Final Approval: August 30, 2012
TABLE OF CONTENTS Page Preamble ARTICLE I ADMINISTRATION Section 1A. Definition of Terms Section 1B. Recognition Section 1C. Status of Agreement Section 1D. Contract Compliance Section 1E. No strike-No lockout Section 1F. Management Rights Section 1G. Conformity to Law—Savings Clause Section 1H. Printing and Distribution of Contract Section 1I. Funding ARTICLE II BUSINESS Section 2A. Definition of Terms Section 2B. Dues Deduction Section 2C. Fair Share Representation Fee Section 2D. Other Deductions Section 2E. Use of Facilities and Services Section 2F. Pay Warrants
5 5–7 5 5-6 6 6 6 6 6-7 7 7 8 - 10 8 8-9 9 9 9-10 10
ARTICLE III PERSONNEL Section 3A. Definition of Terms Section 3B. Employee Rights Section 3C. Academic Freedom and Responsibility Section 3D. Grievance Procedure Section 3E. Access to Personnel Data Section 3F. Certificated Employee Protection
11 - 19 11 11-14 14 14-17 17-18 18-19
ARTICLE IV EVALUATION AND PROBATION Section 4A. Definition of Terms Section 4B. General Criteria Section 4C. Evaluation Formats Section 4D. Procedure for Formal Observation Section 4E. Procedure for Formal Evaluation
20 - 27 20 20 20-25 25-26 26-27
ARTICLE V ASSIGNMENT, TRANSFER AND VACANCY Section 5A. Definition of Terms Section 5B. Assignment, Transfer and Vacancy Section 5C. Selection of Personnel Section 5D. Retire/Rehire
28 - 33 28 28-33 33 33
Final Approval: August 30, 2012
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Page ARTICLE VI INSTRUCTION Section 6A. Definition of Terms Section 6B. Work Day Section 6C. Work Load and Class Size Section 6D. Elementary Paraeducator Time Section 6E. Multiple Preparations Section 6F. Grading and Promotion Section 6G. Covering Classes Section 6H. Classroom Visitation Section 6I. Certificated Employees Responsibilities Regarding Paraeducators Section 6J. Student Teachers Section 6K. Student Discipline Section 6L. Developing and Exploring Curriculum Section 6M. Professional Cooperation Agreement (Waiver/Variance) Section 6N. Professional Staff Development
34 - 45 34 34-36 36-38 38 38 39 39 39 39-40 40 40-41 41 41-44 44-45
ARTICLE VII SPECIAL EDUCATION AND SPECIAL PROGRAMS Section 7A. Definition of Terms Section 7B. Special Services Workload Section 7C. Paraeducator Time Section 7D. Overload Calculation and Payment Section 7E. Planning Time Section 7F. Incentive Pay Section 7G. Facilities and Workspace Section 7H. English Language Learners, Title I; Learning Assistance Program
46 - 49 46 46-47 47 47-48 48 48-49 49 49
ARTICLE VIII CONTRACTED DAYS, SALARY AND BENEFITS Section 8A. Length of Contract Section 8B. Certificated Salary Section 8C. Extra Service Periods Section 8D. Mileage Reimbursement Section 8E. Split Assignments Section 8F. Insurance Benefits
50 - 54 48-50 50 51 51 51 51-52
ARTICLE IX SUPPLEMENTAL CONTRACTS Section 9A. Stipends and Extra Duty Contracts Section 9B. Department Heads and Grad Level Chars Section 9C. Extra Duties, Committees and Curriculum Work Section 9D. Supplementary Contracts – Differential Salaries Section 9E. Supplemental Days
55 - 57 55 55-56 56 56 56-57
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Page ARTICLE X TEACHERS ON LEAVE FROM CLASSROOM ASSIGNMENTS Section 10A. Teacher Release Time Section 10B. Dean of Students
58 - 59 58 58-59
ARTICLE XI LEAVES, BEREAVEMENT, SHARED ASSIGNMENT Section 11A. Leaves Section 11B. Shared Assignments
60 - 68 60-68 68
ARTICLE XII REDUCTION IN FORCE (RIF)
69 - 71
ARTICLE XIII SUBSTITUTE TEACHERS AND LONG TERM SUBSTITUTES Section 13A. Definition of Terms Section 13B. Substitute Priority Procedure Section 13C. Daily Rate of Pay Section 13D. Replacement, Substitutes and Long Term Substitutes
72 - 73 72 72 72 72-73
ARTICLE XIV CALENDAR Section 14A. Definition of Terms Section 14B. Calendar Section 14C. Emergency School Closure and Delayed Opening
74 - 75 74 74 74-75
ARTICLE XV DURATION INDEX APPENDIX Evaluation Forms Teacher Professional Growth Evaluation Summary Teacher Professional Growth Plan Teacher Evaluation Summary Teacher Observation Worksheet Letters of Agreement State SAM Reduction for the 2012-2015 School Years PLC Pilot (Revised) PLC Communication Form PLC-RTI Institute Memorandum of Understanding Insurance Memorandum of Understanding Forms TRI Verification Form Conflict Resolution Procedures Conflict Resolution Flow Chart
Final Approval: August 30, 2012
76 77 - 88
A 90 91 92 93-94 B 96-97 98 99 100 101 C 103 104 105
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Grievance Form A Grievance Form B Waiver Checklist Waiver Flow Chart
Salary Schedule Washington State Certificated Salary Schedule TRI Combined Schedule Calendar 2012-2013 RSD Calendar
Final Approval: August 30, 2012
106 107 108 109
D 111 112-113 E 115
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PREAMBLE This Contract Is Made And Entered Into By And Between The Richland School District #400, and the Richland Education Association. It has been negotiated pursuant to the appropriate RCW or WAC.
ARTICLE I - ADMINISTRATION
5 6
SECTION 1A. Definition of Terms
7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25
26
SECTION 1B. Recognition
The term “District” shall mean Richland School District No. 400, Richland, Benton County, Washington. The term “Board” shall mean the Board of Directors of the District. The term “Association” shall mean the Richland Education Association. The term “Parties” shall mean the District and the Association. The term “Agreement” or “Contract” shall mean this collective bargaining agreement. The term “employee(s)” shall mean those educational employees for whom the Association is recognized as the exclusive bargaining agent. The term “WAC” shall mean the Washington Administrative Code. The term “RCW” shall mean the Revised Code of Washington. The term “Superintendent” shall mean the chief administrative officer of the District or his/her designee. The term “contract” (lower case) shall mean the individual contract issued to each employee pursuant to the appropriate RCW or WAC. The term “certificated employee” shall mean each employee (member) represented in the bargaining unit holding a valid teaching certificate for the State of Washington and currently employed by the District. The term “levy” shall mean a way to impose or collect a tax for the benefit of District projects and support.
27 28 29 30 31
A. The District recognizes the Richland Education Association as the sole and exclusive bargaining representative for all certificated employees of the District, included in the bargaining unit as defined in paragraph B of this Section for the purpose of collectively bargaining for those represented employees in the areas of wages, hours, terms, and conditions of employment as provided in the appropriate RCW.
32 33 34 35 36 37 38 39 40 41 42
B. The bargaining unit shall consist of all the regular, full-time certificated employees and those regular, part-time certificated employees who are on regular contract with the District and have been assigned at least one (1) teaching hour for the entire semester or year. Certificated employees not subject to the terms and conditions of this Contract shall include: Superintendent Deputy Superintendent Assistant Superintendent Principals Assistant Principals Executive Director(s) Director(s) Final Approval: August 30, 2012
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Assistant Director(s) Supervisors
C. Positions which may be added or substantially restructured during the duration of this agreement will be set forth in a job description and submitted to the Association for discussion regarding inclusion or exclusion in the bargaining unit.
SECTION 1C. Status of Agreement
49 50
A. This Contract shall supersede any rules, regulations, policies, resolutions, or practices of the District, which shall be contrary to or inconsistent with its terms.
51 52
B. Those rules, regulations, policies, resolutions, or practices of the District not in conflict with this Contract may be amended, rescinded, or otherwise modified by the Board.
53
SECTION 1D. Contract Compliance
54 55 56 57 58 59
A. All individual employee contracts of employees represented by the Association shall be subject to and consistent with Washington State law and the terms and conditions of this Contract. Any individual employee contract hereinafter executed shall indicate that it is subject to the terms of this and subsequent contracts between the Board and the Association. If any individual employee contract contains any language inconsistent with this Contract, this Contract during its duration shall be controlling.
60 61 62
B. This Contract shall be governed by the statutes of the State of Washington, valid provisions contained in the Washington Administrative Codes, and applicable Federal law, if any.
63 64 65 66 67 68
SECTION 1E. No strike-No lockout The parties agree that during the term of this Contract there shall be no strike or other economic action by the Association and there shall be no lockout or other economic action by the District. In case of an impending statewide work stoppage, the Association and the District will meet to consider modifying the school calendar.
SECTION 1F. Management Rights
69 70
A. The right to manage the District and to direct its employees and operations is vested in and retained by the Board, except as this right is limited by this Contract.
71 72 73
B. No Board policy may be adopted which is inconsistent with the terms of this Contract during the life of the Contract, or which impacts on wages, hours, terms, and conditions of employment.
74 75 76 77 78 79 80
SECTION 1G. Conformity to Law—Savings Clause A. If any provision of this Contract between the Association and the Board, or any application of this Contract shall be found contrary to law by a court having jurisdiction, such provisions or applications shall be deemed not valid and shall not be performed or enforced except to the extent permitted by law. Any provision of this Contract found contrary to law shall be subject to appropriate negotiations between the Association and the Board as is permitted by law.
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B. In the event that any provision of any Contract between the Association and the Board is or shall at any time be determined to be contrary to law, all other provisions of such Contract shall continue in effect.
SECTION 1H. Printing and Distribution of Contract
85 86
A. The negotiated Contract will be typed by the District after editing and review by the District and Association facilitators.
87
B. Approved by the Association and the Board.
88
C. Printed by the District and the Association, with each party sharing equally in the costs.
89 90
D. The District will supply sufficient copies of the contract for the Association to distribute one to each member of the bargaining unit.
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E. Thirty-five (35) print copies shall be provided to the Association.
96 97
B. The Contract shall be available for inspection by applicants for certificated employee positions at the Personnel Office.
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Distribution: A. Copies of the Contract will be distributed within thirty (30) days after the Parties have approved the proof copy.
SECTION 1I. Funding Double Levy Loss: If a double levy loss occurs or ten (10) percent or more of state revenue is lost, all economic provisions of this Agreement shall be reopened within ten (10) days of such awareness. Negotiations shall be concluded within twenty (20) days thereafter. If no agreement is reached within said period, the District shall take appropriate action.
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ARTICLE II - BUSINESS
103 104
SECTION 2A. Definition of Terms
105 106
The term “member(s)” shall refer to each individual employee represented in the bargaining unit.
107 108 109
The term “fair share representation” shall mean a fee that is regarded as fair compensation and reimbursement to the Association for fulfilling its legal obligation to represent all members of the bargaining unit pursuant to the appropriate RCW.
110 111
The term “pay warrant” shall mean a voucher (check) authorizing payment to Association members for services provided.
112 113
The term ‘non political” shall mean not to influence, be connected with, or request support for political matters and/or candidates.
114
SECTION 2B. Dues Deduction
115 116 117 118
A. On or before September 1 of each school year, the Association shall give written notice to the Board of the dollar amount of dues and fees of the Association, including the National Education Association and the Washington Education Association, which dues and fees are to be deducted in the coming school year through automatic payroll authorization.
119 120 121
B. The deductions authorized above shall be made in twelve (12) equal amounts from each paycheck beginning the pay period in September through the pay period in August of each year.
122 123 124
C. Certificated employees who commence employment after September or terminate employment before June shall have their deductions pro-rated at one twelfth (1/12) of the total annual amount for each month the certificated employee is employed.
125 126
D. A list of certificated employees from whom the deductions have been made shall be provided the Association.
127 128 129
E. No certificated employee shall have any claim or action against the District for the District’s deduction of dues and/or fees provided for in this Section, except where there has been an error in the amount deducted.
130 131
F. The Association agrees to reimburse any certificated employee from whose pay dues and/or fees were deducted as a result of an error in the amount deducted.
132 133 134 135
G.
136 137 138 139 140
Within ten (10) days of their commencement of employment, certificated employees may sign and deliver to the Board an Assignment of Wages Form, which shall authorize deduction of membership dues and fees of the Association (including the National Education Association and the Washington Education Association). • Such authorization shall continue in effect from year to year unless a written request of revocation is submitted to the Board and the Association, signed by the certificated employee, and received between August 1 and September 20, preceding the designated school year for which revocation is to take effect.
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• Each month during the school year, the Association agrees to provide the Board with the names of those certificated employees who have joined the Association and paid its dues and fees by means other than through payroll deduction.
144 145 146 147 148
H. The Association’s authorization of payroll deduction form will clearly state that it will be understood by the certificated employee signing the authorization that continuation of dues deductions until the end of the dues period on August 31 of each year is a binding condition for authorizing payroll deduction, and that exceptions based on hardship or emergency shall be adjudicated by the Association.
149
SECTION 2C. Fair Share Representation Fee
150
A. No member of the bargaining unit will be required to join the Association.
151 152 153
B. Employees who are not Association members, but are members of the bargaining unit will be required to pay a Fair Share Representation Fee to the Association pursuant to the appropriate RCW.
154 155
C. The amount of the Fair Share Representation Fee will be determined by the Association and transmitted to the Business Office in writing.
156 157
1. Fair Share Representation Fee shall be an amount equal to regular dues for the Association membership.
158 159
2. Non-members shall be neither required nor allowed to make a political (WEA or NEA-PAC) deduction.
160 161 162
3. The Fair Share Representation Fee shall be regarded as fair compensation and reimbursement to the Association for fulfilling its legal obligation to represent all employees, pursuant to the appropriate RCW.
163 164 165 166
D. In the event that the Fair Share Representation Fee is regarded by an employee as a violation of their religious right to non-association, such bona fide objections will be resolved according to the provisions of the appropriate RCW or the Public Employment Relations Commission.
167 168
E. The Association agrees to defend and hold the District harmless against any legal action brought against the District in reference to the Fair Share Representation Fee deduction.
169 170 171 172 173 174 175 176 177 178
SECTION 2D. Other Deductions In addition to the currently approved and authorized payroll deductions (TSA’s, United Way, etc.), the District agrees to provide for payroll deductions and deposits to approved and authorized credit unions and banks.
SECTION 2E. Use of Facilities and Services A. The Association may use District school buildings for the purpose of meetings and for transaction of Association business in accordance with established Board policy provided that such meetings and business shall not interfere with District educational programs. All meetings shall be arranged in advance in accordance to District policies. Charges and fees that may be assessed in a like manner as assessed to other in-district educational groups.
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B. The Association may post notices of their activities and matters of Association concern on a designated bulletin board provided in each faculty lounge of each building. Association material shall be clearly marked as such. All postings shall be of a non-partisan nature.
182 183 184
C. The Association may use the intra-District mail and e-mail services for non-political communications to certificated employees. Association mail shall be clearly marked as such. The REA mailbox shall be located at the Administration Building.
185 186
D. The Association will have the right to solicit membership and collect membership dues and assessments within the buildings of the District.
187 188 189 190 191
E. The Association will have the right to use the network, which includes the local Richland School District computer network as well as the Internet in support of education and research that is consistent with the mission of the District. The District reserves the right to remove the user account if it is determined that the user is engaged in unauthorized activity or is in violation of the Teaching Code of Ethics.
192 193 194
SECTION 2F. Pay Warrants Employees represented by the Association shall be informed by the District of the following options regarding their monthly pay warrant:
195
1. The employee may receive his/her pay warrant directly.
196 197
2. The employee may authorize the District to directly deposit the monthly warrant to a bank, credit union, or savings institution of the employee’s choice.
198 199 200 201 202
3. At the option of the employee, payment for extra-duty responsibilities will be made in one of two ways: a.) over the remaining months of the teaching contract, commencing with the start of the activity. Payments over the remaining months will have the IRS withholding at the rate specified by law.
203 204 205
b.) in a lump sum payment when the activity has been completed. Payments in lump sums will be paid during the next pay period following the completion of the activity. IRS withholding will be at the rate specified by law.
206
4. Pay warrants shall be distributed in such a way as to insure privacy.
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ARTICLE III - PERSONNEL
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SECTION 3A. Definition of Terms
209 210 211 212 213 214 215
The term “Harassment” is defined as conduct which is verbal or physical conduct that is unwelcome and of a serious nature or persistent to the extent that it interferes with an individual’s educational performance, job performance, and/or opportunities creating an intimidating, hostile, or offensive environment. Harassment arises from differences in beliefs, behavior or appearance. [Sexual orientation, ethnicity, religious beliefs, disability, age, political or union affiliation, status, occupation, and working care-givers (this list is by no means exhaustive)] pursuant to the appropriate RCW and/or WAC.
216 217 218 219 220 221 222
The term “Sexual harassment” shall refer to the actions of an individual who comprises sexual comments, gestures, or physical contact that may be deemed objectionable or offensive. Sexual harassment is behavior of a sexual nature that is deliberate and unsolicited. Sexual harassment may include a single sexual advance made by a person to the recipient that includes or implies a threat and may include a reprisal made after a sexual advance is rejected. Sexual harassment is coercive and one-sided and both males and females can be victims of it.
223
SECTION 3B. Employee Rights
224 225 226 227
A. Personal Freedom: Certificated employees are entitled to the full rights of citizenship and the exercise thereof shall not be grounds for any disciplinary or discriminatory action. The appropriateness of certificated employees exercising full political rights and responsibilities outside of the classroom is acknowledged.
228 229 230 231 232 233 234 235
B. Professional Communication Model: Responsible effective communication is essential for resolving conflicts and disputes at the lowest level possible. Most problems and issues can be dealt with and resolved by those individuals with the most at stake without involving the leadership at the District or REA level. It is not intended for all disputes to follow this process and District and REA Leadership can be requested at any time the parties believe that it would be impossible for them to resolve the dispute without additional assistance. (See Appendix C Forms, Teacher(s) – Principal Conflict Resolution Flow Chart and Procedures)
236 237 238 239
C. Non-Discrimination: There shall be no discrimination against any certificated employee or applicant for certificated employment by reason of race, creed, color, marital status, sex, age, national origin, or the presence of any sensory, mental, or physical handicap unless based on a bona fide occupational qualification.
240 241
The rights granted to a certificated employee hereunder shall be deemed to be in addition to those provided elsewhere.
242 243 244 245 246 247
D. Right to Join and Support Association: Every certificated employee of the District shall have the right to self-organization, to form, join, or assist the Association to bargain collectively. The District or the Association shall not directly or indirectly discriminate against any certificated employee by reason of that employee’s membership (or non-membership) in the Association or their participation in any grievance, complaint, or proceeding under this Contract.
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E. Harassment: Any form of harassment of individuals is prohibited in the work- place by any person and in any form at any time. The District and the Association are committed to a working and learning environment that is free of discriminatory intimidation. Harassment is illegal discrimination and will not be tolerated. • In the case of harassment the employee being harassed has the right to discontinue contact with the harasser without incurring any penalty.
254 255 256 257
F. Right to Due Process: 1. No certificated employee shall be disciplined, reprimanded, reduced in rank or compensation, deprived of any professional advantage, non-renewed or discharged without just cause.
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2. Whenever any certificated employee is required to appear before his/her immediate supervisor, Superintendent, Board of Directors, or any committee or member thereof concerning any matter which adversely affects the contract status of that certificated employee within the meaning of the appropriate RCW in his/her position of employment:
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a.) He/she shall be given prior written notice of the reasons for such meeting or interview and
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b.) shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview.
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c.) any suspension of a teacher pending charges shall be with pay.
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d.) any complaint not called to the attention of a certificated employee may not be used as the basis for any disciplinary action against this certificated employee.
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e.) every effort will be made to resolve all complaints at the lowest level through communication between the certificated employee and the individual making the complaint.
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3. If a complaint is not resolved through informal discussion and is elevated to the employee’s immediate supervisor, the supervisor will document the complaint and attempt to resolve the issue by facilitating a meeting between the employee, the individual making the complaint, and the supervisor. This meeting will take place within thirty (30) days of the completion of informal communication and will be documented in writing by the immediate supervisor.
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4. Any complaint, with the exception of those involving criminal activities, not discussed with the certificated employee and his/her immediate supervisor prior to consideration by the superintendent or board may not be used as the basis of any disciplinary action against the certificated employee.
283 284 285
5. If a complaint is not resolved through discussions with the certificated employee, immediate supervisor and individual making the complaint, the individual may then forward the complaint to the superintendent or designee.
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6. The superintendent or designee shall resolve the matter after a conference with the individual, the immediate supervisor, and the certificated employee.
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7. The superintendent or designee’s decision may be appealed to the board. Such appeals shall be handled in executive session in the presence of the certificated Final Approval: August 30, 2012
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employee. Formal action by the board, which may affect the contract status of the certificated employee within the meaning of the appropriate RCW/WAC, shall be in compliance with state law and this contract.
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8. Any disciplinary action shall follow the standards of Due Process.
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a.) First Offense: verbal warning with documentation by summary memo, not to be placed in employee’s personnel file.
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b.) Second Offense: written reprimand; copy placed in personnel file.
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c.) Third Offense: one-day suspension without pay
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d.) Additional offenses may result in further unpaid suspension and/or other appropriate discipline.
300 301
e.) Serious violations may result in discharge or non-renewal with notification to OSPI Office of Professional Practice as required by law.
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9. The employee has the right to representation in any meeting with the employer or his/her designee or the district’s legal counsel whom the employee reasonably believes may result in disciplinary action. • No meeting shall be delayed more than two (2) days in order for the employee to secure such representation.
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10. Employees may request that disciplinary actions, letters, etc. be removed from their personnel file after two (2) years from the date of placement in the file. Employees should submit the request in writing to the Executive Director of Human Resource Services. The request will be granted unless similar incidents have occurred within the time period since the initial action. Disciplinary action related to violations of the Code of Professional Conduct or Sexual Misconduct regulations will remain in the employee’s personnel file for a minimum of five (5) years and will not be removed, sealed or expunged from the District’s files.
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G. Solicitation among Certificated Employees: 1. The District recognizes and participates in the “United Way” fund raising or charitable and civic purposes. The District also participates in the program for the sale of U.S. Savings Bonds and levy contribution. No other solicitations may be conducted among District employees during working hours, either by employees or nonemployees. Any exception to this provision requires approval of the Board of Directors.
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2. No certificated employee shall be coerced in any manner to participate in any campaign.
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3. Within definitions of this provision, “solicitations” include organized requests for donations or contributions and the sale of books, magazines, stocks, insurance, lottery tickets, or any similar material not related to the profession.
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H. Gratuities: 1. Certificated employees shall not accept any gratuity or special favor from individuals with whom the District is doing business or proposing to do business when such circumstances might reasonably be interpreted as an attempt to influence the recipients in the conduct of their work. Final Approval: August 30, 2012
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2. Neither shall a certificated employee offer any favor, service, or thing of value with the intent to obtain special advantage from such business firms or individuals.
SECTION 3C. Academic Freedom and Responsibility
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A. The certificated employee must be free to think and to express ideas, free from unwarranted pressure of authority, and free to act within his/her professional group, subject to the limitations imposed by the basic responsibility of the certificated employee to the District’s educational program.
338 339 340 341 342 343
B. Methodology and style of teaching shall not be restricted provided such is appropriate to the level and/or subject being taught. Methodology of teaching will be considered to be means of instruction that reasonably provide for teaching within instructional standards in conformance with District and Washington State requirements as well as for suitable teaching activities leading to attainment of those standards. Standards as referenced herein shall relate directly to the District-adopted curriculum.
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C. District wide curriculum, assessment, or student/parent reporting systems shall not be used to limit or require specific instructional practices, grading procedures, or methodologies.
347 348 349 350
Where curriculum adoptions contain specific technology components, these components will be utilized appropriately as part of the curriculum. Employees will be expected to use and integrate such technology to the extent deemed appropriate in their professional judgment.
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D. The principle of academic freedom for certificated employees will not supersede the basic responsibilities of the certificated employee to the education profession. These responsibilities include: a.) a commitment to democratic tradition as our way of life and the methods implied in implementing this end; b.) concern for the welfare, growth, and development of children; c.) an insistence upon objective scholarship.
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SECTION 3D. Grievance Procedure
359 360 361
A. Purpose: The purpose of this grievance procedure is to provide a means for the orderly and expeditious adjustment of a grievance by a certificated employee or group of certificated employees.
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B. Definitions: “Grievant” shall mean a certificated employee or group of certificated employees of the Association on behalf of an employee or group of employees. A grievance in which two or more certificated employees have the same complaint may be processed as a single action. The Association shall have the right to be present at all levels of the procedure.
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“Grievance” shall mean a written statement by a grievant that there has been a violation, misinterpretation, or misapplication of the express terms of this Agreement or that there has been a disagreement concerning the application of Board policy.
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“Days” shall mean contract days during the regular school calendar.
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“Every reasonable effort” shall be exerted in attempting to resolve grievances before the close of a school term or as soon as possible thereafter.
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C. Procedure and Steps: A grievance must be filed within thirty (30) contract days after failure to resolve the grievance at the informal communication level. To facilitate the adjustment of grievances, the number of days within each step shall be considered a maximum unless extended in writing by mutual consent.
379 380 381 382 383
D. Informal Communications: Every effort shall be made to settle problems at the lowest level through informal communication between the certificated employee(s) and the immediate supervisor. Grievances may not be processed through the following procedure until there is evidence that informal two-way communications have failed to resolve the issue. (e.g. See Appendix C. Conflict Resolution Procedures/Flow Chart)
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E. Election of Remedy: Any employee receiving notification of non-renewal of contract, discharge, or adverse effect may elect to have the matter heard either by a hearing officer in accordance with the appropriate RCW or an arbitrator in accordance with the grievance procedure.
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Step 1. Immediate Supervisor a.) If informal communication processes fail to resolve the grievance, the grievant submits a Grievance Review Report (Form A) to the immediate supervisor. (Appendix C)
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b.) All known facts relating to the grievance as well as the alleged violation and an appropriate remedy (if any is required) shall be stated.
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c.) The supervisor shall provide a written response within five (5) school days after the receipt of the request.
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d.) A copy of the Grievance Report (Form B) shall be sent to the Superintendent.
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Step 2. Appeal to Superintendent a.) If the grievant(s) is not satisfied with the decision of the immediate supervisor at Step 1, the grievant may refer the grievance to the Superintendent within four (4) school days after the receipt of the decision.
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b.) The Superintendent, or his/her designee, shall meet with the grievant(s) and any designated grievance representative within five (5) school days after the grievance has been referred to him/her.
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c.) The Superintendent, or his/her designee, shall render a written decision concerning the grievance and any adjustment within five (5) school days after the conclusion of the meeting with the grievant.
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d.) Copies of the decision by the Superintendent, or his/her designee, (Form B) shall be sent to the grievant and the grievant’s immediate supervisor. The Superintendent’s Office shall retain a copy.
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Step 3. Appeal to Board of Directors “or” Step 4. a.) If the grievant is not satisfied with the disposition of the grievance at Step 2, or if the Superintendent or his/her designee has not provided a written decision Final Approval: August 30, 2012
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within the time limits prescribed in Step 2, then the grievant or the Association acting at the request of the grievant may request a meeting with the Board of Directors.
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b.) If a request for a meeting with the Board is not delivered to the Superintendent within ten (10) days after the decision described in Step 2, then the grievance will be deemed withdrawn.
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c.) The Board of Directors shall meet with the grievant, with the Association representatives (if the grievant has designated them), and the Superintendent within fifteen (15) days after the Superintendent receives the request for such a meeting.
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d.) Within ten (10) days after such meeting, the Board shall render a final and binding written decision respecting the grievance.
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Step 4. Binding Arbitration a.) If the grievant in cooperation with the Association claims that this Agreement between the District and the Association has been violated, and if the grievant, with the Association, is not satisfied with the disposition of the grievance at Step 2, then the parties agree to file for arbitration within fifteen (15) contract days after the Superintendent receives the appeal from the Association. • The decision of the arbitrator shall be final and binding upon the parties. • A list of arbitrators shall be requested from the American Arbitration Association.
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b.) Matters subject to arbitration shall be referred to the American Arbitration Association under Voluntary Rules. Expedited Rules and Procedures of the American Arbitration Association may be utilized upon mutual agreement of the parties. Powers of the arbitrator are limited to:
438 439
• Adjudication of the issues which, under the terms of this Contract and any Submission Contract, are subject to arbitration.
440 441 442 443
• Interpretation of the terms of this Contract which are applicable to the particular issue presented to the arbitrator, and such powers shall not give such arbitrator authority to supplement or modify or amend any terms or conditions of this Contract.
444 445 446
c.) The rendition of a decision or award based solely on the evidence and matters presented to the arbitrator by the respective parties in the hearing process and the arguments presented in the written briefs of the parties.
447 448 449 450 451
d.) Upon request of either party, the merits of a grievance and the arbitrability of issue(s) arising in connection with that grievance shall be consolidated for hearing before the arbitrator, provided that an arbitrator shall first resolve the arbitrability issue(s) of the grievant, the arbitrator shall follow with a determination on the merit of issue(s).
452 453
e.) An arbitrator shall not have the authority to remand an issue back to the parties for negotiations.
Final Approval: August 30, 2012
Page 16
454 455 456 457
F. Released Time: Should the Board or Superintendent require that a certificated employee or an Association representative be released from his/her regular assignment in order to implement the investigation or processing of any grievance, the certificated employee shall be released without loss of pay or benefits.
458 459 460
G. Individual Complaints: If an individual certificated employee has a personal complaint, which the certificated employee desires to discuss with the supervisor, the certificated employee is free to do so without recourse to the grievance procedure.
461 462 463 464
H. Individual Grievances: Nothing in this procedure shall prohibit a certificated employee from proceeding with a grievance independently provided that the REA President is consulted and that adjustment of the grievance shall not be inconsistent with the terms of this Contract.
465 466
I. Grievance Forms: Forms for filing and processing grievances shall be provided by request from the REA office. (See Appendix C)
467 468
J. Freedom from Reprisals: No reprisal shall be invoked against any certificated employee for processing a grievance or participating in any way in the grievance procedure.
469 470 471 472
K. Personnel Files: One (1) year after the settlement of a grievance, all documents, communications, and records relating to the grievance shall be removed from the employee’s personnel file. The District will continue to maintain a separate file of all relevant information.
473
SECTION 3E. Access To Personal Data
474 475 476
A. The District personnel file(s) on any certificated employee in the possession of the District, its employees, or agents shall not be withheld at any time from the inspection of the certificated employee, pursuant to appropriate RCW/WAC.
477 478
B. College and/or university credentials, which are retained by the District, are subject to review by the certificated employee under the appropriate RCW/WAC.
479 480 481
C. The certificated employee(s) shall be notified within five (5) school days of additions to the employee’s personnel file if such additions are derogatory. The certificated employee shall be allowed to attach a written comment to any material in his/her file.
482 483 484
D. The District will honor requests for information about present and former certificated employees if requests are made or approved by the certificated employee and are not foreseen to be detrimental to the District.
485 486
E. For employment purposes, the listing of the District as a reference source or employer shall constitute an authorization for the District to release personnel information.
487 488 489 490 491 492 493 494
F. No secret, duplicate, alternate or other personnel file shall be kept by the District except that a separate working file may be kept by the individual building principal or other designated evaluators. Such files shall be open for inspection by the employee. No information contained in this file without the employee’s knowledge may form the basis for any reprimand, warning, discipline, or adverse effect, unless said information was transmitted to the personnel file within the same school year it was obtained. The evaluator’s file is not part of the personnel file and all materials not transmitted to the permanent personnel file shall be destroyed or appropriately disposed of one calendar after Final Approval: August 30, 2012
Page 17
495 496 497
the date of a specific incident. Archived investigation notes and materials in the Human Resources Department are exempt from the parameters of this section.
SECTION 3F. Certificated Employee Protection
498 499 500 501 502 503 504
A. The District shall support any employee in seeking legal redress for violations of the law committed by students or members of the public who verbally or physically abuse that employee while he/she is performing contracted duties for the District. Such support shall be evidenced through aiding the employee in obtaining the services of the County Prosecutor for purposes of processing the case. The District expects that employees using the services of private lawyers will cover their own obligations for such fees or costs incurred by the use of such services.
505 506 507 508 509 510 511
B. The District agrees to provide reimbursement to staff for loss of personal property or damage thereto when damage or loss occurs when the property is located on the grounds or buildings of the school district for purposes related directly to job-related responsibilities. Such property shall be registered with the Building Principal upon entry and notification shall be given to the office when the personal property is removed from the employee’s assigned area of work. Such obligations shall be limited to a maximum claim of five hundred dollars ($500) per employee in any school year or two hundred fifty dollars ($250) per incident.
512 513 514 515
1. The District agrees only to pay losses to personal vehicles under the deductible clause of the employee’s personal vehicle insurance up to $100. This coverage will exist for personal vehicles while they are located on school property while the employee is involved in school activities or school business.
516 517 518 519 520 521 522
2. Other items of personal property will be covered as stated in paragraph B only after they have been listed and registered, giving a reasonable replacement cost, with the Building Principal. In the event that the Principal determines that the District should not be responsible for damage or loss of certain personal items, he shall so notify the employee. Effective upon delivery of such notice, the District shall assume no responsibility with respect to any such item. Employees are encouraged to seek approval of the Principal prior to bringing personal property to school.
523 524 525 526
3. If any damaged or lost item is insured under personal insurance policies, the District shall be responsible for that portion of reimbursement not obtained from such carriers up to the limits of coverage set forth in this Section. In no case will the District accept liability for lost cash, checks, money orders, or jewelry.
527 528
4. The employee must report the theft, vandalism, or assault to the appropriate police officials within seventy-two (72) hours of knowledge of the incident.
529 530 531
C. The Board will maintain a public liability insurance policy that will provide coverage for certificated employees of the District for liability incurred by the certificated employee while acting as an agent of the District within the scope of employment.
532 533 534 535 536
D. Whenever a certificated employee is absent from employment and unable to perform his/her duties as a result of personal injury sustained in the course of his/her employment, he/she will be paid his/her full salary for the period of his/her absence to the limit of his/her accumulated sick leave less the amount of any workmen’s compensation award made for disability due to said injury. Such absence will be charged to the employee’s annual or Final Approval: August 30, 2012
Page 18
537 538
accumulated sick leave in a pro-rated amount as workmen’s compensation bears to the employee’s daily sick leave.
539 540
E. A certificated employee who is threatened by any person or group while carrying out assigned duties shall immediately notify the immediate supervisor.
541
1. The supervisor shall notify the Superintendent and if necessary, the police.
542 543
2. Immediate steps shall be taken, in cooperation with the employee, to provide for the employee’s safety.
544 545
3. Precautionary measures for the employee’s safety shall be reported to the Superintendent at the earliest possible time.
546 547 548
F. In the event that the District, or any administrative staff, becomes aware of a threat made to a certificated employee’s life or personal property; the threatened Employee shall be immediately notified (before the end of the workday that the threat becomes known).
549 550 551 552
1. The student making the threat will be immediately suspended or removed from any classes with the teacher until the matter has been thoroughly investigated; the administration, parents, and law enforcement notified; and it is determined that no danger to the certificated staff member or property remains.
553 554
2. Immediate steps will be taken, in cooperation with the employee, to provide for the employee’s safety.
555 556 557
3. The administrator and affected employee will determine whether the entire staff of the school where the student resides will be notified of the nature and severity of the threat, and the measures taken to ensure safety.
558 559 560
G. In the event that a student brings a life-threatening weapon onto school property the staff shall be apprised, in a timely manner, of the situation and the steps taken by administration to intervene and assure safety to students and staff.
561 562
H. In the event that a student makes a threat to the life of another student, the staff will be notified of the threat and intervention steps taken.
563 564 565
I. A student’s prior criminal history shall be provided to any certificated staff who has regular contact with that student prior to their enrollment in the school pursuant to the appropriate RCW or WAC.
566 567
J. Schools will request student records of disciplinary action for all newly enrolled students pursuant to the appropriate RCW or WAC.
Final Approval: August 30, 2012
Page 19
ARTICLE IV - EVALUATION AND PROBATION
568 569
Certificated Employee Evaluation Procedure
570 571
All employee evaluations shall be conducted in accordance with the appropriate RCW and/or WAC and this Agreement.
572
SECTION 4A. Definition of Terms
573 574 575
The term “Observation” shall mean the actual viewing by the evaluator of the employee working in assigned areas during a specific period of time as part of the evaluation process. Documentation of the observation will be on the Teacher’s observation worksheet.
576 577 578
The term “Evaluation Process” shall mean that process which begins with the distribution of evaluation criteria by evaluators to each employee at the beginning of each school year. The process ends with the placement of the Evaluation Report into the employee’s personnel file.
579 580 581
The term “Evaluator” shall mean the building principal or supervisor of the employee being evaluated, provided that assistant principal(s) may serve under the direction of the building principal as evaluator.
582 583 584
The term “Final Evaluation” shall mean a summary document of the results of observation(s) of the employee during the evaluation process, as well as performance of other professional duties in the school setting, which becomes a part of the employee’s personnel file.
585
The term “Series” shall mean a number of observations coming in succession.
586
SECTION 4B. General Criteria
587 588
A. Purpose: The primary purpose of evaluation is to increase opportunities for pupil learning through improvement of professional instruction and performance.
589 590
B. Conduct of the Evaluation: A principal or an administrative designee will evaluate all certificated personnel in the school.
591 592 593
C. Use of Evaluation Results: The evaluation process shall provide the official means for recognizing levels of performance and encouraging improvement in specific areas through systematic assessment.
594 595 596
D. Forms used to evaluate certificated staff are the Professional Observation Form and the Teacher Evaluation Summary. The specific criteria used in observations and evaluations are found in Appendix A.
597
SECTION 4C. Evaluation Formats
598 599 600 601 602
A. Provisional Status: 1. Provisional status shall include all certificated staff in their first two years of employment, unless the employee has completed two years of certificated employment with another Washington State school district; in which case the provisional status shall be one year.
603 604
2. Certificated staff on provisional status will be on the regular plan of observation and evaluation.
Final Approval: August 30, 2012
Page 20
605 606 607
3. The maximum number of formal observations or series of formal observations for an employee on provisional status shall be five (5) in one contract year; at least two (2) school weeks shall elapse between the observations.
608 609 610
4. Provisional employees shall be observed at least once with a minimum observation time of thirty (30) minutes during the first ninety (90) calendar days of their employment period.
611 612 613
B. Probation: 1. If it becomes necessary to place a certificated employee on probation, such action shall be based on the evaluation criteria contained in this agreement.
614 615 616
2. If a certificated employee is to be placed on probation, the Superintendent will notify the employee in writing of his/her probationary status between October 15 and February 1.
617 618 619
3. The notification for probation shall include the following: a.) The specific areas of performance deficiencies b.) A reasonable program for improvement of the identified deficiencies
620 621 622 623
4. The evaluator as identified in Section 4A of this of this Contract shall supervise the probation; however, the evaluator, with the employee’s consent, may authorize additional supervisory employees to evaluate the employee on probation and to aid the employee in improving his/her area(s) of deficiency.
624 625
5. A probationary period of sixty (60) school days will be established ending no later than May 10th.
626 627 628
6. During the probationary period the evaluator shall meet with the employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the employee.
629 630 631
7. The employee may be removed from probation if he/she has demonstrated consistent improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her initial notice of probation.
632 633 634 635 636
8. Written documentation shall be provided for any certificated employee who does not show indicated improvement. This shall constitute grounds for non-renewal or placement into an alternative assignment. Written notification shall be made to the employee. The employee shall have the opportunity to attach a written statement to aid notification.
637 638 639 640 641 642 643 644
9. Immediately following the completion of a probationary period that does not produce performance changes detailed in the initial notice of deficiencies and improvement program the employee maybe removed from his/her assignment and placed into an alternative assignment for the remainder of the school year. This reassignment may not displace another employee nor may it adversely affect the probationary employee’s compensation or benefits for the remainder of the employee’s contract year. If such a reassignment is not possible, the district may, at its option place the employee on paid leave for the balance of the contract term.
Final Approval: August 30, 2012
Page 21
645 646 647
10. Any materials in the employee’s personnel file related to his/her probationary status shall be removed when two (2) years have elapsed since removal from probationary status.
648 649 650 651
C. Standard Form: 1. The number of observations may vary according to individual employee needs. Total observation time in this category shall be not less than sixty (60) minutes for each school year.
652 653
2. Evaluators shall conduct at least two (2) formal observations per school year, one in each semester, unless documented extenuating circumstances exist.
654 655 656
3. The maximum number of formal observations or series of formal observations shall be five (5) in one (1) contract year; at least four (4) school weeks shall elapse between these observations.
657 658
4. Additional formal observations may be scheduled upon mutual agreement between the employee and evaluator.
659 660 661 662
D. Short Form: 1. After an employee has four (4) years of satisfactory evaluations under the current standard evaluation process, an employee with the endorsement of the building administrator may elect to go on the short form method of evaluation.
663 664
2. If the building administrator denies participation by a staff member, the reasons shall be stated in writing, if requested.
665 666 667 668
3. Employees new to a building or to the District will be on the Standard Evaluation format for their first year. They may request to go on the short form format the next year, if they meet the requirement of having four (4) consecutive years of satisfactory evaluations.
669 670 671
E. The short form of evaluation shall consist of either: 1. A thirty 30-minute formal or series of observations, totaling at least thirty (30) minutes during the school year with a written summary, or
672 673 674
2. At least two (2) observation periods during the school year totaling sixty (60) minutes without a written summary of such observations being prepared and a final written evaluation using the regular criteria.
675 676 677 678 679 680
3. The standard evaluation process shall be followed at least once every four (4) years and an employee or evaluator may request that the standard evaluation process be conducted in any given school year. The short form evaluation process may not be used as a basis for determining that an employee’s work is unsatisfactory as under the standard evaluation process, nor as a probable cause for the non-renewal of an employee’s contract pursuant to the appropriate RCW or WAC.
681 682 683 684 685
F. Professional Growth Plan: 1. The major focus of the Professional Growth Plan is the quality of instruction and the improvement of educational experiences of students. The Professional Growth Plan will expand and improve employee performance through professional goal setting, data collection, peer support and continuous assessment. Participation and work done
Final Approval: August 30, 2012
Page 22
686 687
while participating in the Professional Growth Plan may not be used as a basis for determining that an employee’s work is unsatisfactory or as a basis for probation.
688 689 690
2. Criteria for Participation a.) Participation by an employee is to be voluntary with the approval of the evaluator.
691 692 693 694
b.) If participation by an employee is denied it must be based on documentation in previous evaluation(s), supported by areas on the Teacher Observation Worksheet that are marked as “#2 Some evidence of use, Additional improvement needed.” The reasons shall be stated in writing, if requested.
695
3. Four (4) years of consecutive satisfactory evaluations are required for participation.
696 697 698 699
4. Employees new to a building or to the District will be on the Standard Evaluation format for their first year. They may request to go on the Professional Growth Plan format the next year, if they meet the requirement of having four (4) consecutive years of satisfactory evaluations.
700 701 702
5. Employees new to the district from outside Washington State must complete a minimum of two (2) consecutive years on the standard evaluation and meet the requirements in #3 above.
703 704
6. The approval for participation in the Professional Growth Plan shall be requested annually.
705 706 707 708
7. An employee may remain on the Professional Growth Plan for three (3) years after which time they will rotate off for one (1) year to be evaluated on the standard evaluation. A Professional Growth Plan can be continued parallel to the standard evaluation form as agreed to with their evaluator.
709 710 711 712
8. An employee may request a fourth or fifth year on the Professional Growth Plan. If the evaluator is concerned that minimum criteria as required by the State statutes are not being met during the employee’s Professional Growth Plan, the evaluator will inform the employee in writing the request has been denied.
713 714 715 716 717
G. Professional Growth Design: 1. Goal Setting a.) Prior to October 1 of each year the employee shall request to participate in the Professional Growth Plan. The employee shall then present a copy of their Professional Growth Plan to the evaluator for approval. (See Appendix A)
718 719 720 721 722 723
b.) Goals must be selected in accordance with their impact on student learning and/or employee performance, and not be too numerous to successfully manage. • Goals must support Essential Academic Learning Requirements in the categories of curriculum, assessment, and/or instruction. • A teacher may choose to develop an additional professional certification, advanced degree or additional endorsement.
724 725 726
H. Data Collection: 1. The purpose of data collection is to provide information, which will allow the employee to assess progress toward achievement of goals. Final Approval: August 30, 2012
Page 23
727 728
2. The employee is encouraged to gather input from a broad base of persons affected by his or her professional performance.
729 730 731 732 733 734 735 736
3. Data collection may include the following: a.) Observation by evaluator b.) Student assessment devices c.) Parental assessment devices d.) Self-evaluation e.) Recording devices f.) Research g.) Support group observation critique
737 738 739
I. Support Group: The support group shall consist minimally of the employee and evaluator and shall be established at the sole discretion of the employee.
740
J. Meetings:
741 742
1. Meetings shall be scheduled when deemed necessary by the employee to discuss and make further suggestions for accomplishment toward goals.
743 744 745 746
2. The evaluator and employee shall meet at least three (3) times annually to discuss the Professional Growth Plan. a.) The first meeting shall be held to discuss the employee’s proposed Professional Growth Plan. A revised Plan may be submitted following this meeting.
747 748
b.) The second meeting shall be held to discuss the employee’s progress toward goals.
749 750 751 752 753
c.) The last meeting shall be prior to the last contracted school day to discuss goal progress and assessment and bring closure to the process for the current school year. The purpose of the meeting shall be to complete the final evaluation form (Appendix A) and establish satisfactory teaching performance by the employee for the contracted year.
754 755 756 757
K. Materials: Materials, records, or portfolios developed as a result of the individual’s participation in the Professional Growth Plan shall be the property of the employee and shall not be retained in the employee’s personnel file or used by the district for evaluation.
758 759 760 761 762
L. Duration: 1. If the evaluator is concerned that minimum criteria as required by state statutes are not being met during the employee’s Professional Growth Plan, the evaluator will inform the employee in writing and schedule a meeting within five (5) school days to discuss the areas of concern.
763 764 765 766 767 768
2. A written summary shall be made available to the employee within five (5) school days of the meeting and if the deficiencies have not been addressed within twenty (20) days of the initial concern, the evaluator shall meet with the employee to schedule formal observation(s). • While determining that the employee meets minimal criteria, he/she may remain in the Professional Growth Plan. Final Approval: August 30, 2012
Page 24
769 770 771 772 773 774 775 776 777
• If the evaluator is still not satisfied that minimum criteria as required by the state can be maintained by the employee while on a professional growth plan, the evaluator may choose to place the employee on a standard evaluation plan for the remainder of the year and complete a summative evaluation based upon formal observations. • Information gathered during the summative evaluation process may be used the following school year with evaluations if the employee continues to show deficiency in performance by having a “needs improvement in performance” marked on their summative evaluation.
778
SECTION 4D. Procedure for Formal Observation
779 780
Observations and evaluations of certificated employees shall be conducted in accordance with the procedures set forth herein.
781 782 783
A. Employees shall be informed of the observation and evaluation process and its purpose at a meeting during the month of September. A separate meeting shall be held with new employees.
784
B. Formal observations shall have the following characteristics:
785 786
1. Shall be at least ten (10) minutes in length, as part of a formal series of observations.
787 788 789 790 791 792 793 794
2. At least one (1) observation of thirty (30) minutes or a series of formal observations totaling at least thirty (30) minutes shall be done by mutual consent between the employee and supervisor. a.) A pre-observation conference will be held no less than one (1) day prior to each observation to have a conversation regarding goals, expectations, specifics to be observed, etc. In preparation for the pre-observation conference, the evaluator may provide a set of discussion prompts to the employee to guide the conversation. Written documentation will not be required.
795 796 797 798 799
b.) A post-observation conference between the evaluator and employee shall be held within five (5) school days after the initial observation or series of observations. The five day timeline may be extended by mutual agreement. The purpose of this conference is to discuss the qualities of the employee’s effectiveness and to make suggestions for improved performance where needed.
800 801
c.) The teacher observation worksheet shall follow within three (3) school days of the post observation conference with a copy to the employee.
802 803 804 805 806 807 808 809 810
d.) Any criteria marked “needs improvement” on an initial observation worksheet shall become a focus of a subsequent observation. If the employee agrees to accept assistance, a plan will be established to assist the employee. The employee will be afforded the opportunity to participate in the development of a professional assistance plan. This plan may include a selection of goals, a time line for achieving them, and resources that will be provided to assist the employee in meeting the evaluative criteria. Resources may include, but are not limited to; working with another employee, receiving peer coaching, taking course work, and/or being provided various materials. Final Approval: August 30, 2012
Page 25
811 812
C. The evaluator and certificated staff who do not use the regular form shall meet prior to November 1 and establish the methods of observation to be used.
813 814
D. Any adverse comment that is used in any manner in observing an employee will be promptly reviewed with the employee.
815 816
E. The employee shall be given the opportunity to respond and/or refute such adverse comment.
817
F. Adverse comments without basis shall not be used in the teacher observation worksheet.
818 819
G. The evaluator is responsible for observing the employee under a variety of circumstances such as different subject areas and various instructional methods.
820 821
H. All observations shall consist of direct observation and other observable supplemental data unless the employee and evaluator have agreed to an alternate plan.
822 823 824 825 826 827 828 829 830 831
I. It is recognized that various factors not directly related to instructional skill may influence the certificated employee’s effectiveness. Among the factors to be considered by the evaluator are the following: • Workload • Adequacy of supplies and equipment • Physical facilities • Preparation time for the employee • Administrative support in dealing with disciplinary problems • Responsibility for exceptional pupils • Unique situations (films, assemblies, proximity to vacations, etc.)
832 833 834 835
J. A certificated employee shall notify the evaluator in writing one (1) work week following an observation of any factors listed in item number nine (9) which, in the employee’s judgment, could adversely affect the teacher observation worksheet. In any event, such notification shall be made prior to the final evaluation conference.
836 837
K. If any of these conditions adversely affect the performance level or the instructional program, the teacher observation worksheet shall duly note these specific conditions.
838 839
L. Observation worksheets are for the temporary use of the evaluator and employee and shall not become a permanent part of the employee’s personnel file.
840
SECTION 4E. Procedure for Formal Evaluation
841 842 843
A. The certificated employee shall sign the final evaluation form following review of the various items with the evaluator. Such signing need not indicate concurrence with the evaluation, but only that the certificated employee received and read the evaluation.
844 845 846
B. The employee shall be afforded the opportunity to write a disclaimer on or appended to the evaluation form. Such disclaimer shall become a part of the evaluation in the employee’s personnel file.
847 848 849 850
C. After the evaluation conducted pursuant to the appropriate RCW or WAC the principal, or the evaluator, may require the teacher to take in-service training provided by the district in the area of teaching skills needing improvement, and may require the teacher to have a mentor for purposes of achieving such improvement.
Final Approval: August 30, 2012
Page 26
851 852 853
D. Each certificated employee shall, at the conclusion of the final evaluation of the school year, be provided a copy of the completed evaluation form to be retained in his/her personnel file.
854 855 856
E. An employee contracted forty-five (45) school days or longer in an assignment prior to transfer to another District Supervisor’s jurisdiction shall be evaluated at the time of transfer.
857 858
F. If an employee resigns, the evaluation form shall be completed prior to the resignation date, if possible.
859 860 861 862
G. Itinerant employees shall be evaluated by a Special Programs Director or designee, or other supervisor designated by the Superintendent or his/her designee for whom the itinerant employee serves. All other supervisors that are served by this itinerant employee shall have the opportunity to provide input into the employee’s evaluation.
863 864 865
H. Special Education staff, other than itinerant staff, and State and Federal program staff, are to be evaluated by building administrators, and/or Special Programs Director, or designee.
866 867 868
I. Any criteria marked “Needs Improvement” on an initial observation work sheet shall become a focus of a subsequent observation. If the employee agrees to accept assistance, a plan will be established to assist the employee.
869 870
1. The employee will be afforded the opportunity to participate in the development of a professional assistance plan.
871 872 873
a.) This plan may include selection of goals, a timeline for achieving them, and resources that will be provided to assist the employee in meeting the evaluative criteria.
874 875 876
b.) Resources may include, but are not necessarily limited to, working with another employee, receiving peer coaching, taking course work, and/or being provided various materials
Final Approval: August 30, 2012
Page 27
ARTICLE V - ASSIGNMENT, TRANSFER AND VACANCY
877 878
SECTION 5A. Definition of Terms
879
A “vacancy” is a position that has been vacated or one, which has been newly created.
880
A “transfer” is a change to another building.
881 882
“Assignment” means the grade, program and/or course or classes the employee shall teach within the building.
883
An “administrative transfer” is an administratively initiated change to a different building.
884 885
An “employee reassignment request” is one initiated by the employee for a change within a building.
886
An “administrative reassignment” is an administratively initiated change within a building.
887 888 889
“Seniority” for the purposes of this Section, is defined as total number of years teaching in Washington State. The date the employee signed the initial Richland employment contract will be used to break ties.
890
“Qualifications” is defined as:
891 892
Certification required by the State Office of Public Instruction or Federal program requirements,
893 894
AND Either a major or minor in the subject area,
895 896 897
OR At least .4 FTE successful experience in any one year in the grade level, subject area or program.
898 899
900
SECTION 5B. Assignment, Transfer, and Vacancy
“Program” is any course of study, which the district supports with an allocated yearly budget. (i.e. GATE)
901 902 903
A. Employees shall be assigned in accordance with the regulations of the State Board of Education and shall not, except for good cause, be assigned subjects and/or grade or other classes outside of their teaching certificates and/or their major or minor fields of study.
904 905
B. Written notification of school placement shall be provided to all affected employees by June 1 of the current school year, if known.
906
1. In other cases, personnel will be notified as soon as placement is known.
907 908 909
2. In the event that it becomes necessary to transfer or reassign employees following said notification, the immediate supervisor or Executive Director of Human Resources shall inform the affected employee of the reasons.
910 911
a.) In the event an employee is unavailable for consultation, said employee will be consulted as soon as possible.
Final Approval: August 30, 2012
Page 28
912 913 914
C. No later than March 1 of each academic year, the Executive Director of Human Resources shall post a District seniority list at each site. A District seniority list, sorted by date, shall be sent to the Association President.
915 916 917
D. Reassignments/Transfers: 1. During the month of March, HRS will notify the building principals of their projected staffing allocations for the upcoming school year.
918 919
2. After in-building reassignments are complete, open positions will be posted for five (5) days with preference given to in-building applicants first before in-district.
920 921 922 923
a) Employees who are to be reassigned to another subject or grade level by administrative directive shall be notified within the first round of district postings. b) In determining such assignments, principals will consider satisfactory evaluations, qualifications, seniority, and employee interests.
924 925
3. If a position is not filled with a qualified in-building or in-district applicant, applicants may then be selected from the pool to fill the position from out-of-district.
926 927 928
4. Employees shall have access to information regarding available assignments in their building prior to placement of employees in those assignments for the subsequent year.
929 930 931
E. Employees who wish to apply for a posted position shall indicate their interest using the on-line application system, no later than the fifth (5th) work day following the posting of such vacancy or before the advertised closing date for the position if during the summer months.
932 933 934
F. If a vacancy is filled during the current year, employees not selected shall receive a letter within thirty (30) days after the vacancy is filled. Such notice shall include the reason(s) for non-selection.
935 936 937
G. If a vacancy is filled during the summer months, the Human Resources Office shall notify each employee whose application was not successful stating the specific reason(s) for nonselection. This notification shall be in writing or by personal conference.
938 939 940
H. Qualified employees who desire a transfer to a vacant position shall be considered on the basis of the District’s job announcement and selected before applicants from outside the Bargaining Unit, between the first contracted day and June 15th.
941 942
1. The building reassignment preference does not apply if special certification is required for a posted vacancy.
943 944 945
2. To qualify to apply for a vacancy, the employee’s most recent Evaluation Summary must not have any categories marked “needs improvement,” or the employee must not be on a current formal Plan of Improvement.
946 947 948 949
3. If more than one District employee is acceptable for the position, the most senior employee shall be selected when qualifications are substantially equal. District employees and Principals are encouraged to have conversations regarding expectations to ensure a successful transition.
950 951 952
4. Where an employee’s voluntary transfer into a position will cause the District a loss of funding under state or federal regulations, the employee will be responsible to take the steps needed to remedy the situation. The District Final Approval: August 30, 2012
Page 29
953 954 955 956 957
shall provide the employee assistance and support, excluding financial support, in fulfilling the necessary requirements. Failure to do so within the first year in the new assignment may result in the employee being administratively transferred into a position which prevents such loss of funding.
958 959
I. Vacancies During the School Year: When a vacancy occurs during the school year, it shall be filled either by a replacement employee or by employee application.
960 961 962
J. Administrative Transfers: 1. Transfers initiated by administration may be made only for the following reasons: a.) Excess staff due to decline in student enrollment,
963
b.) School closure or boundary reorganization,
964
c.) Program needs of a school or program and
965 966 967 968 969 970 971 972 973 974 975 976 977 978 979 980 981
d.) Conflict between employees within a grade level or department that creates a disruption of the educational process and/or serious problem within the grade level, department or building. Before such transfers are made, the following steps will be taken if requested by one or more of the affected employees: i) Informal conflict resolution ii) Meeting between the employees, their principal and an REA representative to discuss issues and possible solutions or accommodations iii) Formal mediation iv) Meeting with the employees, principal, REA representative, and the Executive Director of Human Resources to discuss transfer options. In cases of conflict, if administrative transfer occurs, the following criteria will be considered in selecting the individual(s) to be transferred: available positions, teacher preferences (including volunteering to transfer), qualifications the willingness of individuals to resolve the conflict, and the unique details related to the conflict.
982 983 984 985
2. Prior to the selection of any unit member for administrative transfer, the Executive Director of Human Resources shall notify all unit members at the affected site or program of the potential for administrative transfer(s) to allow voluntary transfers from the site. This does not apply to 1d) above.
986 987 988 989 990 991
3. Notice of an administrative transfer shall be given to the affected employee and the Association president as soon as the decision to transfer is determined. The least senior employee will be selected providing program requirements can be met and the employee qualifications are substantially equal unless a more senior employee volunteers to transfer. This does not apply to 1d) above.
992 993
4. An administrative transfer shall be made after the Executive Director of Human Resources, who shall give reasons for the transfer, has personally contacted the
Final Approval: August 30, 2012
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994 995
affected employee. The transferred employee is entitled to discuss his/her personal desires at that time.
996 997 998 999 1000 1001 1002 1003 1004
5. When requested, an employee to be transferred during the school year shall be released from teaching for up to three (3) days at the employee’s option to prepare for the new assignment. a.) The planning time must be scheduled within one (1) week of the transfer date. b.) The District will inform the affected employee of this option to receive release time. c.) The affected employee who is required to transfer during the school year may request the assistance of the Maintenance, Operations, and Transportation Department to help move the transferee’s instructional materials.
1005
6. Administrative transfers shall be limited to one every three (3) years.
1006 1007 1008 1009 1010 1011
7. Unit members who have been administratively transferred shall have the right of first refusal at the site from which he/she was administratively transferred provided he/she are qualified for said position for a period of three (3) years. First right of refusal is after the in-building movement is done and there is an “open” position in the building. When two or more administratively transferred unit members qualify under this section; the vacant position shall be filled by the most senior unit member.
1012 1013 1014 1015
8. If an employee is administratively transferred into a position that will cause the District a loss of funding under state or federal regulations, the District shall provide the employee assistance and support, including payment of associated costs and compensation for the employee’s time, in fulfilling the necessary requirements.
1016 1017 1018
K. Transfers Occasioned by School Closures or Program Reductions: 1. Persons affected by building closures or program reductions will be placed in vacant positions first.
1019
a.) Every attempt shall be made to determine staff interests and preferences.
1020 1021
b.) In the event a position is desired by more than one person, the most senior person shall be selected when qualifications are substantially equal.
1022 1023
c.) Some displacement may occur at the discretion of the District, but only for good cause.
1024 1025
2. Transfers of staff who are displaced by building closures or program reductions shall be made to open or newly created positions.
1026 1027 1028
a.) In the event there are no such positions, persons will be administratively transferred to a school assignment determined most appropriate for employee and staff program needs.
1029
b.) Preferences and interests shall be given careful considerations.
1030 1031 1032
3. In schools where there is overstaffing, the least senior person(s) shall be transferred unless there is an overriding program need. L. Opening/Reopening a New School:
Final Approval: August 30, 2012
Page 31
1033 1034
When a new school is to be opened, the following procedures will be followed in transferring unit members to that school:
1035 1036 1037
1. The Executive Director of Human Resources shall cause to be placed on file in the Human Resource Office the proposed organizational plan of the school as soon as said plan is available.
1038 1039
2. The organizational plan shall set forth the number of positions at the new site together with required qualifications for each position.
1040 1041 1042 1043 1044
3. A “Core Team” may be developed at the request of the new building Principal, the Executive Director of Human Resources and the Association. a.) A written application will be developed by the Principal, Deputy Superintendent, Executive Director of Human Resources and Association President or designee.
1045 1046
b.) Qualified employees will be ranked in order of seniority, qualifications, and interests.
1047 1048
c.) The Core Team will assist the Principal in the development of the school goals, objectives, programs, and building facility planning.
1049 1050
d.) Certificated Employees chosen for the “Core Team” will have first right to assignment or refusal of assignment in the new building.
1051 1052
4. Unit members displaced by the above referenced transfer of students shall be given right of first refusal to the same or similar positions at the new site.
1053 1054
5. The remaining positions shall be considered vacancies and posted according to the provisions set forth in Section 5B “Assignment, Transfer, and Vacancy.”
1055 1056
6. Unit members may transfer to the vacancies according to the provisions set forth in Section 5B “Assignment, Transfer, and Vacancy.”
1057 1058
7. If vacancies still remain, unit members shall be administratively transferred to fill remaining transfer positions according to the provisions set forth herein.
1059
M. Vacancies for Subsequent School Year:
1060 1061 1062
1. The Human Resources Office shall post in every building each vacancy no later than five (5) days after it occurs. Copies of said “posting” shall be sent to the Association president.
1063
2. Vacancies shall be posted for at least five (5) working days during the school year.
1064
3. No vacancy shall be filled until the posting date expires.
1065 1066 1067 1068 1069 1070 1071 1072
4. During the summer vacation the vacancies will be posted in the Human Resources Office a.) Copies sent to the Association. b.) Vacancies shall be posted for five (5) workdays. c.) No position shall be filled until the posting date expires. d.) Any employee may have such notices mailed during summer vacation time by supplying the Human Resources Office with adequate self-addressed stamped envelopes. Final Approval: August 30, 2012
Page 32
1073 1074
5. Vacancies will also be posted on the District website and other websites if applicable (such as WA Teach, Teacher-Teacher, WEA JobLink, etc.).
1075
SECTION 5C. Selection of Personnel
1076 1077 1078
When practical, appropriate certificated employees shall be involved in the selection of certificated personnel, provided that the final responsibility for employment of certificated personnel shall rest solely with the Board.
1079
SECTION 5D. Retire/Rehire
1080 1081
A member who retires and is separated from service may be rehired in accordance with current RSD Policy and applicable RCW guidelines.
1082 1083
1. Retire/Rehire employees will not be considered for a posted vacancy unless there are no qualified applicants for the position.
1084 1085
2. Positions must be posted annually and a retiree may be re-employed if no qualified applicants apply for the vacancy.
1086 1087
3. Retire/Rehire employees who are rehired will be considered the same as a leave replacement employee and will be given a non-continuing contract.
1088 1089
4. Retire/Rehire employees will not be eligible for sick leave or personal leave accumulation, and/or cash out.
1090
5. Retire/Rehire employees will receive applicable benefits.
1091
6. Article V, Assignment, Transfer, Vacancies is not applicable for Retire/Rehire employees.
1092 1093
7. Retire/Rehire employees will not be eligible for the District Early Notification Incentive for Retirement or Resignation.
1094 1095 1096 1097
8. Retire/Rehire employees will be evaluated using the Short Form, if they are a previous RSD Employee. A Standard Form will be used if new to the RSD District. The Professional Growth Plan is not an option for Retiree evaluation.
Final Approval: August 30, 2012
Page 33
ARTICLE VI - INSTRUCTION
1098 1099
SECTION 6A. Definition of Terms
1100 1101 1102 1103 1104 1105 1106 1107 1108 1109 1110
1111
SECTION 6B. Work Day
A “student hour” is defined as the unit of overload, which results from carrying an overload of one (1) student for a period of one (1) instructional period. A “student day” is defined as the unit of overload, which results from carrying an overload of one (1) student for a period of one (1) full teaching day. “MDT” refers to the Multi-Disciplinary Team. “SAT” refers to Student Advisory Team. “IEP” refers to Individualized Education Plan. “FTE” refers to Full Time Equivalent individual. “504” refers to an individual plan for any student who is disabled but not eligible for Special Education Services. “Caseload” refers to the number of students on IEP.
1112 1113 1114 1115 1116
A. The usual work day for certificated employees shall be seven and one half (7.5) hours, including a thirty (30) minute duty-free lunch period. Teachers and other certificated personnel are required to be at their respective schools for the benefit of pupils and patrons at least thirty minutes before the opening of school in the morning and at least thirty minutes after the closing of school in the afternoon
1117 1118 1119
B. Additional duties beyond the 7.5 hour work day may be requested of certificated employees in the operation of the school, the guidance and counseling of students, and the sponsorship and support of the student activity program.
1120 1121 1122 1123 1124 1125
C. Staff meetings that extend not more than 15 minutes beyond the 7.5 hour work day may be scheduled once per month unless agreed upon by staff to support the building decision making process on an issue. Work/activities in support of these meetings to be completed outside of the scheduled meeting time shall be kept to a minimum and should be reasonably able to be completed within contract time. Staff are encouraged to attend for the duration of the meeting.
1126 1127 1128 1129 1130 1131 1132 1133 1134
D. Certificated employees shall be allowed to leave their respective buildings immediately after the departure of students: 1. prior to those vacations which include a legal holiday or 2. prior to those weekends that include a legal holiday 3. except the last day of the school year and 4. on the Fridays before a weekend or break with a legal holiday, elementary teachers may leave at 3:15 pm and secondary teachers may leave at 2:30 pm. 5. on the Wednesday before Thanksgiving, elementary teachers may leave at noon and secondary teachers may leave after students are dismissed.
1135 1136 1137 1138 1139
E. Planning Time: 1. Secondary a.) Certificated employees in the secondary schools shall be assigned not more than three hundred (300) minutes of classroom instruction and supervision time per day. Final Approval: August 30, 2012
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1140 1141 1142 1143
b.) In addition, each secondary certificated employee shall be entitled to two hundred seventy five (275) minutes of planning time per week. This provision shall not include certificated employee lunch periods, passing time, or times spent before and after the student day.
1144 1145 1146 1147 1148 1149
2. Elementary a.) There shall be for full-time elementary classroom certificated employees a minimum of two hundred seventy-five (275) minutes of uninterrupted individual planning time per week to occur during the usual work day in accordance with scheduling developed between the faculty and the building administrator at each individual building.
1150 1151 1152 1153
b.) Four periods of at least fifty minutes shall be provided for the purpose of individual planning. These instructional blocks shall be provided by specialists in the areas of: art, library, music and PE. Fifteen minutes shall be added to the 30 minute duty-free lunch each day and shall also be counted as planning time.
1154 1155 1156 1157
c.) There exists additional time during the usual work day that shall be available for planning in addition to that time guaranteed herein, but which may be interrupted because of other assigned responsibilities. Recess shall not be counted towards the 275minutes planning time.
1158 1159
d.) Employees who work less than full-time will receive a prorated amount of two hundred seventy-five (275) minutes of uninterrupted planning time per week.
1160 1161 1162 1163 1164
F. Conferences: 1. Twice a year, in the fall and spring, elementary buildings will schedule time without students for teachers to conduct conferences kindergarten through fifth grades. a.) A conference schedule will be 3 days for grades one through five b.) A conference schedule will be 4 days for Kindergarten
1165 1166
2. Kindergarten teachers will be provided one day of release using a substitute per conference period to prepare for conferences.
1167
G. Passing Time/Breaks:
1168 1169
1, Elementary specialists shall have a minimum five (5) minute passing time following each two (2) class sections.
1170 1171 1172 1173 1174
2. Reasonable time shall be allowed during the work day for employees to attend to personal needs. Where continuous blocks of student contact time longer than 2.5 hours are not separated by a five (5) minute non-student passing time, recess or other break in the daily schedule, teachers may request regular scheduled coverage for needed relief time to be coordinated by the office.
1175 1176 1177 1178 1179 1180 1181
H. Trade Time: In cases where an employee oversees a regular scheduled program which is not compensated by stipend or supplemental contract and where part or all of the program time extends beyond the scheduled workday, the employee may, with building administrator approval, trade the time outside of the contracted work day for an equal amount of duty free time within or at either end of a work day. Trade time will be scheduled in a manner that minimizes disruption to the building master Final Approval: August 30, 2012
Page 35
1182 1183 1184 1185
schedule. Trade time shall be used within the same work week unless, due to extenuating circumstances, other arrangements are made with the building administrator. This time is not intended to be accumulated for use in larger blocks.
SECTION 6C. Work Load and Class Size
1186 1187 1188 1189 1190 1191 1192 1193 1194 1195 1196 1197 1198 1199 1200 1201 1202 1203 1204 1205 1206 1207 1208 1209
A.
Grade
Overload begins when Class Size Exceeds the #s below: •Extended K / Preschool ......................... 20 (with target class size of 15) •K – 1st .................................................... 24 •2nd – 3rd ................................................. 26 •4th .......................................................... 28 •5th ........................................................... 29 •6th – 8th .................................................. 31 •9th – 12th ................................................ 32 •Secondary Physical Education ............... 35 •All Senior Writing Classes ...................... 28 • Orchestra, Choir 6 – 12 ......................... No Limit 6th Grade Band................................ 35 •Elementary Specialists: (Art, Music, PE, Library) K – 1 ............................................... 24 2nd – 3rd .......................................... 26 4th. ................................................... 28 5th. ................................................... 29 •Elementary Combination Classrooms: K - 1st ............................................... 22 1st - 2nd ............................................ 22 2nd - 3rd. ........................................... 24 3rd - 4th ............................................ 24 4th - 5th ............................................ 26
1210
B. Elementary Combination Classrooms:
1211 1212 1213
1. Teachers choosing to teach a combination class shall have the right to return to their previous single grade assignment except where it would displace a more senior employee.
1214 1215
2. Combination class teachers will be paid eight percent (8%) of one half (1/2) the base salary per semester as extra pay for extra work.
1216 1217
3. Combination class teachers (at teacher option) shall be allowed one day per semester of planning time.
1218 1219
a.) Said planning day shall be an instructional day; a substitute will cover the teacher’s class for that day.
1220 1221
b.) Said planning day shall not occur on a Monday, Friday, or otherwise immediately preceding or following a non-instructional day.
1222 1223
c.) With the exception of special classes and programs whose class sizes have traditionally been larger, whenever a general academic class section exceeds the Final Approval: August 30, 2012
Page 36
1224 1225 1226
above maximum standards, one or more of the steps described in E below shall occur provided there has been a review conducted by the supervisor, affected certificated employee(s), and the Director of Human Resources.
1227 1228
C. The District shall have five (5) days at the beginning of the school year and three (3) days at the beginning of the second semester to adjust classes.
1229 1230
1. In the event overloaded classes cannot be adjusted within the maximum prescribed above, then the affected employee(s) shall have the options as outlined in this Section.
1231 1232
2. If overload pay is selected by the employee said overload shall be paid back to the first day of school.
1233
D. Overload Calculation and Payment:
1234 1235
1. The teacher shall have the option of selecting from either of the following options to compensate for an overload:
1236 1237 1238 1239
a.) A trained paraeducator will be provided for alleviating overload as described below, Or b.) overload pay will be implemented as described below.
1240 1241 1242
2. A student hour is defined as the unit of overload which results from carrying an overload of one (1) student for a period of one (l) hour or the product of the factors, overload students and hours, for which the overload was carried.
1243 1244 1245
3. A student day is defined as the unit of overload which results from carrying an overload of one (1) student for a period of one (1) full teaching day or the product of the factors, overload students and teaching days, for which the overload was carried.
1246 1247 1248 1249
4. Paraeducator Option: Elementary: 1 FTE student = 1 hr. of instructional paraeducator time per day, with priority for assistance to at-risk students in the classroom.
1250 1251 1252 1253 1254 1255
Secondary: 3 FTE students/period = .5 hr. instructional paraeducator time per period. 5 or more FTE students/period =1 hr. instructional paraeducator time per period. 5 or more FTE students/day = 1 hr. instructional paraeducator time per day. a.) A pool of hours will be available for each overload paraeducator to use in ½ hr. blocks to meet with the classroom teacher periodically for planning.
1256 1257
5. Pay Option: Overload pay shall be at the rate of three dollars ($3.00) per student hour or fifteen dollars ($15.00) per student day.
1258 1259 1260
6. If the Executive Director of Human Resources is unable to hire a paraeducator to compensate for overload, Optional Pay for Overload per 5 above shall be implemented until a paraeducator can be hired.
1261 1262 1263 1264
E. The District may make downward adjustments in existing overloads at any time by implementing one or more of the following options: 1. Form an additional or combination class section. 2. Transfer students if such transfer is feasible. Final Approval: August 30, 2012
Page 37
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3. Other mutually agreeable options.
1266 1267 1268 1269
F. In order to ensure input from certificated employees directly affected by classes larger than the staffing guidelines, the following procedure shall be followed: 1. The Principal shall meet with affected certificated employee(s) to analyze the situation and develop a tentative solution plan.
1270 1271
2. The Principal will schedule a conference with the Director of Human Resources and the affected certificated employee(s) will participate in such conference.
1272 1273 1274
3. Determination of action to be taken shall be announced to the Principal and certificated employee(s) within five (5) school days of the time the Superintendent receives the recommendation.
1275 1276 1277
G. Deviations from these levels may occur where certificated employee(s) and Administration have developed special variations in curriculum, instructional methods, and staff organization.
1278
SECTION 6D. Elementary Paraeducator Time
1279 1280 1281 1282 1283 1284 1285 1286
A. By May 1st of each year the District will meet with the Association to review the allocation of paraeducator hours to each elementary building for the purpose of maximizing student learning opportunities beyond safety related building support (i.e. crossing, playground, bus supervision, etc.). The allocation formula will provide equitable support to buildings based on student need. Principals, together with the Leadership Team, will be notified of the number of hours assigned to their building and will determine how those hours will be used. This process will remain in effect for the duration of this contract and will be reviewed at that time.
1287 1288
B. Kindergarten will be provided with one (1) hour of uninterrupted paraeducator time per session.
1289
SECTION 6E. Multiple Preparations
1290 1291 1292 1293 1294 1295
A. Recognizing the added effort required for multiple secondary assignments, the District will attempt to schedule 1.0 FTE secondary teachers for three or fewer preparations unless the teacher requests in writing a greater number. When a teacher is requested to teach a schedule requiring four or more distinctive preparations, they may request Association representation to join them for a review of their schedule by the building administrator to justify the need for the schedule and/or identify possible remedies.
1296 1297 1298 1299 1300
B. Distinctive preparations are created by teaching different subject areas or courses within the same core subject area utilizing different adopted core curriculum. Various levels of elective courses such as Art, PE, foreign language, Music and CTE do not constitute distinctive preparations. The Association and District will meet and make the determination if any other elective courses are appropriate to this list.
1301 1302
C. When it is necessary to assign a greater number of preparations, every reasonable effort shall be made to avoid giving the assignment to a teacher new to the department.
Final Approval: August 30, 2012
Page 38
1303
SECTION 6F. Grading and Promotion
1304 1305
A. Grading and promotion of students is a primary responsibility of the classroom teacher(s).
1306 1307 1308 1309
B. The basic decision for grading, promotion, or retention of students is to be made by the classroom teacher(s). The decision of the classroom teacher(s) may be changed by the Principal only after consultation with the teacher, providing the teacher is reasonably available.
1310
SECTION 6G. Covering Classes
1311 1312 1313
A. Certificated employees assigned by the District to cover classes or to substitute for other certificated employees fulfilling obligations for the District shall be paid at the rate equivalent to 0.13% of the BA, no experience step on the current state salary schedule.
1314 1315
B. In order to reduce the covering of classes, the District will: 1. Attempt to schedule coaches’ planning time during the last period of the day.
1316 1317 1318
2. Attempt to schedule events and other activities at a later time to reduce the need for released class time.
SECTION 6H. Classroom Visitation
1319 1320 1321
A. The parties recognize the desirability for patrons of the District to be familiar with the total educational program. It is recognized that frequent or unannounced interruptions to the classroom can be detrimental to the educational process.
1322 1323
B. Teachers may request or require that parents/visitors make an appointment prior to a classroom visitation in accordance with School Board Policy.
1324 1325
C. In order to provide patrons the opportunity to visit classrooms with the least interruption to the teaching process, all visitors to a school and/or classroom must check in at the office.
1326 1327
D. School Board Policies and regulations provide guidelines to permit visitors to visit or observe in our schools and will be consulted when needed.
1328
SECTION 6I. Certificated Employees’ Responsibilities Regarding Paraeducators
1329 1330 1331 1332
A. Paraeducators serve in addition to the certificated employees who are directly responsible for each group of children. 1. Paraeducators are to perform under the direct supervision of the assigned certificated employee.
1333 1334
2. Paraeducators shall not be assigned to perform work in the instructional setting which will substitute or replace a certificated employee’s assignment or employment.
1335 1336 1337
B. Selection of Paraeducators: 1. The certificated employees may be involved in the selection of Paraeducators with whom they may be required to work.
1338 1339 1340
2. The certificated employees’ involvement in the selection of Paraeducators shall be consistent with the requirements of hiring Paraeducators in accordance with the Collective Bargaining Contract between the District and Paraeducators.
Final Approval: August 30, 2012
Page 39
1341 1342
3. The final authority for the hiring of any Paraeducators shall rest solely with the Board.
1343 1344 1345 1346 1347
C. Assignment and Supervision: 1. Prior to assignment of Paraeducators to a certificated employee, the District shall make every attempt to insure that both the Paraeducator and the certificated employee have a clear understanding of the respective roles which can and are to be performed by Paraeducators.
1348 1349 1350 1351
2. The District shall discuss with each certificated employee assigned a Paraeducator the requirements of supervision expected of the certificated employee over the Paraeducator and the certificated employee shall be jointly responsible with the appropriate District administrator for the supervision of the Paraeducator.
1352 1353
3. Assignment of Paraeducators shall be made in such a manner that is clear to the Paraeducator which certificated employees are responsible for their supervision.
1354 1355
4. When necessary, pre-service training will be made available for the certificated employees who utilize the services of Paraeducators.
1356 1357 1358 1359 1360 1361
D. Evaluation 1. The certificated employee assigned a Paraeducator shall be responsible to assist the appropriate administrative personnel in the evaluation of the Paraeducator. a.) Such assistance in evaluation shall be consistent with the requirements of evaluation of Paraeducators in the negotiated Collective Bargaining Contract between the Paraeducators and the Board.
1362 1363
2. The ultimate responsibility for the evaluation of Paraeducators shall rest with the appropriate District administrative personnel.
1364
SECTION 6J. Student Teachers
1365 1366
A. No certificated employee will be assigned a student teacher without the certificated employee’s prior consent.
1367 1368
B. When possible, such assignment shall be discussed with the certificated employee at least two (2) weeks in advance of the student teacher’s arrival.
1369 1370
C. A certificated employee shall have at least two (2) years of satisfactory teaching experience before being assigned a student teacher.
1371
SECTION 6K. Student Discipline
1372 1373 1374
A. In accordance with applicable Board policy and State and Federal laws, every certificated employee shall have the authority to discipline students for disruptive or disorderly conduct while under supervision.
1375 1376
B. Teachers are authorized to exclude any student from class for the remainder of a class session or elementary day.
1377 1378 1379 1380
C. Prior to the student’s return to class, the administrator(s) of the school or his/her designee shall discuss with the teacher the disciplinary action taken. 1. Appropriate action will include one or more of the following: • Parent/guardian contact Final Approval: August 30, 2012
Page 40
1381 1382 1383
• The taking of action by the Administration that is commensurate to the offense. • The establishment of a remediation program for students having behavior problems that are repetitive in nature.
1384 1385
2. The above is to be consistent with policies and practices of the Richland School District and Washington State/Federal laws and regulations.
1386 1387 1388
D. School administrators shall meet with employees annually to establish and/or review building disciplinary standards and procedures to ensure uniform enforcement of building standards.
1389 1390 1391 1392 1393 1394
E. If requested by the majority of unit members at a site, a committee shall develop new discipline standards and procedures. The committee shall include the REA representative; two additional unit member representatives, one of which shall be appointed by the unit members and one of which shall be appointed by the principal; the principal or his/her designee; a representative of the classified staff; and a parent representative appointed by the principal.
1395 1396
F. Within the first week of each school year all certificated employees shall be informed of the current procedural requirements in processing such discipline.
1397 1398
G. The District will provide a time-out space for each school supervised by an employee other than a bargaining unit member.
1399
SECTION 6L. Developing and Exploring Curriculum
1400 1401 1402 1403 1404 1405 1406 1407 1408 1409 1410
The Administration and the Association encourage certificated employees and building administrators to cooperatively explore innovations in curriculum, instructional methods, and staff organization in an effort to achieve an optimum setting for instruction for their school.
1411
SECTION 6M. Professional Cooperation Agreement (Waiver/Variance )
It is further agreed that District level administrators and departments are also encouraged to explore opportunities for innovations in curriculum, instructional methods, and other avenues to enhance teaching and learning in the Richland School District. It is understood that no alteration or modification that impacts the workload, pay, or working conditions of REA members will be implemented without bargaining such impacts and reaching mutual agreement of the parties.
1412 1413 1414 1415 1416 1417
A. Site-Based Decision Making: The district values the participation of employees in the site-based decision making process. The purpose of site-based decision-making is to improve student learning. The district and association share the commitment to create a positive culture within the district to support the participation of employees in shared decision-making. To facilitate this culture, the district and association agree to the following:
1418 1419 1420 1421
B. Waiver/Variance Procedure for Improved Student Learning Definition: a waiver/variance is a temporary exception to current policy, procedure, or contractual agreement requested by a site. Waivers/Variances do not set precedent nor establish past practice.
Final Approval: August 30, 2012
Page 41
1422 1423 1424
A school must have a Professional Cooperation Agreement (PCA) that has been formally accepted by the district and association and has been in operation for at least one year before applying for a waiver/variance.
1425 1426 1427
The site should formally identify opportunities to improve student learning that may require a waiver/variance to current board policy, provisions of the contractual agreement, or state rules and regulations.
1428 1429
The site will have the ability to request a waiver/variance to these policies, agreements, rules, or regulations under the conditions listed below.
1430 1431 1432 1433
Due to National Labor Relations Board (NLRB) and Public Employees Relations Commission (PERC) concerns regarding “company unions,” no administrator will be chair of any site council seeking a waiver/variance. It is also recognized that site councils are not employee representative bodies.
1434 1435 1436 1437
C. Application for a Waiver/Variance: 1. In order for a site to apply for a waiver/variance, it will need to have in place a Professional Cooperation Agreement that identifies how the site will make decision and what decision will be made under the charter.
1438 1439
2. The charter should include a covenant (an agreed upon set of principles of learning), and a process to determine the effect of a proposed waiver/variance (action research).
1440 1441 1442 1443 1444 1445 1446 1447
D. Waiver/Variance Checklist: 1. To request a waiver/variance, a site should follow the waiver/variance procedure Checklist. (Appendix C) It should indicate: o which policies, contractual provisions, or state rules and regulations will be affected, o how they will be affected, and o why the current language is an impediment
1448 1449 1450 1451 1452 1453 1454 1455 1456 1457 1458 1459 1460
2. No later than January of the preceding school year, the waiver/variance request will be presented to a Leadership Review Team with representation from the association and the district. This team will consider the waiver/variance upon receiving the request. Representatives from the site may be asked to meet with the team. The role of the team is to discuss how the waiver/variance will impact o Student learning, o Other individuals and/or organizations in the district, o School board policies, o Contractual agreements, and/or o State laws and other regulations. The team may make recommendations to the site or the affected organizations.
1461 1462 1463 1464
3. After receiving feedback from the Leadership Review Team, Association members at the site will vote on a contract waiver/variance by secret ballot. o A minimum 70% majority of votes cast is required before it can be submitted to the association’s executive board or representative council. Final Approval: August 30, 2012
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o Professional Cooperation Agreements may require a higher percent.
1466 1467 1468 1469 1470
4. The association’s executive board, representative council, or general membership will vote on all waivers/waiver/variances affecting the contract between the association and district. Other contracts, Waivers/variances affecting policies, or state rules and regulations will be submitted to the appropriate body.
1471 1472
5. The association will notify the board of the approved waiver/variance. The board will then vote on the waiver/variance following its own procedures.
1473 1474 1475
6. The duration of a waiver/variance is one school year and does not set precedent nor establish past practice. The waiver/variance will exist until the end of the school year during which it was implemented.
1476 1477 1478
E. Employees opposed to the proposed change may appeal to the association president expressing their concerns. Employees who do not wish to work under conditions of a modified contract will be given highest priority for transfer to another building.
1479 1480 1481
F. Renewing a Waiver/Variance 1. To renew a waiver/variance, a site needs to submit data showing how the waiver/variance has improved or will improve student learning.
1482
2. It is necessary to repeat the procedure outlined above.
1483 1484
3. If a site approves a renewal, the duration will be at least one school year up to the duration of the bargaining agreement.
1485 1486 1487 1488
G. Parameters for Waiver/Variances 1. The district Leadership Review Team has identified some areas of board policy, administrative procedures, and collective bargaining agreements that do not lend themselves to waivers/variances at this time.
1489 1490 1491 1492 1493
2. These include: District expectations of student performance (as reflected in the district approved curriculum), state and district assessments and program evaluation measures, and established policies and procedures for the hiring, assignment, and transfer of current staff
1494 1495 1496
Other areas include the board’s mission statement and strategic plan, expenditure allocation as established by the board, and employee compensation.
1497 1498 1499
The general business structure of the association, such as definition of membership, association rights, dues structure, and grievance process are not subject to waiver/variances.
1500 1501 1502
Other areas that would not be subject to waiver/variances include teacher discipline, personnel files, staff protection, and other legal obligations and commitments that must be maintained.
1503 1504 1505
H. Pilot Programs 1. A Pilot Program is a building or district wide initiative jointly agreed to by the District and the Association requiring one or more provisions of the collective bargaining Final Approval: August 30, 2012
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1506 1507 1508 1509 1510 1511 1512 1513 1514 1515 1516
agreement to temporarily be modified or suspended. Pilot Programs shall have the following elements: Impacted provisions of the CBA shall be identified in a Letter of Agreement. This Letter of Agreement shall: a. Stipulate changes in the contract language that will be enforced for the duration of the Pilot. b. Specify the duration of the Pilot. c. Clearly indicate that the changes in the contract language are nonprecedent setting and will expire at the end of the Pilot. d. Indicate the mutual responsibilities of the parties to fulfill various components of the pilot, including communication.
1517 1518
A jointly agreed upon assessment mechanism will be used to determine the effectiveness of the Pilot Program.
1519 1520
A jointly agreed upon timeline will be established for assessing and reviewing the Pilot Program.
1521 1522 1523
2. Upon completion of the Pilot Program the District and the Association shall meet to determine whether the Pilot Program should be extended, ended, or incorporated into the Collective Bargaining Agreement.
1524 1525 1526 1527
If the parties wish to extend the Pilot, the Letter of Agreement shall stipulate the contract changes and the duration of the Pilot Program extension. If the Pilot is ended, the original contract language that was in effect prior to the Pilot shall be enforced.
1528 1529 1530
If the Pilot is to be incorporated into the Collective Bargaining Agreement, a recommendation to that effect shall be made to the District and the Association bargaining teams; and it will become a subject for negotiations.
1531 1532 1533 1534 1535 1536 1537 1538 1539 1540 1541 1542 1543 1544 1545 1546 1547 1548
SECTION 6N. Professional Staff Development The District and the Association acknowledge the importance of effective staff development training for certificated employees. A. The district will identify, provide and maintain standardized classroom technology necessary for each curricular and instructional area. Professional Development for the use of this technology equipment will be provided by the District. B. Each full-time certificated employee will have $300.00 available each school year for individual professional growth that will be used at the discretion of the employee. Less than .5 FTE employees will receive prorated amount based on their FTE. These funds may be used for educational purposes such as: 1. To fund a substitute teacher for absence related to professional development activities 2. Tuition reimbursement and/or clock hours 3. Workshop expenses 4. Purchasing classroom supplies and materials to meet professional growth goals Final Approval: August 30, 2012
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1549 1550 1551 1552 1553 1554 1555 1556 1557 1558 1559 1560 1561 1562 1563 1564
5. 6. 7. 8.
Professional publications Professional education association dues (excluding union dues) Purchase of educational internet subscriptions Self-chosen activities in conjunction with other building professional development
Staff members within the same building may pool their professional development fund dollars to make larger purchases. Receipts will be submitted once per year for reimbursement using the agreed upon reimbursement form. Each employee may carry over all or part of his/her professional development money for up to three (3) years. The carry-over amount may not exceed $900.00. Surplus funds will be returned to the District.
Final Approval: August 30, 2012
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ARTICLE VII - SPECIAL EDUCATION AND SPECIAL PROGRAMS
1566 1567 1568
Specially designed instruction provided to students with individualized education plans (IEP’s) may occur in a variety of settings within the District, both in and out of the general education classroom.
1569
SECTION 7A. Definition of Terms
1570 1571 1572 1573 1574 1575 1576 1577 1578 1579 1580 1581 1582 1583 1584 1585
1586
SECTION 7B. Special Services Workload
“Contact Hour” At the secondary level, a “contact hour” is defined as the unit of service for purposes of defining overload. “Secondary Overload” is calculated by counting the contact hours each day. “Elementary Overload” -at the elementary level, overload is calculated on a daily basis by counting the caseload. “SAT” refers to Student Assistance Team. “IEP/Evaluation Team” refers to the team that determines eligibility and develops the student’s program. “SLP” refers to Speech Language Pathologist. “OT” refers to Occupational Therapist. “PT” refers to Physical Therapist. “FTE” refers to Full Time Equivalent individual. “504” refers to an individual plan for any student who is disabled but not eligible for Special Education. “Caseload” refers to the number of students on IEP and 504 Plans managed by a given educator (504 Plan consultations will be counted as one (1) case per four (4) consultations).
1587 1588 1589 1590 1591
A. Classroom support shall be based on student need as determined by the IEP. The District and Association recognize that class size and work load limits should be applied for the purpose of maximizing student learning opportunities. In order to obtain an optimum learning and teaching environment, students will be assigned to each of their classes as equitably as possible.
1592 1593 1594 1595 1596 1597 1598 1599 1600 1601
The following factors shall be considered in determining workload: number of MDT’s, IEP’s and 504 Plans type and severity of handicapping conditions amount of paraeducator support space and equipment available other required job-related duties number of sites geographic area to be covered travel time required type and amount of assessment and intervention
1602 1603 1604 1605 1606
B. Overload begins when caseload or class size exceed the number below: Elementary Resource Room Caseload .......................................................... 30 Secondary Resource Room Caseload ............................................................ 30 Secondary Resource Class Size Per Period ................................................... 15 Life Skills Caseload ......................................................................................... 10 Final Approval: August 30, 2012
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1607 1608 1609 1610 1611 1612 1613 1614 1615 1616 1617 1618
Secondary Work Experience/Life Skills Caseload .......................................... 15 Extended Resource Room Caseload .............................................................. 13 Behavior Education Social Skills Training (BESST) per session Caseload ........ 6 Preschool per session Caseload .................................................................... 10 Occupational Therapist Caseload .................................................................. 40 Physical Therapist Caseload .......................................................................... 40 Speech/Language Pathologist Caseload........................................................ 45 Psychologist Caseload ................................................................................. 150 DD Preschool Class Size per session ............................................................. 10 ECEAP Preschool Class Size per session ........................................................ 19 Structured/Self Contained Class Size per session ........................................ 12
SECTION 7C. Paraeducator Time
1619 1620 1621 1622 1623 1624
A. Each one point zero (1.0) FTE Special Services classroom shall have no less than six (6) hours of paraeducator time for the purpose of maximizing student learning opportunities. The work assignment of the paraeducators assigned to a special educator will be scheduled by that special educator in collaboration with the affected general educators to support special education students in both special education and general education classes. The schedule will be shared with the building administrator.
1625 1626
B. Additional hours of paraeducator time may also be provided by the Director of Special Programs for specially identified classroom situations.
1627 1628 1629
C. Elementary and Secondary Resource Room: When the number of students exceeds 15 in an instructional hour, one (1) additional hour of paraeducator time will be scheduled to assist with their instruction, and or reschedule students to lower the class size.
1630 1631
D. Life Skills/Multiple Handicapped: Each additional student shall generate one and one-half (1.5) additional hours of paraeducator time.
1632 1633
E. Behavior Education Social Skills Training (BESST): three (3) hours of paraeducator time per session.
1634
F. Preschool/Extended K: three (3) hours of paraeducator time per session.
1635
G. Occupational Therapists: six (6) hours of paraeducator time.
1636
H. Physical Therapists: three (3) hours of paraeducator time.
1637
SECTION 7D. Overload Calculation and Payment
1638 1639
A. If the number of student contact hours or caseload exceeds the overload trigger, the educator shall have the option of selecting from the following:
1640 1641 1642 1643
1. Resource/Lifeskills/ERR/BESST/Preschool: a.) Overload pay at the rate of three dollars ($3.00) per student contact hour will be paid at secondary and fifteen dollars ($15.00) per student day will be paid at elementary.
1644 1645
b.) Additional paraeducator time will be assigned as needed after discussion with the Director of Special Programs. If additional paraeducator time is selected as
Final Approval: August 30, 2012
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1646 1647
an alternative, then the teacher will receive overload pay from the first day of overload until the additional paraeducator time starts on a permanent basis.
1648 1649 1650
B. Psychologists, SLP’s, OT’s, PT’s: one dollar and fifty cents (1.50) per day per student over case load limits. For SLP’s with an intern with a Conditional ESA or provided additional paraeducator time at a ratio of 1 hour/7 student overload: $0.50 per day per additional case.
1651 1652
C. Overload pay, retroactive to the first day of overload, will continue to be paid until some other solution is agreed upon.
1653 1654 1655
D. When a Resource Room teacher is split between two classrooms in different buildings then their overload is determined individually in each classroom and is not an average of both. (Other provisions of the contract dealing with split assignments will also apply).
1656 1657 1658 1659
E. Secondary resource room caseload overload shall be paid at three dollars $3.00) per student per day for each IEP completed within legally required timelines. Overload will be paid for IEP’s outside of the timeline if the reason for missing the timeline is outside of the employee’s control.
1660 1661 1662 1663 1664
F. In cases where the IEP mandated Paraeducator time is agreed to by a teacher without specific approval from the Director of Special Programs or their office representative, this additional Paraeducator time may be applied as a remedy for an existing or future overload. If the additional Paraeducator time is approved or mandated by the Director of Special Programs or their office representative, it shall not count towards overload remedy.
1665
SECTION 7E. Planning Time
1666 1667
A. Planning time consists of planning individualized or group instruction / therapy, materials preparation, lesson planning, etc.
1668 1669
B. Time spent doing assessments, IEP meetings, MDTs, or assessment reports, shall not be counted as planning time.
1670 1671 1672
C. Special educators will receive the same weekly total hours of planning time that general education teachers receive. Each special education teacher will work out a schedule that is acceptable to both the teacher and the building principal.
1673 1674 1675 1676 1677
D. In an effort to support Special Education students, each Secondary resource room teacher will have a case management period during the instructional day equal to their planning time. The purpose of this additional case management period is to perform such duties as, but not limited to, assessments, IEP meetings, MDTs, assessment reports or collaboration with other staff.
1678
SECTION 7F. Incentive Pay
1679 1680
The District and Association agree the nature of Special Education requirements add significant additional time outside of the classroom. We share the following beliefs:
1681 1682
1. Students receive maximum educational benefit from teachers rather than substitute teachers.
1683 1684
2. The time required to attend meetings and do the related paperwork extends beyond the standard TRI agreement.
1685
3. It is important to attract and retain high quality special education staff. Final Approval: August 30, 2012
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1686 1687 1688 1689 1690 1691 1692
In recognition of the additional time and effort to meet the legal timelines and documentation, special education staff will receive a supplemental contract, prorated based on FTE, according to the following schedule: Level 1 $1,200 Lifeskills, ERR, BESST Teachers Level 2 $1,800 Preschool / Resource Room Teachers Level 3 $2,000 Psychologist, SLP, OT, PT
1693
SECTION 7G. Facilities and Workspace
1694 1695
A. The District shall provide an adequate classroom / work space and appropriate furnishings for each itinerant special services staff in each building.
1696 1697
B. A communication system shall exist between this workspace and the office of the school in which it is located so that emergency notification is possible.
1698 1699
C. Itinerants will be able to draw basic office supplies (pencils, pens, post-its, legal pads, envelopes, etc.) from each building as needed to serve that building.
1700 1701
SECTION 7H. English Language Learners (ELL); Title I; Learning Assistance Program (LAP)
1702 1703 1704
Academic support programs funded through supplemental grants such as ELL, Title I, and LAP will be designed in accordance with grant requirements and student need. Staffing will be dependent on funding allocation.
Final Approval: August 30, 2012
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1705
ARTICLE VIII - CERTIFICATED CONTRACTED DAYS, SALARY and BENEFITS
1706
SECTION 8A. Length of Contract
1707 1708
The length of the basic contract for full time equivalent (FTE) certificated employees shall be as follows, with partial FTE scheduled pro-rata as assigned:
1709
A. 180 days.
1710 1711 1712
B. Learning Improvement Days (LID): one (1) building in-service day at per diem paid by the State as part of the employee’s basic contract. If the legislature changes funding for these days, the LID days will convert to the number of days on the State Allocation Model (SAM).
1713
1. Non-student days.
1714 1715 1716
2. Activities for these days may include district/building/State professional conferences or in-service, department/grade level meetings or other activities that support the essential learnings, assessment, etc.
1717 1718 1719 1720
3. Learning Improvement Days will be: a) recommended by the REA/District Calendar Committee with input from District and Building Site Teams, b) negotiated with REA and the Richland School District.
1721 1722
4. Learning Improvement Days are mandatory workdays. If an employee is unable to work they must use sick leave, personal leave or unpaid leave.
1723 1724 1725 1726
5. Itinerant staff and specialists may be allowed, with approval of their evaluating supervisor, to substitute another workshop or in-service activity that may be more appropriate to their needs. Building staff may also, with approval of their evaluating supervisor, substitute another workshop or in-service activity.
1727 1728 1729 1730 1731 1732 1733 1734 1735 1736 1737 1738 1739 1740 1741 1742 1743
C. Time/Responsibility/Incentive (TRI) Supplemental Contract: 1. The District and Association agree and affirm the following beliefs: a) The Success of the Richland School District is dependent upon hiring and retaining the highest quality educators; b) Providing a quality education for students requires from educators a commitment to the profession beyond the base contract, normal workday hours or school year; c) State law allows additional compensation for additional time, responsibilities or incentives (TRI); d) The additional commitment required of Richland’s educators cannot be accurately measured in hours or days; e) The time necessary to fulfill any educator’s responsibilities will vary from that of another educator as determined by the individual’s own professional judgment; f) Continuing quality staff development serves as a foundation for ongoing personal and professional growth and is essential to maximize the effectiveness of our instructional program.
1744 1745
2. Part-time employees: Part-time employees will receive a prorated portion of the Responsibility Supplemental Contract based on their contracted FTE. The time portion Final Approval: August 30, 2012
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1746 1747
of the Supplemental Contract will not be prorated, except in the case of shared contracts/job-shares.
1748 1749 1750 1751
3. Documentation: In order to earn TRI pay, staff will be required to complete and return to their evaluating supervisor a TRI Verification form at the end of each school year. Staff will not be required to document their additional responsibilities. Sign-in will be required on dates designated as the Time portion of the supplemental contract.
1752 1753 1754 1755 1756 1757
4. Supplemental Contract: The supplemental contract will be divided into pay for completion of additional time and responsibilities. Employees will be paid for five (5) supplemental days beyond their base contract. In addition, employees will be compensated at 6.97% of their base contract (SAM) for additional responsibilities. Please refer to the TRI Supplemental Contract Schedules in Appendix D for salary amounts.
1758 1759 1760 1761 1762 1763 1764 1765 1766 1767 1768 1769 1770 1771 1772 1773 1774 1775
5. Time Portion of Supplemental Contract: Pay for additional time beyond the base contract and normal workday will be granted. Supplemental work days will be scheduled for attendance at building, district or individually directed in-service/staff development activities tied to the School Improvement Plan. The dates in 5.a. below will be set on the calendar and will be mandatory meetings. The date in 5.b. below will be directed by the individual. Staff not able to attend must use sick leave, personal leave or unpaid leave deducted from their supplemental contract. Itinerant staff and specialists may be allowed, with approval of their evaluating supervisor, to substitute another workshop, data review and assessment, or in-service activity that may be more appropriate to their needs. Building staff may also, with approval of their evaluating supervisor, substitute another workshop, data review and assessment, or in-service activity. a) Dates for the required building or district directed supplemental work days will be: The day immediately before the first day of school The October State Professional Day The March State Professional Day Building/District In-service Day
1776 1777
Note: any of the days above may be alternately scheduled, with agreement of the building staff as defined by the building decision making model.
1778 1779 1780 1781 1782
b) Individually directed supplemental work day will be: Grade Preparation Day: A non-calendared day, to be scheduled at the individual’s discretion, for grade preparation. This time may be scheduled in hourly, whole day, or half day increments, in any of the grading periods.
1783 1784 1785
6. Responsibility Portion of Supplemental Contract: Pay for additional responsibilities or activities beyond the base contract and normal workday will be granted. Examples of additional responsibilities or activities may include:
1786 1787
a) Preparation of the classroom or workspace before, after, and during the school year for quality instruction or support of instruction;
Final Approval: August 30, 2012
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1788 1789 1790
b) Preparation for and attendance at reasonable building activities outside of the workday, such as open houses, curriculum nights, parent education nights, school and community functions, and concerts;
1791 1792
c) Participation in self-reflection, goal setting, and related professional growth activities such as workshops, classes, conferences, seminars or research projects;
1793 1794 1795 1796
d) Maintain the District provided academic progress recording/reporting tool to ensure parents have access to current classroom progress. This information may or may not include grading updates. Content and intervals of update information will depend upon class assignments and instructional activity.
1797 1798 1799 1800 1801
e) Fulfillment of basic contract expectations that fall outside the regular workday such as planning of instruction and curriculum, the evaluation of student work, the preparation of student assessments, the preparation of summative progress reports for timely distribution, participation in a reasonable and equitable number of IEP and Section 504 meetings, and communicating with parents and students.
1802
SECTION 8B. Certificated Salary
1803 1804 1805
A. Full experience increments shall be paid effective the first working day of the school year. New educational increments shall be paid no later than the November payroll and shall be retroactive to the first working day of the school year.
1806 1807
B. The state salary allocation model (SAM) shall be the Richland School District Teachers’ salary schedule.
1808 1809 1810
C. Full credit will be given for verified teaching experience in other school districts, accredited colleges, universities, and related work experience requiring a valid teaching certificate in accordance with the appropriate state regulations.
1811 1812 1813
D. Experience credit will be given up to three (3) years for time in the Armed Services provided service interrupted the applicant’s teaching career. Suitable documentary evidence must be submitted to the Office of Human Resources by the claimant.
1814 1815
E. Salary placement for Plan II vocational teachers will be based upon the state formula with appropriate documentation.
1816 1817 1818
F. Certificated employees teaching in the secondary schools who assume regular teaching responsibilities for a sixth period in lieu of a regular planning period will be paid an extra one-fifth (1/5) of their regular salary as compensation for the sixth teaching period.
1819
1. The acceptance of a sixth period teaching contract shall be voluntary.
1820 1821
2. Sixth period teaching contracts will be posted in building and given to the most senior qualified employee with schedule availability.
1822 1823
G. Certificated employees assigned to special activities, projects, or an extended day will be granted additional compensation as approved by the School Board.
1824 1825 1826
H. Teachers anticipating salary improvement by reason of additional professional preparation must submit official transcripts, clock hour receipts, or copies of Standard or Continuing Certificates prior to October 1 in order to receive credit for new educational
Final Approval: August 30, 2012
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1827 1828
increments in the November pay warrant. Discrepancies discovered in data submitted by October 1 may be corrected within two weeks following the October 1 deadline .
1829 1830 1831 1832 1833 1834
I. Starting with the 2007-08 school year, employees with 25 years or more of Washington State experience will receive a $500 Experience Stipend. For the 2008-09 school year, employees with 17 to 24 years of Washington State experience will receive a $500 Experience Stipend and those with 25 years or more of Washington State experience will receive a $1000 Experience Stipend. Experience will be counted as of September 1st each year.
1835 1836 1837 1838 1839 1840 1841 1842 1843 1844 1845 1846 1847 1848
SECTION 8C. Extra Service Periods Any extension of the basic work year shall be paid at the rate of 1/181st of the individual’s actual base salary and shall be paid by supplemental contract as extra pay for extra work.
SECTION 8D. MILEAGE REIMBURSEMENT The District shall reimburse the certificated employees who drive their own cars on District business at the State reimbursement rate. The District shall reimburse certificated employees who are required to pay an insurance surcharge because of car use on District business at the mileage rate stated above plus 3 cents per mile.
SECTION 8E. SPLIT ASSIGNMENTS Loss of Planning Time: When an employee is required to travel between two buildings as a result of building-assigned classes, which results in a loss of contractually guaranteed planning time, the employee will receive a stipend equal to the value of 8% of one-half (1/2) the base salary per semester.
SECTION 8F. INSURANCE BENEFITS
1849 1850 1851 1852 1853 1854
A. Each month, the District shall be provided the full monthly amount identified in the State Appropriations Act, for state allowable benefits for each full-time certificated employee of the bargaining unit. Benefit eligible employees will have the amount of the full state allocation. A pro-rated amount of the allocation shall be contributed for all regular half-time or more certificated employees, the full amount of which will be available for insurance coverage.
1855 1856 1857 1858 1859 1860 1861
B. Any portion of the Employees” insurance allocations remaining after subtracting the cost of mandatory and medical insurance premiums will be pooled for the sole benefit of other employees with out-of-pocket medical insurance premium costs. In addition, the District will continue ongoing contributions of $284. Each month, each employee with out-of-pocket costs will be credited with an equal dollar amount of the pool, per FTE, up to the total cost of the employee’s out-of-pocket cost for premiums, or until the pool is exhausted, whichever comes first (commonly referred to as “pooling by rounds”).
1862 1863 1864 1865 1866
C. The District shall not use any portion of the insurance pool for the payment of the monthly Health Care Authority subsidy required by the State or any other cost, unless all Employee out-of-pocket premium costs are covered for that particular school year. The district shall pay the full cost of the monthly HCA subsidy out of local District funds. Each year, upon request, the District shall provide a report to the Association identifying the Final Approval: August 30, 2012
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1867 1868
amount of the pool, an explanation of how the pool amount was calculated and the amounts distributed to employees.
1869 1870 1871 1872
D. Open Enrollment shall be for a thirty (30) day period and shall be completed by October 1st. 1. Once open enrollment is completed, no insurance options may be added or deleted during the contract year by an employee except in the case of family status changes.
1873 1874
2. Should an eligible employee be hired after October 1, he/she may elect insurance coverage from the plans available during the first thirty (30) days of employment.
1875 1876
3. In the event the employee does not utilize his/her full amount available after making his/her selection, the balance shall be placed in the pool.
1877 1878
4. Coverage shall begin after the first full calendar month of employment and for each month of employment thereafter.
1879 1880 1881 1882
E. Any Employee terminating employment shall be entitled to continue receiving the District insurance contribution for the remainder of the calendar month in which the contribution is effective. In cases where separation occurs after completion of full contract obligation (i.e. the end of the school year) benefits will continue until September 30th.
1883 1884 1885
F. Spouses/domestic partners who are both certificated employees of the District may choose to combine their District contributions to cover the cost of insurance options which they elect to receive.
1886 1887 1888 1889 1890 1891 1892 1893 1894 1895 1896 1897 1898 1899
G. The District shall first pay for mandatory programs then health insurance. After purchase of mandatory programs, each benefit eligible employee shall be entitled to select medical insurance and optional programs. Benefits will be selected from the approved programs below: Mandatory Programs: WEA/Blue Cross Vision Care, Plan C (VSP) WEA Select $50,000 Group Term Life and AD&D Insurance Mutually agreed upon dental plan Medical Plans Available: WEA/ Premera Blue Cross Group Health HMO Optional Programs: Salary Insurance Cancer Insurance
1900 1901 1902
H. The District and the Association agree to offer participation in a medical reserve trust program, as approved on an annual basis, for employees separating from employment, eligible for sick leave cash-out, or who have accumulated 180 days or more of sick leave.
Final Approval: August 30, 2012
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1903 1904
ARTICLE IX - SUPPLEMENTAL CONTRACTS SECTION 9A. Stipends and Extra Duty Contracts
1905 1906 1907 1908 1909 1910 1911 1912
A. Annual payment for Department Heads, Team and Grade Level Chairs will be related to the BA, no experience step of the certificated employee’s salary schedule in the following manner: District Level (Art, PE, Music and Library) 8% Large (8+ members) 7% Medium (6-7 members) 6% Small (Up To 5 members) 4%
1913 1914 1915
B. Selection criteria for filling of stipend positions by staff will be developed at the building level and shared with the Association. The method used shall allow for rotation and equal opportunity for those staff qualified, willing and available to perform the required function.
1916 1917 1918 1919 1920 1921
SECTION 9B. Department Heads and Grade Level Chairs A. General Purpose 1. Department Heads and Grade Level Chairs are beneficial to the District instructional program. Department Heads and Grade Level Chairs shall not be considered as supervisors and, as such, shall be assigned and given responsibilities as prescribed herein.
1922 1923 1924
2. Each school shall be allocated Department Head and Grade Level Chair positions based on the stipends listed in Article IX. Elementary Schools will receive seven (7) stipends.
1925 1926 1927 1928
3. Members of departments shall annually express their preference for Department Heads or Grade Level Chairs. The preference will be honored unless the building administrator demonstrates cause to override the result. In this circumstance, the administrator will contact the Association president to discuss the reason(s).
1929 1930
4. Department Heads shall be primarily responsible to their departments and to the appropriate administrator.
1931 1932
B. Organization and Procedure: Establish K-12 District-level departments in: Art, Music, P.E., and Library
1933 1934
C. The District may establish District-level departments as deemed necessary during the existence of this contract.
1935 1936 1937 1938 1939 1940 1941 1942
D. Responsibilities of Department Heads and Grade Level Chairs shall include, but not be limited to, the following: 1. Inventory Curriculum Supplies Audio-visual equipment Furnishings Movable equipment Final Approval: August 30, 2012
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1943 1944 1945 1946 1947 1948 1949 1950 1951 1952 1953 1954 1955 1956 1957 1958 1959 1960
2. 3. 4. 5. 6. 7. 8.
Order equipment and materials Participate in the budget process as defined by building practice Coordinate programs within departments/grade levels, the building, and the district Organize and preside at regular department meetings Institute and promote curriculum change Serve as a representative of the department/grade level Assist classroom certificated employees within department professionally and personally 9. Assist administration: Recommend hiring and placing staff within the department/grade level Gather and share feedback about programs within the department/grade level 10. Inform certificated employees within the department about professional meetings and opportunities 11. Assist certificated employees in understanding and implementing the present program with available materials 12. Serve as liaison between department/grade level and District-authorized advisory groups 13. Call upon staff to assist in any of the above-mentioned areas
1961
SECTION 9C. Extra Duties, Committees and Curriculum Work
1962 1963 1964 1965 1966 1967 1968 1969
Hourly salaries for work performed outside the contracted school day shall be no less than .09% of the BA, no experience step of the certificated employee’s salary schedule. .09% for district level curriculum committee and tutoring work o Representation shall be one person per building, per curricular area .11% for District summer school and Extended day programs (i.e. PassMe and Writing Lab) Per Diem for 6th period contract and targeted assistance summer school programs and consulting work.
1970
SECTION 9D. Supplementary Contracts—Differential Salaries:
1971
A. Length of Contract: Supplementary Contracts shall be issued for one year.
1972 1973
B. Non-Renewal: If a Supplementary Contract is not renewed, the employee affected upon request will be given written reasons for such non-renewal.
1974 1975 1976 1977 1978
C. Use of Certificated Employees for Differential Salary Schedule Positions: the District shall make every reasonable effort to insure that the positions to be covered by the Differential Salary Schedule are held by certificated personnel. Nothing in this Contract shall prevent the District from hiring a non-certificated person in the event a qualified certificated person cannot be found or is not available.
1979 1980
D. Evaluation: All employees covered by this Section shall not formally evaluate other members of the bargaining unit.
1981 1982 1983
SECTION 9E. Supplemental Days A. Library/Media Specialists ........................ 5 days B. Elementary school counselors ................ 5 days Final Approval: August 30, 2012
Page 56
1984 1985 1986 1987 1988 1989 1990 1991
Middle school counselors ..................... 10 days Senior high school counselors .............. 10 days • Counselors hired prior to June 30, 1999 will be grandfathered as follows: Elementary school counselors ................. 10 days Middle school counselors ........................ 20 days Senior high school counselors ................. 20 days C. These additional service period contracts shall automatically be offered to the individuals who hold the above positions.
Final Approval: August 30, 2012
Page 57
1992 1993 1994 1995 1996 1997 1998 1999 2000
ARTICLE X - TEACHERS ON LEAVE FROM CLASSROOM ASSIGNMENTS SECTION 10A. Teacher Release Time A. For High School Activity Director, Middle School Hi-Cap Department Head and New Teacher Induction positions, the District may choose to provide paid release time from teaching assignment in-lieu-of or in addition to a position stipend. The number and type of paid release periods will be based on funding and program need. These will be identified each spring and communicated to the Association. Selection of employees for these positions will be in accordance with Section 9A.d.
SECTION 10B. Dean of Students
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023
A. General Purpose 1. Deans of Students are beneficial to the District instructional program. Deans of Students shall not be considered as administrators/supervisors and, as such, shall be assigned and given responsibilities as prescribed herein. 2. Deans of Students shall be primarily responsible to the principal and/or assistant principal. They will assist the principal in daily and on-going administrative duties. 3. It is intended that the Dean of Student position be a “training” position for future administrators, therefore preference will be given to staff members who have completed an intern program, are current or beginning principal interns, or have previously expressed an interest in becoming a principal intern. 4. Dean of Student positions will be posted In-District initially and there will be no inbuilding or seniority preference. Positions will be posted out of district only if an indistrict applicant is not selected. 5. It is intended that a staff member will not serve longer than three (3) years as a Dean of Students unless circumstances require additional time. It is intended that since the position is a “training” position, the staff member will seek an administrative position or return to the classroom if they decide they are not ready or interested in pursuing an administrative position. 6. Deans of Students will be evaluated using the Professional Growth Evaluation Format or a modified Teacher Evaluation form developed by the Association and District. 7. Deans of Students will retain their seniority and will be part of the building staff. Should a RIF occur, they will have the same rights under ARTICLE V Assignment, Transfer, and Vacancy as any other certificated staff member.
2024 2025 2026 2027 2028 2029 2030 2031
B. Organization and Procedure 1. Each middle school shall be allocated a Dean of Student position when the administration determines that enrollment is sufficient to justify the additional position. 2. Each elementary school shall be allocated Dean of Student positions when the administration determines that enrollment is sufficient to justify the additional position. A general guideline will be an enrollment of approximately 600 students for a full time position and 500 students for a half time position.
2032
C. Supplemental Days
Final Approval: August 30, 2012
Page 58
2033 2034 2035 2036 2037 2038
1. Middle School Dean of Students will be given the basic teacher contract of 182 days plus the TRI Supplemental Contract. In addition, they will be given twenty (20) extended days paid at per diem. 2. Elementary Dean of Students will be given the basic teacher contract of 182 days plus the TRI Supplemental Contract. In addition, they will be given fifteen (15) extended days paid at per diem.
2039 2040 2041 2042 2043 2044 2045 2046 2047 2048 2049 2050 2051 2052 2053 2054 2055
D. Responsibilities of Dean of Students shall include, but not be limited to, the following: 1. Assist building principal and leadership committees with providing curricular and instructional support leadership to effect systemic educational change and reform. 2. Assist in developing and implementing building and District policies and procedures. 3. Assist in supervising, directing, and assessing instructional programs at the site. 4. Serve as an on-going member of Leadership Team and assist Principal and Learning Improvement Team in development and implementation of School Improvement Plan. 5. Share responsibility with administrative team for providing supervision of student activities. 6. Assist in screening and interviewing staff applicants. 7. Assist principal with the evaluation of classified staff. 8. Assist principal in developing schedules. 9. Assume responsibility for daily student discipline, and monitor student attendance issues serving as liaison to courts as needed. 10. Serve and lead committees as needed or requested by principal. 11. Assist in managing building events. 12. Complete other tasks as assigned by principal.
Final Approval: August 30, 2012
Page 59
2056 2057
ARTICLE XI - LEAVES, BEREAVEMENT, SHARED ASSIGNMENT SECTION 11A. LEAVES
2058 2059 2060
A. Absence and Leave: Certificated employees of the District are expected to fulfill the attendance requirements of their positions. Excused absence or leave is permitted to certificated employees under contract under certain conditions.
2061 2062 2063 2064 2065 2066 2067 2068 2069 2070 2071 2072 2073 2074 2075
B. Paid and Unpaid Leaves: Personal Illness, Injury, Maternity, Paternity and Emergencies: Paid / Shared Sick Leave by application and approval required Personal Illness or Injury Leave: Unpaid Maternity, Paternity: Unpaid but may use sick leave Adoption: Unpaid but may use sick leave Family Illness and Religious Observation: Paid Bereavement: Paid Personal Leave: Paid Jury Duty: Paid Military: Paid fifteen (21) days - unpaid there after Professional Leave: Paid Indeterminate Leave: Unpaid Other Leaves: Unpaid Association Leave: Unpaid (paid by REA membership dues)
2076 2077 2078 2079 2080 2081
C. Leave for Personal Illness, Injury, Maternity, Paternity and Emergencies: 1. Each full-time certificated employee of the District under contract for one (1) year shall be entitled to receive up to twelve (12) days of paid leave for illness, injury, or emergency purposes as defined herein. Other similarly contracted employees who are less than full-time equivalent employees shall be given a pro-rated amount of leave within this category.
2082 2083 2084
2. Leave eligibility granted under this Section shall be credited to each employee at the beginning of the school year or at such other time as the employee enters into an employment contract with the District.
2085 2086 2087
3. Deduction from this allocation of leave days shall be made for each absence occasioned by legitimate claims of the following kinds: personal illness, injury, maternity, paternity, or disability.
2088 2089 2090 2091 2092 2093 2094
4. An employee may exercise an option to receive remuneration for unused leave under this Section accumulated in the previous year at a rate equal to one (1) day’s compensation of the employee for each four (4) full days accrued leave for illness, injury, and maternity in excess of sixty (60) days. a.) Leave for illness, injury, and maternity for which compensation has been received shall be deducted from the employee’s accumulated sick leave at the rate of four (4) days for every one (1) day’s compensation paid.
2095 2096
b.) At the time of an employee’s separation from the District due to retirement or death, an eligible employee or employee’s estate shall receive remuneration at a
Final Approval: August 30, 2012
Page 60
2097 2098 2099
rate equal to one (1) day’s current compensation for the employee for each four (4) days accrued leave under this Section. 5. The District shall grant emergency leave for the following reasons:
2100
a.) Illness or hospitalization of a member of the employee’s immediate family.
2101
b.) Serious damage to personal property.
2102 2103 2104
c.) Legal proceedings in which the court mandates attendance by the certificated employee unless the case involves the District as a defendant and the employee as a petitioner.
2105 2106 2107 2108 2109
6. The District may grant emergency leave in other extraordinary circumstances which cause the employee to be away from work. Other emergencies are defined as: a.) Circumstances that must have been suddenly precipitated, must be of such nature that planning is not possible, or
2110
b.) That planning could not relieve the necessity for the employee’s absence.
2111 2112
c.) Under this provision, if the leave request is granted, the employee shall first have exhausted other applicable leaves.
2113 2114
7. In all instances described in 5 and 6 above, emergency leave shall be deducted from accumulated sick leave in the same manner as deducted for illness or injury.
2115 2116 2117 2118 2119
D. Personal Illness or Injury Leave: 1. If a certificated employee exercises the leave provision of this Section provided for in paragraph B for personal injury or personal illness, certificated employees shall, when possible, give advance notice of at least two (2) weeks to the District of their intent to return to employment.
2120 2121 2122 2123
2. When the leave provisions of this Section are exercised for the reasons of personal health or personal illness, the District shall have the option of requiring a physician’s statement or other acceptable documentation testifying to the employee’s illness and recovery.
2124 2125 2126 2127 2128 2129 2130
3. In addition to the leave provided in paragraph B of this Section, certificated employees who are unable to perform their duties because of personal illness or injury and disability there from may, upon request, be granted at the discretion of the District, a leave of absence without pay at the exhaustion of the illness, or disability. This leave of absence shall be without pay and for no more than one (1) school year, except that this leave may be renewed annually upon application to and approval from the Superintendent.
2131 2132 2133
E. Maternity/Paternity Leave: (see also: Other Leaves Section N) 1. The following terms and conditions shall apply to persons who are seeking leave under paragraph B of this Section for the reasons of maternity/paternity or pregnancy.
2134 2135 2136
2. Maternity/Paternity Leave shall commence at the designation of the certificated employee, the certificated employee’s personal physician, and immediate supervisor provided that said leave shall not commence more than thirty (30) calendar days prior
Final Approval: August 30, 2012
Page 61
2137 2138
to the estimated date of childbirth, unless medically required and the certificated employee’s attending physician so certifies in writing to the District.
2139 2140 2141 2142 2143
3. The duration of the maternity/paternity leave shall be from commencement to a period of ninety (90) contract and/or school days following childbirth unless the requesting certificated employee’s attending physician makes a written recommendation that the duration of the maternity leave shall extend beyond the ninety (90) days.
2144 2145 2146
4. A certificated employee requesting maternity/paternity leave shall notify the District at least two (2) weeks prior to the day at which the certificated employee desires to commence the maternity/paternity leave.
2147 2148 2149
5. The certificated employee shall also notify the District at least two (2) weeks prior to the date which the certificated employee intends to return to work following maternity/paternity leave.
2150 2151 2152
6. In any event, the certificated employee shall notify the District within at least thirty (30) days after childbirth of the date at which the certificated employee intends to return to work for the District.
2153 2154
7. Certificated employees returning from maternity/paternity leave shall be placed in their former positions in the District or in a similar position in the District.
2155 2156 2157 2158 2159 2160
8. If a certificated employee does not have available accrued leave to use for maternity/paternity leave purposes, the certificated employee may be granted a leave of absence for a reasonable period of time for the purpose of maternity/paternity leave and retain the right to return to the certificated employee’s former position or a similar position provided that this non-paid leave of absence shall not extend beyond the end of the current contract year it was granted.
2161 2162 2163
9. In the event that childbirth occurs between the last contract day in the spring and the first contract day of the following school year, this non-paid leave may be granted for the following contract year but shall not extend beyond that contract year.
2164 2165 2166 2167 2168 2169 2170
10. The non-paid leave of absence provided for herein shall be for a period of within thirty (30) days prior to the estimated date of childbirth and shall end at a period of not more than sixty (60) days after childbirth unless the certificated employee requesting leave at an earlier time or for a later period of time provides the District with attending physician’s statements supporting the need for this additional leave, provided that the leave granted shall not exceed the maximum time allowed in this paragraph.
2171 2172 2173 2174 2175 2176 2177
F. Adoption Leave: A staff member adopting a child shall be eligible for up to twelve (12) weeks of unpaid leave; provided, however the employee may substitute accrued sick leave or other personal leave. Such leave shall be used for when the child actually comes into the home. If both adoptive parents are employed by the District, they will be limited to the total of twelve (12) weeks to be used between the two of them. Personal leave shall be used for the legal transactions involved in the adoption.
2178
G. Family Illness and Religious Observance Leave: Final Approval: August 30, 2012
Page 62
2179 2180 2181
1. The leave provided herein for the purpose of attending serious family illness, significant accident or Religious Observance shall be limited to three (3) days in any one (1) contract year.
2182 2183 2184 2185 2186 2187 2188
2. Family illness shall be defined as the situation where the presence of the certificated employee is necessary to administer to the serious illness or significant accident of any one or more of the family members. The District may request verification of the use of these days. a.) any relative residing in the household of the employee: Spouse, parents, stepparents, guardians, children, brothers, sisters, or grandparents not residing in the home of the employee.
2189 2190 2191 2192
3. Certificated employees may need to be absent during regularly scheduled days for the purpose of religious observance of the certificated employee’s faith. a.) Leave notice for religious observance shall be directed to the immediate supervisor on the form provided by the District.
2193 2194
b.) When possible, the certificated employee shall give at least three (3) days advance notice of the intended leave.
2195 2196 2197 2198
H. Bereavement Leave: 1. The leave provided in this paragraph for the purpose of bereavement shall be limited to a maximum of five (5) days leave within a twenty (20) day period for each case of absence caused by death in the immediate family.
2199 2200 2201
2. Immediate family is defined as spouse, domestic partners, parents, step-parents, guardians, grandparents, brothers, sisters, step-brothers, step-sisters, children, stepchildren, in-laws and grandchildren.
2202 2203 2204
3. Bereavement leave shall be allowed for absence occasioned by the death in the certificated employee’s spouse’s and children’s immediate family provided that said leave shall be limited to a maximum of three (3) days per occasion.
2205
4. Bereavement leave shall not be accumulative.
2206 2207 2208 2209 2210 2211 2212
5. Bereavement leave limited to one (1) day of leave with pay is hereby provided in case of absence caused by death of a.) A close friend or b.) A relative not included in the “immediate family”. c.) The single-day bereavement leave provided in this paragraph is limited to three (3) occasions per year. d.) Such leave is not accumulative.
2213
6. Bereavement leave shall be taken in whole-day or half-day increments.
2214 2215 2216
I. Personal Leave: 1. The District recognizes that at times personal circumstances may require the absence of a certificated employee during working hours.
2217 2218
2. Under such circumstances, the certificated employee shall be entitled to three (3) days per year of personal leave.
2219 2220
3. The leave notice shall be directed to the immediate supervisor on the form provided by District. Final Approval: August 30, 2012
Page 63
2221 2222
4. When possible, the certificated employee shall give at least three (3) days advance notice of the intended leave.
2223 2224 2225
5. When the number of certificated employees requesting leave for a particular day restricts the operation of an individual school or the District, the leave requests shall be granted in a manner to minimize such impact.
2226 2227
6. Personal leave will not be allowed on the first or last instructional day of the school year.
2228
7. Personal leave may be taken in hourly, whole-day or half-day increments.
2229 2230 2231 2232 2233
8. Unused personal leave may also be banked, at the employee’s option, to a maximum of four (4) days (in June). After receiving three (3) additional days the following September, an employee shall then have the option to use not more than five (5) personal leave days consecutively in a school year through the use of current and banked leave days.
2234 2235
9. Unused personal leave may also be cashed out at the end of each year at the rate of one (1) day for 3.75 hours or two (2) days for 7.5 hours of pay.
2236 2237 2238 2239 2240 2241
10. TRS I employees will not be allowed to cash out unused personal leave days during their last two years prior to retirement due to the Excess Compensation penalty imposed on the School District by the retirement system. Instead of the cash out provision, TRS I employees will instead be allowed to trade unused personal leave for per diem day pay at the rate of one (1) personal leave day for 3.75 hours or two (2) personal leave days for 7.5 hours.
2242 2243 2244 2245 2246 2247 2248 2249 2250
J. Jury Duty: In cases where jury duty is required, paid leave shall be granted provided that any funds received by the certificated employee for jury duty shall be retained by the employee. The leave provided in this paragraph shall be in addition to the leave provided in paragraph B. On any day that a staff member is released from jury duty or as a witness by the court and four or more hours of the staff member’s scheduled work day remains, the staff member is to inform his/her supervisor and report to work if necessary.
2251 2252 2253
K. Military Leave: 1. Certificated employees may be granted military leave absence during the time required in the Armed Services of the United States.
2254 2255 2256
2. Military leaves of absence for present certificated employees who are required to be in the service are construed as school service in determining experience credits for salary purposes.
2257
3. Military leaves of absence shall be paid up to twenty-one (21) days per year.
2258
4. Additional military leave is without pay.
2259 2260
5. Certificated employees granted such military leave upon returning shall be placed in their former position or similar position.
2261
L. Professional Leave: Final Approval: August 30, 2012
Page 64
2262 2263 2264 2265
1. Where the District requires a certificated employee to attend or participate in a professional meeting other than Association business meetings, then the District shall grant leave for said participation without deduction and shall reimburse the certificated employee the reasonable actual expenses incurred in said participation.
2266 2267
2. This leave shall be in addition to the leave provided in paragraph B of this Section and shall not be deducted there from.
2268 2269
3. Certificated employees may request leave for participation in professional meetings other than those required in (1), excluding Association business meetings.
2270
4. The granting of this leave shall be at the sole discretion of the District.
2271 2272 2273
5. The District shall reimburse the certificated employee the reasonable, actual expenses incurred for such leave. a.) Reimbursement shall be in accordance with District rules and regulations.
2274 2275
b.) The certificated employee may waive all or part of the granted reimbursement allowing the participation of more people.
2276 2277 2278 2279
6. Certificated employees may request leave from the District for participation in civic organizations not related to their profession. a.) The granting of this leave shall be at the sole discretion of the District and shall be without pay.
2280
b.) The leave provided in this paragraph shall not exceed five (5) days per meeting.
2281 2282 2283 2284
7. When the District approves that an employee is needed to transfer or accompany a student (or several students) when they are representing the District or the individual school to activities, and said employee misses regularly scheduled class time, the District will grant professional leave for such absence.
2285 2286 2287 2288 2289 2290
M. Indeterminate Leave: 1. All certificated employees non-renewed as a result of the District’s financial problems shall be, upon the certificated employee’s request, placed on indeterminate leave for a period of one (1) contract year unless the certificated employee is offered employment as a certificated employee of the District’s schools during that year. a.) Credit for any education acquired during that year will be granted.
2291 2292
b.) Acceptance of employment as a certificated employee in any other school district during that year shall constitute an automatic termination of leave.
2293 2294 2295
2. No certificated employees will be hired by the District from outside the pool created by the non-renewals unless all certificated employees from the pool determined by the District administration to be qualified for the position have refused the position.
2296 2297
3. Substitutes will be used for absences of a day or more and will come from this pool of certificated employees except when no one from the pool is available.
2298 2299 2300 2301 2302
4. Upon the request of a certificated employee, the District shall make provisions for the continuance of a certificated employee’s participation in any District group insurance program if the group insurance program so permits. The entire premium required shall be paid by the certificated employee to the District payroll office on a monthly basis as required by the payroll office. Final Approval: August 30, 2012
Page 65
2303 2304 2305 2306 2307 2308 2309
N. Other Leaves: 1. Leaves of absence for one (1) full contract year without pay may be granted to certificated employees for the purpose of study, travel, recuperation, working in a professionally related field, or any other purposes. a.) A certificated employee will be expected to have completed at least two (2) consecutive years of successful service in the District prior to the commencement of leave under this policy.
2310 2311
b.) Under unusual circumstances, the Superintendent may recommend that leave be granted to certificated employees with fewer than two (2) years service.
2312 2313 2314
c.) Such leaves of absence shall be automatically terminated and all rights to a position in the District forfeited if the certificated employee signs a “continuing contract” in another school district.
2315 2316
2. Leaves of absence for up to two (2) full contract years without pay may be granted to certificated employees for the purpose of child rearing.
2317 2318 2319
3. Such leaves may be extended upon the recommendation of the Superintendent and at the sole discretion of the District. Certificated employees who wish to request an extension of a leave must request the extension before March 1.
2320 2321
4. A leave of absence granted under this sub-Section without pay for one (1) year of study entitles a certificated employee to a normal salary increment.
2322 2323 2324
5. Leaves of absence granted under this policy shall be limited so that no more than five percent (5%) of the certificated employees of the District are on leave at one time. Under unusual circumstances, the Board may increase the five percent (5%) limit.
2325 2326 2327 2328 2329 2330 2331 2332 2333 2334
6. If the number of applications exceeds five percent (5%) applications shall have the following preferential priority: • Advanced study • Recuperation • Child rearing • Travel • Work • Other In the event it becomes necessary to limit leaves allowed within categories above, the candidate(s) possessing greatest seniority shall prevail.
2335 2336 2337 2338 2339
7. Upon the request of a certificated employee on leave, the District shall make provisions for the continuance of an employee’s participation in any District group insurance program, subject to approval of the carrier. The entire premium required shall be paid by the employee to the District payroll office on a monthly basis as required by the payroll office.
2340 2341 2342 2343
O. Association Leave: 1. Approved leave shall be allowed for Association activities. Recipients of such leave must be officials of the Association, its constituent organizations, or members of these organizations who are designated as official delegates or participants in the activities.
2344
2. Guidelines for Association Leave: Final Approval: August 30, 2012
Page 66
2345 2346 2347 2348 2349 2350 2351 2352 2353 2354 2355 2356 2357
a) When the Association and the District agree to conduct bargaining session(s) during the contract day, members of the Association bargaining team shall be excused without loss of pay, and the District will pay the costs of the substitute(s), should any be necessary. b) For any other approved association leave, the Association shall pay to the District the costs of the substitute, should any be necessary. This amount shall be equal to one (1) day’s substitute pay plus fringe benefits for each day of association leave used during the contract year. c) In order to be approved by the District, requests for association leave shall be submitted by the Association in writing to the Executive Director of Human Resources prior to the leave. d) Prior to the leave, the member shall complete the proper leave request forms provided by the District.
2358 2359 2360
P. Officer Leave of Absence: 1. The District shall grant the Association President, a full time paid leave of absence from his/her teaching position for the 2 year term of service as president.
2361 2362
2. The District may grant a leave of absence to the Association President’s designee in the proportion requested.
2363 2364 2365 2366
3. The leave portion of the contract to include salary, benefits, retirement contributions, and TRI Stipends as if the president were on a regular full-time teaching assignment shall be paid to the employee by the District and the District shall be fully reimbursed by the Association.
2367 2368 2369 2370
4. The employee(s) shall receive full experience credits and all other contractual benefits, rights, and responsibilities as provided by the state and the Collective Bargaining Agreement. They will also retain all seniority rights under this contract for the period of the leave.
2371 2372 2373
5. Upon completion of the tow-year leave, the full-time president shall return to his/her previous teaching assignment or a mutually agreed upon alternative assignment.
2374 2375 2376 2377 2378
Q. Return from Leaves: 1. A certificated employee returning from a leave of absence of up to one (1) year granted under the provisions of this Section shall be given the same consideration for returning to the position of last assignment or a similar position within the District, as if the certificated employee had been on active duty.
2379 2380 2381
2. A certificated employee returning from a leave of absence who chooses to resign part of their contract, will not necessarily be guaranteed their current position and may need to apply for a part time vacancy within the district.
2382 2383 2384
3. A certificated employee returning from a leave of absence of more than one (1) year will not be guaranteed their previous position and will be placed in an open that matches their experience and qualifications.
2385 2386 2387
R. Consultation Release Time: 1. Certificated staff, who are representing the District on State Committees, on Special Assignments, etc. are asked to attend meetings or make presentations at conferences: Final Approval: August 30, 2012
Page 67
2388 2389 2390 2391 2392 2393 2394 2395 2396 2397 2398 2399
Will be limited to seven (7) to ten (10) days of release per year depending on complexity of assignment. Additional days may be requested with Building Principal or Program Manager and Director of Human Resources approval. Days to be used prior to requesting additional days are: o District Paid Days o Personal Leave District should be reimbursed for the costs for substitutes, travel, etc. Cost for travel to conferences that are not reimbursed, may be submitted to the building, program or staff development fund through I-728. Teachers making presentations at another building within the district will not be required to count that time or days within the limit above.
2400 2401 2402 2403 2404 2405 2406 2407 2408 2409 2410 2411 2412
2. Teachers who are working as Consultants, representing themselves in a business capacity, working as a referee or coaching outside of the district: Will be limited to seven (7) days of release per year for no more than two (2) years. After two (2) years, the Teacher will need to decide if they want to continue to teach full time for the District. Days to be used will be: o Personal Leave (2-5 depending upon number of banked days) o All Personal Leave days will be used prior to non-paid days. o Non-Paid Days (2-5 days depending upon number of Personal Leave days) The District will not be responsible for travel and/or registration costs. The District will be reimbursed for the cost of a substitute for non-paid days.
2413
SECTION 11B. Shared Assignments:
2414 2415
1. Two employees may, upon administrative approval, share the same teaching assignment or daily subject schedule.
2416 2417
2. Employees granted such status shall be placed on a one-half (1/2) time contract while being placed on an unpaid leave for the other one-half (1/2) of the contract.
2418
3. The employees are to be paid insurance benefits and salaries at one-half (.5) time rate.
2419 2420 2421
4. The employee’s leave status is renewable for one additional year of leave. a.) upon approval of the supervisor a job share may become a continuation of the current position.
2422 2423
b.) provided application is made no later than February 28 th and administrative approval is received.
2424
5. The employees are entitled to full re-employment rights at the expiration of said leave.
2425 2426
6.
2427 2428
7. For the purpose of Assignment and Transfer, Shared Assignment pairs will average their seniority.
Employees on shared assignment are expected to assume an equitable share of additional duties.
Final Approval: August 30, 2012
Page 68
2429
ARTICLE XII - REDUCTION IN FORCE (RIF)
2430 2431 2432 2433 2434 2435 2436
A. General Conditions: The District and the Association recognize that a reduction in certificated staff may be necessary when the number of current employees with continuing certificated contracts (after considering attrition due to retirement, resignations, and leaves) exceeds the number positions needed for the following year. Should such layoffs be deemed necessary based on (a) projected student enrollment for the following year, or (b) a significant reduction in total resources compared to the current fiscal year or (c) loss of designated categorical funding for a specific program, the District shall follow the procedures set forth in this Article.
2437 2438
This section shall apply to all employees on leave and those provisional employees non-renewed for financial reasons.
2439 2440
B. Layoff Conditions:
2441 2442 2443 2444 2445
1. Optimally by April 1st and no later than May 1st of a year in which a layoff is anticipated,
2446
2. A reduction in force shall take place only after the following occur(s):
the District shall provide to the Association the rationale and data for its conclusion that a layoff may be necessary. During this time, the parties agree to meet and consider alternatives to eliminate or minimize the number of employees who will be laid off, including but not limited to the development of mutually-agreed attrition incentives.
2447 2448 2449 2450 2451 2452 2453 2454
C. Placement Criteria: 1. Employees will be considered for retention in order of seniority according to all areas of certification including any endorsements or eligibility for assignment pursuant to WAC 181.82.105 or 181.82.110.
2455 2456 2457
2. When requested, employees are responsible for providing verification of course work, majors and/or minors and endorsements. Such verification shall consist of notations on college transcripts or by a letter from the college or university.
2458 2459
a. All retire, rehire employees are non-renewed. b. All leave replacement employees are non-renewed. c. The District has granted all leave requests.
D. Reduction Procedure: 1. When reductions are to be made, seniority will be the first consideration.
2460
a.) Reductions will be made in an order beginning with the least senior employee.
2461 2462 2463 2464 2465
b.) When seniority is equal, the employee with the earliest, first regular work day for a Washington State public school district will be retained. Summer school or other supplemental contracts will not be counted towards seniority. If a tie still exists, that tie will be broken by lot in the presence of both District and Association representatives.
2466 2467
2. For the above considerations, seniority shall be defined as total years and months of service in Washington State.
Final Approval: August 30, 2012
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st
2468 2469 2470
3. By March 1 of each year, the District shall distribute a seniority ranking list to each
2471 2472 2473 2474 2475
4. Administrative transfers/reassignments shall be used when necessary to ensure maximum retention of employees in order of seniority. When choosing employees for administrative transfer/reassignment, the least senior eligible retained employee will be transferred or reassigned. This provision shall supersede conflicting provisions of Article V, section 5B when a reduction in force is in effect.
2476 2477 2478
E. Layoff Provisions: 1. Certificated employees not assigned to a position for the ensuing school year will be notified in writing of layoff by the Superintendent no later than May 15th.
2479 2480 2481
2. A certificated employee receiving written notification of layoff shall retain an employment relationship with the District by being automatically placed on layoff status in a recall pool.
2482 2483
3. Credit for any education acquired during that year will be granted in accordance with salary schedule criteria contained in this Agreement.
2484 2485 2486 2487 2488
4. No certificated employee will be hired by the District from outside the bargaining unit unless no employees on layoff status holds the necessary certification, endorsements or eligibility for assignment pursuant to WAC 181.82.105 or 181.82.110 for the available position and all voluntary or administrative transfers to facilitate recall from the pool have been exhausted.
2489 2490
5. Employment of substitutes shall come from those employees on layoff status except when no employee is available.
2491 2492 2493 2494
6. Upon the request of a certificated employee, the District shall make provision for the continuance of an employee’s participation in any District group insurance program. Subject to the approval of the carrier, the entire premium required shall be paid by the employee to the District payroll office on a monthly basis as required by the payroll office.
2495 2496 2497 2498
F. Recall: 1. Recall shall be by inverse order of layoff for any position for which the employee holds the required certification, endorsements or is eligible for assignment pursuant to WAC 181.82.105 or 181.82.110.
2499 2500 2501 2502
2. Except where voluntary or administrative transfers would allow the employee to be recalled, an employee not meeting the above criteria for an available position will be passed over for that position but will maintain their ranking in the recall pool for any future position.
2503 2504 2505 2506
3. The District shall give notice of recall by telephone and email or if unable to contact the affected employee, then notice shall be sent by registered letter to said employee’s last known address. It is the employee’s responsibility to ensure current contact information is on file with the District.
2507 2508
4. Any certificated employee so notified shall respond within ten (10) working days from receipt of said notice whether the employee accepts or rejects the position.
employee via email. Employees shall have twenty (20) work days to contest their seniority ranking.
Final Approval: August 30, 2012
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2509 2510
5. An employee offered re-employment in accordance with this Section must accept employment when offered or lose all rights to re-employment pursuant to this Section.
2511 2512 2513 2514
6. Should an employee who had previously earned continuing status be recalled to fill a noncontinuing position, the employee shall retain the right to continuing contract status with the District and be placed back into the employment pool at their original ranking, if necessary, when the position is no longer available.
2515 2516 2517
7. Acceptance of contract employment as a certificated employee in any other school district while on layoff status shall constitute an automatic termination of the employment relationship as provided herein.
Final Approval: August 30, 2012
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ARTICLE XIII - SUBSTITUTE TEACHERS AND LONG TERM SUBSTITUTES
2518 2519
SECTION 13A. Definition of Terms
2520 2521
The term “Replacement Employee” shall mean an employee who replaces a full-time or parttime employee who has been granted a leave as provided in the appropriate RCW.
2522 2523
The term “Long Term Substitute” shall mean a person who is temporarily employed but works more than twenty (20) consecutive days in one (1) assignment.
2524 2525 2526
Thirty (30) day Substitute/Casual Substitute is a person who is employed on a casual basis for thirty (30) days or more beginning or ending in the current school year or the preceding school year.
2527
SECTION 13B. Substitute Priority Procedure
2528 2529 2530 2531 2532 2533 2534 2535 2536 2537
It is recommended that substitutes be employed in order of the following priorities: • Employee sick leave • All remaining contractual leaves • Supervision of student activities athletics and/or other such activities involving students • Out -of-district professional activities • Contracted Planning Time • District-wide meetings • Building meetings • Other
2538
SECTION 13C. Daily Rate of Pay
2539 2540
The daily rate of pay for substitute teachers shall be available upon request from the Richland School District Office of Human Resources and/or the Payroll Department.
2541
SECTION 13D. Replacement, Substitutes, and Long Term Substitutes
2542 2543 2544 2545
A. Replacement Employee: 1. Replacement employees shall be issued a non-continuing individual contract for the term of the leave. Leave replacement employee shall be for absence of one semester or more.
2546 2547 2548
2. Replacement employees shall be entitled to all coverage of all the terms and conditions of this Agreement except Assignment and Transfer and Reduction in Force Procedures.
2549 2550 2551
B. Long Term Substitute: 1. Upon completion of twenty (20) consecutive days in one (1) assignment, the person shall be considered a long term substitute and an employee within the bargaining unit.
2552 2553 2554
2. Said employees shall be eligible for per diem salary placement (retroactive to the first day) and one (1) day of paid sick leave for each twenty (20) days of service as long as the employee remains in the same assignment.
2555
3. Said leave is non-accumulative.
Final Approval: August 30, 2012
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2556 2557 2558 2559
4. Long term substitutes who open the classroom, do the class grading at the semester, or who close the classroom at the end of the year shall be eligible for one (1) per diem day for each activity if they are working in a position which requires them to perform such activity.
2560 2561 2562 2563 2564 2565 2566 2567 2568 2569 2570
5. Long term substitutes shall be covered by the following terms and provisions of this Agreement: • Article I Administration • Article II Business • Article III Personnel • Article IV Evaluation and Probation • Article VI Instruction • Article VII Special Education • Article VIII Contracted Days, Salary and Benefits • Article XIII Calendar • Article XIV Duration
2571 2572 2573 2574
C. Thirty (30) day Substitute/Casual Substitute: 1. Upon completion of thirty (30) days within the proceeding time frame, the employee shall be considered a thirty (30) day substitute and an employee within the bargaining unit.
2575 2576
2. Thirty (30) day substitutes shall not be covered by the provisions of this Agreement, except for the specific substitute language in the current agreement.
Final Approval: August 30, 2012
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ARTICLE XIV - CALENDAR
2577 2578
SECTION 14A. Definition of Terms
2579 2580 2581 2582
2583
SECTION 14B. Calendar
2584 2585 2586 2587 2588 2589
“Instructional Day” for the purpose of this Contract shall be defined the same as “School Day” is defined under the appropriate RCW. “Learning Improvement Days” (LID) are state paid days provided beyond the 180 student days and are required work days for certificated staff.
A. Calendar Development Criteria: 1. Instructional Days a.) Calendar will be developed annually by a joint REA/RSD Calendar Committee. b.) REA Representative Council and the Richland School Board will approve the calendar. c.) There will be 180 Instructional days in a school year.
2590
2. Saturdays and Sundays are not instructional days
2591 2592 2593 2594 2595
3. School Holidays except Winter Break. a.) Winter Break will be determined annually by the REA/RSD Calendar Committee b.) Spring break will be the week of the first Monday in April, unless changed by agreement by the REA/RSD Calendar Committee
2596 2597 2598 2599 2600 2601 2602 2603 2604 2605
4. The following are school holidays: • Labor Day (first Monday in September) • Veterans’ Day (November 11) • Thanksgiving Day and day immediately following (fourth Thursday of November) • Christmas Day • New Year’s Day (first day of January) • Martin Luther King Day (third Monday in January) • Presidents’ Day (third Monday in February) • Memorial Day (last Monday in May) • July 4th
2606 2607
SECTION 14C. Emergency School Closure and Delayed Opening A. Emergency School Closure and Delayed Opening:
2608 2609 2610
1. In the event that it becomes necessary to close schools because of weather or other emergency situations, employees will be notified through local radio stations, when possible, by 6:30 a.m.
2611 2612
2. If school has begun for the day and early dismissal is required, employees shall be dismissed immediately following the departure of students.
2613 2614
3. No teacher shall be required to report for work on a day when student attendance in the building has been suspended for emergency reasons.
2615 2616
4. In the case of delayed opening, teachers shall be required to report to work no earlier than thirty (30) minutes prior to the planned arrival of students. Final Approval: August 30, 2012
Page 74
2617 2618
5. If makeup days are required, the dates upon which they are to be held shall be mutually agreed by the District and the Association.
2619 2620
6. No teacher shall be subjected to loss of pay or benefits due to non-attendance on days when the schools have been closed for emergency reasons.
Final Approval: August 30, 2012
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2621
ARTICLE XV - DURATION
2622 2623 2624 2625 2626 2627 2628 2629 2630 2631 2632 2633 2634 2635 2636 2637 2638 2639 2640 2641
This contract shall remain in full force and effective from September 1, 2012 to and including August 31, 2015 with the following areas open for continued re-negotiation: benefits, calendar, evaluation, portions of the contract affected by legislative action, and any other mutually agreed upon re-openers. Either party may, upon written notice, no later than sixty (60) days before the date of expiration, give notice of its intent to negotiate a successor contract. This contract may be modified in writing at any time through the mutual consent of the parties. In witness whereof, the parties have set their hands this ____day of _______________, 2012.
_______________________________________
_______________________________________
Rick Jansons
Jeri Morrow
President of the Richland School Board
President of the Richland Education Association
________________________________
Tony Howard
_________________________________ Kendell Millbauer
Executive Director Human Resources
Vice President Richland Education Association
Final Approval: August 30, 2012
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Index
Page
ARTICLE I Administration .................................................................................. 5 - 7 II Business ............................................................................................ 8 - 10 III Personnel .......................................................................................... 11 - 19 IV Evaluation and Probation ................................................................. 20 - 27 V Assignment, Transfer and Vacancy................................................... 28 - 33 VI Instruction......................................................................................... 34 - 45 VII Special Education and Special Programs .......................................... 46 - 49 VIII Contracted Days, Salary and Benefits............................................... 50 - 54 IX Supplemental Contracts ................................................................... 55 - 57 X Department Heads, and Other Certifications ................................... 58 - 59 XI Leaves, Bereavement, Shared Assignment ...................................... 60 - 68 XII Reduction in Force (RIF).................................................................... 69 - 71 XIII Substitute Teachers and Long Term Substitutes .............................. 72 - 73 XIV Calendar ............................................................................................ 74 - 75 XV Duration ............................................................................................ 76 A Academic Freedom and Responsibility...................................................... 13-14 Access to Personal Data............................................................................. 16-17 Additional Duties ....................................................................................... 34, 69 Administrative Reassignment .................................................................... 28 Administrative Transfer ............................................................................. 29-30, 71 Adoption Leave .......................................................................................... 63 Agreement ................................................................................................. 5, 6, 41-2 Appeal to Board of Directors ..................................................................... 15 Appeal to Superintendent ........................................................................ 15 Appendix Evaluation Forms ........................................................................... A Letters of Agreement ..................................................................... B Forms ............................................................................................. C Salary Schedule .............................................................................. D Calendar ......................................................................................... E Application of Board Policy ........................................................................ 14 Assault........................................................................................................ 17 Association ................................................................................................. 5-10 Dues Deduction ............................................................................. 8 Fair Share ....................................................................................... 9 Internet .......................................................................................... 10 Intra-District Mail........................................................................... 10 Leave .............................................................................................. 60-68 Post Notices ................................................................................... 9 Use of Facilities and Services ......................................................... 9-10
Final Approval: August 30, 2012
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B Band ........................................................................................................... 36 Basic Contract ............................................................................................ 50 Benefit Programs ....................................................................................... 53-54 Bereavement ............................................................................................. 64 Binding Arbitration .................................................................................... 15-16 Boundary Reorganization .......................................................................... 29 C Calendar ..................................................................................................... 6, 14, 75-78 Cancer Insurance ....................................................................................... 54 Certificated Employee Protection ............................................................. 17-18 Choir ........................................................................................................... 36 Class Size ................................................................................................... 36-37, 45-46 Classroom Visitation .................................................................................. 39 Clock Hour ................................................................................................. 52 Combination Classrooms ........................................................................... 36-37 Compensate for an Overload..................................................................... 37-38, 46-47 Conduct of the Evaluation ......................................................................... 19 Conferences, Teacher ................................................................................ 35-36 Conflict Resolve ......................................................................................... 11, 14, 30 Conformity to Law—Savings Clause .......................................................... 6 Consultation Release Time ........................................................................ 68 Contact Hour .............................................................................................. 45, 46 Continuing Certificates .............................................................................. 52 Contract Compliance ................................................................................. 6 Contract Day Definition ............................................................................. 14 Contracted Days......................................................................................... 50-52 Core Team .................................................................................................. 31-32 Counselors ................................................................................................. 56 Covering Classes ........................................................................................ 39 Credits ........................................................................................................ 65, 68 Curriculum Work........................................................................................ 57 D Daily Rate of Pay ........................................................................................ 73 Damage to Personal Property.................................................................... 17-18, 62 Data Collection, Professional Growth Plan ................................................ 22-24 Dates August ............................................................................................ 8, 9, 77 September ..................................................................................... 8, 24, 52, 54, 64, 75, 77 October .......................................................................................... 21, 23, 51, 52, 53 November ...................................................................................... 24, 34, 50, 72 January ........................................................................................... 42, 75 February ......................................................................................... 21, 69, 75 March ............................................................................................. 28, 29, 35, 51, 66, 70 Final Approval: August 30, 2012
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April ................................................................................................ 70, 75 May ................................................................................................ 21, 38, 70, 71, 75 June ................................................................................................ 8, 28, 29, 56, 64 July ................................................................................................. 75 Deadlines Assignment of Wages form ........................................................... 8 Assignments, Split .......................................................................... 48, 53 Authorization of Dues .................................................................... 8-9 Due Process ................................................................................... 12-13 Disciplinary Action, Student .......................................................... 41 Disciplinary Action, Teacher .......................................................... 12-13 Evaluation ...................................................................................... 20-27, 29, 33, 40, 43, 56, 58, 59 Provisional Status ................................................................... 20-21 Probation ................................................................................ 21-22 Regular Form .......................................................................... 25 Short Form.............................................................................. 22, 32 Professional Growth Plan ....................................................... 22-24, 33, 43 Professional Growth Design ................................................... 23 Formal Observation ................................................................ 20, 22, 24, 25 Formal Evaluation .................................................................. 26-27 Grievance ....................................................................................... 11, 14-16 Theft and/or Vandalism Claims ..................................................... 17 Notification of School Placement .................................................. 28 Seniority List ........................................................................... 28-29 Vacancies ................................................................................ 29, 32, 33 Administrative Transfer.......................................................... 29-30, 31 Right of First Refusal .............................................................. 31-32 Reassignment ......................................................................... 21, 28-29 Transfer, Teacher ................................................................... 28-33, 43, 69 Transfer, Student.................................................................... 38 Overload Adjustment..................................................................... 37-38 Pay Option Overload .............................................................. 38, 45-47 Dean of Students ....................................................................................... 57-59 Deductions ................................................................................................. 8-9 Delayed Opening ....................................................................................... 75-76 Dental Service Plan ................................................................................... 5 Department Heads..................................................................................... 55, 57 Differential Salaries.................................................................................... 56 Discipline Action Certificated Staff: Suspension, Complaints, Reprimand................ 12-13 Student Discipline Procedural Requirements ............................................ 41-42 Disclaimer .................................................................................................. 26 Discrimination ............................................................................................ 11-12 Displaced by Building Closures or Program Reduction ............................. 31 Distribution ................................................................................................ 7 Evaluation Process ......................................................................... 20 District Personnel File(s) ............................................................................ 12, 13, 16-17, 20-21, 24, 26, 43 Final Approval: August 30, 2012
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Duration, Professional Growth Plan ......................................................... 24 Duration, Waiver/Variance ........................................................................ 43 E Elementary Combination Classrooms ............................................................... 36-37 Specialists....................................................................................... 35, 36, 50-51 Emergencies............................................................................................... 60-61 Emergency School Closure......................................................................... 75 Employee Defined........................................................................................... 5 Reassignment Request .................................................................. 28 Representation .............................................................................. 9, 13 Rights ............................................................................................. 11-13 Safety ............................................................................................. 18 Transfer Request............................................................................ 31 English Language Learners (ELL) ................................................................ 49 Enrollment ................................................................................................ 30, 59 ERR (Extended Resource Room) ................................................................ 49 Evaluation Evaluator ........................................................................................ 20 Final Evaluation.............................................................................. 24, 26 Forms ............................................................................................. Appendix A Formal Evaluation .......................................................................... 26-27 Probation ....................................................................................... 21-22, 23 Results, Use of Evaluation Results ................................................. 20 Every Reasonable Effort............................................................................. 14, 37, 54 Excess Staff Due to Decline in Student Enrollment ................................... 30 Experience Credit ....................................................................................... 52, 54 Extended Resource Room.......................................................................... 46, 47 Extension of basic work year .................................................................... 52 Extension of Leave ..................................................................................... 66 Extra Duty ................................................................................................. 10, 55 Extra Service Periods ................................................................................ 52
F 504 ............................................................................................................. 34, 45, 52 Facilities ..................................................................................................... 9, 26 Facilities and Workspace ........................................................................... 49 Fair Share Representation ......................................................................... 8, 9 Family Illness .............................................................................................. 61, 63 Final Evaluation .......................................................................................... 24-26 Formal Evaluation / Observation ............................................................... 26-27 Forms, Evaluation ...................................................................................... Appendix A Freedom from Reprisals ............................................................................ 16 Final Approval: August 30, 2012
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Funding ...................................................................................................... 7, 49, 50 G General Criteria, Evaluation....................................................................... 20 Goal Setting................................................................................................ 22-23, 50 Grading and Promotion ............................................................................. 39 Gratuities ................................................................................................... 13 Grievance ................................................................................................... 14-16 Forms ............................................................................................. Appendix C Grievance Procedure ................................................................................. 14-16 Group Health HMO .................................................................................... 54 H Harassment ................................................................................................ 11-12 Health Insurance ........................................................................................ 54 I IEP .............................................................................................................. 34, 45, 47, 52 Immediate Supervisor................................................................................ 12, 14-15, 17, 28 Incentive Pay .............................................................................................. 48-49 Indeterminate Leave.................................................................................. 61, 66 Individual Complaints ..................................................................................... 16 Grievances ..................................................................................... 16 Informal Communications ......................................................................... 12, 14, 15 Injury .......................................................................................................... 17, 61 Instruction Classroom ...................................................................................... 36-37, 52-53 Day ................................................................................................. 77 Group ............................................................................................. 49 Methodology ................................................................................. 13 Paraeducator Time ........................................................................ 37-38, 46 Planning Day .................................................................................. 37 Planning Time ................................................................................ 30, 34-35, 37, 39, 48, 53 Specially Designed ......................................................................... 45 Insurance Benefits ..................................................................................... 53-54 Internet ...................................................................................................... 10 Intra-District Mail....................................................................................... 10 Itinerant Employees .................................................................................. 26, 48, 50-51 J Job Announcement / Postings ................................................................... 32 Job Placement ............................................................................................ 28-29, 70 Jury Duty .................................................................................................... 61, 65 Final Approval: August 30, 2012
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K Kindergarten .............................................................................................. 36, 38 L LAP (Learning Assistance Program) ........................................................... 49 Leaves ........................................................................................................ 60-68 Association Leave .......................................................................... 60, 66 Bereavement ................................................................................. 60, 63 Family Illness .................................................................................. 60, 62 Half-Day Release ............................................................................ 36 Indeterminate Leave...................................................................... 60, 65 Injury .............................................................................................. 60, 61 Jury Duty ........................................................................................ 60, 64 Legal Proceedings .......................................................................... 61 Maternity Leave ............................................................................. 61 Military Leave ................................................................................ 64 Officer Leave of Absence ............................................................... 66 Other Leaves .................................................................................. 60, 61, 65 Personal Illness .............................................................................. 60-61 Personal Injury ............................................................................... 17, 61 Personal Leave ............................................................................... 49-50, 59, 60, 62, 63-64 Professional Leave ......................................................................... 60, 64-65 Religious Observance Leave .......................................................... 60, 62-63 Return from Leaves........................................................................ 67 Legal Proceedings ...................................................................................... 61 Length of Contract ..................................................................................... 50-52 Levy ............................................................................................................ 5, 13 Levy Loss Double............................................................................ 7 Library / Media Specialists ......................................................................... 36, 55 LID Days (Learning Improvement Days) .................................................... 50, 75 Life Skills / Multiple Handicapped ............................................................. 46 Life Threatening Weapon .......................................................................... 17 Long Term Substitute................................................................................. 73-74 Loss of Personal Property or Damage ....................................................... 16-17 Lunch.......................................................................................................... 34-35 M Management Rights................................................................................... 6 Mandatory Insurance Programs ................................................................ 65 Maternity Leave ......................................................................................... 61 MDT ........................................................................................................... 34, 45, 48 Media Specialists / Library ......................................................................... 36, 55 Medical Plans Available ............................................................................. 54 Meetings .................................................................................................... Association ..................................................................................... 9 Grade level ..................................................................................... 50 Final Approval: August 30, 2012
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IEP .................................................................................................. 48, 52 Methodology and Style of Teaching .......................................................... 13-14 Middle School Counselors ......................................................................... 56 Mileage Reimbursement ........................................................................... 53 Military Leave ............................................................................................ 64 Multi-Disciplinary Team (MDT).................................................................. 34, 45, 47 Multiple Handicapped / Life Skills ............................................................. 46 Multiple Preparations ................................................................................ 38-39 Music 6th Grade Music.............................................................................. 36 Choir ............................................................................................... 36 Orchestra ....................................................................................... 36 N Needs Improvement .................................................................................. 24-27 Network ..................................................................................................... 10 New Educator Support .............................................................................. 45 New Teacher Program (see also TAP)........................................................ 45 No Strike - No Lockout ............................................................................... 6 Non-Renewal ............................................................................................. 13-14, 21, 22 Notification of School Placement .............................................................. 28 O Observation ............................................................................................... 20-26 Occupational Therapist (OT/PT) ................................................................ 46 Officer Leave of Absence ........................................................................... 66 Official Transcripts ..................................................................................... 52 Opening/Reopening a New School ............................................................ 31-32 Optional Programs ..................................................................................... 54 Orchestra ................................................................................................... 35 Overload Calculation and Payment ............................................................... 37-38, 46-47 Overstaffing ............................................................................................... 31 P Paraeducator Option ................................................................................. 37-38 Paraeducator Time .................................................................................... 46 PE ............................................................................................................... 35-36, 39, 54 Parent / Other Patron visitation ................................................................ 39 Pay Option Overload.................................................................................. 37-38, 46-47 Pay Warrant ............................................................................................... 8, 10, 52 Dues Deduction ............................................................................. 8 Personal Freedom ......................................................................................... 11 Illness ............................................................................................. 60-62 Final Approval: August 30, 2012
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Injury .............................................................................................. 17, 61 Leave .............................................................................................. 50-51, 62-64, 67 Property ......................................................................................... 16-17, 61 Personnel Selection ................................................................................... 32-33, 40 Physical Therapist ...................................................................................... 44-46 Pilot Programs............................................................................................ 43-44 Placement Criteria ..................................................................................... 69 Planning Time ............................................................................................ 30, 34-35, 37, 39, 47, 53 Post Notices ............................................................................................... 9 Preamble .................................................................................................... 5 Preschool ................................................................................................... 36, 46, 48 Principal/Teacher Conflict Resolution ....................................................... 11 Printing and Distribution of Contract ........................................................ 7 Private Lawyers .......................................................................................... 17 Probation ................................................................................................... 21-22, 23 Professional Assistance Plan .............................................................................. 25, 27 Cooperation Agreement ................................................................ 41-42 Growth Design ............................................................................... 23 Growth Plan ................................................................................... 22-24, 33, 44 Professional Leave ......................................................................... 60, 64-65 Programs Needs of a School or Program ....................................................... 30 Reductions ..................................................................................... 31, 69 Provisional Status ...................................................................................... 20-21 Psychologists .............................................................................................. 47 PT ............................................................................................................... 44-46 Public Liability Insurance Policy ................................................................. 17 Q Qualifications ............................................................................................. 28-31, 52, 67 R RCW ........................................................................................................... 5 Reassignments ........................................................................................... 29 Recall .......................................................................................................... 70-72 Recognition ................................................................................................ 5 Reduction In Force (RIF)............................................................................. 70-72 Regular Form.............................................................................................. 25 Reimbursement for Loss of Personnel Property ....................................... 17-18 Released Time ............................................................................................ 16 Religious Observance Leave ...................................................................... 60, 62-63 Reopening / Opening a New School .......................................................... 31-32 Replacement of Personal Property............................................................ 17-18, 61 Replacement Employee ............................................................................. 29, 32, 69, 72 Representation Final Approval: August 30, 2012
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Fair Share ....................................................................................... 8, 9 Employee ....................................................................................... 9, 13 Resource Room Elementary ...................................................................... 45-47 Return from Leaves.................................................................................... 67 RIF (Reduction in Force)............................................................................. 69-71 Right of First Refusal .................................................................................. 31-32 Right to Due Process .................................................................................. 12 Right to Join and Support Association ....................................................... 11
Final Approval: August 30, 2012
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S Safety ......................................................................................................... 17 Salary Certificated Staff ............................................................................ 51, 52 Combination Classroom Teacher(s) ............................................... 36-38 Covering Class(es) .......................................................................... 39 Department Head .......................................................................... 55, 57 Differential ..................................................................................... 56 Extra Duty/Curriculum ................................................................... 55 Plan II Vocational teacher’s ........................................................... 52 Remuneration of ............................................................................ 60-61 Salary Insurance ............................................................................. 54 Schedule......................................................................................... Appendix D Sixth Period .................................................................................... 52 Split Assignment ............................................................................ 53 Substitute ....................................................................................... 72 Supplemental ................................................................................. 37, 47-52, 55-56 Summer School .............................................................................. 56 Terminating Employment .............................................................. 54 SAT ................................................................................................. 34, 45 SAM (State Allocation Model) ................................................................... 50 School Closure ........................................................................................... 31, 74 Property ......................................................................................... 16-17 Vacancy .......................................................................................... 28-9, 32, 67 Secondary Overload ........................................................................................ 45 Work Experience ............................................................................ 46 Selection of Personnel ............................................................................... 32, 40 Seniority ..................................................................................................... 28-29, 31, 58, 66, 68 Series of Observations ............................................................................... 22, 25 Sexual Harassment .................................................................................... 11-12 Shared Assignment .................................................................................... 68 Sign the Final Evaluation ............................................................................ 26 Sixth Period ............................................................................................... 52 SLP .............................................................................................................. 45, 47-48 Solicit Membership .................................................................................... 10 Solicitation ................................................................................................. 13 Special Education ....................................................................................... 27, 34, 45-48 Services Workload ......................................................................... 45-46 Specialist Groups ....................................................................................... 57 Specially Designed Instruction ................................................................. 45 Speech Language Pathologist ................................................................... 45, 47-48 Split Assignments ....................................................................................... 53 Final Approval: August 30, 2012
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Staff Development ..................................................................................... 49-50, 67 Staff Meetings ............................................................................................ 34 State Allocation Model (SAM) ................................................................... 50 Status of Agreement .................................................................................. 6 Stipends ..................................................................................................... 55 Student Day ................................................................................................. 34, 35, 37 Discipline ........................................................................................ 40, 59 Hour ............................................................................................... 34, 37 Student Teacher(s)..................................................................................... 40 Substitutes Priority Procedure.......................................................................... 72 Teachers ......................................................................................... 72-73 Summer School Salary ............................................................................... 55 Summer Vacation – Vacancies................................................................... 29, 32 Supplemental Contract ......................................................................................... 55-56 Days................................................................................................ 51, 56, 59 Support Group, Professional Growth ........................................................ 24 T Teacher/Principal Conflict Resolution ....................................................... 11 Teacher Assistance Program (TAP) ............................................................ 43 Technology ................................................................................................. 14, 44, 55 Terminating Employment .......................................................................... 54 Theft ........................................................................................................... 17 Thirty (30) Day Substitute/Casual Substitute ............................................ 72-73 Threatened Employee ............................................................................... 17 Time/Responsibility/Incentive Supplemental Contract ............................ 50-52 Title I .......................................................................................................... 48 Transcripts ................................................................................................. 52, 69 Transfer ...................................................................................................... 26, 28-33, 43, 58, 70 Student........................................................................................... 38 TRI Supplemental Contract ........................................................................ 50-52 TRI Verification Form ................................................................................. Appendix C U Use Of Evaluation Results .......................................................................... 20 Facilities and Services .................................................................... 9-10 V Vacancies ................................................................................................... 32-35 During the School Year .................................................................. 32, 34-35 For Subsequent School Year .......................................................... 34 Final Approval: August 30, 2012
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Filled During the Summer Months ................................................ 31-34 Vandalism .................................................................................................. 17 Variance/Wavier ........................................................................................ 41-44 W WAC ........................................................................................................... 5 Waiver/Variance ........................................................................................ 41-44 WEA ........................................................................................................... 9, 32, 54 Blue Cross Vision Care, Plan C (VSP ............................................... 54 Premera Blue Cross........................................................................ 54 Washington National Salary Insurance Plan .................................. 54 Select $50,000 Group Term Life and AD&D Insurance.................. 54 Weapon(s).................................................................................................. 17 Work Day ................................................................................................. 35-36 Load................................................................................................ 36-37 Workmen’s Compensation ........................................................................ 17 Workspace and Facilities ........................................................................... 48
Final Approval: August 30, 2012
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Appendix A
Final Approval: August 30, 2012
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RICHLAND SCHOOL DISTRICT NO. 400 TEACHER PROFESSIONAL GROWTH EVALUATION SUMMARY Employee:
Assignment:
Evaluator:
Final Meeting Date:
Initial Meeting Date:
Additional Meeting Dates:
This Evaluation Summary is the uniform document for reporting demonstrated levels of employee competence and encouraging improvement in specific areas through systematic assessment. The following general criteria are assumed to be satisfactory unless otherwise noted: appearance, voice, loyalty, punctuality, judgment, and contribution to school and district activities. Additionally it is assumed that the employee meets the minimum criteria required by State Statute as reflected on the Teacher Evaluation Summary. GOAL AREAS ADDRESSED:
EVALUATOR COMMENTS (Required):
EMPLOYEE COMMENTS: (Optional – attach if applicable)
___________________________________ ______________________________________ Signature of Evaluator Date Signature of Employee* Date * I have read the above Evaluation Summary. My signature does not necessarily indicate agreement. Original: Human Resources File
Copies: Employee
Final Approval: August 30, 2012
Evaluator
Page 90
RICHLAND SCHOOL DISTRICT NO. 400 TEACHER PROFESSIONAL GROWTH PLAN Employee:
Assignment:
School Year:
Date:
1.
Specify professional goal(s), which is to be the focus of my Professional Growth Plan. Goals must support Essential Academic Learning Requirements in the categories of curriculum, assessment and/or instruction.
2.
What is the plan of action for achieving my goal(s)?
3.
How can my principal help me to achieve my goal(s)?
4.
Who will be involved in working with me to achieve my goal(s)?
5.
Specify the assessment tool(s) that will be used to measure success in achieving my goal(s), such as evidence of student growth, evidence of professional growth, products, samples, or portfolios. Assessment tools may include, but are not limited to: Observations by evaluator Student assessment devices Parental assessment devices Support group observation critique Recording devices Self-evaluation Research
Initial Planning Meeting: Additional Meetings: Final Meeting: ___________________________________ Signature of Evaluator Date Original: HRS File Revised 08/02
Copies: Employee
Final Approval: August 30, 2012
_____________________________________ Signature of Employee Date
Evaluator
Page 91
RICHLAND SCHOOL DISTRICT NO. 400 TEACHER EVALUATION SUMMARY Employee:
Assignment:
Evaluator:
Evaluation Conference Date:
Standard Evaluation
Short Form Evaluation
1st Observation Date:
2nd Observation Date:
This Evaluation Summary is the uniform document for reporting demonstrated levels of employee competence and encouraging improvement in specific areas through systematic assessment. The following general criteria are assumed to be satisfactory unless otherwise noted: appearance, voice, loyalty, punctuality, judgment, and contribution to school and district activities.
Professional Characteristics Meets Standards
Criterion
Needs Improvement
Meets Standards
1.
Instructional Skill
5. Handling Student Discipline and Attendant Problems
2.
Classroom Management
6.
Interest in Teaching Students
3. Professional Preparation and Scholarship
7.
Knowledge of Subject Matter
4. Effort Toward Improvement When Needed
8.
Communication
Needs Improvement
EVALUATOR COMMENTS (Required):
EMPLOYEE COMMENTS: (Optional – attach if applicable)
_____________________________________
______________________________________
Signature of Evaluator Date Signature of Employee* Date * I have read the above Evaluation Summary. My signature does not necessarily indicate agreement. Original: Human Resources File Revised 08/04
Final Approval: August 30, 2012
Copies: Employee
Evaluator
Page 92
RICHLAND SCHOOL DISTRICT #400 OBSERVATION WORKSHEET [Long Form] Employee
Employee signature/date
Evaluator
Evaluator signature/date
Observation date(s)
Position Observed
Building Assignment
MS – Meets Standard, NI – Needs Improvement, NO – Not Observed 1.0
INSTRUCTIONAL SKILL
MS NI NO
1.1 Possesses, demonstrates and maintains appropriate academic competence, skill, and scholarship in designing and implementing services and/or instruction. □ 1.2 Instructs and motivates students and/or teachers: implementing a variety of techniques and developing informational materials when appropriate □ 1.3 Participates in making referrals, placements, develops and/or implements IEP’s and/or 504 Plans □
□
□
□ □
□ □
Comments:
2.0
MANAGEMENT OF CLASSROOM OR SPECIAL AND TECHNICAL ENVIRONMENT
2.1 Implements a comprehensive and balanced program promoting an environment conductive to learning in the educational setting 2.2 Assumes responsibility for supervision of his/her program by selecting and preparing equipment and/or materials in advance of use time 2.3 Adheres to the District Instructional Materials selection policy for curriculum & course descriptions 2.4 Cooperates efficiently and promptly in school procedures and business matters (ie. Field trip paperwork, emergency procedures, etc.)
MS NI NO □
□
□
□ □ □
□ □ □
□ □ □
Comments:
3.0
PROFESSIONAL PREPARATION AND SCHOLARSHIP
3.1 Participates in professional activities and pursues knowledge of current theories and practices 3.2 Uses effective and appropriate oral and written language 3.3 Exhibits appropriate professional practice and behavior 3.4 Deals with confidential information in an ethical manner
MS NI NO □ □ □ □
□ □ □ □
□ □ □ □
Comments:
4.0
EFFORT TOWARD IMPROVEMENT
MS NI NO
4.1 Demonstrates an awareness of his/her strengths and limitations by efforts to implement professional growth □ 4.2 Demonstrates effort toward self-improvement responding positively to supervision and constructive criticism □
Final Approval: August 30, 2012
□
□
□
□
Page 93
Comments:
5.0
HANDLING OF STUDENT DISCIPLINE AND ATTENDANT PROBLEMS
MS NI NO
5.1 Maintains appropriate student conduct that is consistent with and supportive to the educational setting □ 5.2 Establishes and maintains good rapport and clear parameters for students □ 5.3 Creates an environment which provides privacy and protects student and family information □
□ □ □
□ □ □
Comments:
6.0
INTEREST IN TEACHING STUDENTS
MS NI NO
6.1 Demonstrates an understanding and commitment to each pupil, taking into account each individual’s unique background and characteristics □ 6.2 Evaluates individual student progress and maintains appropriate records □
□ □
□ □
Comments:
7.0
KNOWLEDGE OF SUBJECT MATTER
MS NI NO
7.1 Possesses and maintains appropriate academic background in current educational theory and practice as appropriate to classroom instruction or specialization □ 7.2 Consults with staff, school personnel and/or parents concerning the development, coordination, selection of materials, and/or extension of services needed for designing learning experiences □
□
□
□
□
Comments:
8.0
COMMUNICATION
MS NI NO
8.1 Works to establish and maintain a positive professional and supportive relationship with educational staff, colleagues, parents, and students □ 8.2 Demonstrates the ability and desire to work with students, parents, and staff in offering specialized assistance in identifying those needing specialized programs and/or effectively conveys student academic progress and behavior □
□
□
□
□
Comments: Final Approval: August 30, 2012
Page 94
Appendix B 1. 2. 3. 4. 5.
State SAM Reduction for the 2012-2015 School Year PLC Pilot Proposal LOA Language (Revised for 2012-2015) PLC Communication Form PLC-RTI Conference Memorandum of Understanding Insurance Memorandum of Understanding
Final Approval: August 30, 2012
Page 95
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20
Letter of Agreement Between the Richland School District and the Richland Education Association Regarding the State SAM Reduction 2012-2015 1. The District will issue supplemental contracts to all certificated staff in order to make up the 1.9% reduction in the State Allocation Model (“SAM”) for the 2012-2013, 2013-2014, and 2014-2015 school years for all District certificated staff. a. It is understood that should the State restore any or all of the 1.9% reduction to the SAM allocation prior to the expiration of this agreement, the 1.9% supplemental contract that the District will issue will be reduced by the same amount. (For example, if the State restores the 1.9% for the 2013-2014 school year, the District will not be obligated to issue an additional 1.9% stipend for that year.) b. If the State additionally cuts additional funding from the SAM in excess of the 1.9% currently in place prior to the expiration of this agreement, the District and the Association agree to meet to bargain the impact of this additional loss of revenue. 2. The Association and the District agree to the following calendar definitions:
First Day of School Winter Break Spring Break
(**)Kindergarten: 11/09/12 – 11/20/12 Grades 1-5: 11/13/12 – 11/20/12 (**)Kindergarten: 03/11/13 – 03/19/13 Grades 1-5: 03/13/13 – 03/19/13
2013-2014 Tuesday, August 27, 2013 12/23/2013 through 01/03/2014 03/31/2014 through 04/04/2014 (*) Tentative; Will Set in Spring, 2013 (*) Tentative; Will Set in Spring, 2013 (**)Kindergarten: 11/08/13 – 11/19/13 Grades 1-5: 11/12/13 – 11/19/13 (**)Kindergarten: 03/10/14 – 03/18/14 Grades 1-5: 03/12/14 – 03/18/14
N/A
N/A
N/A
N/A
High School Graduation
Friday, May 31, 2013
Last Day of School
Friday, June 7, 2013
Elementary Conferences Fall Session Elementary Conferences Spring Session Fall Professional Day (no student attendance)
Spring Professional Day (no student attendance)
21 22 23 24 25 26 27 28 29 30 31
2012-2013 Tuesday, August 28, 2012 12/24/2012 through 01/04/2013 04/01/2013 through 04/05/2013
2014-2015 Tuesday, August 26, 2014 12/22/2014 through 01/02/2015 03/30/2014 through 04/03/2015 (*) Tentative; Will Set in Spring, 2014 (*) Tentative; Will Set in Spring, 2014 (**) Kindergarten: 11/07/14 – 11/18/14 Grades 1-5: 11/12/14 – 11/18/14 (**) Kindergarten: 03/09/15 – 03/17/15 Grades 1-5: 03/11/15 – 03/17/15 (***) Friday, Oct. 10, 2014 Tentative (***) Friday, March 20, 2015 Tentative
(*) The date for graduation is dependent on the availability of the Toyota Center and is connected to the graduations of other area districts. This date is typically set one year in advance. Graduation affects the last day of school as there are state laws that define days of attendance. Both these dates will be set in the spring of 2013 for the 2013-2014 school year. (**) AM and PM Kindergarten will alternate on the following dates with a dismissal time at 11:40: Fall 2012: AM 11/9, 11/14, 11/16, 11/20 and PM 11/13, 11/15, 11/19, 11/21 Spring 2013: AM 3/11, 3/13, 3/15, 3/19 and PM 3/12, 3/14, 3/18 Fall 2013: AM 11/8, 11/13, 11/15, 11/19 and PM 11/12, 11/14, 11/18, 11/20 Spring 2014: AM 3/10, 3/12, 3/14, 3/18 and PM 3/11, 3/13, 3/17
Final Approval: August 30, 2012
Page 96
32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80
Fall 2014: AM 11/7, 11/12, 11/14, 11/18 and PM 11/10, 11/13, 11/17, 11/19 Spring 2015: AM 3/9, 3/11, 3/13, 3/17 and PM 3/10, 3/12, 3/16 (***) For the 2014-2015 school year, two non-student attendance dates will be placed in the RSD calendar to reflect the “Fall Professional Day” and the “Spring Professional Day” as defined in Section 8.A.C.5 of the Collective Bargaining Agreement. These days are tentative and will be confirmed in calendar development in the Spring of 2014. See the separate 2012-2015 Compensation Letter of Agreement for more details.
3. PLC Pilot Language as defined by the 2011 Letter of Agreement will be extended to include the 2013-2014 and 2014-2015 school years. The new expiration date of the 2011 LOA will be August 31, 2015. 4. PLC’s will continue to happen on Fridays as defined by the 2011 Letter of Agreement; however, in lieu of scheduling extended (“half-day”) professional development early release time, the District and Association agree to modify the 2011 Letter of Agreement as follows: The PLC time on the last Friday of the months of September through April (except for December for a total of seven (7) occurrences) will be reserved for professional development and scheduled by the District administration. The District further agrees to provide a professional development plan to the Association for feedback and review no later than September 1, 2012. For the 2013-2014 and 2014-2015 school years, the District will share the professional development plan with the Association for feedback in March and May for the upcoming school year. 5. The District and Association agree to form a joint committee to design, pilot, and implement a new certificated evaluation system (“T/PEP”) The configuration of the committee will consist of a maximum of seven (7) members of the District’s choosing, and a maximum of seven (7) teachers selected by REA, and will be jointly facilitated by the Executive Director of Human Resources and the REA President. The parties then agree to convene and bargain to modify language in the collective bargaining agreement for the implementation of the committee options which will be consistent with the expectations set forth in the new State law. This agreement is in effect beginning with the signatures of both parties and will remain in effect until August 31, 2015. RICHLAND EDUCATION ASSOCIATION
RICHLAND SCHOOL DISTRICT
______________________________________ Jeri Morrow, President
_____________________________________ Dr. Jim Busey, Superintendent
______________________________________ Kendell Millbauer, Vice President
_____________________________________ Tony Howard, Executive Director of H.R.
______________________________________ Date
_____________________________________ Date
Final Approval: August 30, 2012
Page 97
81 82 83 84 85 86 87 88 89 90 91 92 93 94 95 96 97 98 99 100 101 102 103 104 105 106 107 108 109 110 111 112 113 114 115 116 117 118 119 120 121 122 123 124 125 126 127
PLC Pilot Proposal LOA Language 2011-2015 The District and the Association agree to enter into a pilot program to implement Professional Learning Communities (PLCs) with an annual review by the parties. The purpose and format of these PLCs is defined by this Letter of Agreement. The purpose of PLC time is to afford certificated staff the opportunity to work together to improve student learning through critical analysis of their current practice in a reflective, collaborative, learning-oriented, and growth-promoting way in support of the district and school improvement plans. Teacher-led PLC’s will typically be organized by grade level, department, or common student need and will collaborate, plan in support of PLC goals, share instructional practices, and reflect on implementation of PLC work. Rationale for PLC’s focused on common student need will be reviewed and approved jointly by administration and the association. All certificated staff will participate in a PLC unless approved by administration and the association. Individual PLC membership may change annually or each grading period with administration and association approval. PLC’s will revisit norms with each membership change. Progress of the teams shall be documented through the attached log or an alternative approved by the District and the Association. These logs are primarily used by PLC’s to track progress and assist planning while also communicating with administration. The student release on Fridays will occur 60 minutes prior to the normal release time. PLC time will commence within 15 minutes after student release to facilitate departure of students and transition to PLC’s. Supervision of student departure will be structured to support the start of PLC time. Where PLC’s contain teachers from multiple buildings, the start time may be up to 30 minutes after student release to accommodate travel. PLC’s will last 60 minutes. On Fridays before a weekend or break containing a holiday, all PLC’s should commence within 15 minutes after student release and teachers may leave at the conclusion of a 45 minute PLC time. Full time certificated staff that teach zero hour and do not have a paid sixth period will have the following options: Participate in PLC’s with other zero hour teachers after the completion of 5 th period of the shortened student day, Adjust their schedule to participate at the standard PLC time, or Use the Fridays early release contract time to work on PLC-related activities. Certificated staff that work less than full time (with the exception of job shares) that choose to be part of a PLC will either work with their building administrator to identify contract time modifications or use the Fridays early release contract time to work on PLC-related activities. Any contract time modifications will be reviewed and approved jointly by the association and administration. Teachers in job shares are expected to both be knowledgeable of PLC work without additional paid time or shortening of other portions of their contract. ________________________________ RSD Representative Date:
Final Approval: August 30, 2012
________________________________ REA Representative: Date:
Page 98
128
Richland School District
129 130
PLC Communication Form Department/Grade Level:
PLC Name:
PLC Team Members: Facilitator:
Date:
Recorder: Today’s Participants: 131 132 133 134 135 136 137 138 139 140 141 142 143 144 145 146 147 148 149 150 151 152 153 154 155 156 157 158 159 160 161 162 163 164 165 166 167 168
Our Focus – 4 Essential Questions: 1) What do we want students to learn? 2) How will we know they learned it? 3) What happens if they don’t learn it? 4) What happens if they do learn it?
DIP/SIP Related Topics/Meeting Outcomes:
Summary of Meeting/Activities:
Questions/Concerns:
Proposed Agenda Items for Next Meeting/Information Needed for Next Meeting:
Support/Resources Needed:
If the weekly logs are not saved on a common building drive, please share a copy of this PLC Communication Form with your Principal prior to your next PLC meeting.
Final Approval: August 30, 2012
Page 99
169 170 171 172 173 174 175 176 177 178 179 180 181 182 183 184 185 186 187 188 189 190 191 192 193 194 195 196 197 198 199 200 201 202 203 204 205 206 207 208 209 210 211 212 213 214 215
Letter of Agreement Between the Richland School District and the Richland Education Association Regarding The PLC/RTI Institute 1. The District agrees to issue supplemental contracts to all certificated teachers to cover the 1.9% state SAM reduction consistent with the separate LOA signed on this issue. Such compensation will cover the 2012-2013, 2013-2014, and 2014-2015 school years. 2. Certificated employee participation in the PLC/RTI Institute will be administrated as follows: a. In 2012-2013, certificated staff will attend as part of their TRI agreement. The “Fall Professional Day” and “Spring Professional Day” language in Section 8.A.C.5 will cover the two days of the PLC/RTI institute in August, 2012. Teachers will participate in specific breakout sessions as directed by their building administrator. b. In 2013-2014, certificated staff will attend as part of their TRI agreement. The “Fall Professional Day” and “Spring Professional Day” language in Section 8.A.C.5 will cover the two days of the PLC/RTI institute in August, 2013. For this year only, the District has the ability to direct the participation of certificated teachers in up to two (2) breakout sessions throughout the institute. c. In 2014-2015, the RSD calendar will reflect non-student days in October 2014 and March 2015 for TRI time as defined by Section 8.A.C.5(a) of the Collective Bargaining Agreement. Consistent with Section 8.A.C.5(a), a building has the option to alternately schedule these TRI days with the “agreement of the building staff as defined by the building decision making model”. The PLC/RTI Institute in 2014-2015 will be optional for buildings, and for buildings who choose to attend based on the decision making model, the District will provide free clock hours and a waiver of all registration fees. This agreement is in effect beginning with the signatures of both parties and will remain in effect until August 31, 2015. RICHLAND EDUCATION ASSOCIATION
RICHLAND SCHOOL DISTRICT
______________________________________ Jeri Morrow, President
_____________________________________ Dr. Jim Busey, Superintendent
______________________________________ Kendell Millbauer, Vice-President
_____________________________________ Tony Howard, Executive Director of H.R.
______________________________________ Date
_____________________________________ Date
Final Approval: August 30, 2012
Page 100
216 217 218 219 220 221 222 223 224 225
MEMORANDUM OF UNDERSTANDING
THIS MEMORANDUM OF UNDERSTANDING SETS FORTH THE FOLLOWING AGREEMENT BETWEEN THE RICHLAND EDUCATION ASSOCIATION AND THE RICHLAND SCHOOL DISTRICT PURSUANT TO SECTION 8F OF THE CURRENT COLLECTIVE BARGAINING AGREEMENT. The following agreement has been entered into during school year, September 1, 2012 - August 31, 2013, The District and Association agree to the following provisions in order to make a good faith effort to comply with 2012 Washington Law (ESSB 5940).
226 227 228 229 230 231 232 233 234 235 236 237 238 239 240 241 242 243 244 245 246 247 248 249 250 251 252 253 254 255
1. At least one qualified high-deductible health plan (HDHP) and health savings account (HSA). The employee can contribute to the HSA account to the federal maximum amount, individual $3100.00 and family $6250.00. Should the employee choose the high deductible plan they will not be able to utilize the Flex 125 or VEBA plans for out of pocket medical costs. 2. Employees who elect medical coverage must pay a minimum out of pocket premium. 3. Based on the formula below: Plan Premium x 1% = minimum employee monthly out of pocket cost. 4. The dollar amount collected in the above formula shall be placed into the insurance pool for out of pocket premium costs above the minimum. 5. Both parties agree to meet on or before May 1, 2013 to either extend or amend this MOU for an additional year. This Memorandum of Understanding shall be in effect September 1, 2012 and shall remain in effect until August 31, 2013.
RICHLAND EDUCATION ASSOCIATION
RICHLAND SCHOOL DISTRICT #400
BY:
BY: Jeri Morrow, President
DATE:
Final Approval: August 30, 2012
Tony Howard, Exec. Dir. of Human Resources
DATE:
Page 101
Appendix C 1. TRI Agreement Verification Form for 2012-2013 2. Teacher-Principal Conflict Resolution 3. Grievance Form A 4. Grievance Form B 5. Waiver Process
Final Approval: August 30, 2012
Page 102
RICHLAND SCHOOL DISTRICT NO. 400 TRI (Time/Responsibility/Incentive) VERIFICATION FORM: 2012-2013 [ARTICLE VIII, Section 8A]
DIRECTIONS: FILL OUT AND RETURN TO YOUR EVALUATING SUPERVISOR Time Portion of Supplemental Contract (C. 5): Pay for additional time beyond the base contract and normal workday will be granted. Part time employees will receive the full payment for each day regardless of FTE except in the case of shared contracts/job-shares. Supplemental work days will be scheduled for attendance at building or district directed in-service/staff development activities tied to the School Improvement Plan. I verify I was in attendance at the following mandatory supplemental work days or an alternate in-service activity approved by my evaluating supervisor [Total of five (5) days]: Note: Do not check a supplemental work day if you were on a leave. a) Building or district directed supplemental work days: _____ The day immediately before the first day of school _____ The October Professional Day or alternate in-service activity on ________________________ _____ The March Professional Day or alternate in-service activity on _________________________ _____ The District/Building In-service Day or alternate in-service activity on ___________________ b) Individually directed supplemental work day _____ Grade Preparation Day
Responsibility Portion of Supplemental Contract (C. 6): Pay for additional responsibilities or activities beyond the base contract and normal workday will be granted. Employees will receive 5.87% of their base contract except for part time employees who will receive a prorated portion based on their contracted FTE. [Indicate work performed by checking all that apply] _____ Preparation of the classroom or workspace before, after, and during the school year for quality instruction or support of instruction; _____ Preparation for and attendance at reasonable building activities outside of the workday, such as open houses, curriculum nights, parent education nights, school and community functions, and concerts; _____ Participation in self-reflection, goal setting, and related professional growth activities such as workshops, classes, conferences, seminars or research projects; _____ Maintain the District provided academic progress recording/reporting tool to ensure parents have access to current classroom progress. This information may or may not include grading updates. Content and intervals of update information will depend upon class assignments and instructional activity. _____ Fulfillment of basic contract expectations that fall outside the regular workday such as planning of instruction and curriculum, the evaluation of student work, the preparation of student assessments, the preparation of summative progress reports for timely distribution, participation in a reasonable and equitable number of IEP and Section 504 meetings, and communicating with parents and students. I, ______________________________________________________, verify that I have fulfilled the conditions of the (Please print your name)
TRI Supplemental contract signed for the 2009-10 school year for additional time, activities and responsibilities in accordance with the Collective Bargaining Agreement between the Richland School District and the Richland Education Association. This additional pay is for time, responsibilities or activities in addition to other activities that occurred outside the regular contract day for which I have already received compensation. ___________________________________________ ____________________________ ____________________ Employee’s Signature Employee Serial # Date _________________________________________________ _________________________ Evaluating Supervisor Signature Date _________________________________________________ _________________________ Superintendent or Designee’s Signature Date Revised September 7, 2009
Final Approval: August 30, 2012
Original – Payroll
Copy – Employee
Page 103
Teacher(s)--Principal Conflict Resolution Procedures Intent:
The intent of the Flow Chart and attached Procedures is to provide a process that will assist Teachers and Principals in their efforts to resolve conflicts and disputes at the lowest level possible, i.e. at the building. Most problems and issues can be dealt with and resolved by those individuals with the most at stake without involving the leadership at the District or REA level. It is not intended for all disputes to follow this process and District/REA Leadership can be requested at any time the parties believe that it would be impossible for them to resolve the dispute without additional assistance.
Step 1:
Teacher(s) and/or Principal identify an issue or area of concern.
Step 2:
Teacher(s) and Principal meet to attempt to resolve the issue. Both sides need to clearly identify the area(s) of concern; individuals or group impacted and determine if issue can be resolved within this context. Or Teacher(s) seek assistance from a Peer or REA Building Representative. Teacher(s) would take this step initially if they were uncomfortable, for whatever reason, meeting with the Principal without representation or support. Peer could be a “buddy” at their building or within the bargaining unit. Peer and/or Building Rep. could be asked to speak for the teacher(s) or provide emotional support at any meeting with the Principal.
Step 3:
Issue Resolved? If Yes, No further action would be needed. If No, Request Assistance from District and/or REA Leadership. District leaders would be Deputy Superintendent, Executive Director of HR and Executive Director of Student Services and three (3) REA leaders appointed by REA.
Step 4:
Issue Resolved? If Yes, No further action would be needed. If No, move to the Grievance Process outlined in the parties Collective Bargaining Agreement or request Outside Mediation.
Final Approval: August 30, 2012
Page 104
Teacher(s) – Principal Conflict Resolution Flow Chart Teacher(s) Concern
Principal Concern
Teacher(s) seek assistance from Peer or REA Building Rep.
Teacher(s) and Principal Meet to Resolve Issue
Issue Resolved? No
Yes
Request for Assistance from District and REA Leadership
Issue Resolved?
No Further Action
Yes
No Further Action
No
Grievance Process followed
Final Approval: August 30, 2012
Outside Mediation Requested
Page 105
Grievance Form A Notice of Grievance: ____________________________________Level
1
2
3
Grievant: _____________________________________________________________ Date of Formal Presentation: _____________________________________________ Affected Employee(s): __________________________________________________ Home Address: ________________________________________________________ Telephone: Home: ___________________ Best Time to call: __________________ E-Mail: _____________________________other than school if available Name or School: ______________________________________________________ School Phone: _______________________ Best Time to call: __________________ Affected Supervisor: __________________ Subject Area/Grade Level: ___________ Association Representative(s): ____________________________________________ Statement of Grievance ____________Contract of Grievance
_________Board Policy Grievance
Date Grievance Occurred: _________________________________________________ Board Policy’(s), Rule(s), Regulation(s), or Article and Section of Contract Allegedly Violated: ________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ Events Precipitating the Alleged Misinterpretation or Misapplication or Board Policy, Rule, Regulation, or Article and Section or Contract: _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ Specific Remedy Sought: ______________________________________________________ Signature of Grievant: ________________________________________________________
Distribution: Grievant Affected Supervisor REA Association President and/or designee Superintendent and/or designee
Final Approval: August 30, 2012
Page 106
Grievance Form B Notice of Grievance: ____________________________________Level
1 _ 2 _ 3
Grievant: _______________________________________________________________ Date of Formal Presentation: ________________________________________________ School: _________________________________________________________________ Decision of Affected Supervisor and Reasons Therefore: ________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________ ______________________________________________________________________________________ ___________________________________
Date of Decision: _____________________
_______________________________________
______________________________
Signature of Affected Supervisor
Date of Response
_______________________________________________ Signature of Grievant
____________________________________ Date
Distribution: Grievant Affected Supervisor REA Association President and/or designee Superintendent and/or designee
Final Approval: August 30, 2012
Page 107
WAIVER CHECKLIST A building plan requiring a waiver from the contract must: Compile a packet of information demonstrating building decision-making process Duplicate 5 copies of the packet – Two (2) for REA Three (3) for the administrative office Obtain signatures in the following order: 1) Deputy Superintendent of Instruction 3) REA President 4) Superintendent Is a state-waiver required by plan
______ Yes _________________Date ______ Not needed
STEPS FOR APPROVAL: By March 31 Present completed building packet to: Deputy Superintendent of Instruction REA president for presentation to REA Executive Board Richland School District Cabinet and REA Executive Board reviews packet for: Research – Past Practice Impact on other school sites Contract implications Resources required (i.e. personnel, equipment, training…) Consistency of decision-making process Timelines, duration period Level of support from staff, parents and community Evaluation processes Waiver request if approved goes to Superintendent. Final approval is granted by the Richland School Board and REA Representative Council
If disapproved It will be sent back to Deputy Superintendent of Instruction and building principal with suggestions/questions RSD WAIVER CHECKLIST: _____ Statement of purpose _____ Contract References _____ RCW’s and/or WAC’s Reference _____ Building decision-making process _____ Results of decision-making process to include: Vote percentages, forms used, numbers of interactions, signature sheets, parent and community communication represented and other pertinent data
_____ Associated costs caused by waiver Budget sheet
_____ Duration of the waiver _____ Evaluation Procedures Final Approval: August 30, 2012
Page 108
Final Approval: August 30, 2012
Page 109
Appendix D
Final Approval: August 30, 2012
Page 110
Washington State Certificated Salary Schedule 2012-2013 School Year
Years Service
BA+0
BA+15
BA+ 30
BA+45
BA+90
*BA+135
MA+0
MA+45
MA+90 PHD
0
$33,401
$34,303
$35,238
$36,175
$39,180
$41,116
$40,045
$43,051
$44,989
1
$33,851
$34,765
$35,712
$36,690
$39,727
$41,652
$40,490
$43,527
$45,452
2
$34,279
$35,202
$36,159
$37,212
$40,241
$42,186
$40,938
$43,966
$45,912
3
$34,720
$35,653
$36,620
$37,706
$40,729
$42,722
$41,363
$44,384
$46,377
4
$35,153
$36,127
$37,099
$38,224
$41,264
$43,271
$41,808
$44,849
$46,857
5
$35,600
$36,578
$37,561
$38,748
$41,777
$43,824
$42,261
$45,291
$47,339
6
$36,060
$37,017
$38,032
$39,279
$42,293
$44,352
$42,725
$45,740
$47,797
7
$36,868
$37,839
$38,868
$40,182
$43,241
$45,356
$43,594
$46,652
$48,768
8
$38,050
$39,074
$40,127
$41,550
$44,651
$46,844
$44,961
$48,063
$50,254
$40,353
$41,459
$42,933
$46,106
$48,373
$46,343
$49,518
$51,785
$42,806
$44,387
$47,602
$49,945
$47,798
$51,014
$53,356
11
$45,883
$49,169
$51,558
$49,295
$52,581
$54,969
12
$47,332
$50,777
$53,238
$50,850
$54,188
$56,650
13
$52,425
$54,959
$52,460
$55,836
$58,370
14
$54,081
$56,745
$54,117
$57,600
$60,157
15
$55,488
$58,221
$55,523
$59,098
$61,721
16+
$56,597
$59,385
$56,634
$60,279
$62,955
9 10
This column is for Grandfathered Staff Only!
*Total eligible credits must have been earned by December 31, 1991 (RCW 28A.150.410)
Final Approval: August 30, 2012
Page 111
or
2012-2013 CERTIFICATED SALARY SCHEDULE Includes Supplemental Stipend for Time & Responsibility Pay Years
0
1
2
3
4
5
6
7
8
9
BA + 0
BA + 15
BA + 30
BA + 45
BA + 90
BA + 135*
MA + 0
MA + 45
MA + 90/PHD
$33,401
$34,303
$35,238
$36,175
$39,180
$41,116
$40,045
$43,051
$44,989
$2,328 $928 $36,657
$2,391 $953 $37,647
$2,456 $979 $38,673
$2,521 $1,005 $39,701
$2,731 $1,088 $42,999
$2,866 $1,142 $45,124
$2,791 $1,112 $43,948
$3,001 $1,196 $47,248
$3,136 $1,250 $49,375
$33,851
$37,465
$35,712
$36,690
$39,727
$41,652
$40,490
$43,527
$45,452
$2,359 $940 $37,150
$2,611 $966 $41,042
$2,489 $992 $39,193
$2,557 $1,019 $40,266
$2,769 $1,104 $43,600
$2,903 $1,157 $45,712
$2,822 $1,125 $44,437
$3,034 $1,209 $47,770
$3,168 $1,263 $49,883
$34,279
$35,202
$36,159
$37,212
$40,241
$42,186
$40,938
$43,966
$45,912
$2,389 $952 $37,620
$2,454 $978 $38,634
$2,520 $1,004 $39,683
$2,594 $1,034 $40,840
$2,805 $1,118 $44,164
$2,940 $1,172 $46,298
$2,853 $1,137 $44,928
$3,064 $1,221 $48,251
$3,200 $1,275 $50,387
$34,720
$35,653
$36,620
$37,706
$40,729
$42,722
$41,363
$44,384
$46,377
$2,420 $964 $38,104
$2,485 $990 $39,128
$2,552 $1,017 $40,189
$2,628 $1,047 $41,381
$2,839 $1,131 $44,699
$2,978 $1,187 $46,887
$2,883 $1,149 $45,395
$3,094 $1,233 $48,711
$3,232 $1,288 $50,897
$35,153
$36,127
$37,099
$38,224
$41,264
$43,271
$41,808
$44,849
$46,857
$2,450 $976 $38,579
$2,518 $1,004 $39,649
$2,586 $1,031 $40,716
$2,664 $1,062 $41,950
$2,876 $1,146 $45,286
$3,016 $1,202 $47,489
$2,914 $1,161 $45,883
$3,126 $1,246 $49,221
$3,266 $1,302 $51,425
$35,600
$36,578
$37,561
$38,748
$41,777
$43,824
$42,261
$45,291
$47,339
$2,481 $989 $39,070
$2,549 $1,016 $40,143
$2,618 $1,043 $41,222
$2,701 $1,076 $42,525
$2,912 $1,160 $45,849
$3,055 $1,217 $48,096
$2,946 $1,174 $46,381
$3,157 $1,258 $49,706
$3,300 $1,315 $51,954
$36,060
$37,017
$38,032
$39,279
$42,293
$44,352
$42,725
$45,740
$47,797
$2,513 $1,002 $39,575
$2,580 $1,028 $40,625
$2,651 $1,056 $41,739
$2,738 $1,091 $43,108
$2,948 $1,175 $46,416
$3,091 $1,232 $48,675
$2,978 $1,187 $46,890
$3,188 $1,271 $50,199
$3,331 $1,328 $52,456
$36,868
$37,839
$38,868
$40,182
$43,241
$45,356
$43,594
$46,652
$48,768
$2,570 $1,024 $40,462
$2,637 $1,051 $41,527
$2,709 $1,080 $42,657
$2,801 $1,116 $44,099
$3,014 $1,201 $47,456
$3,161 $1,260 $49,777
$3,039 $1,211 $47,844
$3,252 $1,296 $51,200
$3,399 $1,355 $53,522
$38,050
$39,074
$40,127
$41,550
$44,651
$46,844
$44,961
$48,063
$50,254
$2,652 $1,057 $41,759
$2,723 $1,085 $42,882
$2,797 $1,115 $44,039
$2,896 $1,154 $45,600
$3,112 $1,240 $49,003
$3,265 $1,301 $51,410
$3,134 $1,249 $49,344
$3,350 $1,335 $52,748
$3,503 $1,396 $55,153
$40,353
$41,459
$42,933
$46,106
$48,373
$46,343
$49,518
$51,785
$2,813 $1,121 $44,287
$2,890 $1,152 $45,501
$2,992 $1,193 $47,118
$3,214 $1,281 $50,601
$3,372 $1,344 $53,089
$3,230 $1,287 $50,860
$3,451 $1,376 $54,345
$3,609 $1,488 $56,882
Final Approval: August 30, 2012
BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total
Page 112
10
11
12
13
14
15
16+
$42,806
$44,387
$47,602
$49,945
$47,798
$51,014
$53,356
$2,984 $1,189 $46,979
$3,094 $1,233 $48,714
$3,318 $1,322 $52,242
$3,481 $1,387 $54,813
$3,332 $1,328 $52,458
$3,556 $1,417 $55,987
$3,719 $1,482 $58,557
$45,883
$49,169
$51,558
$49,295
$52,581
$54,969
$3,198 $1,275 $50,356
$3,427 $1,366 $53,962
$3,594 $1,432 $56,584
$3,436 $1,369 $54,100
$3,665 $1,461 $57,707
$3,831 $1,527 $60,327
$47,332
$50,777
$53,238
$50,850
$54,188
$56,650
$3,299 $1,315 $51,946
$3,539 $1,410 $55,726
$3,711 $1,479 $58,428
$3,544 $1,413 $55,807
$3,777 $1,505 $59,470
$3,949 $1,574 $62,173
$52,425
$54,959
$52,460
$55,836
$58,370
$3,654 $1,456 $57,535
$3,831 $1,527 $60,317
$3,656 $1,457 $57,573
$3,892 $1,551 $61,279
$4,068 $1,621 $64,059
$54,081
$56,745
$54,117
$57,600
$60,157
$3,769 $1,502 $59,352
$3,955 $1,576 $62,276
$3,772 $1,503 $59,392
$4,015 $1,600 $63,215
$4,193 $1,671 $66,021
$55,488
$58,221
$55,523
$59,098
$61,721
$3,868 $1,541 $60,897
$4,058 $1,617 $63,896
$3,870 $1,542 $60,935
$4,119 $1,642 $64,859
$4,302 $1,714 $67,737
$56,597
$59,385
$56,634
$60,279
$62,955
$3,945 $1,572 $62,114
$4,139 $1,650 $65,174
$3,947 $1,573 $62,154
$4,201 $1,674 $66,154
$4,388 $1,749 $69,092
BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total BASE RESPONSIBILITY 6.39% TIME 5 DAYS Total
* Grandfathered Staff Only, Total Eligible Credits must have been earned by December 31, 1991 (RCW 28A.150.410)
Final Approval: August 30, 2012
Page 113
Appendix E
Final Approval: August 30, 2012
Page 114
Final Approval: August 30, 2012
Page 115
