (30) calendar days before the end of the school year. 12
7.3 This procedure will continue annually until the evaluator deems the evaluatee’s 13
performance to be satisfactory or until termination procedure begin. 14
15
Section 8: Peer Assistance and Review Program 16
8.1 PAR Joint Committee 17
• Three (3) teachers appointed by the Association’s executive board and two 18
evaluating administrators appointed by the District. 19
• Nominations for joint committee shall take place between April 1 and May 1 of 20
each year a vacancy occurs. 21
• Term is two (2) years and may serve a second term. Serving more than two (2) 22
terms only if no opposition for reelection. 23
• Chair of committee selected by committee. 24
• The joint committee will determine all meetings. Any meetings outside of the 25
normal duty day will be paid at the pro rata rate. 26
8.2 Responsibilities of PAR Joint Committee 27
• Establish its own rules and procedures. 28
• Select panel of consulting teachers. 29
• Consulting teachers shall be selected by a majority vote of the joint committee 30
after one or more representatives of the committee have conducted a site 31
visitation and a classroom observation of all final candidates. 32
• Select training and trainers for the Joint Committee and Consulting Teachers 33
• Each consulting teacher will be trained to both offer peer assistance and to 1
understand the specific functions of the PAR program. 2
• Provide written notification to Referred Teacher, Consulting Teacher and Site 3
Principal upon initiation of Peer Review Cycle. 4
• Notify the participating teacher of assigned consulting teacher. 5
• Distribute adopted rules and regulations to all employees. 6
• Establish the application procedure for consulting teacher. 7
• A notice of vacancy for consulting teachers will be posted at all sites and in the 8
District office. In addition to submitting an application form, each applicant is 9
required to submit at least three (3) references from individuals who have direct 10
knowledge of the applicant’s ability to be a consulting teacher. 11
• Administer the committee’s budget and recommend the annual budget to the 12
Board of Education. 13
• Establish professional development. 14
• Review documentation and reports submitted by the consulting teachers. 15
• Develop a format for the consulting teachers final report. 16
• Develop and enforce timelines for the committee, consulting teachers and 17
referred teachers. 18
• Report to the Board the number of referred and self-referred teachers, dates, 19
times and topics of meetings. 20
8.3 Consulting Teachers 21
The joint committee will appoint Consulting teachers. The consulting teacher will 22
• Be a permanent employee. 23
• Have extensive knowledge and mastery of subject matter, teaching strategies, 24
instructional techniques and classroom management strategies. 25
• Have ability to communicate effectively both orally and in writing. 26
• Have ability to work cooperatively and effectively with others. 27
• Serve a 2 year term and be unable to serve again until all other eligible 28
applicants who have not served or (have had the opportunity to serve) have 29
served 30
• Receive a stipend of $2400 per assigned teacher per cycle. 31
• Agree to receive training as required by the Joint Committee. 32
8.3.1 Duties of the Consulting Teacher: 33
