detroit lakes public schools agenda regular school...

DETROIT LAKES PUBLIC SCHOOLS

AGENDA

REGULAR SCHOOL BOARD MEETING

Monday, October 14, 2013 – 6:30 P.M.

Administration Center

I. CALL TO ORDER

Present: _____________________________________________________________

Absent: ______________________________________________________________

II. APPROVAL OF AGENDA A. Agenda Approval. Approval of the Agenda for the October 14, 2013, Regular

School Board Meeting as presented (revise as necessary).

Motion by __________, seconded by __________, to approve the Agenda for the

October 14, 2013, Regular School Board Meeting. Vote: _______Yes

No_______

III. AUDIENCE A fifteen-minute time limit will be allowed for audience comment. It will be helpful if

those requesting audiences will inform either the Board Chairman or the Superintendent

prior to the meeting that you wish to address the Board.

IV. CONSENT AGENDA Motion by __________, seconded by __________, to approve the following consent

agenda items. Vote: _______Yes No_______

A. Approve the Minutes of the September 9, 2013, Regular School Board Meeting and

the September 23, 2013, Special School Board Meeting.

B. Approve District Bills.

C. Approve District Hand Payable Bills.

D. Approve Personnel Agenda Items.

E. Approve the Resolution for Assurance of Compliance with State and Federal Law

Prohibiting Discrimination. (Strategic Goal: Organizational Effectiveness)

F. Approve Contract for Mental Health Services with Stellher and Becker County

Human Services for the 2013-2014 school year. Strategic Goal: Learner Wellness

G. Adult Basic Education (ABE) Contract for the 2013-2014 school year.

H. Request from Detroit Lakes Principal’s Association to commence negotiations for

the 2013-2015 Principal’s Master Agreement.

I. Donations:

1) $4,713.34 ($1,686.34 for expenses incurred/$3,027.00 profit) for the QWERTY

Robotics Team from raffle tickets sold from the “Car Couch” built by the

QWERTY Robotics Team, from VFW Post 1676.

2) Yamaha Trombone valued at $750.00 and a Reynolds Trombone valued at

$50.00 for the Detroit Lakes High School Band Program from Cal Broughton.

V. NEW BUSINESS A. Resolution of School Board Support of Application to MSHSL Foundation. Item

V. A. is a Resolution of the School Board Supporting Form “A” Application to the

Minnesota State High School League Foundation. The administration recommends

the following motion. Strategic Goal: Learner Wellness

EDUCATIONAL

EXCELLENCE FOR ALL

~~~

The mission of the Detroit

Lakes Public Schools

is to nurture and develop

the full potential of all learners

in an environment where

lifelong learning is valued,

educational excellence is expected

and improvement is continuous.

~~~

Administration Center

702 Lake Avenue

P.O. Box 766

Detroit Lakes, MN 56502

218-847-9271

www.dl schools.net

SUPERINTENDENT

Doug Froke

BUSINESS MANAGER

Nancy Olson

BOARD MEMBERS

Terrie Boyd, Chair

326 Parkview Street


218-849-7774

Ladd Lyngaas, Vice-Chair

516 Riverwood Drive


218-847-9698

Brenda Muckenhirn, Clerk

15700 Ridgeview Lane East


218-847-3913

David Langworthy, Treasurer

18177 Willow Springs Road


218-846-0018

Dr. Thomas Seaworth, Director

20411 Oakland Beach Road


218-847-8434

Jackie Buboltz, Director

1564 East Shore Drive


218-847-4574

Motion by __________, seconded by __________, to adopt the Resolution of School Board Supporting Form

“A” Application to the Minnesota State High School League Foundation as recommended. Vote: _____Yes

No_____

B. Detroit Lakes Educational Support Professionals (DLESP) Master Agreement. Item V. B. is information

regarding the Detroit Lakes Educational Support Professionals (DLESP) Master Agreements 2011-2013 and

2013-2015 school years. The administration recommends the following motion.

Motion by __________, seconded by __________, to approve the Detroit Lakes Educational Support

Professionals (DLESP) Master Agreements for the 2011-2013 and 2013-2015 school years as recommended.

Vote: _____Yes No_____

C. Agreement for Cooperative Sponsorship. Item V. C. is an Agreement with the Frazee Public School District for

Cooperative Sponsorship of Gymnastics for the 2013-2015 school year. The administration recommends the

following motion. Strategic Goal: Learner Wellness

Motion by __________, seconded by __________, to approve the 2013-2015 Agreement with the Frazee Public

School District for Cooperative Sponsorship of Gymnastics as recommended. Vote: _____Yes No_____

VI. REPORTS A. Business Managers Report.

1) K-12 Treasurer’s Report.

Motion by __________, seconded by __________, to approve the K-12 Treasurer’s Report as presented.

Vote: _____Yes No _____

B. Project Oversight Committee Meetings. Item VII. B. is information from the Thursday, August 22, 2013,

Thursday, September 5, 2013, Project Oversight Committee (POC) Meetings. The administration recommends

the following motion.

Motion by __________, seconded by __________, to approve the Thursday, August 22, 2013, and Thursday,

September 5, 2013, Project Oversight Committee (POC) Meeting Minutes as presented. Vote: _____Yes

No_____

C. Finance Committee Meeting. Item VI. C. is information from the Tuesday, September 17, 2013, Finance

Committee Meeting update. The administration recommends the following motion.

Motion by __________, seconded by __________, to approve the Tuesday, September 17, 2013, Finance

Committee Meeting Minutes as presented. Vote: _____Yes No _____

D. Facilities Committee Meeting. Item VI. D. is information from the Friday, October 4, 2013, Facilities

Committee Meeting update. The administration recommends the following motion.

Motion by __________, seconded by __________, to approve the Friday, October 4, 2013, Facilities

Committee Meeting Minutes as presented. Vote: _____Yes No _____

E. Lane Change Committee Meeting. Item VI. E. is information related to the proposed 2013 October Lane

Change requests. The administration recommends the following motion.

Motion by __________, seconded by __________, to approve the 2013 October Lane Change requests as

presented. Vote: _____Yes No _____

F. Education/Community Education Director's Report:

Board Report summarizing Testing and Assessments; Curriculum, Community Education, and Early Childhood

Family Education/School Readiness. (Strategic Goal: Organizational Effectiveness)

Motion by __________, seconded by __________, to approve the 2012-2013 Annual Report on Curriculum,

Instruction, and Student Achievement as presented. Vote: _____Yes No _____

G. Superintendent’s Report:

1) October 2013 Enrollment Counts; World’s Best Workforce;

VII. RECOGNITIONS

A. Detroit Lakes FFA National Convention Honor - During the National FFA Convention 3 past Students

will be receiving the highest Degree an FFA member can receive which is the American Degree. Less

than 3% of FFA members receive this honor and Detroit Lakes FFA Chapter has three members they

are Nicole Schouviller, Katie Osowski, and Whitney Buck".

VIII. MEETINGS TO SCHEDULE A. Committee Meeting

IX. SUCCEEDING MEETINGS A. Chamber Sunrise Social 7:30 A.M. 10/11/2013 Administration Center

B. Finance Committee Meeting 6:00 P.M. 11/12/2013 Administration Center

C. November School Board Meeting 6:30 P.M. 11/12/2013 Administration Center

X. SUPERINTENDENT EVALUATION A. Close Meeting. At this time the Board will go into closed session to complete the evaluation of the

Superintendent. (Strategic Goal: Organizational Effectiveness)

Motion by __________, seconded by __________, that the Board close the meeting for the purpose of

evaluating the job performance of Superintendent Doug Froke. Vote: _____Yes No _____

B. Return to Open Meeting.

Motion by __________, seconded by __________, that the Board return to open session. Vote: _____Yes No

_____

XI. MEETING ADJOURNED Motion by ____________, seconded by ____________, to adjourn the meeting. Vote: _____Yes No_____

PERSONNEL AGENDA

October 14, 2013

1) Resignations:

Cindy Ortloff, ECFE Instructor, effective September 13, 2013.

Monica Arens, High School Concession Stand Lead Cook, effective September 17, 2013.

Steve Zamzo, Head Track Coach, effective August 29, 2013.

Vanessa Slotten, ECFE/SR School Readiness Paraprofessional and Sibling Care Provider, effective

September 19, 2013.

Jennifer Bush, Middle School Special Education Paraprofessional, effective September 27, 2013.

Brooke Bachmann, Special Education Administrative Assistant, effective October 31, 2013.

Jennifer Barberg, Rossman Elementary .6 Prep-Time Instructor, effective June 1, 2013.

Holley McCawley, Roosevelt Elementary Special Education Paraprofessional, effective July 16,

2013.

2) Retirement Resignation:

Kathryn Simison, Lead Instructor Detroit Lakes Adult Basic Education, effective December 31, 2013.

3) Appointments:

Vanessa Slotten, ECFE/SR Parent & Child Educator, at the rate of $27.50 per hour, working 10 to 20

hours per week, effective September 23, 2013.

Jennifer Lehmann, Middle School Special Education Paraprofessional, at the rate of $12.62 per hour,

working 5.75 hours per week, effective September 30, 2013.

Susan Grahn, Roosevelt Elementary Special Education Paraprofessional, at the rate of $12.62 per

hour, effective September 19, 2013.

Lisa McCloskey, ECFE/SR School Readiness Paraprofessional, at the rate of $12.62 per hour,

working up to 29.5 hours per week in combination with ECFE/SR Sibling Care Provider, effective

September 23, 2013.

Lisa McCloskey, ECFE/SR School Readiness Sibling Care Provider, at the rate of $10.25, working

up to 29.5 hours per week in combination with ECFE/SR School Readiness Paraprofessional,

effective September 23, 2013.

Alison Kirsch, ECFE/SR School Readiness Paraprofessional, at the rate of $12.62 per hour, working

up to 29.5 hours per week in combination with ECFE/SR Sibling Care Provider, effective September

23, 2013.

Alision Kirsch, ECFE/SR School Readiness Sibling Care Provider, at the rate of $10.25, working up

to 29.5 hours per week in combination with ECFE/SR School Readiness Paraprofessional, effective

September 23, 2013.

Danielle Moelter-Swangstue, Middle School Special Education Paraprofessional, at the rate of $12.62

per hour, working 5.75 hours per week, effective September 24, 2013.

Kathyrn Kallis, Roosevelt Elementary Title I Paraprofessional, at the rate of $12.62 per hour, working

3.0 hours per day, effective September 23, 2013.

Becky Mallow, Professional Learning Community Supervisor, at the rate of $12.55 per hour, working

.5 hours per week on Tuesdays, effective September 17 through May 22, 2014.

Ginny Klein, Professional Learning Community Supervisor, at the rate of $12.55 per hour, working .5

hours per week on Wednesdays, effective September 18 through May 22, 2014.

Deb Hallisey, Professional Learning Community Supervisor, at the rate of $12.55 per hour, working

.5 hours per week on Wednesdays, effective September 18 through May 22, 2014.

Pauline Tunheim, Professional Learning Community Supervisor, at the rate of $12.55 per hour,

working .5 hours per week on Tuesdays, effective September 17 through May 22, 2014.

Shayla Peterson, Assistant Girls’ Tennis Coach, at the rate of 7% of BA, Sept 1, or a total contract

amount of $2,326.38, effective August 12, 2013.

Mary Baumgart, High School Special Education Paraprofessional, at the rate of $12.77 per hour,

working 5.75 hours per day, effective October 14, 2013.

4) Amended Assignment:

Peter Sasso-Lundin, Teacher on Special Assignment – Interim ALC Coordinator, at the rate of

BA+90, Step 14, working 191 days which includes 14 days of extended employment, or a total

prorated contract amount of $66,785.25, effective August 19, 2013 through June 30, 2014.

5) Leave of Absence:

Amanda Peeters, Lincoln Education Center ECSE Instructor, requests a leave of absence, effective

approximately December 6, 2013 and returning March 3, 2014.

Debra Melgaard, Rossman Elementary Music Instructor, requests a leave of absence beginning

October 21, 2013 and continuing for approximately six weeks November 27, 2013.

6) Termination:

Rueben Penske, Recovery School Coordinator, effective October 1, 2013.

OFFICIAL PROCEEDINGS

SCHOOL BOARD OF INDEPENDENT SCHOOL DISTRICT NO. 22

BECKER AND OTTERTAIL COUNTIES, DETROIT LAKES, MINNESOTA 56501

Regular School Board Meeting

Monday, September 9, 2013 – 6:30 P.M.

School Administration Center

The Regular Meeting of the Board of Education held on Monday, September 9, 2013, was called to order at 6:34 P.M. by

Board Vice-Chair Ladd Lyngaas. Members present: Lyngaas, Langworthy, Muckenhirn, Buboltz, and Seaworth;

Member absent: Boyd.

Motion by Langworthy, seconded by Seaworth, to approve the Agenda for the September 9, 2013, Regular School Board

Meeting with the removal of Item VI. B. and the addition of V. C. Scheduling Public Meetings for the Bond Issue, as

recommended. Motion carried unanimously with members voting in favor: Lyngaas, Langworthy, Muckenhirn, Buboltz,

and Seaworth; and, members voting against: None.

Motion by Seaworth, seconded by Buboltz, to approve the following consent agenda as recommended. Motion carried

unanimously with members voting in favor: Lyngaas, Langworthy, Muckenhirn, Buboltz, and Seaworth; and, members

voting against: None.

A. Approve the Minutes of the August 13, Regular School Board Meeting as recommended.

B. Approve District K-12 Computer Checks 149368-149498 in the amount of $135,948.94. Hand Payable Checks

#149262-149271, 149274-149312, 149314-149323, 149325-149362, wire transfers #201408001, 201408002,

201408003, 201408004, 201408101, 201408102, 201408501, 201408502, 201408503, 201408504, 201408601,

201408602, in the amount of $782,519.96, for a total of $918,468.90, including the voiding of checks 149056,

149119, 149129, and 149151.

C. Approve District Hand Payable Checks #149501-149634 in the amount of $317,167.46.

D. Approve Personnel Agenda Items.

E. Acknowledge Fall Coaches for the 2013-2014 school year. (EXHIBIT)

F. Acknowledge Quarterly Statements of the Middle School and High School. (EXHIBIT)

G. Approve the Memorandum of Agreement between Independent School District #22 and Education Minnesota –

Detroit Lakes. (EXHIBIT)

H. Approve the Memorandum of Agreement between Independent School District #22 and the Detroit Lakes

Principals Association. (EXHIBIT)

I. Donations:

1) $150.00 for Rossman Elementary School from Julie Whitworth and the Microsoft Matching Gifts Program.

2) $1,484.00 for Detroit Lakes Public Schools from Arvig Enterprises, Inc.

The Superintendent provided information on Opening Day Enrollments noting kindergarten enrollments were exactly as

projected and enrollments were up by 36 students above the 2013 Spring end-of-year numbers. (EXHIBIT)

Motion by Langworthy, seconded by Seaworth, to approve the list of Election Judges appointed for the Tuesday,

November 5, 2013, Special Election as recommended. Motion carried unanimously with members voting in favor:

Lyngaas, Langworthy, Muckenhirn, Buboltz, and Seaworth; and, members voting against: None. (EXHIBIT)

Three Public Meetings regarding information on the Bond Election are scheduled as follows: Monday, September 23,

7:00 P.M.; Monday, October 7, 7:00 P.M.; and Monday, October 28, 7:00 P.M. The location of these meetings is yet to

be determined.

Motion by Muckenhirn, seconded by Seaworth, to approve the K-12 Treasurer’s Report as presented. Motion carried

unanimously with members voting in favor: Lyngaas, Langworthy, Muckenhirn, Buboltz, and Seaworth; and, members

voting against: None.

Education/Community Education Director Lowell Niklaus reported on the following topics: Testing and Assessments;

Curriculum; IPAD Initiative; and Community Education. (EXHIBIT)

Supt. Doug Froke reviewed the September 2013 Enrollment Counts; and MINNCAM visiting Detroit Lakes Public

Schools as a featured school on Thursday, September 26, 2013, to study the success of the Native American Student test

scores and educational practices contributing to their successful test results.

Board Vice-Chair Ladd Lyngaas recognized the following recognitions: Minnesota Elementary School Principals

Association (MESPA) “School of Excellence” Award for both Roosevelt and Rossman Elementary; and 2013 WEM

Foundation Outstanding Educator – Kelli Hanninen, Rossman Elementary Grade 5 Instructor.

A Lane Change Committee Meeting has been scheduled for 5:30 P.M. on Monday, October 14, 2013.

A Finance Committee Meeting has been scheduled for 7:00 A.M. on Tuesday, September 17, 2013.

Teacher Negotiation Committee Meeting has been scheduled for 7:00 A.M. on Monday, September 16, 2013.

Teacher Negotiation Meetings have been scheduled for the following: 6:00 P.M. on Wednesday, September 11, and 6:00

P.M. on Wednesday, September 18, 2013.

A Special School Board Meeting has been scheduled for 7:00 A.M. on Monday, September 23, 2013.

Board Vice-Chair Lyngaas announced upcoming meetings.

Motion by Seaworth, seconded by Muckenhirn, to adjourn the meeting at 7:10 P.M. Motion carried unanimously with

members voting in favor: Lyngaas, Langworthy, Muckenhirn, Buboltz, and Seaworth; and, members voting against:

None.

Respectfully submitted,


PERSONNEL AGENDA

September 9, 2013

1) Resignations:

Nicole Linn, Roosevelt Elementary Grade 3 Instructor, 9th Grade Girls’ Basketball, and Middle School Volleyball

Coach, effective August 13, 2013.

Tracy Vandal, Mahube Special Education Paraprofessional, effective August 14, 2013.

Cindy Knoll, ALC Food Server, effective August 13, 2013.

Jill Felt, Roosevelt Elementary Special Education Paraprofessional, effective August 14, 2013.

Craig Bahr, Assistant Boys’ Tennis Coach, effective August 1, 2013.

Donna Gustafson, Rossman Elementary Title I Paraprofessional and Noon Duty Supervisor, effective August 19,

2013.

Mia Withanachi, Rossman Elementary Special Education Paraprofessional, effective August 23, 2013.

2) Appointments:

Laura Standal, Roosevelt Elementary Grade 3 Instructor, at the rate of MA, Step 1, or a total contract amount of

$38,255.00, effective August 26, 2013.

Hilary Furuseth, 7/8th Grade Soccer Coach, at the rate of 4.5% of BA, Step 1, or a total contract amount of $1,495.53,

effective August 19, 2013.

Laura Blomseth, Roosevelt Elementary Title I Paraprofessional, at the rate of $12.62 per hour, working 3.0 hours per

day, effective September 3, 2013.

Laura Blomseth, Roosevelt Elementary Noon Duty Supervisor, at the rate of $12.55 per hour, working 2.0 hours per


Amanda Watson, Roosevelt Elementary Special Education Paraprofessional, at the rate of $12.62, working 5.75 hours

per day, effective September 3, 2013.

Whittney Risser, Middle School Special Education Paraprofessional, at the rate of $12.62 per hour, working 5.75

hours per day, effective September 3, 2013.

Emily Lange, Middle School Special Education Paraprofessional, at the rate of $12.62 working 5.75 hours per day,


Ann Marie Stewart, ALC/Drake English/Language Arts Instructor, at the rate of .85 of BA+60, Step 1, or a total

prorated contract amount of $32,516.75, effective August 26, 2013.

Kristi Joppru, Junior Varsity Girls’ Volleyball, at the rate of 9% of BA, Step 5, or a total contract amount of


Roberta Chatham, Middle School Music Instructor, at the rate of .5 MA+45, Step 7, or a total contract amount of


Kia Alton, 9th Grade Girls Volleyball Coach, at the rate of 7% of BA, Step 1, or a total contract amount of $2,326.38,


Shayla Peterson, High School Assistant Girls’ Tennis Coach, at the rate of 7% of BA, Step 1, or a total contract


Anna Olson, Middle School Volleyball Coach, at the rate of 4.5% of BA, Step 1, or a total contract amount of


Kelly Leiseth, Drake Special Education/Physical Education/Health Instructor, at the rate of BA, Step 1, or a total

contract amount of $33,234.00, effective August 27, 2013.

Lucas Holzhueter, Drake Science and Math Instructor, at the rate of .24 of BA, Step 1, or a total prorated contract

amount of $7,976.16, effective August 26, 2013

Lucas Holzhueter, ISP/ALC Science Instructor, at the rate of $27.50 per hour, working approximately 15 to 20 hours

per week, effective August 26, 2013.

Brad Carlson, ISP/ALC Mathematics Instructor, at the rate of $27.50 per hour, working approximately 15 to 20 hours

per week, effective August 26, 2013.

Vicki Johnson, ISP/ALC Health/Physical Education Instructor, at the rate of $27.50 per hour, working approximately

15 to 20 hours per week, effective August 26, 2013.

Tyia Patnaude, Middle School Special Education Paraprofessional, at the rate of $12.62 per hour, working 5.75 hours


Ashley Ness, Roosevelt Elementary Special Education Paraprofessional, at the rate of $12.62 per hour, working 5.75


Mary Edwards, High School Health Paraprofessional, at the rate of $12.62 per hour, working 3.0 hours per day,


Megan Schefter, Rossman Elementary Instructor, at the rate of .72 of BA, Step 1, or a total prorated contract amount

of $23,928.48, effective August 26, 2013.

Barbara Cihak, Walker Area Learning Center/Middle School Instructor, at the rate of .5 of BA+45, Step 7, or a total

prorated contract rate of $20,990.00, August 26, 2013.

Andrea LaDue, District Speech Assistant, at the rate of $18.09 per hour, working 8 hours per day, 166 days per year,


Reuben Penske, ALC Recovery School Coordinator, at the rate of $27.00 per hour, working 20 hours per week,


Barbara Cihak, Walker ALC/Middle School Instructor, at the rate of .5 of BA+45, Step 7, or a total prorated contract


Dana Motschenbacher, ESL (English as a Second Language) Instructor, at the rate of .8 of BA, Step 1, or a total

prorated contract amount of $25,990.38, effective September 3, 2013.

Kia Alton, 9th Grade Girls’ Volleyball Coach, at the rate of 7% of BA, Step 1, or a total contract amount of $2,326.38,


Kristy Branson, Rossman Elementary Title I Paraprofessional, at the rate of $12.62 per hour, working 3.0 hours per


Kristi Branson, Rossman Elementary Noon Duty Supervisor, at the rate of $12.55 per hour, working 1.25 hours per


Kristi Branson, Rossman Elementary Bus Duty Paraprofessional, at the rate of $12.62 per hour, working 1.0 hours per


Angela Hunnel, Middle School Special Education Paraprofessional, at the rate of $12.62 per hour, working 5.75 hours


Amy Knopf, High School Business and Professional Association Coach, at the rate of $600.00, effective September 3,

2013.

Hayley Nelson, Mahube Special Education Paraprofessional, at the rate of $12.62 per hour, working 7.0 hours per

day, Monday through Thursday, effective September 9, 2013.

Gabrielle Newman, Rossman Elementary Title I Paraprofessional, at the rate of $12.62 per hour, working 3.0 hours


Gabrielle Newman, Rossman Elementary Noon Duty Supervisor, at the rate of $12.55 per hour, working 2.0 hours per


Samantha Peterson, Middle School Special Education Paraprofessional, at the rate of $12.62 per hour, working 5.75


Megan Small, Rossman Elementary Title I Paraprofessional, at the rate of $12.62 per hour, working 2.0 per day,


Megan Small, Rossman Elementary Noon Duty Supervisor, at the rate of $12.55 per hour, working 1.75 hours per


Megan Small, Rossman Elementary Bus Paraprofessional, at the rate of $12.62 per hour, working .5 hours per day,


Allison Hochstetler, Rossman Elementary Title I Paraprofessional, at the rate of $12.62 per hour, working 3.0 hours


Allison Hochstetler, Rossman Elementary Noon Duty Supervisor, at the rate of $12.55 per hour, working 2.0 hours


Lora Senske, Rossman Elementary Special Education Paraprofessional, at the rate of $12.62 per hour, working 2.5


Carrie Cornwell, Community Education/ECFE Administrative Assistant, at the rate of $13.24 per hour, working 20

hours per week Community Education and 9.7 hours per week ECFE, or a total of 1,270 hour per year, effective

September 11, 2013.


Danielle Schmitz, Middle School 7th Grade Social Studies Instructor, requests a leave of absence beginning

approximately January 2, 2014 continuing through May 23, 2014.

Cathy Bosch, Middle School Special Education Paraprofessional, requests a leave of absence from September 3, 2013

through December 2, 2013.

Kim Guck, Rossman Elementary Special Education Paraprofessional, requests a leave of absence from September 3,

2013 through December 2, 2013.

Diane Pederson, Lincoln Education Center ECSE Instructor, one-year leave of absence, effective for the 2013-2014

school year.

4) Amended Assignment:

Lisa Weber, ALC Director to High School Principal, at the daily rate of $495.66, working 225 days, for a total

prorated contract amount of $98,140.68, effective August 19, 2013.

Kathleen Hassenstab, Rossman Elementary Noon Duty Supervisor, removing Special Education Paraprofessional

assignment, working 2.0 hours per day, at the rate of $12.55 per hour, effective September 3, 2013.

Kristen Wass, Rossman Elementary Title I Paraprofessional to Rossman Special Education Paraprofessional, at the

rate of $12.62 per hour, increasing her schedule to 5.75 hours per day, effective September 3, 2013.

OFFICIAL PROCEEDINGS

SCHOOL BOARD OF INDEPENDENT SCHOOL DISTRICT NO. 22

BECKER AND OTTERTAIL COUNTIES, DETROIT LAKES, MINNESOTA 56501

Special School Board Meeting

Monday, September 23, 2013 – 7:00 A.M.

School Administration Center

The Special Meeting of the Board of Education held on Monday, September 23, 2013, was called to order at 7:01 A.M. by

Board Chair Terrie Boyd. Members present: Langworthy, Boyd, Lyngaas, Muckenhirn, and Seaworth. Members absent:

Buboltz.

Motion by Lyngaas, seconded by Muckenhirn, to approve the Agenda for the September 23, 2013, Special School Board

Meeting removing Item V. Superintendent Evaluation and scheduling a Facilities Committee Meeting. Motion carried with

members voting in favor: Langworthy, Boyd, Lyngaas, Muckenhirn, and Seaworth; and, members voting against: None.

Motion by Langworthy, seconded by Muckenhirn, to approve the Consent Agenda for the September 23, 2013, Special

School Board Meeting. Motion carried with members voting in favor: Langworthy, Boyd, Lyngaas, Muckenhirn, and

Seaworth; and, members voting against: None.

A. Approve Personnel Agenda Items.

B. Approve a Memorandum of Agreement with Education Minnesota – Detroit Lakes and Independent School District #22.

(EXHIBIT)

Motion by Seaworth, seconded by Langworthy, to approve the “Maximum” 2014-2015 Proposed Property Tax Levy as

presented. Motion carried with members voting in favor: Langworthy, Boyd, Lyngaas, Muckenhirn, and Seaworth; and,

members voting against: None. (EXHIBIT)

A Facilities Committee Meeting has been scheduled - 7:00 A.M. on Friday, October 4, 2013.

Motion by Muckenhirn, seconded by Seaworth, to adjourn the meeting – 7:18 A.M. Motion carried with members voting in

favor: Langworthy, Boyd, Lyngaas, Muckenhirn, and Seaworth; and, members voting against: None.

Respectfully submitted,


PERSONNEL AGENDA

September 23, 2013

1) Resignations:

Christine Lembke, Lincoln Education Center Special Education Paraprofessional, effective September 5, 2013.

Amanda Watson, Roosevelt Elementary Special Education Paraprofessional, effective September 12, 2013.

Samantha Peterson, Middle School Special Education Paraprofessional, effective September 16, 2013.

Mary Edwards, Middle School Breakfast Server, effective September 20, 2013.

2) Appointments:

Amanda Swanson, Long-Term Substitute High School Special Education Instructor for Kristi Ritter, as per provisions of

the Long-Term Substitute Agreement, effective August 26 through December 20, 2013.

Sara Boeckel, Roosevelt Elementary Title I Paraprofessional, at the rate of $12.62 per hour, working 3.0 hours per day,


Anthony Meester, Middle School/Roosevelt Elementary Custodian IV, at the rate of $11.70 per hour, working 4.0 hours

per day, (3.0 hours at Middle School and 1.0 hour at Roosevelt) one week the start of school and one week after the end

of the school year, effective September 11, 2013.

Jennifer Bush, Middle School Special Education Paraprofessional, at the rate of $12.62 per hour, working 5.75 hours per


Sue Lewis, High School/Rossman Special Education Administrative Assistant, at the rate of $12.14 per hour, working

5.0 hours per day, effective August 19, 2013.

Brooke Bachmann, District Special Education Administrative Assistant, at the rate of $12.14 per hour, working 5.0 hours

per day, effective August 19, 2013.

Jack Kippen, Rossman/Middle School Title I Paraprofessional, at the rate of $12.62 per hour, working 3.0 hours per day,


Jack Kippen, Rossman Elementary Bus Paraprofessional, at the rate of $12.62 per hour, working 2.0 hours per day,


Colleen Feran, Rossman Elementary Special Education Paraprofessional, at the rate of $12.62 per hour, working 5.75

hour per day, effective September 6, 2013.

Cathy Buchholz, ALC Food Server, at the rate of $13.05 per hour, working 1.0 hour per day, effective September 3,

2013.

Dawn Kozitka, Rossman Elementary Noon Duty Supervisor, at the rate of $12.55 per hour, working .75 hours per day,


Laurelyn Ask, Title VII Tutor, at the rate of BA, Step 13, working 459 hours per year, or a total prorated contract amount

of $15,298.47, effective September 3, 2013.

Laurelyn Ask, Title VII Paraprofessional, at the rate of $14.11 per hour, working 2.75 hours per day, 428.40 hours per

year, effective September 3, 2013.

Rachel Bartee Middle School Directed Study Paraprofessional, at the rate of $12.62 per hour, working 3.5 hours per day,


Rachel Bartee, Middle School Noon Duty Supervisor, at the rate of $12.55 per hour, working 1.75 hours per day,



Amy Tervola-Hultberg, Roosevelt Elementary Title I/Reading/Math Interventionist, effective approximately Mid-

November and continuing for 12-weeks.

4) Sixth Class Assignment:

Lisa Conzemius, High School Mathematics Instructor, to teach a sixth class for 2013 Fall Semester, at the rate of

$1,460.00, effective September 3, 2013.

5) Out-of-State Travel Request:

Trescha Mitchell, High School Agriculture Education Instructor and FFA Advisor, requests permission for the her and

FFA students to attend the National FFA Convention in Louisville, Kentucky to be held Tuesday, October 29 through

Sunday, November 2, 2013.

DATE: October 14, 2013 TO: Board of Education FROM: District Bargaining Committee –Brenda Muckenhirn, Doug Froke, Nancy Olson, Melissa

Lunak SUBJECT: Detroit Lakes Educational Support Professionals (DLESP) Master Agreement for

Contract Years 2011-13 and 2013-15

The District Bargaining Committee for the DLESP Master Agreement is recommending the ratification of the Master Agreements. The 2011-13 contract represents the first ratified agreement for this bargaining group.

For the 2011-13 contract, pay and fringe benefit package change for the DLESP employee group is as follows:

Contract incorporates the Recognition of Exclusive Representative, School District Rights, Employee Rights, Rates of Pay, Group Insurance, Leaves of Absence, Hours of Service and Duty Year, Workshops, Discipline, Discharge, and Probationary Period, Reduction in Force, Grievance Procedure, and Duration

3.21% for 2011-12 and 1.59% for 2012-13 increase to annual base wage schedules

Two –year total package increase of 4.92%

For the 2013-15 contract, pay and fringe benefit package change for the DLESP employee group is as follows:

3.15% for 2013-14 and 2.37% for 2014-15 increase to annual base wage schedules

Two –year total package increase of 5.75%

Pay and fringe benefits are retroactive to July 1, 2011 or July 1, 2013 (as appropriate) for employees in the DLESP bargaining unit.

Copies of the Master Agreements for 2011-13 and/or 2013-15 are attached for your review.

Recommend approval.

CC: Sue Eidenschink Kathy Owens Kathy Boelter

Master Agreement

Between

Independent School District No. 22

Detroit Lakes, Minnesota

and

Education Minnesota-Detroit Lakes Educational

Support Professionals

July 1, 2011 through June 30, 2013

2

TABLE OF CONTENTS

Page

ARTICLE I PURPOSE 4

ARTICLE II RECOGNITION OF EXCLUSIVE REPRESENTATIVE 4

Section 1. Recognition 4

Section 2. Appropriate Unit 4

Section 3. Employee Classifications 4

ARTICLE III DEFINITIONS 4

Section 1. Terms and Conditions of Employment 4

Section 2. Description of Appropriate Unit 4

Section 3. District or School District 4

Section 4. Regular Employee 5

Section 5. Overtime Pay 5

Section 6. Other Terms 5

ARTICLE IV SCHOOL DISTRICT RIGHTS 5

Section 1. Inherent Managerial Rights 5

Section 2. School Board Responsibilities 5

Section 3. Effect of Laws, Rules, and Regulations 5

Section 4. Reservation of Managerial Rights 5

ARTICLE V EMPLOYEE RIGHTS 5

Section 1. Right to Views 5

Section 2. Right to Join 5

Section 3. Request for Dues Checkoff 6

Section 4. Fair Share Fee 6

Section 5. Union Business 6

Section 6. Personnel Files 7

Section 7. Vacancy Postings 7

Section 8. Notice of Change to Position 7

Section 9. Distribution of Contract 7

Section 10. Mileage Reimbursement 7

Section 11. Physical Item Reimbursement 7

Section 12. Notice of Assignment 7

ARTICLE VI RATES OF PAY 7

Section 1. Rates of Pay 7

Section 2. Withholding Salary Advancement 8

ARTICLE VII GROUP INSURANCE 8

Section 1. Selection of Carrier 8

Section 2. Health and Hospitalization Insurance – Single Coverage 8

Section 3. Health and Hospitalization Insurance – Family Coverage 8

Section 4. Term Life Insurance 9

Section 5. Income Protection Insurance 9

Section 6. Claims Against the School District 9

Section 7. Duration of Insurance Contributions 9

Section 8. Eligibility 9

ARTICLE VIII LEAVES OF ABSENCE 9

Section 1. Sick Leave 9

Section 2. Workers’ Compensation 10

Section 3. Bereavement Leave 10

Section 4. Family and Medical Leave (FMLA) 10

Section 5. Child Care Leave 10

Section 6. Jury Service 11

Section 7. Legal Proceedings 11

3

TABLE OF CONTENTS, CON’T Page

Section 8. Personal Leave 11

Section 9. Military Leave 11

Section 10. Long-Term Leave 11

Section 11. Other Unpaid Leave 11

Section 12. Insurance Application 12

Section 13. Credit 12


ARTICLE IX HOURS OF SERVICE AND DUTY YEAR 12

Section 1. Basic Work Week 12

Section 2. Basic Work Year 12

Section 3. Part-time Employees 12

Section 4. Work Schedules 12

Section 5. Lunch Period 12

Section 6. School Closing 12

Section 7. Extended Hours 12

ARTICLE X WORKSHOPS 13

Section 1. Workshop Compensation 13

ARTICLE XI. DISCIPLINE, DISCHARGE, AND PROBATIONARY PERIOD 13

Section 1. Probationary Period 13

Section 2. Probationary Period; Change of Classification 13

Section 3. Completion of Probationary Period 13

Section 4. Discipline 13

Section 5. Benefit Accrual 14

ARTICLE XII REDUCTION IN FORCE 14

Section 1. Seniority 14

Section 2. Placement on Seniority List 14

Section 3. Filling Vacancies/Transfers 14

Section 4. Layoff Procedure 14

Section 5. Recall Procedure 15

ARTICLE XIII GRIEVANCE PROCEDURE 15

Section 1. Application 15

Section 2. Definitions 15

Section 3. Step I Employee and Immediate Supervisor 16

Section 4. Step II Exclusive Representative and District Representative 16

Section 5. Step III Official of Exclusive Rep. and Chief Adm. of District 16

Section 6 Step IV Arbitration 16

Section 7. Election of Remedies and Waiver 17

ARTICLE XIV DURATION 17

Section 1. Terms and Reopening Negotiations 17

Section 2. Effect 17

Section 3. Finality 18

Section 4. Severability 18

SIGNATURES 18

APPENDIX A Wage Schedules 19

4

ARTICLE I

PURPOSE

This Agreement is entered into between Independent School District No. 22, Detroit Lakes,

Minnesota, hereinafter referred to as the District or the School District, Education Minnesota-Detroit

Lakes Educational Support Professionals (DLESP), hereinafter referred to as the exclusive representative,

pursuant to and in compliance with the Minnesota Public Employment Labor Relations Act of 1971, as

amended, hereinafter referred to as PELRA, to provide the terms and conditions of employment for

Paraprofessionals for the duration of this Agreement.

ARTICLE II

RECOGNITION OF EXCLUSIVE REPRESENTATIVE

Section 1. Recognition: In accordance with PELRA, the School District recognizes DLESP, as

the exclusive representative for Paraprofessionals employed by the School District, which exclusive

representative shall have those rights and duties as prescribed by PELRA and as described in this

Agreement.

Section 2. Appropriate Unit: The exclusive representative shall represent all such employees of

the School District as defined in ARTICLE III, Section 2. below and PELRA and in certification by the

Commissioner of the Minnesota Bureau of Mediation Services (BMS) Case Number 11PCE0769: All

paraprofessionals employed by Independent School District No. 22, Detroit Lakes, Minnesota, who are

public employees within the meaning of Minn. Stat. 179A.03, subd 14, excluding supervisory and

confidential employees.

Section 3. Employee Classifications: The classification of employees represented by this

agreement are: Educational Assistants, Certified Occupational Therapy Assistants (COTA), Speech

Assistants, Language Facilitators.

ARTICLE III

DEFINITIONS

Section 1. Terms and Conditions of Employment: The term, “terms and conditions of

employment,” means the hours of employment, the compensation therefore including fringe benefits

except retirement contributions or benefits other than School District payment of, or contributions to,

premiums for group insurance coverage of retired employees or severance pay, and the School District’s

personnel policies affecting the working conditions of the employees. “Terms and conditions of

employment” is subject to the provisions of PELRA.

Section 2. Description of Appropriate Unit: For purposes of this Agreement, the word/term,

“DLESP,” shall mean all persons in the appropriate unit employed by the School District in such

classifications excluding the following: confidential employees, supervisory employees, essential

employees, part-time employees whose services do not exceed the lesser of fourteen (14) hours per week

or thirty-five percent (35%) of the normal work week in the employee’s bargaining unit, employees who

hold positions of a temporary or seasonal character for a period not in excess of sixty-seven (67) working

days in a calendar year unless those positions have already been filled in the same calendar year and the

cumulative number of days in the same position by all employees exceeds sixty-seven (67) calendar days

in that year, and emergency employees.

Section 3. District or School District: For purposes of administering this Agreement, the

word/term, “District/School District,” shall mean the School Board or its designated representative(s).

5

Section 4. Regular Employee: Is an employee who meets the definition in Article III, Section 2

of this agreement.

Section 5. Overtime Pay: Overtime pay is calculated and paid on hours worked over 40 hours

per week.

Section 6. Other Terms: Terms not defined in this Agreement shall have those meanings as

defined by PELRA.

ARTICLE IV

SCHOOL DISTRICT RIGHTS

Section 1. Inherent Managerial Rights: The exclusive representative recognizes that the School

District is not required to meet and negotiate on matters of inherent managerial policy, which include, but

are not limited to, such areas of discretion or policy as the functions and programs of the School District,

its overall budget, utilization of technology, the organizational structure, and selection and direction and

number of personnel.

Section 2. School Board Responsibilities: The exclusive representative recognizes the right and

obligation of the School Board to efficiently manage and conduct the operation of the School District

within its legal limitations and with its primary obligation being to provide educational opportunities for

the students of the School District.

Section 3. Effect of Laws, Rules, and Regulations: The exclusive representative recognizes that

all employees covered by this Agreement shall perform the services prescribed by the School Board and

by School Board rules, regulations, directives, and orders, issued by properly designated officials of the

School District. The Union also recognizes the right, obligation, and duty of the School District to

promulgate rules, regulations, directives, and orders, from time to time, as deemed necessary by the

School Board, insofar as such rules, regulations, directives, and orders are not inconsistent with the terms

of this Agreement, and all provisions of this agreement are subject to the laws of the state of Minnesota,

federal laws, rules and regulations of the MN Department of Education (MDE), and valid rules,

regulations and orders of state and federal governmental agencies. Any provision of this Agreement

found to be in violation of any such laws, rules, regulations, directives or orders shall be null and void and

without force and effect.

Section 4. Reservation of Managerial Rights: The foregoing enumeration of rights and duties

shall not be deemed to exclude other inherent managerial rights and managerial functions not expressly

reserved, and all managerial rights and managerial functions not expressly delegated in this Agreement

are reserved to the School District.

ARTICLE V

EMPLOYEE RIGHTS

Section 1. Right to Views: Pursuant to PELRA, nothing contained in this Agreement shall be

construed to limit, impair, or affect the right of any employee or his/her representative to the expression

or communication of a view, grievance, complaint, or opinion regarding any matter related to the

conditions or compensation of public employment or their betterment, so long as the same is not designed

to and does not interfere with the full, faithful, and proper performance of the duties of employment or

circumvent the rights of the exclusive representative.

Section 2. Right to Join: Pursuant to PELRA, employees shall have the right to form and join

labor or employee organizations and shall have the right not to form and join such organizations.

6

Employees in an appropriate unit shall have the right, by secret ballot, to designate an exclusive

representative for the purpose of negotiating grievance procedures and the terms and conditions of

employment for such employees.

Section 3. Request for Dues Checkoff: The exclusive representative shall be allowed dues

checkoff for its members, provided that dues checkoff and the proceeds thereof shall not be allowed to

any exclusive representative that has lost its right to dues checkoff pursuant to PELRA. Upon receipt of a

properly executed authorization card of the employee involved, the School District will deduct from the

employee’s paycheck the dues that the employee has agreed to pay to the exclusive representative in nine

(9) equal installments, beginning with the last pay period in September. If hired after October 1, dues will

be deducted from the last check of every month beginning with the first month of hire.

Section 4. Fair Share Fee: In accordance with PELRA, any employee included in the appropriate

unit who is not a member of the exclusive representative may be required by the exclusive representative

to contribute a fair share fee for services rendered as exclusive representative. The fair share fee for any

employee shall be in an amount equal to the regular membership dues of the exclusive representative, less

the cost of benefits financed through the dues and available only to members of the exclusive

representative, but in no event shall the fee exceed eighty-five percent (85%) of the regular membership

dues.

The exclusive representative shall provide written notice of the amount of the fair share fee

assessment and the name of each employee to be assessed to the School District and the written notice of

the amount to each employee to be assessed the fair share fee.

A challenge by an employee or by a person aggrieved by the assessment shall be filed in writing

with the Commissioner of the BMS (Commissioner), the School District, and the exclusive representative

within thirty (30) days after the receipt of the written notice. All challenges shall specify those portions

of the assessment challenged and the reasons therefore, but the burden of proof relating to the amount of

the fair share fee shall be on the exclusive representative. The School District shall deduct the fee from

the earnings of the employee and transmit the fee to the exclusive representative within thirty (30) days

after the written notice was provided, or, in the event a challenge is filed, the deductions for a fair share

fee shall be held in escrow by the School District pending a decision by the Commissioner or a court.

Any fair share fee challenge shall not be subject to the grievance procedure.

The exclusive representative hereby warrants and covenants that it will defend, indemnify, and

save the School District harmless from any and all actions, suits, claims, damages, judgments, and

executions or other forms of liability, liquidated or unliquidated, which any person may have or claim to

have, now or in the future, arising out of or by reason of the deduction of the fair share fee specified by

the exclusive representative as provided in this Agreement.

Section 5. Union Business:

Subd. 1. Days: The District will grant up to 3 days total per year for the unit, with pay

and without discrimination to employees, designated by the Union, to attend a labor

convention or to perform other official Union business as may be reasonably required.

The union will pay the cost of the substitute employee whether one is hired or not for the

absence or absences.

Subd. 2. No Reduction in Pay: A deduction shall not be made from the pay of a building

representative when directly involved in meetings with management relating to the

administration of this agreement during working hours.

7

Section 6. Personnel Files: All evaluations and contents of the official personnel file relating to

each individual member shall be available for review and/or copy during regular District business hours

by each member upon the member’s twenty-four (24) hour advance written request. A representative of

the Union may, at the member’s request, accompany the member in this review. An employee shall

have the right to submit for inclusion in the file written information in response to any material

contained therein. The member shall have the right to reproduce any of the contents of the file at the

member’s expense.

Section 7. Vacancy Postings: Notices of position openings shall be posted on the District’s

website and at a prominent location at the District Office.

Section 8. Notice of Change to Position: All changes or notices to a position under this

Agreement involving a change in classification, change in total hours, notice of layoff, and leaves of

absences shall be given in writing within ten (10) working days of the approval of the School Board.

Changes in hours of less than thirty (30) days in duration do not require this notice.

Section 9. Distribution of Contract: The ratified contract will be placed on the District website

for access by employees. Upon ratification of the 2011-2013 contract, the District will provide the

Exclusive Representative with enough copies of the Master Agreement for each member. The

Exclusive Representative will distribute the contract to its members. New hires will be provided the

opportunity to view the Master Agreement online before official employment is accepted.

Section 10. Mileage Reimbursement: Employees classified as itinerants will be paid mileage

when using personal vehicle when required to travel from site to site to perform their duties during their

regular district assigned scheduled hours. The school district will reimburse employees the mileage rate

consistent with board policy and IRS regulations governing tax exempt travel reimbursement. In order

to receive mileage reimbursement, the employee must receive prior approval to travel and upon such

approval and subsequent travel, submit a completed mileage log on a monthly basis to the district office

for approval. Definition: An itinerant is an employee, who is assigned by the district either as an

original part of their duties or assigned at a later date and within the scope and responsibility of their

assigned position, must travel to more than one site to perform the duties of that position. Mileage is

paid if there is a fifteen (15) minute or less gap between the assignments covered by this agreement

necessitating the travel.

Section 11. Physical Item Reimbursement: The School District agrees to repair and/or replace

damage to glasses that occur as a result of the performance of duties in working directly with students.

The employee will fill out an incident report regarding the incident that caused the damage and submit

it with a voucher, within two (2) business days of the occurrence, to the building administrator. The

employee will be reimbursed up to seventy-five dollars ($75.00) for the repair and may only request

reimbursement one time during their employment in the District.

Section 12. Notice of Assignment: The District will provide each employee with a Notice of

Assignment for the upcoming school year, subject to change, two weeks prior to the start of the school

year under normal circumstances.

ARTICLE VI

RATES OF PAY

Section 1. Rates of Pay:

8

Subd. 1. 2011- 2013 Rates of Pay: The wages and salaries reflected in Schedule A,

attached hereto, shall be a part of the Agreement for the period commencing July 1, 2011,

to June 30, 2013.

Subd. 2. Status of Salary Schedule: For the duration of this Agreement, advancement on

any salary schedule shall be subject to the terms of this Agreement. In the event a

successor Agreement is not entered into prior to the expiration of this Agreement, an

employee shall be compensated according to the current rate until a successor Agreement

is fully ratified. Contingent upon the collective bargaining process, retro-pay and changes

in pay rates are effective upon ratification of a new contract.

Subd. 3. Step Movement: For employees who are eligible for step movement, steps will

be granted for 2011-12 and 2012-13 according to schedule A.

Subd. 4. Initial Placement: The initial step placement on the salary schedule will be

determined by the School District.

Subd. 5. Work Outside Assignment: An employee working outside her/his assignment

area, as assigned by the District, will be compensated at the rate for the job assignment or

at their normal rate of pay whichever is higher.

Section 2. Withholding Salary Advancement: An individual employee’s salary advancement is

subject to the right of the School Board to withhold salary increases for good and sufficient grounds.

ARTICLE VII

GROUP INSURANCE

Section 1. Selection of Carrier: The selection of the insurance carrier and policy shall be made

by the School District as provided by law.

Section 2. Health and Hospitalization Insurance – Single Coverage: The School District shall

contribute a sum not to exceed $467.38 per month prorata (based on 2080 hours) in 2011-12 and prorata

(based on 2080 hours) in 2012-13 toward the premium for individual coverage for each eligible employee

employed by the School District who qualifies for and is enrolled in single coverage in the School

District’s group health and hospitalization insurance plan. Any additional cost of the premium shall be

borne by the employee and paid by payroll deduction.

Section 3. Health and Hospitalization Insurance – Family Coverage: The School District shall

contribute a sum not to exceed $958.14 per month prorata (based on 2080 hours) toward the premium for

family coverage for each eligible employee employed by the School District who qualifies for and is

enrolled in family coverage in the School District’s group health and hospitalization insurance plan. Any

additional cost of the premium shall be borne by the employee and paid by payroll deduction.

Subd. 1: Married District Employees: For employees who are married to other District

employees, the district contribution shall not exceed one family coverage contribution.

Subd. 2: Proration of District Contribution: For the purposes of calculating the proration

of district contributions for employees, the following formula applies: the district

contribution is equal to the product of multiplying the district contribution as shown as

shown in Sections 2 & 3 above by a fraction, the numerator of which is the number of

hours the employee is scheduled to work per year and the denominator of which is 2080,

9

(e.g. 1,328/2080 = 63.85 percent). The district’s contribution would be equivalent to

63.85% of the contribution stated in Section 2 or 3 above.

Section 4. Term Life Insurance: District shall pay for the premium necessary to provide $50,000

in term life insurance for each employee employed by the District, who qualifies for and is enrolled in the

District's term life insurance plan. The amount of life insurance reduces by the specified amount as noted

in the life insurance plan document each year, upon the employee’s attainment of age 65. Upon

termination of employment, all District contributions shall cease.

Section 5. Income Protection Insurance: The School District will provide a long-term disability

program and the employee shall pay the full premium for coverage. All eligible employees will

participate, and payment will be made through payroll deduction. The maximum benefit will be equal to

two-thirds of the employee’s annual pay to an annual maximum of $27,000. If income protection

payments are made while accumulated unused sick leave is still being drawn, then, to the extent permitted

by the insurance policy, the employee may, at the employee’s option, continue to draw accumulated sick

leave not to exceed the difference between disability income payments and full pay or may take disability

income payments and stop using accumulated sick leave, in which event the unused accumulated sick

leave shall remain available to the employee.

Section 6. Claims Against the School District: The School District’s only obligation is to

purchase an insurance policy and pay such amounts as agreed to in this Agreement, and no claim shall be

made against the School District as a result of a denial of insurance benefits by an insurance carrier.

Section 7. Duration of Insurance Contributions: An employee is eligible for School District

contribution as provided in this article as long as the employee is employed by the School District, on

paid status, and enrolled in the School District’s group health and hospitalization insurance plan. Upon

termination of employment, all School District contributions shall cease.

Section 8. Eligibility: A regular employee is eligible for Article VII benefits whose regular work

schedule is thirty (30) or more hours per week. Eligibility is subject to any limitations contained in the

contract between the insurance carrier and the School District.

ARTICLE VIII

LEAVES OF ABSENCE

Section 1. Sick Leave:

Subd. 1. Earning: Employees working less than thirty (30) hours a week shall earn five

(5) days of sick leave each regular school year of employment by the District. Employees

working more than thirty (30) hours a week shall earn 15 days of sick leave each regular

school year of employment by the School District. Sick leave shall accrue monthly as it is

earned on a proportionate basis to the employee’s work year.

Subd. 2. Accumulation: Employees scheduled to work less than thirty (30) hours a week

may accumulate unused sick leave to a maximum of seven (7) days. Employees

scheduled to work more than thirty (30) hours a week may accumulate unused sick leave

to a maximum of 115 days.

Subd. 3. Use: Sick leave with pay shall be allowed whenever an employee’s absence is

found to have been due to the employee’s illness and/or disability which prevented

his/her attendance at school and performance of duties on that day or days. Employees

may use sick leave for absences due to an illness of or injury to the employee’s dependent

10

child under the age of 18 for such reasonable periods as the employee’s attendance to the

child may be necessary on the same terms that the employee is able to use sick leave

benefits for his/her own illness or injury. Sick leave may also be used in accordance with

Minnesota Statute 181.9413 and/or Federal Law.

Subd. 4. Medical Certificate: The School District may require an employee to furnish a

medical certificate from a qualified physician as evidence of illness and/or disability

pursuant to this section, indicating such absence was due to illness and/or disability, in

order to qualify for sick leave pay. However, the final determination as to the eligibility

of an employee for sick leave is reserved to the School District. In the event that a

medical certificate will be required, the employee will be so advised.

Subd. 5. Deduction: Sick leave allowed shall be deducted from the accumulated sick

leave days earned by the employee.

Subd. 6. Approval: Request, use and approval for sick leave pay shall be made only

upon the employee submitting the appropriate district leave request.

Section 2. Workers’ Compensation: Pursuant to M.S. Chapter 176, an employee injured on the

job in the service of the School District and collecting workers’ compensation insurance may draw sick

leave and receive full wages from the School District, the wages to be reduced by an amount equal to the

insurance payments, and only that fraction of the days not covered by insurance will be deducted from

accrued sick leave.

Section 3. Bereavement Leave: Up to four (4) days of paid leave may be allowed for death in an

employee’s immediate family. “Immediate family” is defined as the employee’s spouse, child, parent,

parent-in-law, brother, sister, or other relative who was living in the same household as the employee.

One (1) day of paid leave may be allowed for death of an employee’s grandparents, aunts, uncles,

grandchildren, spouse’s siblings, sons-in-law, daughters-in-law. Requests for bereavement leave must be

made by submitting the appropriate district leave request stating the descendant’s name and relationship

to employee. Bereavement leave is separate from sick leave.

Section 4. Family and Medical Leave (FMLA): Family and Medical Leave shall be granted in

accordance with governing state and Federal Law and district policy.

Section 5. Child Care Leave:

Subd. 1. Use: A child care leave may be granted by the School District, subject to the

provisions of this section, to one (1) employee-parent of a natural or adopted infant child,

provided such employee-parent is caring for the child on a full-time basis.

Subd. 2. Request: An employee making application for child care leave shall complete

the District ‘Leave Request Form’ at least three (3) calendar months when possible

before commencement of the intended leave. Completed form should be forwarded to the

building administrator/supervisor.

Subd. 3. Medical Statement: In the case of pregnancy, an employee will provide, at the

time of the leave application, a statement from the attending physician indicating the

expected date of delivery.

11

Subd. 4. Duration: In making a determination concerning the commencement and

duration of a child care leave, the School Board shall not, in any event unless required

under FMLA, be required to:

(1.) grant any leave more than eight (8) weeks in duration;

(2.) permit the employee to return to employment prior to the date designated in

the request for child care leave.

When a child care leave begins or ends within 5 days of a break, the District may adjust

the proposed beginning or ending date of the child care leave so that the dates of the

leave are coincident with some natural break in the school year, i.e, winter break,

semester break or quarter break, end of a grading period, or end of the school year.

Subd. 5. Reinstatement: An employee returning from child care leave shall be reinstated

in a position, in the same classification they held previously, for which he/she is qualified

unless discharged or laid off prior to the return date.

Subd. 6. Failure to Return: Failure of the employee to return pursuant to the date

determined under this section shall constitute grounds for termination unless the School

District and the employee mutually agree in writing to an extension of the leave.

Subd. 7. Salary and Fringe Benefits: Leave under this section shall be without pay or

fringe benefits, unless the employee is eligible for sick leave use such as a child care

leave occasioned by the pregnancy of the employee then of which all or a portion of the

leave may qualify for use of available sick leave. A medical statement is required for use

of sick leave under this provision which contains the specific dates of incapacity.

Section 6. Jury Service: An employee who serves on jury duty shall be granted the day or days

necessary as stipulated by the court to discharge this responsibility without any salary deduction or loss of

basic leave allowance. The compensation received for jury duty service shall be remitted to the School

District. An employee called to jury duty must submit the appropriate district leave request. Travel

expenses received in connection with jury duty shall remain with the employee.

Section 7. District Legal Proceedings: Employees attending a legal proceeding as required by the

courts or the district to testify on school related issues will not lose any daily pay.

Section 8. Personal Leave: The district may grant to an employee whose regular schedule is 30

or more hours per week, (1) day per year for tending to personal business that cannot be conducted on

non-school days. Requests for this leave shall be made by submitting the appropriate district leave

request a minimum of five (5) working days previous to the leave requested date. Unused personal leave

days will be forfeited at the end of the school year.

Section 9. Military Leave: Military leave shall be granted pursuant to applicable law.

Section 10. Long-Term Leave: An employee who has at least Five (5) years of employment in

the unit may, upon written request, be granted a leave of absence of one (1) month or longer without pay

with the approval of the District. The granting of this leave is at the discretion of the District.

Section 11. Other Unpaid Leave: Employees may be granted unpaid leave for unforeseen

12

circumstances or other personal reasons at the sole discretion of the District. Each request is subject to

approval based on the individual circumstances of the request.

Section 12. Insurance Application: An employee on unpaid leave is eligible to continue to

participate in group insurance programs if permitted under the insurance policy provisions. The

employee shall pay the entire premium for such insurance commencing with the beginning of the leave

and shall pay to the School District the monthly premium in advance, except as otherwise provided under

FMLA. In the event the employee is on paid leave from the School District under Section 1. above or

supplemented by sick leave pursuant to Section 2. above, the School District will continue insurance

contributions as provided in this Agreement until sick leave is exhausted. Thereafter, the employee must

pay the entire premium for any insurance retained.

Section 13. Credit: An employee who returns from unpaid leave shall retain their step on the

salary schedule that they were on at the time the leave began. Any leave benefits which had accrued at

the time the leave began are retained if not used during the leave. However, no pay or leave benefits will

accrue during the leave of absence. For seniority purposes only, the employee will retain their original

hire date when they return from an approved leave.

Section 14. Eligibility: Leave benefits provided in this article shall apply to all regular

employees as specified in the Master Agreement.

ARTICLE IX

HOURS OF SERVICE AND DUTY YEAR

Section 1. Basic Work Week: The employee’s basic work week shall be prescribed by the

School District.

Section 2. Basic Work Year: The employee’s basic work year shall be prescribed by the School

District.

Section 3. Part-time Employees: The School District reserves the right to employ such

employees as it deems desirable or necessary on a part-time or casual basis.

Section 4. Work Schedules: All employees will be assigned work schedules as determined by

the School District.

Section 5. Lunch Period: Employees may be provided an unpaid duty-free lunch period as

determined by the School District. Any employee who has been assigned a lunch period, may be directed

by the District to work during all or a portion of his/her lunch break due to emergencies, medical issues,

or other unforeseen circumstances and shall be paid for the time that he/she is working. The District

reserves the right to modify the length, availability and/or time of lunch periods as needs change.

Employees who work during all or a portion of their lunch period must submit a “Time Correction Form”

to report the correction on their payroll timesheet.

Section 6. School Closing: In the event that the employee has reported to work during their

regularly scheduled time and thereafter the announcement for school closure is made, due to a storm or

other emergency, the employee shall receive pay for the hours worked that day or one hour whichever is

greater. When said school closing has been called by the School District, the employee shall be permitted

to leave their place of employment at such time as all school buses carrying children have departed

Section 7. Extended Hours: The School District agrees to pay the hourly rate for extended hours

worked by the employee that are approved in advance by administration. For example, employees who

13

are requested to participate in student IEP meetings, extended day field trips, or other pre-approved

activities outside their normal working hours shall be compensated for that time at their regular rate of

pay up to forty (40) hours by submitting a payroll timesheet, and at the rate of time and one-half for any

hours worked over 40 hours per week.

ARTICLE X

WORKSHOPS

Section 1. Workshop Compensation: Workshops recommended by the District and approved by

the Superintendent shall be paid by the School District according to School District policy. If approved

workshops take place during regular scheduled work hours, the employee shall receive full wages for the

hours that the employee would have been regularly scheduled to work. All expenses associated with

attendance at a workshop will be reimbursed by the District including but not limited to: mileage, meals,

fees, lodging.

ARTICLE XI

DISCIPLINE, DISCHARGE, AND PROBATIONARY PERIOD

Section 1. Probationary Period: An employee shall serve a probationary period of six (6) months

of active and continuous service, excluding summer break, in the School District, during which time the

School District shall have the unqualified right to suspend without pay, discharge, or otherwise discipline

such employee. During this probationary period, the employee shall have no recourse to the grievance

procedure insofar as suspension, discharge, or other discipline is concerned. However, a probationary

employee shall have the right to bring a grievance regarding any other provisions of the Agreement

alleged to have been violated. Any separation of employment and subsequent rehire of an employee

results in a new six (6) month probationary period if the separation occurred as a result of a resignation or

termination of employment. In the event of layoff and subsequent re-hire within twelve (12) months of

layoff date the probationary period will resume where it left off.

Section 2. Probationary Period; Change of Classification: In addition to the initial probationary

period, an employee transferred or promoted to a different classification shall serve a new probationary

period of three (3) calendar months in any such new classification. During this three (3)-month

probationary period, if the School District determines that the employee’s performance in the new

classification is unsatisfactory, the School District shall have the right to reassign the employee to the

former classification.

Section 3. Completion of Probationary Period: An employee who has completed the

probationary period may be suspended without pay or discharged only for just cause.

Section 4. Discipline: The School District shall have the right to impose discipline on its

employees for just cause. Discipline shall consist of: Oral reprimand, written discipline, suspension with

pay, suspension without pay, and discharge. The School District reserves the right to impose discipline at

any level as determined by the School District based upon the circumstances surrounding the action. A

conference between the employee and his/her supervisor shall be held prior to the imposition of written

discipline, suspension with pay, suspension without pay, or discharge. All written discipline, suspension

with pay, suspension without pay, and discharge is subject to the grievance procedure. The District agrees

to inform employees of their right to Union representation prior to initiating discipline with the exception

of oral reprimand. When possible, the District agrees to advise the Union of any discharge or suspension

and the reasons therefore prior to such action if requested by employee.

14

Section 5. Benefit Accrual: All leave benefits for which the employee is entitled to shall accrue

to the employee during the probationary period.

ARTICLE XII

REDUCTION IN FORCE

Section 1. Seniority: The parties recognize the principle of seniority, within job classification, in

the application of this Agreement concerning reduction in force. An employee on layoff shall retain

seniority and the right to recall for a period of twelve (12) consecutive months after the date of layoff.

Section 2. Placement on Seniority List: An employee who after successfully completing his/her

probationary period of employment shall be placed on appropriate job classification seniority list as of

the first date of employment in the unit. Each employee will be classified in one of the following

classifications:

1 COTA

2 Language Facilitator

3 Speech Assistant

4 Educational Assistants

Subd. 1. Definition: "Seniority" shall mean length of service with the District as a full-

time or part-time employee, as defined under PELRA, with the date of record being the

first date of employment in the unit.

Subd. 2. Seniority While On Leave: Seniority shall continue during approved leaves of

absence from the District.

Subd. 3. Maintenance of Seniority List: The School District shall maintain ongoing

seniority lists by job classification of current unit employees and publish it annually.

Subd. 4. Rights Forfeiture: An employee shall lose all seniority rights for the following

reasons:

(1) Voluntary resignation

(2) Discharge for cause

(3) Failure to respond in writing within fifteen (15) work days after being notified of

recall by certified mail, return receipt requested, unless due to actual illness or

accident (the District may require substantiating proof of illness or accident).

(4) Layoff for a continuous period of more than twelve (12) consecutive months.

Section 3. Filling Vacancies/Transfers: Employees may apply for job vacancies and transfers

that are covered by this agreement and may be considered provided the employee is fully qualified to

perform the duties and responsibilities of the available vacancy. Transferred or reassigned employees

shall be placed in the new positions for a trial period up to ninety (90) school calendar days. This cannot

be used to extend a probationary period of employment. In the event the employee does not successfully

pass the trial period at the discretion of the District, such employee shall be given his/her former position

and pay without loss of seniority.

Section 4. Layoff Procedure: If the District decides a reduction of the staff is necessary, the

following procedure for layoff shall be applied:

15

Subd. 1. Order of Layoff: Lay-off of employees will be based upon inverse order of

seniority with the last employee hired on the classification seniority list being the first to

be laid off.

Subd. 2. Displaced Employee: A senior employee whose position is discontinued may

displace the least senior employee within their classification provided the employee is

fully qualified to perform the duties and responsibilities of that position. This procedure

shall also apply to any employee displaced by a more senior employee.

Subd. 3. Tie in Seniority: In the event of a tie in seniority, the order of layoff will be

determined by the last four digits of the Social Security number with the highest number

having most seniority.

Subd. 4. Notice of Layoff: Notice of such layoffs shall be given two (2) weeks before

the scheduled layoff, except in cases of emergency. Employees resigning their position

shall provide at least a two (2) week notice to the employer, except in case of emergency.

Subd. 5. Recall Period: An employee laid off shall be placed on the recall list for a

period of twelve (12) consecutive months.

Section 5. Recall Procedure: The District shall recall the last employee laid off from the

applicable classification seniority list provided that such employee is fully qualified to perform the duties

and responsibilities of the available position and assignment.

Subd. 1. Response to Notice of Recall: The employee must respond to the offer of recall

in writing to the human resources office by certified mail within fifteen (15) work days of

the postage date or be removed from the recall list.

Subd. 2. Recall Rights: An employee who does not accept a recall notice of the same

number of hours or more than possessed at the time of layoff, forfeits any future recall

rights and will be removed from the recall list. Recall notices of less than the number of

hours held at the time of layoff may be declined and the employee will maintain recall

rights to the next available position from the applicable classification list for twelve (12)

consecutive months from the date of the layoff. If recalled employee accepts a lesser

hour position(s), they will forfeit any remaining hours previously assigned.

Subd. 3. Reinstatement Wage: An employee recalled or reinstated shall be placed on the

salary schedule in effect at the time of recall at the same step held at the time of layoff.

Subd. 4. Notice of Recall: Any notice of recall to an employee who has been laid off

shall be made by certified mail to the last known address of such laid off employee.

ARTICLE XIII

GRIEVANCE PROCEDURE

Section 1. Application: This grievance procedure shall be applicable whenever a public employer

and the exclusive representative of public employees cannot reach agreement on a grievance procedure as

required by Minnesota Statutes 179A.20, Subd. 4. 2

Section 2. Definitions:

Grievance. "Grievance" means a dispute or disagreement as to the interpretation or

16

application of any term or terms of any specific provision of this Agreement.

Days. "Days" mean calendar days excluding Saturday, Sunday and legal holidays as

defined by Minnesota Statutes.

Service. "Service" means personal service or by certified mail.

Reduced to Writing. "Reduced to writing" means a concise statement outlining the nature

of the grievance, the provision(s) of the Agreement in dispute, and the relief requested.

Small Group of Employees. "Small group of employees" means a group of employees

consisting of five (5) or less.

Answer. "Answer" means a concise response outlining the District's position on the

grievance.

Section 3. Step I. Employee and Immediate Supervisor: Whenever any employee or group of

employees has a grievance, the employee shall meet on an informal basis with the grievant’s immediate

supervisor in an attempt to resolve the grievance within twenty (20) days after the grievance occurred or

twenty (20) days after the employee(s), through the use of reasonable diligence, should have had

knowledge of the occurrence that gave rise to the grievance. If the grievance is not resolved within

fifteen (15) days of the first informal meeting, the grievance may be reduced to writing by the exclusive

Representative and served upon the District's designate (see Step II). Service must be made within fifteen

(15) days of the last informal meeting. The District shall, within five (5) days of receipt of the written

grievance, serve his/her answer upon the exclusive Representative. In the event the exclusive

Representative refused to process the grievance, the employee(s) may proceed with the grievance and, if

he/she/they so chooses, may select a designee to represent him/her/them.

Section 4. Step II. Exclusive Representative and District Representative: The District's

representative shall meet with the exclusive Representative (or in the appropriate case, employee(s) or

their designee) within seven (7) days after receipt of the written grievance. The parties shall endeavor to

mutually resolve the grievance. If a resolution of the grievance results, the terms of that resolution shall

be written on or attached to the grievance and shall be signed by all parties. If no agreement is reached

within fifteen (15) days of the first Step II meeting, the exclusive Representative (or in the appropriate

case, employee(s) or their designee), if he/she elects to proceed with the grievance, must proceed with

Step III by serving a proper notification on the appropriate Step III official(s). The notification shall

contain a concise statement indicating the intention of the party to proceed with the grievance, an outline


Section 5. Step III. Official of Exclusive Representative and Chief Administrator of District: The

District, its chief administrator, or its principle representative, shall meet with the designated official of

the exclusive Representative (or in the appropriate case, employee(s) or their designee) within ten (10)

days after receiving notice of intention to proceed with the grievance pursuant to Step II. If resolution of

the grievance results, the parties shall reduce the resolution to writing and sign the memorandum as

provided in Step II. If the parties are unable to reach agreement within ten (10) days after the first Step III

meeting, either party may request arbitration by serving a written notice on the other party of its intention

to proceed with the arbitration.

Section 6. Step IV. Arbitration: The District and the employee representative shall endeavor to

select a mutually acceptable arbitrator to hear and decide the grievance. If the District and the employee

representative are unable to agree on an arbitrator, they may request from the BMS a list of arbitrators,

and the selection process shall be made pursuant to the rules and regulations of BMS.

17

The arbitrator shall not have the power to add to, subtract from, or to modify in any way the terms of the

existing Agreement.

The decision of the arbitrator shall be final and binding on all parties to the dispute unless the decision

violates any provision of the laws of Minnesota or rules or regulations promulgated thereunder, or

municipal charters or ordinances or resolutions enacted pursuant thereto, or which causes a penalty to be

incurred thereunder. The decision shall be issued to the parties by the arbitrator, and a copy shall be filed

with the Bureau of Mediation Services, State of Minnesota.

Processing of all grievances shall be during the normal workday whenever possible, and employees shall

not lose wages due to their necessary participation. For purposes of this paragraph, employees entitled to

wages during their necessary participation in a grievance proceeding are as follows:

a. The number of employees equal to the number of persons participating in the grievance

proceeding on behalf of the District; or

b. If the number of persons participating on behalf of the District is less than three, three

employees may still participate in the proceedings without loss of wages.

The parties, by mutual written agreement, may waive any step and extend any time limits in a grievance

procedure. However, failure to adhere to the time limits may result in a forfeiture of the grievance, or, in

the case of the District, be deemed a denial of the grievance as outlined in the last statement by the

exclusive Representative or employee.

The provisions of this grievance procedure shall be severable, and if any provision or paragraph thereof or

application of any such provision or paragraph under any circumstance is held invalid, it shall not affect

any other provision or paragraph of this grievance procedure or the application of any provision or

paragraph thereof under different circumstances.

Section 7. Election of Remedies and Waiver: A grievant instituting any action, proceeding or

complaint in a federal or state court of law, or before an administrative tribunal, federal agency, state

agency, or seeking relief through any statutory process for which relief may be granted, the subject matter

of which may constitute a grievance under this Agreement, shall immediately thereupon waive any and all

rights to pursue a grievance under this article. Upon instituting a proceeding in another forum as outlined

herein, the employee shall waive his/her right to initiate a grievance pursuant to this article, or if the

grievance is pending in the grievance procedure, the right to pursue it further shall be immediately

waived.

ARTICLE XIV

DURATION

Section 1. Terms and Reopening Negotiations: This Agreement shall remain in full force and

effect for a period commencing upon the date of its execution, except as otherwise stated in the contract,

through June 30, 2013, and shall continue in full force and effect from year to year thereafter until a new

contract is in place. If either party desires to modify or amend this Agreement commencing at its

expiration, it shall give written notice of such intent to the other party no later than ninety (90) days prior

to said expiration. Unless otherwise mutually agreed, the parties shall not commence negotiations more

than ninety (90) days prior to the expiration date of this Agreement.

Section 2. Effect: This Agreement constitutes the full and complete Agreement between the

School District and the exclusive representative. The provisions of this Agreement relating to terms and

conditions of employment supersede any and all prior Agreements, resolutions, practices, and School

18

District policies, rules, or regulations concerning terms and conditions of employment inconsistent with

these provisions. Nothing in this Agreement shall be construed to obligate the School District to continue

or discontinue existing or past practices or prohibit the School District from exercising all management

rights, functions, and prerogatives, except insofar as this exercise would be in express violation of any

term or terms of this Agreement.

Section 3. Finality: Any matters relating to the current Agreement term, whether or not referred

to in this Agreement, shall not be open for negotiation during the term of this Agreement unless otherwise

mutually agreed to in writing.

Section 4. Severability: In the event that any provision of this Agreement shall, at any time, be

declared invalid by any court of competent jurisdiction or by government law, regulations or decree,

such decision shall not invalidate the entire Agreement; it being the express intention of the parties

hereto that all other provisions not declared invalid shall remain in full force and effect.

IN WITNESS WHEREOF, the parties have executed this Agreement as follows:

For EMDLESP: For the School District:

_____________________________________ ___________________________________

President School Board Chair

_____________________________________ ___________________________________

Secretary School Board Clerk

Dated this ____ day of ___________, 20___. Dated this ____ day of ___________, 20___.

19

APPENDIX A

WAGE SCHEDULE

2011-2012

Step Educational Assist. Noon Duty COTA/Language Facil./Speech Assist.

1 $12.62 $12.62 18.09

2 $13.20 $13.20 18.81

3 $13.59 $13.59 19.53

4 $14.11 $14.11

5 $14.40 $14.40

2012-2013

Step Educational Assist. Noon Duty COTA/Language Facil./Speech Assist.

1 $12.62 $12.62 18.09

2 $13.20 $13.20 18.81

3 $13.59 $13.59 19.58

4 $14.11 $14.11

5 $14.45 $14.45

Master Agreement

between

Independent School District No. 22

Detroit Lakes, Minnesota

and

Education Minnesota- Detroit Lakes Educational

Support Professionals

July 1, 2013 through June 30, 2015

2

TABLE OF CONTENTS

Page

ARTICLE I PURPOSE 4

ARTICLE II RECOGNITION OF EXCLUSIVE REPRESENTATIVE 4

Section 1. Recognition 4

Section 2. Appropriate Unit 4

Section 3. Employee Classifications 4

ARTICLE III DEFINITIONS 4

Section 1. Terms and Conditions of Employment 4

Section 2. Description of Appropriate Unit 4

Section 3. District or School District 4

Section 4. Regular Employee 5

Section 5. Overtime Pay 5

Section 6. Other Terms 5

ARTICLE IV SCHOOL DISTRICT RIGHTS 5

Section 1. Inherent Managerial Rights 5

Section 2. School Board Responsibilities 5

Section 3. Effect of Laws, Rules, and Regulations 5

Section 4. Reservation of Managerial Rights 5

ARTICLE V EMPLOYEE RIGHTS 5

Section 1. Right to Views 5

Section 2. Right to Join 5

Section 3. Request for Dues Checkoff 6

Section 4. Fair Share Fee 6

Section 5. Union Business 6

Section 6. Personnel Files 7

Section 7. Vacancy Postings 7

Section 8. Notice of Change to Position 7

Section 9. Distribution of Contract 7

Section 10. Mileage Reimbursement 7

Section 11. Physical Item Reimbursement 7

Section 12. Notice of Assignment 7

ARTICLE VI RATES OF PAY 7

Section 1. Rates of Pay 7

Section 2. Withholding Salary Advancement 8

ARTICLE VII GROUP INSURANCE 8

Section 1. Selection of Carrier 8

Section 2. Health and Hospitalization Insurance – Single Coverage 8

Section 3. Health and Hospitalization Insurance – Family Coverage 8

Section 4. Term Life Insurance 9

Section 5. Income Protection Insurance 9

Section 6. Claims Against the School District 9

Section 7. Duration of Insurance Contributions 9


ARTICLE VIII LEAVES OF ABSENCE 9

Section 1. Sick Leave 9

Section 2. Workers’ Compensation 10

Section 3. Bereavement Leave 10

Section 4. Family and Medical Leave (FMLA) 10

Section 5. Child Care Leave 10

Section 6. Jury Service 11

Section 7. Legal Proceedings 11

3

TABLE OF CONTENTS, CON’T Page

Section 8. Personal Leave 11

Section 9. Military Leave 11

Section 10. Long-Term Leave 11

Section 11. Other Unpaid Leave 12

Section 12. Insurance Application 12

Section 13. Credit 12


ARTICLE IX HOURS OF SERVICE AND DUTY YEAR 12

Section 1. Basic Work Week 12

Section 2. Basic Work Year 12

Section 3. Part-time Employees 12

Section 4. Work Schedules 12

Section 5. Lunch Period 12

Section 6. School Closing 12

Section 7. Extended Hours 13

ARTICLE X WORKSHOPS 13

Section 1. Workshop Compensation 13

ARTICLE XI. DISCIPLINE, DISCHARGE, AND PROBATIONARY PERIOD 13

Section 1. Probationary Period 13

Section 2. Probationary Period; Change of Classification 13

Section 3. Completion of Probationary Period 13

Section 4. Discipline 13

Section 5. Benefit Accrual 14

ARTICLE XII REDUCTION IN FORCE 14

Section 1. Seniority 14

Section 2. Placement on Seniority List 14

Section 3. Filling Vacancies/Transfers 14

Section 4. Layoff Procedure 14

Section 5. Recall Procedure 15

ARTICLE XIII GRIEVANCE PROCEDURE 15

Section 1. Application 15

Section 2. Definitions 15

Section 3. Step I Employee and Immediate Supervisor 16

Section 4. Step II Exclusive Representative and District Representative 16

Section 5. Step III Official of Exclusive Rep. and Chief Adm. of District 16

Section 6 Step IV Arbitration 16

Section 7. Election of Remedies and Waiver 17

ARTICLE XIV DURATION 17

Section 1. Terms and Reopening Negotiations 17

Section 2. Effect 18

Section 3. Finality 18

Section 4. Severability 18

SIGNATURES 18

APPENDIX A Wage Schedules 19

4

ARTICLE I

PURPOSE

This Agreement is entered into between Independent School District No. 22, Detroit Lakes,

Minnesota, hereinafter referred to as the District or the School District, Education Minnesota-Detroit

Lakes Educational Support Professionals (DLESP), hereinafter referred to as the exclusive representative,

pursuant to and in compliance with the Minnesota Public Employment Labor Relations Act of 1971, as

amended, hereinafter referred to as PELRA, to provide the terms and conditions of employment for

Paraprofessionals for the duration of this Agreement.

ARTICLE II

RECOGNITION OF EXCLUSIVE REPRESENTATIVE

Section 1. Recognition: In accordance with PELRA, the School District recognizes DLESP, as

the exclusive representative for Paraprofessionals employed by the School District, which exclusive

representative shall have those rights and duties as prescribed by PELRA and as described in this

Agreement.

Section 2. Appropriate Unit: The exclusive representative shall represent all such employees of

the School District as defined in ARTICLE III, Section 2. below and PELRA and in certification by the

Commissioner of the Minnesota Bureau of Mediation Services (BMS) Case Number 11PCE0769: All

paraprofessionals employed by Independent School District No. 22, Detroit Lakes, Minnesota, who are

public employees within the meaning of Minn. Stat. 179A.03, subd 14, excluding supervisory and

confidential employees.

Section 3. Employee Classifications: The classification of employees represented by this

agreement are: Educational Assistants, Certified Occupational Therapy Assistants (COTA), Speech

Assistants, Language Facilitators.

ARTICLE III

DEFINITIONS

Section 1. Terms and Conditions of Employment: The term, “terms and conditions of

employment,” means the hours of employment, the compensation therefore including fringe benefits

except retirement contributions or benefits other than School District payment of, or contributions to,

premiums for group insurance coverage of retired employees or severance pay, and the School District’s

personnel policies affecting the working conditions of the employees. “Terms and conditions of

employment” is subject to the provisions of PELRA.

Section 2. Description of Appropriate Unit: For purposes of this Agreement, the word/term,

“DLESP,” shall mean all persons in the appropriate unit employed by the School District in such

classifications excluding the following: confidential employees, supervisory employees, essential

employees, part-time employees whose services do not exceed the lesser of fourteen (14) hours per week

or thirty-five percent (35%) of the normal work week in the employee’s bargaining unit, employees who

hold positions of a temporary or seasonal character for a period not in excess of sixty-seven (67) working

days in a calendar year unless those positions have already been filled in the same calendar year and the

cumulative number of days in the same position by all employees exceeds sixty-seven (67) calendar days

in that year, and emergency employees.

Section 3. District or School District: For purposes of administering this Agreement, the

word/term, “District/School District,” shall mean the School Board or its designated representative(s).

5

Section 4. Regular Employee: Is an employee who meets the definition in Article III, Section 2

of this agreement.

Section 5. Overtime Pay: Overtime pay is calculated and paid on hours worked over 40 hours

per week.

Section 6. Other Terms: Terms not defined in this Agreement shall have those meanings as

defined by PELRA.

ARTICLE IV

SCHOOL DISTRICT RIGHTS

Section 1. Inherent Managerial Rights: The exclusive representative recognizes that the School

District is not required to meet and negotiate on matters of inherent managerial policy, which include, but

are not limited to, such areas of discretion or policy as the functions and programs of the School District,

its overall budget, utilization of technology, the organizational structure, and selection and direction and

number of personnel.

Section 2. School Board Responsibilities: The exclusive representative recognizes the right and

obligation of the School Board to efficiently manage and conduct the operation of the School District

within its legal limitations and with its primary obligation being to provide educational opportunities for

the students of the School District.

Section 3. Effect of Laws, Rules, and Regulations: The exclusive representative recognizes that

all employees covered by this Agreement shall perform the services prescribed by the School Board and

by School Board rules, regulations, directives, and orders, issued by properly designated officials of the

School District. The Union also recognizes the right, obligation, and duty of the School District to

promulgate rules, regulations, directives, and orders, from time to time, as deemed necessary by the

School Board, insofar as such rules, regulations, directives, and orders are not inconsistent with the terms

of this Agreement, and all provisions of this agreement are subject to the laws of the state of Minnesota,

federal laws, rules and regulations of the MN Department of Education (MDE), and valid rules,

regulations and orders of state and federal governmental agencies. Any provision of this Agreement

found to be in violation of any such laws, rules, regulations, directives or orders shall be null and void and

without force and effect.

Section 4. Reservation of Managerial Rights: The foregoing enumeration of rights and duties

shall not be deemed to exclude other inherent managerial rights and managerial functions not expressly

reserved, and all managerial rights and managerial functions not expressly delegated in this Agreement

are reserved to the School District.

ARTICLE V

EMPLOYEE RIGHTS

Section 1. Right to Views: Pursuant to PELRA, nothing contained in this Agreement shall be

construed to limit, impair, or affect the right of any employee or his/her representative to the expression

or communication of a view, grievance, complaint, or opinion regarding any matter related to the

conditions or compensation of public employment or their betterment, so long as the same is not designed

to and does not interfere with the full, faithful, and proper performance of the duties of employment or

circumvent the rights of the exclusive representative.

Section 2. Right to Join: Pursuant to PELRA, employees shall have the right to form and join

labor or employee organizations and shall have the right not to form and join such organizations.

6

Employees in an appropriate unit shall have the right, by secret ballot, to designate an exclusive

representative for the purpose of negotiating grievance procedures and the terms and conditions of

employment for such employees.

Section 3. Request for Dues Checkoff: The exclusive representative shall be allowed dues

checkoff for its members, provided that dues checkoff and the proceeds thereof shall not be allowed to

any exclusive representative that has lost its right to dues checkoff pursuant to PELRA. Upon receipt of a

properly executed authorization card of the employee involved, the School District will deduct from the

employee’s paycheck the dues that the employee has agreed to pay to the exclusive representative in nine

(9) equal installments, beginning with the last pay period in September. If hired after October 1, dues will

be deducted from the last check of every month beginning with the first month of hire.

Section 4. Fair Share Fee: In accordance with PELRA, any employee included in the appropriate

unit who is not a member of the exclusive representative may be required by the exclusive representative

to contribute a fair share fee for services rendered as exclusive representative. The fair share fee for any

employee shall be in an amount equal to the regular membership dues of the exclusive representative, less

the cost of benefits financed through the dues and available only to members of the exclusive

representative, but in no event shall the fee exceed eighty-five percent (85%) of the regular membership

dues.

The exclusive representative shall provide written notice of the amount of the fair share fee

assessment and the name of each employee to be assessed to the School District and the written notice of

the amount to each employee to be assessed the fair share fee.

A challenge by an employee or by a person aggrieved by the assessment shall be filed in writing

with the Commissioner of the BMS (Commissioner), the School District, and the exclusive representative

within thirty (30) days after the receipt of the written notice. All challenges shall specify those portions

of the assessment challenged and the reasons therefore, but the burden of proof relating to the amount of

the fair share fee shall be on the exclusive representative. The School District shall deduct the fee from

the earnings of the employee and transmit the fee to the exclusive representative within thirty (30) days

after the written notice was provided, or, in the event a challenge is filed, the deductions for a fair share

fee shall be held in escrow by the School District pending a decision by the Commissioner or a court.

Any fair share fee challenge shall not be subject to the grievance procedure.

The exclusive representative hereby warrants and covenants that it will defend, indemnify, and

save the School District harmless from any and all actions, suits, claims, damages, judgments, and

executions or other forms of liability, liquidated or unliquidated, which any person may have or claim to

have, now or in the future, arising out of or by reason of the deduction of the fair share fee specified by

the exclusive representative as provided in this Agreement.

Section 5. Union Business:

Subd. 1. Days: The District will grant up to 3 days total per year for the unit, with pay

and without discrimination to employees, designated by the Union, to attend a labor

convention or to perform other official Union business as may be reasonably required.

The union will pay the cost of the substitute employee whether one is hired or not for the

absence or absences.

Subd. 2. No Reduction in Pay: A deduction shall not be made from the pay of a building

representative when directly involved in meetings with management relating to the

administration of this agreement during working hours.

7

Section 6. Personnel Files: All evaluations and contents of the official personnel file relating to

each individual member shall be available for review and/or copy during regular District business hours

by each member upon the member’s twenty-four (24) hour advance written request. A representative of

the Union may, at the member’s request, accompany the member in this review. An employee shall

have the right to submit for inclusion in the file written information in response to any material

contained therein. The member shall have the right to reproduce any of the contents of the file at the

member’s expense.

Section 7. Vacancy Postings: Notices of position openings shall be posted on the District’s

website and at a prominent location at the District Office.

Section 8. Notice of Change to Position: All changes or notices to a position under this

Agreement involving a change in classification, change in total hours, notice of layoff, and leaves of

absences shall be given in writing within ten (10) working days of the approval of the School Board.

Changes in hours of less than thirty (30) days in duration do not require this notice.

Section 9. Distribution of Contract: The ratified contract will be placed on the District website

for access by employees. Upon ratification of the 2013-2015 contract, the District will provide the

Exclusive Representative with enough copies of the Master Agreement for each member. The

Exclusive Representative will distribute the contract to its members. New hires will be provided the

opportunity to view the Master Agreement online before official employment is accepted.

Section 10. Mileage Reimbursement: Employees classified as itinerants will be paid mileage

when using personal vehicle when required to travel from site to site to perform their duties during their

regular district assigned scheduled hours. The school district will reimburse employees the mileage rate

consistent with board policy and IRS regulations governing tax exempt travel reimbursement. In order

to receive mileage reimbursement, the employee must receive prior approval to travel and upon such

approval and subsequent travel, submit a completed mileage log on a monthly basis to the district office

for approval. Definition: An itinerant is an employee, who is assigned by the district either as an

original part of their duties or assigned at a later date and within the scope and responsibility of their

assigned position, must travel to more than one site to perform the duties of that position. Mileage is

paid if there is a fifteen (15) minute or less gap between the assignments covered by this agreement

necessitating the travel.

Section 11. Physical Item Reimbursement: The School District agrees to repair and/or replace

damage to glasses that occur as a result of the performance of duties in working directly with students.

The employee will fill out an incident report regarding the incident that caused the damage and submit

it with a voucher, within two (2) business days of the occurrence, to the building administrator. The

employee will be reimbursed up to seventy-five dollars ($75.00) for the repair and may only request

reimbursement one time during their employment in the District.

Section 12. Notice of Assignment: The District will provide each employee with a Notice of

Assignment for the upcoming school year, subject to change, two weeks prior to the start of the school

year under normal circumstances.

ARTICLE VI

RATES OF PAY

Section 1. Rates of Pay:

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Subd. 1. 2013- 2015 Rates of Pay: The wages and salaries reflected in Schedule A,

attached hereto, shall be a part of the Agreement for the period commencing July 1, 2013,

to June 30, 2015.

Subd. 2. Status of Salary Schedule: For the duration of this Agreement, advancement on

any salary schedule shall be subject to the terms of this Agreement. In the event a

successor Agreement is not entered into prior to the expiration of this Agreement, an

employee shall be compensated according to the current rate until a successor Agreement

is fully ratified. Contingent upon the collective bargaining process, retro-pay and changes

in pay rates are effective upon ratification of a new contract.

Subd. 3. Step Movement: For employees who are eligible for step movement, steps will

be granted for 2013-14 according to schedule A. No step movement will be granted for

2014-15.

Subd. 4. Initial Placement: The initial step placement on the salary schedule will be

determined by the School District.

Subd. 5. Work Outside Assignment: An employee working outside her/his assignment

area, as assigned by the District, will be compensated at the rate for the job assignment or

at their normal rate of pay whichever is higher.

Section 2. Withholding Salary Advancement: An individual employee’s salary advancement is

subject to the right of the School Board to withhold salary increases for good and sufficient grounds.

ARTICLE VII

GROUP INSURANCE

Section 1. Selection of Carrier: The selection of the insurance carrier and policy shall be made

by the School District as provided by law.

Section 2. Health and Hospitalization Insurance – Single Coverage: The School District shall

contribute a sum not to exceed $467.38 per month prorata (based on 2080 hours) plus $50.00 per month

in 2013-14 and prorata (based on 2080 hours) plus $100.00 per month in 2014-15 toward the premium for

individual coverage for each eligible employee employed by the School District who qualifies for and is

enrolled in single coverage in the School District’s group health and hospitalization insurance plan. Any


Section 3. Health and Hospitalization Insurance – Family Coverage: The School District shall

contribute a sum not to exceed $958.14 per month prorata (based on 2080 hours) toward the premium for

family coverage for each eligible employee employed by the School District who qualifies for and is

enrolled in family coverage in the School District’s group health and hospitalization insurance plan. Any


Subd. 1: Married District Employees: For employees who are married to other District

employees, the district contribution shall not exceed one family coverage contribution.

Subd. 2: Proration of District Contribution: For the purposes of calculating the proration

of district contributions for employees, the following formula applies: the district

contribution is equal to the product of multiplying the district contribution as shown as

shown in Sections 2 & 3 above by a fraction, the numerator of which is the number of

hours the employee is scheduled to work per year and the denominator of which is 2080,

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(e.g. 1,328/2080 = 63.85 percent). The district’s contribution would be equivalent to

63.85% of the contribution stated in Section 2 or 3 above.

Section 4. Term Life Insurance: District shall pay for the premium necessary to provide $50,000

in term life insurance for each employee employed by the District, who qualifies for and is enrolled in the

District's term life insurance plan. The amount of life insurance reduces by the specified amount as noted

in the life insurance plan document each year, upon the employee’s attainment of age 65. Upon

termination of employment, all District contributions shall cease.

Section 5. Income Protection Insurance: The School District will provide a long-term disability

program and the employee shall pay the full premium for coverage. All eligible employees will

participate, and payment will be made through payroll deduction. The maximum benefit will be equal to

two-thirds of the employee’s annual pay to an annual maximum of $27,000. If income protection

payments are made while accumulated unused sick leave is still being drawn, then, to the extent permitted

by the insurance policy, the employee may, at the employee’s option, continue to draw accumulated sick

leave not to exceed the difference between disability income payments and full pay or may take disability

income payments and stop using accumulated sick leave, in which event the unused accumulated sick

leave shall remain available to the employee.

Section 6. Claims Against the School District: The School District’s only obligation is to

purchase an insurance policy and pay such amounts as agreed to in this Agreement, and no claim shall be

made against the School District as a result of a denial of insurance benefits by an insurance carrier.

Section 7. Duration of Insurance Contributions: An employee is eligible for School District

contribution as provided in this article as long as the employee is employed by the School District, on

paid status, and enrolled in the School District’s group health and hospitalization insurance plan. Upon

termination of employment, all School District contributions shall cease.

Section 8. Eligibility: A regular employee is eligible for Article VII benefits whose regular work

schedule is thirty (30) or more hours per week. Eligibility is subject to any limitations contained in the

contract between the insurance carrier and the School District.

ARTICLE VIII

LEAVES OF ABSENCE

Section 1. Sick Leave:

Subd. 1. Earning: Beginning with the month after ratification of the contract and

thereafter, employees working less than thirty (30) hours a week shall earn 7 days of sick

leave each regular school year (prorated during the first year of implementation) of

employment by the District. Employees working more than thirty (30) hours a week shall

earn 15 days of sick leave each regular school year of employment by the School District.

Sick leave shall accrue monthly as it is earned on a proportionate basis to the employee’s

work year. All sick days remaining from the 2012-13 school year will be added to the

2013-14 accumulated total.

Subd. 2. Accumulation: Employees scheduled to work less than thirty (30) hours a week

may accumulate unused sick leave to a maximum of 30 days. Employees scheduled to

work more than thirty (30) hours a week may accumulate unused sick leave to a

maximum of 115 days.

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Subd. 3. Use: Sick leave with pay shall be allowed whenever an employee’s absence is

found to have been due to the employee’s illness and/or disability which prevented

his/her attendance at school and performance of duties on that day or days. Employees

may use sick leave for absences due to an illness of or injury to the employee’s dependent

child under the age of 18 for such reasonable periods as the employee’s attendance to the

child may be necessary on the same terms that the employee is able to use sick leave

benefits for his/her own illness or injury. Sick leave may also be used in accordance with

Minnesota Statute 181.9413 and/or Federal Law.

Subd. 4. Medical Certificate: The School District may require an employee to furnish a

medical certificate from a qualified physician as evidence of illness and/or disability

pursuant to this section, indicating such absence was due to illness and/or disability, in

order to qualify for sick leave pay. However, the final determination as to the eligibility

of an employee for sick leave is reserved to the School District. In the event that a

medical certificate will be required, the employee will be so advised.

Subd. 5. Deduction: Sick leave allowed shall be deducted from the accumulated sick

leave days earned by the employee.

Subd. 6. Approval: Request, use and approval for sick leave pay shall be made only

upon the employee submitting the appropriate district leave request.

Section 2. Workers’ Compensation: Pursuant to M.S. Chapter 176, an employee injured on the

job in the service of the School District and collecting workers’ compensation insurance may draw sick

leave and receive full wages from the School District, the wages to be reduced by an amount equal to the

insurance payments, and only that fraction of the days not covered by insurance will be deducted from

accrued sick leave.

Section 3. Bereavement Leave: Up to four (4) days of paid leave may be allowed for death in an

employee’s immediate family. “Immediate family” is defined as the employee’s spouse, child, parent,

parent-in-law, brother, sister, or other relative who was living in the same household as the employee.

One (1) day of paid leave may be allowed for death of an employee’s grandparents, aunts, uncles,

grandchildren, spouse’s siblings, sons-in-law, daughters-in-law. Requests for bereavement leave must be

made by submitting the appropriate district leave request stating the descendant’s name and relationship

to employee. Bereavement leave is separate from sick leave.

Section 4. Family and Medical Leave (FMLA): Family and Medical Leave shall be granted in

accordance with governing state and Federal Law and district policy.

Section 5. Child Care Leave:

Subd. 1. Use: A child care leave may be granted by the School District, subject to the

provisions of this section, to one (1) employee-parent of a natural or adopted infant child,

provided such employee-parent is caring for the child on a full-time basis.

Subd. 2. Request: An employee making application for child care leave shall complete

the District ‘Leave Request Form’ at least three (3) calendar months when possible

before commencement of the intended leave. Completed form should be forwarded to the

building administrator/supervisor.

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Subd. 3. Medical Statement: In the case of pregnancy, an employee will provide, at the

time of the leave application, a statement from the attending physician indicating the

expected date of delivery.

Subd. 4. Duration: In making a determination concerning the commencement and

duration of a child care leave, the School Board shall not, in any event unless required

under FMLA, be required to:

(1.) grant any leave more than eight (8) weeks in duration;

(2.) permit the employee to return to employment prior to the date designated in

the request for child care leave.

When a child care leave begins or ends within 5 days of a break, the District may adjust

the proposed beginning or ending date of the child care leave so that the dates of the

leave are coincident with some natural break in the school year, i.e, winter break,

semester break or quarter break, end of a grading period, or end of the school year.

Subd. 5. Reinstatement: An employee returning from child care leave shall be reinstated

in a position, in the same classification they held previously, for which he/she is qualified

unless discharged or laid off prior to the return date.

Subd. 6. Failure to Return: Failure of the employee to return pursuant to the date

determined under this section shall constitute grounds for termination unless the School

District and the employee mutually agree in writing to an extension of the leave.

Subd. 7. Salary and Fringe Benefits: Leave under this section shall be without pay or

fringe benefits, unless the employee is eligible for sick leave use such as a child care

leave occasioned by the pregnancy of the employee then of which all or a portion of the

leave may qualify for use of available sick leave. A medical statement is required for use

of sick leave under this provision which contains the specific dates of incapacity.

Section 6. Jury Service: An employee who serves on jury duty shall be granted the day or days

necessary as stipulated by the court to discharge this responsibility without any salary deduction or loss of

basic leave allowance. The compensation received for jury duty service shall be remitted to the School

District. An employee called to jury duty must submit the appropriate district leave request. Travel

expenses received in connection with jury duty shall remain with the employee.

Section 7. District Legal Proceedings: Employees attending a legal proceeding as required by the

courts or the district to testify on school related issues will not lose any daily pay.

Section 8. Personal Leave: The district may grant to an employee whose regular schedule is 30

or more hours per week, (1) day per year for tending to personal business that cannot be conducted on

non-school days. Requests for this leave shall be made by submitting the appropriate district leave

request a minimum of five (5) working days previous to the leave requested date. Unused personal leave

days will be forfeited at the end of the school year.

Section 9. Military Leave: Military leave shall be granted pursuant to applicable law.

Section 10. Long-Term Leave: An employee who has at least Five (5) years of employment in

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the unit may, upon written request, be granted a leave of absence of one (1) month or longer without pay

with the approval of the District. The granting of this leave is at the discretion of the District.

Section 11. Other Unpaid Leave: Employees may be granted unpaid leave for unforeseen

circumstances or other personal reasons at the sole discretion of the District. Each request is subject to

approval based on the individual circumstances of the request.

Section 12. Insurance Application: An employee on unpaid leave is eligible to continue to

participate in group insurance programs if permitted under the insurance policy provisions. The

employee shall pay the entire premium for such insurance commencing with the beginning of the leave

and shall pay to the School District the monthly premium in advance, except as otherwise provided under

FMLA. In the event the employee is on paid leave from the School District under Section 1. above or

supplemented by sick leave pursuant to Section 2. above, the School District will continue insurance

contributions as provided in this Agreement until sick leave is exhausted. Thereafter, the employee must

pay the entire premium for any insurance retained.

Section 13. Credit: An employee who returns from unpaid leave shall retain their step on the

salary schedule that they were on at the time the leave began. Any leave benefits which had accrued at

the time the leave began are retained if not used during the leave. However, no pay or leave benefits will

accrue during the leave of absence. For seniority purposes only, the employee will retain their original

hire date when they return from an approved leave.

Section 14. Eligibility: Leave benefits provided in this article shall apply to all regular

employees as specified in the Master Agreement.

ARTICLE IX

HOURS OF SERVICE AND DUTY YEAR

Section 1. Basic Work Week: The employee’s basic work week shall be prescribed by the

School District.

Section 2. Basic Work Year: The employee’s basic work year shall be prescribed by the School

District.

Section 3. Part-time Employees: The School District reserves the right to employ such

employees as it deems desirable or necessary on a part-time or casual basis.

Section 4. Work Schedules: All employees will be assigned work schedules as determined by

the School District.

Section 5. Lunch Period: Employees may be provided an unpaid duty-free lunch period as

determined by the School District. Any employee who has been assigned a lunch period, may be directed

by the District to work during all or a portion of his/her lunch break due to emergencies, medical issues,

or other unforeseen circumstances and shall be paid for the time that he/she is working. The District

reserves the right to modify the length, availability and/or time of lunch periods as needs change.

Employees who work during all or a portion of their lunch period must submit a “Time Correction Form”

to report the correction on their payroll timesheet.

Section 6. School Closing: In the event that the employee has reported to work during their

regularly scheduled time and thereafter the announcement for school closure is made, due to a storm or

other emergency, the employee shall receive pay for the hours worked that day or one hour whichever is

greater. When said school closing has been called by the School District, the employee shall be permitted

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to leave their place of employment at such time as all school buses carrying children have departed

Section 7. Extended Hours: The School District agrees to pay the hourly rate for extended hours

worked by the employee that are approved in advance by administration. For example, employees who

are requested to participate in student IEP meetings, extended day field trips, or other pre-approved

activities outside their normal working hours shall be compensated for that time at their regular rate of

pay up to forty (40) hours by submitting a payroll timesheet, and at the rate of time and one-half for any

hours worked over 40 hours per week.

ARTICLE X

WORKSHOPS

Section 1. Workshop Compensation: Workshops recommended by the District and approved by

the Superintendent shall be paid by the School District according to School District policy. If approved

workshops take place during regular scheduled work hours, the employee shall receive full wages for the

hours that the employee would have been regularly scheduled to work. All expenses associated with

attendance at a workshop will be reimbursed by the District including but not limited to: mileage, meals,

fees, lodging.

ARTICLE XI

DISCIPLINE, DISCHARGE, AND PROBATIONARY PERIOD

Section 1. Probationary Period: An employee shall serve a probationary period of six (6) months

of active and continuous service, excluding summer break, in the School District, during which time the

School District shall have the unqualified right to suspend without pay, discharge, or otherwise discipline

such employee. During this probationary period, the employee shall have no recourse to the grievance

procedure insofar as suspension, discharge, or other discipline is concerned. However, a probationary

employee shall have the right to bring a grievance regarding any other provisions of the Agreement

alleged to have been violated. Any separation of employment and subsequent rehire of an employee

results in a new six (6) month probationary period if the separation occurred as a result of a resignation or

termination of employment. In the event of layoff and subsequent re-hire within twelve (12) months of

layoff date the probationary period will resume where it left off.

Section 2. Probationary Period; Change of Classification: In addition to the initial probationary

period, an employee transferred or promoted to a different classification shall serve a new probationary

period of three (3) calendar months in any such new classification. During this three (3)-month

probationary period, if the School District determines that the employee’s performance in the new

classification is unsatisfactory, the School District shall have the right to reassign the employee to the

former classification.

Section 3. Completion of Probationary Period: An employee who has completed the

probationary period may be suspended without pay or discharged only for just cause.

Section 4. Discipline: The School District shall have the right to impose discipline on its

employees for just cause. Discipline shall consist of: Oral reprimand, written discipline, suspension with

pay, suspension without pay, and discharge. The School District reserves the right to impose discipline at

any level as determined by the School District based upon the circumstances surrounding the action. A

conference between the employee and his/her supervisor shall be held prior to the imposition of written

discipline, suspension with pay, suspension without pay, or discharge. All written discipline, suspension

with pay, suspension without pay, and discharge is subject to the grievance procedure. The District agrees

to inform employees of their right to Union representation prior to initiating discipline with the exception

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of oral reprimand. When possible, the District agrees to advise the Union of any discharge or suspension

and the reasons therefore prior to such action if requested by employee.

Section 5. Benefit Accrual: All leave benefits for which the employee is entitled to shall accrue

to the employee during the probationary period.

ARTICLE XII

REDUCTION IN FORCE

Section 1. Seniority: The parties recognize the principle of seniority, within job classification, in

the application of this Agreement concerning reduction in force. An employee on layoff shall retain

seniority and the right to recall for a period of twelve (12) consecutive months after the date of layoff.

Section 2. Placement on Seniority List: An employee who after successfully completing his/her

probationary period of employment shall be placed on appropriate job classification seniority list as of

the first date of employment in the unit. Each employee will be classified in one of the following

classifications:

1 COTA

2 Language Facilitator

3 Speech Assistant

4 Educational Assistants

Subd. 1. Definition: "Seniority" shall mean length of service with the District as a full-

time or part-time employee, as defined under PELRA, with the date of record being the

first date of employment in the unit.

Subd. 2. Seniority While On Leave: Seniority shall continue during approved leaves of

absence from the District.

Subd. 3. Maintenance of Seniority List: The School District shall maintain ongoing

seniority lists by job classification of current unit employees and publish it annually.

Subd. 4. Rights Forfeiture: An employee shall lose all seniority rights for the following

reasons:

(1) Voluntary resignation

(2) Discharge for cause

(3) Failure to respond in writing within fifteen (15) work days after being notified of

recall by certified mail, return receipt requested, unless due to actual illness or

accident (the District may require substantiating proof of illness or accident).

(4) Layoff for a continuous period of more than twelve (12) consecutive months.

Section 3. Filling Vacancies/Transfers: Employees may apply for job vacancies and transfers

that are covered by this agreement and may be considered provided the employee is fully qualified to

perform the duties and responsibilities of the available vacancy. Transferred or reassigned employees

shall be placed in the new positions for a trial period up to ninety (90) school calendar days. This cannot

be used to extend a probationary period of employment. In the event the employee does not successfully

pass the trial period at the discretion of the District, such employee shall be given his/her former position

and pay without loss of seniority.

Section 4. Layoff Procedure: If the District decides a reduction of the staff is necessary, the

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following procedure for layoff shall be applied:

Subd. 1. Order of Layoff: Lay-off of employees will be based upon inverse order of

seniority with the last employee hired on the classification seniority list being the first to

be laid off.

Subd. 2. Displaced Employee: A senior employee whose position is discontinued may

displace the least senior employee within their classification provided the employee is

fully qualified to perform the duties and responsibilities of that position. This procedure

shall also apply to any employee displaced by a more senior employee.

Subd. 3. Tie in Seniority: In the event of a tie in seniority, the order of layoff will be

determined by the last four digits of the Social Security number with the highest number

having most seniority.

Subd. 4. Notice of Layoff: Notice of such layoffs shall be given two (2) weeks before

the scheduled layoff, except in cases of emergency. Employees resigning their position

shall provide at least a two (2) week notice to the employer, except in case of emergency.

Subd. 5. Recall Period: An employee laid off shall be placed on the recall list for a

period of twelve (12) consecutive months.

Section 5. Recall Procedure: The District shall recall the last employee laid off from the

applicable classification seniority list provided that such employee is fully qualified to perform the duties

and responsibilities of the available position and assignment.

Subd. 1. Response to Notice of Recall: The employee must respond to the offer of recall

in writing to the human resources office by certified mail within fifteen (15) work days of

the postage date or be removed from the recall list.

Subd. 2. Recall Rights: An employee who does not accept a recall notice of the same

number of hours or more than possessed at the time of layoff, forfeits any future recall

rights and will be removed from the recall list. Recall notices of less than the number of

hours held at the time of layoff may be declined and the employee will maintain recall

rights to the next available position from the applicable classification list for twelve (12)

consecutive months from the date of the layoff. If recalled employee accepts a lesser

hour position(s), they will forfeit any remaining hours previously assigned.

Subd. 3. Reinstatement Wage: An employee recalled or reinstated shall be placed on the

salary schedule in effect at the time of recall at the same step held at the time of layoff.

Subd. 4. Notice of Recall: Any notice of recall to an employee who has been laid off

shall be made by certified mail to the last known address of such laid off employee.

ARTICLE XIII

GRIEVANCE PROCEDURE

Section 1. Application: This grievance procedure shall be applicable whenever a public employer

and the exclusive representative of public employees cannot reach agreement on a grievance procedure as

required by Minnesota Statutes 179A.20, Subd. 4. 2

Section 2. Definitions:

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Grievance. "Grievance" means a dispute or disagreement as to the interpretation or

application of any term or terms of any specific provision of this Agreement.

Days. "Days" mean calendar days excluding Saturday, Sunday and legal holidays as

defined by Minnesota Statutes.

Service. "Service" means personal service or by certified mail.

Reduced to Writing. "Reduced to writing" means a concise statement outlining the nature


Small Group of Employees. "Small group of employees" means a group of employees

consisting of five (5) or less.

Answer. "Answer" means a concise response outlining the District's position on the

grievance.

Section 3. Step I. Employee and Immediate Supervisor: Whenever any employee or group of

employees has a grievance, the employee shall meet on an informal basis with the grievant’s immediate

supervisor in an attempt to resolve the grievance within twenty (20) days after the grievance occurred or

twenty (20) days after the employee(s), through the use of reasonable diligence, should have had

knowledge of the occurrence that gave rise to the grievance. If the grievance is not resolved within

fifteen (15) days of the first informal meeting, the grievance may be reduced to writing by the exclusive

Representative and served upon the District's designate (see Step II). Service must be made within fifteen

(15) days of the last informal meeting. The District shall, within five (5) days of receipt of the written

grievance, serve his/her answer upon the exclusive Representative. In the event the exclusive

Representative refused to process the grievance, the employee(s) may proceed with the grievance and, if

he/she/they so chooses, may select a designee to represent him/her/them.

Section 4. Step II. Exclusive Representative and District Representative: The District's

representative shall meet with the exclusive Representative (or in the appropriate case, employee(s) or

their designee) within seven (7) days after receipt of the written grievance. The parties shall endeavor to

mutually resolve the grievance. If a resolution of the grievance results, the terms of that resolution shall

be written on or attached to the grievance and shall be signed by all parties. If no agreement is reached

within fifteen (15) days of the first Step II meeting, the exclusive Representative (or in the appropriate

case, employee(s) or their designee), if he/she elects to proceed with the grievance, must proceed with

Step III by serving a proper notification on the appropriate Step III official(s). The notification shall

contain a concise statement indicating the intention of the party to proceed with the grievance, an outline


Section 5. Step III. Official of Exclusive Representative and Chief Administrator of District: The

District, its chief administrator, or its principle representative, shall meet with the designated official of

the exclusive Representative (or in the appropriate case, employee(s) or their designee) within ten (10)

days after receiving notice of intention to proceed with the grievance pursuant to Step II. If resolution of

the grievance results, the parties shall reduce the resolution to writing and sign the memorandum as

provided in Step II. If the parties are unable to reach agreement within ten (10) days after the first Step III

meeting, either party may request arbitration by serving a written notice on the other party of its intention

to proceed with the arbitration.

Section 6. Step IV. Arbitration: The District and the employee representative shall endeavor to

select a mutually acceptable arbitrator to hear and decide the grievance. If the District and the employee

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representative are unable to agree on an arbitrator, they may request from the BMS a list of arbitrators,

and the selection process shall be made pursuant to the rules and regulations of BMS.

The arbitrator shall not have the power to add to, subtract from, or to modify in any way the terms of the

existing Agreement.

The decision of the arbitrator shall be final and binding on all parties to the dispute unless the decision

violates any provision of the laws of Minnesota or rules or regulations promulgated thereunder, or

municipal charters or ordinances or resolutions enacted pursuant thereto, or which causes a penalty to be

incurred thereunder. The decision shall be issued to the parties by the arbitrator, and a copy shall be filed

with the Bureau of Mediation Services, State of Minnesota.

Processing of all grievances shall be during the normal workday whenever possible, and employees shall

not lose wages due to their necessary participation. For purposes of this paragraph, employees entitled to

wages during their necessary participation in a grievance proceeding are as follows:

a. The number of employees equal to the number of persons participating in the grievance

proceeding on behalf of the District; or

b. If the number of persons participating on behalf of the District is less than three, three

employees may still participate in the proceedings without loss of wages.

The parties, by mutual written agreement, may waive any step and extend any time limits in a grievance

procedure. However, failure to adhere to the time limits may result in a forfeiture of the grievance, or, in

the case of the District, be deemed a denial of the grievance as outlined in the last statement by the

exclusive Representative or employee.

The provisions of this grievance procedure shall be severable, and if any provision or paragraph thereof or

application of any such provision or paragraph under any circumstance is held invalid, it shall not affect

any other provision or paragraph of this grievance procedure or the application of any provision or

paragraph thereof under different circumstances.

Section 7. Election of Remedies and Waiver: A grievant instituting any action, proceeding or

complaint in a federal or state court of law, or before an administrative tribunal, federal agency, state

agency, or seeking relief through any statutory process for which relief may be granted, the subject matter

of which may constitute a grievance under this Agreement, shall immediately thereupon waive any and all

rights to pursue a grievance under this article. Upon instituting a proceeding in another forum as outlined

herein, the employee shall waive his/her right to initiate a grievance pursuant to this article, or if the

grievance is pending in the grievance procedure, the right to pursue it further shall be immediately

waived.

ARTICLE XIV

DURATION

Section 1. Terms and Reopening Negotiations: This Agreement shall remain in full force and

effect for a period commencing upon the date of its execution, except as otherwise stated in the contract,

through June 30, 2015, and shall continue in full force and effect from year to year thereafter until a new

contract is in place. If either party desires to modify or amend this Agreement commencing at its

expiration, it shall give written notice of such intent to the other party no later than ninety (90) days prior

to said expiration. Unless otherwise mutually agreed, the parties shall not commence negotiations more

than ninety (90) days prior to the expiration date of this Agreement.

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Section 2. Effect: This Agreement constitutes the full and complete Agreement between the

School District and the exclusive representative. The provisions of this Agreement relating to terms and

conditions of employment supersede any and all prior Agreements, resolutions, practices, and School

District policies, rules, or regulations concerning terms and conditions of employment inconsistent with

these provisions. Nothing in this Agreement shall be construed to obligate the School District to continue

or discontinue existing or past practices or prohibit the School District from exercising all management

rights, functions, and prerogatives, except insofar as this exercise would be in express violation of any

term or terms of this Agreement.

Section 3. Finality: Any matters relating to the current Agreement term, whether or not referred

to in this Agreement, shall not be open for negotiation during the term of this Agreement unless otherwise

mutually agreed to in writing.

Section 4. Severability: In the event that any provision of this Agreement shall, at any time, be

declared invalid by any court of competent jurisdiction or by government law, regulations or decree,

such decision shall not invalidate the entire Agreement; it being the express intention of the parties

hereto that all other provisions not declared invalid shall remain in full force and effect.

IN WITNESS WHEREOF, the parties have executed this Agreement as follows:

For EMDLESP: For the School District:

_____________________________________ ___________________________________

President School Board Chair

_____________________________________ ___________________________________

Secretary School Board Clerk

Dated this ____ day of ___________, 20___. Dated this ____ day of ___________, 20___.

19

APPENDIX A

WAGE SCHEDULE

2013-2014

Step Educational Assist. COTA/Language Facil./Speech Assist.

1 $12.77 18.24

2 $13.35 18.96

3 $13.74 19.73

4 $14.26

5 $14.60

2014-2015

Step Educational Assist. COTA/Language Facil./Speech Assist.

1 $12.87 18.24

2 $13.47 19.24

3 $13.97 20.24

4 $14.57

5 $15.17

Project Oversight Committee Minutes Thursday, August 22nd, 2013

The Project Oversight Committee of the Board met on Thursday, August 22nd, 2013 at 7:00am in the Board Room of the Administration Center. Those in attendance were Brenda Muckenhirn, Dave Langworthy, and Ladd Lyngaas. Others present were Human Resources Director Melissa Lunak, Business Manager Nancy Olson and Supt. Doug Froke. The Committee discussed some of the information given to the district by the DLR Group relative to the possibility of accessing federal funds in the areas of FEMA related resources to support the construction of tornado rooms in the new school building. (Approximately 75% of the costs associated with the construction of tornado rooms are covered by FEMA.) There was also discussion regarding the possibility of seeking New Market Tax Credits. The Committee discussed the idea of how much exposure the district wanted to give these two resources during the campaign process. It was decided that we would list these two federal resources as “possible opportunities” that the district would explore once the bond election was approved. Supt. Froke told the Committee that a letter outlining the scope of the project would be going out to the patrons of the district today (August 22, 2013). The Committee discussed the various open houses that were occurring across the district on August 28th as part of Fall In-service week. The district letter, voter registration, and other project information would be available to the visitors that day. Supt. Froke reported that the Review and Comment was sent into the Department of Education on August 14th. There was also discussion regarding the proposal from the DLR Group regarding the concept of early design work so as to possibly ensure that the bid specifications could be available in January or February of 2014. The Committee felt it was necessary to continue discussions with DLR regarding this early design work possibility. There being no further business, the Committee adjourned at 7:50am.

Project Oversight Committee Meeting Minutes Thursday, September 5th, 2013

The Project Oversight Committee of the Board met on Thursday, September 5th at 7:00am in the Board Room of the District Administration Center. Those in attendance were Brenda Muckenhirn, Dave Langworthy, and Ladd Lyngaas. Others in attendance were Business Manager Nancy Olson, Human Resources Director Melissa Lunak, and Supt. Doug Froke. Supt. Froke reported to the Committee that the Option Agreement on the Huberty property had changed in terms of the amount and structure. The Committee discussed options regarding the next steps, but took no action. He also reported on the status of the Review and Comment and the contents required by the MDE by Friday, September 13th. All Review and Comment questions appear to be in order per the MDE’s requirements. The Committee discussed the District’s response to the recent letter to the editors from a district patron. It was suggested to bring the person in and go through questions this person may have. Business Manager Olson also indicated that there was a meeting with another district patron regarding tax impact on the seasonal recreation property. The Committee clarified that the new gym at the High School would have one court. The Committee discussed the concept of public meetings to be hosted by the district. It was decided that the district should hold 1-3 meetings. The meetings should be with and by the board of education and that DLR, RA Morton and Associates and Ehlers should all be there. The Committee proposed the dates of September 23rd, September 30th, October 7th, and October 28th. There being no further business, the Committee adjourned at 7:45am.

2013 OCTOBER LANE CHANGE APPLICATIONS

First Name Last Name Building

Current Lane

Current Salary

Proposed Lane

Proposed Salary Increase

Nicole Benson Rossman Elementary BA+30, Step 6 $39,677.00 MA, Step 6 $42,900.00 $3,223.00

Keith Eckhoff Roosevelt Elementary MA, Step 7 $44,281.00 MA+45, Step 7 $48,429.00 $4,148.00

Lisa Eischens High School BA+15, Step 4 $36,574.00 BA+30, Step 4 $37,856.00 $1,282.00

Michael Fiedler Middle School MA, Step 7 $44,281.00 MA+15, Step 7 $45,665.00 $1,384.00

Laura Flint Roosevelt Elementary BA, Step 6 $36,732.00 BA+30, Step 6 $39,677.00 $2,945.00

Robb Flint Roosevelt Elementary MA+30, Step 9 $49,813.00 MA+45, Step 9 $51,191.00 $1,378.00

Steve Fuhs High School BA, Step 3 $34,571.00 BS+15, Step 3 $35,847.00 $1,276.00

Dawn Gode Roosevelt Elementary BA+30, Step 10 $44,842.00 BA+45, Step 10 $46,128.00 $1,286.00

Julie Hanson Roosevelt Elementary BA+15, Step 4 $36,574.00 BA+30, Step 4 $37,856.00 $1,282.00

Kathryn Haugrud Middle School MA+15, Step 9 $48,429.00 MA+30, Step 9 $49,813.00 $1,384.00

Kristi Joppru Roosevelt Elementary BA, Step 4 $35,288.00 BA+30, Step 4 $37,856.00 $2,568.00

Amy Knopf* High School BA+30, Step 5 $30,860.80 BA+75, Step 5 $34,320.00 $3,459.20

Amy Lakin High School BA+75, Step 14 $59,931.00 BA+90, Step 14 $61,890.00 $1,959.00

Teri Miller Rossman Elementary BA, Step 2 $33,845.00 BA+15, Step 2 $35,129.00 $1,284.00

Flint Motschenbacher High School BA+60, Step 9 $47,045.00 BA+75, Step 9 $48,429.00 $1,384.00

Cara Myers ALC MA+15, Step 4 $41,699.00 MA+45, Step 4 $44,265.00 $2,566.00

Shad Nunn High School MA, Step 14 $58,431.00 MA+30, Step 14 $61,890.00 $3,459.00

Barbara Oistad High School BA+75, Step 14 $59,931.00 BA+90, Step 14 $61,890.00 $1,959.00

Kristi Paulson Rossman Elementary BA, Step 6 $36,732.00 BA+30,Step 6 $39,677.00 $2,945.00

Amy Porter Roosevelt Elementary BA, Step 3 $34,571.00 BA+15, Step 3 $35,847.00 $1,276.00

Dorothy Satrom Middle School BA+15, Step 13 $50,236.00 BA+45, Step 13 $53,079.00 $2,843.00

Danielle Schmitz Middle School BA+30, Step 5 $38,576.00 MA, Step 5 $41,516.00 $2,940.00

Shelley Skarie ALC BA+45, Step 11 $47,792.00 BA+60, Step 11 $49,813.00 $2,021.00

Kris Swenson Rossman Elementary BA+15, Step 7 $39,128.00 MA, Step 7 $44,281.00 $5,153.00

Genna Underdahl Roosevelt Elementary BA+30, Step 4 $37,856.00 MA, Step 4 $40,420.00 $2,564.00

Amy VanValkenburg High School BA, Step 3 $34,571.00 BA+15, Step 3 $35,847.00 $1,276.00

Tracee Zima Lincoln Education BA+15, Step 2 $35,129.00 MA, Step 2 $38,978.00 $3,849.00

$1,137,395.80 $1,200,489.00 $63,093.20

Education Director

Community Education Director

BOARD REPORT October, 2013

TESTING & ASSESSMENTS

On October 1 the state released the annual Multiple Measures Report (MMR) and the Adequate Yearly

Progress (AYP) reports. Summaries of both reports are attached. Congratulations to Roosevelt

Elementary who received a designation of a “Reward School” which is given to the top 15% of Title I

schools (about 125 schools) in the state. Also congratulations to Rossman Elementary which received

the designation of “Celebration Eligible” which is given to Title I school whose MMR score is between

the 60th

and 85th

percentile. I will review the MMR and AYP documents at the October board meeting.

Fall Measures of Academic Progress (MAP) testing was completed on October 11. Achievement data is

now available to teachers.

High school principals, counselors and I have met to develop GRAD testing plans for the district based

on new testing options. There are several changes that will be occurring as a result of new legislation

passed this past spring. Districts will now have options in addition to MCA/GRAD tests that can be used

to meet state graduation requirements. It is our recommendation that the board approve use of the

AccuPlacer test and the Scholastic Aptitude Test (SAT) as alternative assessments that can be used to

meet graduation requirements. I will review at the meeting. We recommend approval of the following

motion:

Motion by __________, seconded by __________, to approve the AccuPlacer assessment and the

Scholastic Aptitude Test (SAT) as alternative, equivalent assessments to meet state graduation testing

requirements. Vote: _____Yes No _____

CURRICULUM

Several teachers at the elementary and middle school are using an online software system called Study

Island for remediation and enrichment purposes. The system offers remediation/enrichment instruction

aligned to state standards. During the first week that this system was made available to our teachers

more than 24,000 assessment questions were answered by students.

ANNUAL REPORT ON CURRICULUM, INSTRUCTION AND STUDENT ACHIEVEMENT

By law, Minnesota school districts are annually required to publish a report on curriculum, instruction

and student achievement. This report provides the general public with information on how well our

students are performing on state assessments, our curriculum review process and improvement goals.

The 2012-2013 is attached and presented to the board for approval. With board approval the report will

be made available to the general public on the district website. The following motion is presented for

approval:

Motion by __________, seconded by __________, to approve 2012-2013 Annual Report on

Curriculum, Instruction and Student Achievement. Vote: _____Yes No _____

IPAD INITIATIVE

iPads have been distributed to all students in grades 5-8 and are being used extensively by teachers.

Grade nine teachers have all received iPads and training for these teachers will begin in October in

preparation for the 2014-2015 school year.

2013

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ch d

oes

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in t

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d gr

ades

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an

d

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fici

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res

ults

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m t

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esti

nati

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here

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maj

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ing

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et A

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AY

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row

th S

core

Adj

ustm

ent

base

d on

ind

ivid

ual

stud

ent

impr

ovem

ent

on

tes

t sc

ore

s b

etw

een

tw

o y

ears

.

B-B

elow

Tar

get:

thi

s on

ly d

enot

es n

ot m

akin

g A

YP

req

uire

men

ts w

hen

boxe

d.

Z-

Cel

l S

ize

lim

itat

ion:

the

pro

fici

ency

of

thes

e gr

oups

is

not

cons

ider

ed i

n a

site

's A

YP

det

erm

inat

ion.

ExL

EP

- s

ubgr

oup

did

not

mee

t A

YP

bas

ed o

n a

com

bina

tion

of

LE

P a

nd E

xpan

ded

LE

P s

tude

nts.

Whe

n t

he

Ex

pan

ded

LE

P s

tud

ents

wer

e

rem

oved

fro

m t

he s

ubgr

oup,

the

sit

e fe

ll b

elow

the

cel

l si

ze l

imit

atio

n.

ExS

PE

D -

sub

grou

p di

d no

t m

eet

AY

P b

ased

on

a co

mbi

nati

on o

f S

PE

D a

nd E

xpan

ded

SP

ED

stu

dent

s. W

hen

th

e E

xp

and

ed S

PE

D s

tud

ents

wer

e re

mov

ed f

rom

the

sub

grou

p, t

he s

ite

fell

bel

ow t

he c

ell

size

lim

itat

ion.

Att

enda

nce

Att

enda

nce

stat

isti

cs a

re s

how

n fo

r al

l su

bgro

ups.

Wit

h th

e ex

cept

ion

of t

he “

all

stud

ent

subg

roup

” th

ese

are

dupl

icat

ed c

ou

nts

; st

ud

ents

may

be

cou

nte

d i

n u

p t

o

five

gro

ups.

To

be i

nclu

ded

in t

he s

ite

AY

P s

tatu

s de

term

inat

ion,

sub

grou

ps m

ust

have

a m

inim

um o

f 40

stu

dent

s. R

esul

ts, h

ow

ever

, are

sh

ow

n f

or

all

sub

gro

up

s

wit

h on

e or

mor

e st

uden

ts.

Sub

grou

ps w

itho

ut s

tude

nts

are

show

n as

bla

nk.

Att

enda

nce

is c

ompu

ted

on d

ata

from

the

20

11

-12

sch

oo

l y

ear

and

is

bas

ed o

n a

ll

stud

ents

enr

olle

d at

the

sit

e in

clud

ing

non-

test

ed g

rade

s.

·#

of S

tud

ents

: th

is c

olum

n sh

ows

the

num

ber

of s

tud

ents

inc

lude

d in

the

att

enda

nce

calc

ulat

ion.

·A

tt. R

ate:

Thi

s co

lum

n sh

ows

the

resu

lt o

f av

erag

e da

ily

att

enda

nce

divi

ded

by a

vera

ge d

aily

mem

bers

hip.

·A

tt. T

arg

: T

his

colu

mn

show

s th

e at

tend

ance

tar

get

for

the

site

. Sit

es m

ust

show

an

atte

ndan

ce r

ate

of 9

0% o

r .1

% i

mp

rov

emen

t fr

om

th

e at

ten

dan

ce r

ate

of

the

prev

ious

yea

r. S

ubgr

oups

tha

t di

d no

t m

eet

the

90%

req

uire

men

t la

st y

ear

show

the

ir p

revi

ous

year

rat

e pl

us .1

as

the

targ

et.

·A

YP

Sta

tus:

Thi

s co

lum

n sh

ows

the

foll

owin

g po

ssib

le d

esig

nati

ons.

Res

ults

are

sho

wn

for

all

subg

roup

s w

ith

one

or m

ore

stu

den

ts.

Su

bg

rou

ps

wit

ho

ut

stud

ents

are

sho

wn

as b

lank

.

A-

abov

e ta

rget

.

A-

IMP

- m

et t

arge

t by

im

prov

emen

t fr

om p

revi

ous

yea

r.

B-B

elow

Tar

get:

thi

s on

ly d

enot

es n

ot m

akin

g A

YP

req

uire

men

ts w

hen

boxe

d.

Z-

Cel

l S

ize

lim

itat

ion:

the

att

enda

nce

of t

hese

gro

ups

is n

ot c

onsi

dere

d in

a s

ite'

s A

YP

det

erm

inat

ion.

Gra

duat

ion

Gra

duat

ion

rate

s ar

e sh

own

for

high

sch

ools

tha

t ha

ve a

t le

ast

40 s

tude

nts

in t

he g

radu

atio

n ye

ar c

ohor

t. S

ubgr

oups

wit

hou

t a

gra

du

atio

n r

ate

are

sho

wn

as

bla

nk

.

4-yr

Coh

ort:

The

num

ber

of s

tude

nts

expe

cted

to

grad

uate

wit

hin

4 ye

ars.

4-yr

Gra

ds:

The

num

ber

of s

tude

nts

grad

uati

ng i

n 4

year

s

4-Y

r G

rad

Rat

e: T

he n

umbe

r of

Gra

ds d

ivid

ed b

y th

e co

hort

x 1

00

Gra

d T

arge

t: T

he g

oal

for

all

grad

uati

on r

ates

is

90%

or

impr

ovem

ent

over

the

pri

or y

ear

in a

ny o

f th

e 4-

yr, 5

-yr,

or

6-yr

rat

es.

AY

P S

tatu

s: T

his

colu

mn

show

s th

e fo

llow

ing

poss

ible

des

igna

tion

s.

·A

: A

bove

tar

get

for

the

4-ye

ar r

ate.

·A

-5Y

R:

Abo

ve t

arge

t fo

r th

e 5-

year

rat

e.

·A

-6Y

R:

Abo

ve t

arge

t fo

r th

e 6-

year

rat

e.

·A

-Im

p4:

Impr

ovem

ent

by 3

per

cent

age

poin

ts o

ver

prev

ious

4-y

ear

rate

.

·A

-Im

p5:

Impr

ovem

ent

by 4

per

cent

age

poin

ts o

ver

prev

ious

5-y

ear

rate

.

·A

-Im

p6:

Impr

ovem

ent

by 5

per

cent

age

poin

ts o

ver

prev

ious

6-y

ear

rate

.

·A

-2A

vg4:

Tw

o-ye

ar a

vera

ging

for

the

4-y

r ra

te.

·A

-2A

vg5:

Tw

o-ye

ar a

vera

ging

for

the

5-y

r ra

te.

·A

-2A

vg6:

Tw

o-ye

ar a

vera

ging

for

the

6-y

r ra

te.

·A

-3A

vg4:

Thr

ee-y

ear

aver

agin

g fo

r th

e 4-

yr r

ate.

·A

-3A

vg5:

Thr

ee -

year

ave

ragi

ng f

or t

he 5

-yr

rate

.

·A

-3A

vg6:

Thr

ee -

year

ave

ragi

ng f

or t

he 6

-yr

rate

.

·B

-Bel

ow T

arge

t: G

roup

did

not

mee

t an

y of

the

goa

ls o

r ta

rget

s fo

r an

y of

the

gra

duat

ion

rate

s.

Min

nesota

Depart

ment

of

Education

20

13

AY

P R

es

ult

s

Dis

tric

t/N

clb

id:

0022-0

1/1

22

DE

TR

OIT

LA

KE

S P

UB

LIC

SC

HO

OL

DIS

T.

000

No

t M

akin

g A

YP

All

Sch

oo

ls

GR

AD

UA

TIO

NA

TT

EN

DA

NC

EP

RO

FIC

IEN

CY

PA

RT

ICIP

AT

ION

Nu

mb

er

of

Te

sts

Ma

tch

ed

to

En

rollm

en

t

Te

st W

ind

ow

Ma

rss

En

rollm

en

t

% o

f

Stu

de

nts

Pa

rtic

ipa

ting

AY

P

Sta

tus

To

tal

Ind

ex

Po

ints

Nu

mb

er

of

Oct

. 1

Va

lid

Sco

res

20

13

Ind

ex

Ra

te

Ble

nd

ed

Ind

ex

Ta

rge

t

SH

Ind

ex

Ta

rge

t

AY

P

Sta

tus

# o

f

Stu

de

nts

Att

.

Ra

te

Att

.

Ta

rg

AY

P

Sta

tus

4-Y

r

Co

ho

rt

4-Y

r

Gra

ds

4-Y

r

Gra

d

Ra

te

Gra

d

Ta

rge

tA

YP

Sta

tus

AA

ll S

tud

en

ts

1,4

82

1,4

95

99

.13

A1

09

3.0

1,4

30

76

.43

71

.39

A#

2,7

75

91

.56

90.0

0247

199

80.5

790.0

0B

Math

A

1,4

97

1,5

09

99

.20

A1

04

1.5

1,4

44

72

.13

66

.25

A#

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adin

g

BA

meri

can

In

dia

n/A

las

ka

n N

ati

ve

209

213

98

.12

A1

26

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92

65

.63

48

.92

A#

38

08

8.4

090.0

032

20

62.5

090.0

0Z

Math

B

220

22

2 9

9.1

0A

12

1.0

20

16

0.2

04

2.2

7A

#R

ea

din

g

CA

sia

n/P

acif

ic I

sla

nd

er

18

18

10

0.0

0Z

14.5

16

90

.63

52

.77

Z#

22

93

.33

90.0

01

1100.0

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Math

Z

19

19

10

0.0

0Z

11

.51

76

7.6

53

9.3

5Z

#R

ea

din

g

DH

isp

an

ic

27

28

96

.43

Z1

5.0

24

62

.50

38

.70

A3

79

2.5

690.0

02

00.0

090.0

0Z

Math

Z

25

26

96

.15

Z1

2.0

22

54

.55

30

.05

AR

ea

din

g

EB

lack,

no

t o

f H

isp

an

ic o

rig

in

22

22

10

0.0

0Z

11.0

20

55

.00

34

.10

A2

99

0.7

990.0

02

150.0

090.0

0Z

Math

Z

20

20

10

0.0

0Z

12

.01

96

3.1

62

7.3

2Z

Re

adin

g

FW

hit

e,

no

t o

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isp

an

ic o

rig

in

1,2

06

1,2

14

99

.34

A9

26

.51

,17

87

8.6

57

6.3

3A

#2

,30

79

2.0

490.0

0210

177

84.2

990.0

0A

-Im

p4

Math

A

1,2

13

1,2

22

99

.26

A8

85

.01

,18

57

4.6

87

2.9

1A

#R

ea

din

g

GL

imit

ed

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gli

sh

Pro

fic

ien

t

12

12

10

0.0

0Z

5.5

10

55

.00

18

.62

Z1

19

5.9

490.0

0M

ath

Z

11

12

91

.67

Z4

.51

04

5.0

01

3.5

7Z

Re

adin

g

HS

pecia

l E

du

cati

on

253

257

98

.44

A1

62

.03

04

53

.29

47

.40

A#

53

19

1.0

490.0

050

31

62.0

090.0

0B

Math

A

262

26

4 9

9.2

4A

13

7.5

31

04

4.3

53

9.3

1A

#R

ea

din

g

IF

ree/R

ed

uced

Pri

ce

d L

un

ch

594

599

99

.17

A3

91

.55

61

69

.79

56

.97

A#

99

29

1.2

090.0

079

53

67.0

990.0

0B

Math

A

600

60

5 9

9.1

7A

35

0.5

56

76

1.8

24

8.3

3A

#R

ea

din

g

AY

P S

tatu

s:

A =

Above T

arg

et

| B =

Belo

w T

arg

et

| Z =

Cell S

ize L

imitation

Pro

ficie

ncy:

nYR =

Multi-

year

Avg O

ver

n Y

ears

| E

xLEP =

Expanded L

EP A

dju

stm

ent

| ExSPE =

Expanded S

pecia

l Education A

dju

stm

ent

| SH

=Safe

Harb

or

Adju

stm

ent

| SH

n =

Safe

Harb

or

- n Y

ear

Avg |

DSCH

= F

eeder

school re

ceiv

ing a

cadem

ic r

esults f

rom

destination s

chool |

GSA =

Gro

wth

Score

Adju

stm

ent

Att

en

dan

ce &

Gra

du

ati

on

: IM

P(r

) =

Im

pro

vem

ent

over

pre

vio

us y

ear

for

rate

(r).

(

r)YR =

Met

targ

et

for

rate

(r).

2

Avg(r

). =

Tw

o-y

ear

avera

gin

g f

or

rate

(r).

3

Avg(r

). =

Thre

e-y

ear

avera

gin

g f

or

rate

(r).

# R

ed

uct

ion

ap

plie

d d

ue

to

1%

Alte

rna

tive

Ass

ess

me

nt

Ca

p

Prin

ted

on

: 1

0/1

/20

13

1

:41

:28

PM

As

calc

ula

ted

On

: 8

/6/2

01

3

12

:23

:21

PM

AG

_N

CL

BR

esu

lts0

2_

AY

P_

Ve

rific

atio

n_

Su

mm

ary

/PV

ers

ion

49

55

Min

nesota

Depart

ment

of

Education

20

13

AY

P R

es

ult

s

Dis

tric

t/N

clb

id:

0022-0

1/1

23

DE

TR

OIT

LA

KE

S P

UB

LIC

SC

HO

OL

DIS

T.

003

Makin

g A

YP

DE

TR

OIT

LA

KE

S S

EN

IOR

HIG

H

No

t U

sed

in A

YP

Ca

lc

GR

AD

UA

TIO

NA

TT

EN

DA

NC

EP

RO

FIC

IEN

CY

PA

RT

ICIP

AT

ION

Nu

mb

er

of

Te

sts

Ma

tch

ed

to

En

rollm

en

t

Te

st W

ind

ow

Ma

rss

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rollm

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t

% o

f

Stu

de

nts

Pa

rtic

ipa

ting

AY

P

Sta

tus

To

tal

Ind

ex

Po

ints

Nu

mb

er

of

Oct

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lid

Sco

res

20

13

Ind

ex

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te

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nd

ed

Ind

ex

Ta

rge

t

SH

Ind

ex

Ta

rge

t

AY

P

Sta

tus

# o

f

Stu

de

nts

Att

.

Ra

te

Att

.

Ta

rg

AY

P

Sta

tus

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r

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ho

rt

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r

Gra

ds

4-Y

r

Gra

d

Ra

te

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d

Ta

rge

tA

YP

Sta

tus

AA

ll S

tud

en

ts

192

193

99

.48

A1

33

.01

87

71

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59

.96

A#

87

39

2.4

290.0

0197

181

91.8

890.0

0A

Math

A

217

21

7 1

00

.00

A1

71

.52

13

80

.52

68

.67

AR

ea

din

g

BA

meri

can

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ka

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ve

16

17

94

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16

56

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26

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68

9.7

487.7

417

13

76.4

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Math

A-I

MP

29

29

10

0.0

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20

.52

67

8.8

53

9.1

6A

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adin

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92

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isp

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5 5

10

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56

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04

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19

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Z

3 3

10

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35

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ea

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167

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9.5

16

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16

4.7

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52

92

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167

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Math

A

182

18

2 1

00

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A1

47

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81

81

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74

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ea

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30

96

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29

27

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27

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24

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62

90

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25

71.4

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Math

A

38

38

10

0.0

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14

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73

7.8

43

5.3

5A

Re

adin

g

IF

ree/R

ed

uced

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ce

d L

un

ch

51

52

98

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8.0

49

57

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38

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46

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RM

ath

A

63

63

10

0.0

0A

46

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27

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04

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3A

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adin

g

AY

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tatu

s:

A =

Above T

arg

et

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6

assessments. Parents wishing to

see how their child(ren)

performed on state assessments

can view data online through the

Skyward student information

system.

Every two years school districts

must report on their testing

program. The 2012-2013 report

includes this information.

Included are a list of the tests

administered, the grades in which

they are administered and how

the tests are used.

Additional information about our

school district can be viewed on

the Minnesota Department of

Education’s website at

education.state.mn.us.

By law, Minnesota school

districts are annually required to

publish a report on curriculum,

instruction and student

achievement. This report

provides the general public with

information on how well our

students are performing on state

assessments, our curriculum

review process and improvement

goals.

The Detroit Lakes School District

has a four year curriculum review

cycle. All subject areas are part

of this cycle. During the four

years, teachers and administrators

analyze student achievement

performance related to the state’s

academic standards to identify

curriculum strengths and areas of

concern. State standards are

placed at appropriate grade levels

with a scope and sequence

process. Curriculum materials

are reviewed and when necessary

updated. This report includes the

curriculum review cycle and

updates on curriculum activities.

As part of state mandates and

federal No Child Left Behind

(NCLB) requirements students

are tested at several points

throughout their elementary,

middle school and high school

years. This report provides

summary data on student

performance on these

Each year schools districts are to

report progress that has been

made in achieving prior year

improvement goals.

For the 2012-2013 school year

Detroit Lakes had six established

district goals.

Goal 1: Utilize professional

learning communities to improve

professional practices and

student learning.

Professional learning

communities (PLC’s) used

established curriculum and

assessment data to plan

instruction, remediation and

enrichment.

Goal 2: Create quality learning

targets, formative and summative

assessments aligned to essential

learner outcomes and/or

standards.

This was the primary focus of

professional development

activities throughout the school

year. Working in teams teachers

began the process of breaking

down Essential Learner

Outcomes to establish specific

learning targets for each outcome

as well as common summative

and formative assessments.

(continued on page 6 )

Introduction

I N S I D E

T H I S

I S S U E :

Curriculum 2

Essential

Learning

Outcomes

2

Scope &

Sequence 2

Student

Achievement 3

MCA Math &

Reading Data 4

GRAD Data 5

Assessment

Plan 6

2013-2014

Goals 7

Board,

Administration and

Committee 7

Progress on Previous Year’s Goals

Annual Report on Curriculum,

Instruction and Student Achievement

2012-2013

D E T R O I T

L A K E S P U B L I C

S C H O O L S

I S D # 2 2

E D U C A T I O N A L

E X C E L L E N C E

F O R A L L

The mission of the

Detroit Lakes Public

Schools is to nurture and

develop the full potential

of all learners in an

environment where

lifelong learning is

valued, educational

excellence is expected,

and improvement is

continuous.

P A G E 2

Essential Learner Outcomes

Scope and Sequence

Curriculum Curriculum is the “what”

in the educational process. It is

the content of each class. It is

important that curriculum is

aligned to both state and

national standards and follows

“best practices” in each subject

area. As such, the Detroit

Lakes Schools have developed

a formal curriculum review and

revision process. This four

year cycle sets forth specific

tasks each year in which

curriculum is reviewed and

revised.

As part of the cycle,

instructional materials are

reviewed and selected to

match established curriculum.

Detailed curriculum maps are

developed that guide

instruction over the course of

the school year. Curriculum

maps will also provide parents

and students with a clear

understanding of what students

will be expected to know or be

able to do upon completion of

any grade or course.

During the 2012-2013

school year curriculum work

was done in all subject areas.

The District had set a goal of

completing curriculum maps

for all grade levels and courses

in all subject areas by June 30,

2014. More than 125

curriculum maps have been

completed. All curriculum

maps go through a formal

approval process being

approved by the District

Curriculum Committee and the

School Board.

Curriculum maps are

comprised of a scope and

sequence of standards taught, a

set of Essential Learner

Outcomes with learning targets

for each Essential Learner

Outcome and where available

state test specifications.

certain grade level/course, and

then given more thorough

instruction and assessment at a

different grade level.

Scope and sequence

documents provide a visual

description of where standards

and benchmarks are introduced

and assessed.

By establishing a scope

and sequence of curriculum

standards and benchmarks the

Scope and sequence

documents are being

created in all subject

areas. While the state

assigns learning

standards and

benchmarks to

specific grade levels,

many of these are

taught in multiple

years and courses.

Some standards may

be introduced at a

District is able to insure that

there are not gaps in learning

and that important learning

standards are not overlooked in

the instructional process.

While each course/grade level

has a scope and sequence

document for every subject the

District also maintains a K-12

scope and sequence document

the visually illustrates the

complete curriculum for each

subject area.

To insure that the most

important standards and

benchmarks are taught and

assessed the Detroit Lakes

Schools curriculum process

includes documented Essential

Learner Outcomes for all grade

levels and courses in all subject

areas. These Essential Learner

Outcomes are identified as the

most important learning

standards for the course/grade

level. All Essential Learner

Outcomes are assessed and

when necessary retaught to

students not performing at an

acceptable level.

In the future, as part of the

curriculum development

process, common assessments

will be developed for all

Essential Learner Outcomes.

This means that when the same

subject course/grade level is

taught by multiple teachers the

assessment used for an

Essential Learner Outcome will

be the same in all classes.

Curriculum in the Detroit

Lakes Schools is aligned to

Minnesota learning standards

and benchmarks. The

Minnesota Department of

Education has adopted learning

standards in most but not all

subject areas. These standards

have been assigned to different

grades levels. At many grade

levels there is large number of

standards and benchmarks.

Some of these are more

important than others.

A N N U A L R E P O R T O N C U R R I C U L U M , I N S T R U C T I O N A N D S T U D E N T A C H I E V E M E N T

2 0 1 2 - 2 0 1 3

Student Achievement

P A G E 3

Like all Minnesota school

districts, Detroit Lakes Schools is

required to administer several state

assessments each year. Students in

grades three through eight take the

Minnesota Comprehensive

Assessment (MCA) in reading and

math. Students in grade ten take the

MCA in reading which also serves

as the Graduation Required

Assessment for Diploma (GRAD)

reading test. Students in grade

eleven take the MCA in math which

also serves as the GRAD math test.

All of these tests are administered in

the spring of each school year.

Grade nine students take the GRAD

writing assessment. Students in

grade five, eight and ten take the

MCA science assessment.

MCA tests fulfill testing

requirements set forth by federal No

Child Left Behind (NCLB)

requirements which assess student

proficiency in math and reading.

MCA results determine whether

districts and schools are making

Adequate Yearly Progress (AYP).

Test results are used in various

ways. They provide parents with

information on how well their

children are performing in the areas

of math and reading. Results also

provide comparisons between

schools and school districts.

2013 MCA Math and Reading Data

Teachers use

assessment data to help

guide instruction. The

school district uses

assessment data to analyze

curriculum strengths and

areas of concern.

This report provides

summary assessment

results from the 2013 MCA

and GRAD tests. Parents

wishing to see their

children’s results can

access the information

through the Skyward

student information

system.

state standards.

The following charts illustrate

student proficiency percentages for

Detroit Lakes students as compared

to the state averages. Proficiency is

defined as test scores that meet or

exceed state standards in the subject

On the MCA math and reading

tests students do not receive a pass or

failing grade. A student’s test score

places them into one four categories

which are not meeting state standards,

partially meeting state standards,

meeting state standards or exceeding

area.

For most grade levels Detroit

Lakes students are scoring at or

above the state averages.

62.6 57.2

Percent of Students Proficient Grade 3 Reading

District

State

P A G E 4

Reading/English/Language Arts


2 0 1 2 - 2 0 1 3

2013 MCA Math and Reading Data

GRAD Reading, Writing and

Math Data

P A G E 5

The 2012-2013 school year

marked the sixth year of Graduation

Required Assessment for Diploma

(GRAD) tests have been

administered. The class of 2010

was the first class to graduate under

full GRAD requirements. As

implied by the test name passage of

these is a graduation requirement

for students ( with the exception of

math). GRAD writing is first taken

in grade nine, GRAD reading in

grade ten and GRAD math in grade

eleven. Students who do not

receive a passing score are offered

remediation and then must retake

the test.

The 2009 Minnesota

legislature modified the math

GRAD requirement for two years.

Student who do not pass the

original GRAD math test and two

retakes may still graduate if they

meet all of the district’s credit

requirements for math.

The 2008-2009 school year

was first time the GRAD math test

was administered. The GRAD

reading was first administered in

2007-2008 and the GRAD writing

was first administered in 2006-

2007.

The charts below illustrate

how Detroit Lakes students have

performed as compared to state

averages. The charts show the

percentage of students who passed

the GRAD tests on their first

attempts. Detroit Lakes exceeds

state average in all subjects.

40.0

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80.061.5 60.3 63.1 58.2

73.7

57.3 57.8 59.0 57.766.4

GRAD Math

DetroitLakesState

50.060.070.080.090.0 77.2 78.1 83.4 76.9 81.3 81.3

75.1 77.6 78.1 79.0 80.4 80.4

DetroitLakes

State

GRAD Reading

80.0

90.0

100.089.5

86.889.3 88.6

93.990.0

89.5 89.6 90.6 89.091.9

87.8

DetroitLakesState

GRAD Writing

P A G E 6

Assessment Plan Every two years the

Annual Report on Curriculum,

Instruction and Student

Achievement must publish a

list of assessments that are

offered by the district, in what

grades they are assessed and

the purpose of the assessment.

Below is a list of the

current assessments being

offered by the district. While

the district requires that all

students at particular grade

levels take certain tests, others

are not. State assessment tests

such as the MCA and GRAD

tests are administered to all

students at the particular grade

level offered.

The Measurement of

Academic Progress (MAP)

tests are used to measure

student’s academic growth

from fall to spring and from

one year to the next. Teachers

use this data to plan instruction

at students’ performance level.

Tests such as EXPLORE

and ASVAB are given to

students to help with career

planning.

Parents can access their

child(ren)’s results on tests

such as MCA, GRAD and

MAP through the Skyward

student information system.


2 0 1 2 - 2 0 1 3

Student Assessments Offered Grades Test Name Purpose K,1,2 Developmental Reading Assessment Determine Growth & Title 1

K,1,2 Hearing and Recording Sounds Determine Growth & Title 1

K,1,2 High Frequency Words Determine Growth & Title 1

K,1 Letter/Sound ID Determine Growth & Title 1

K-10 Measures of Academic Progress Determine Growth & Title 1

(Math, Reading, & Language Usage)

3-5 Scholastic Oral Assessment Determine Growth & Title 1

3-6 QRI Determine Growth & Title 1

3-11 Minnesota Comprehensive Assessment Adequate Yearly Progress

(Math, Reading, & Writing)

8 EXPLORE Career Planning

8 NAEP Math, reading and writing

8+ GRAD Graduation

10 Accuplacer Course Selection/Remediation

10-11 ASVAB Career Planning

11 ACT College Entrance

Progress on Previous Year’s Goals (continued from page 1)

across the curriculum.

Goal 5: Utilize knowledge

about diverse cultures to

increase student performance.

District participated in a

cultural collaborative with

other school districts.

Goal 6: Learn and utilize

technology as an effective

instructional tool.

All grade five students were

provide an iPad and teaching

practices were modified to

teach with this new

instructional tool. An iPad cart

with 30 ipads was made

available in each of the

Goal 3: Analyze and interpret

multiple sources of data to

improve instruction and

increase student learning.

Analysis of data to make

instructional decisions was

stressed as an important

activity in all Professional

Learning Communities

(PLC’s)

Goal 4: Create instruction that

meets the needs of a wide

spectrum of learner needs,

styles and abilities.

This was stressed in the

development of Essential

Learning Outcome documents

schools.

Goal 7: Create Positive

Behavioral Interventions and

Supports (PBIS) that teach the

academic and social behavior

related to increased academic

performance.

Teams have been trained in

PBIS at all schools and

strategies are being

implemented.

P A G E 7

2013-2014

Improvement Plans To achieve our vision

of “Educational Excellence

for All” we must increase

student achievement in all

content areas and close all

achievement gaps. As such,

the District has adopted the

following goals for the

2013-2014 school year:

1. Utilize Professional

Learning Communities to

improve professional

practices and student

learning.

2. Create quality formative

and summative assessments

aligned to essential learner

outcomes and/or standards.

4. Analyze and interpret

multiple sources of data to

improve instruction and

increase student learning.

5. Create instruction that

meets the needs of a wide

spectrum of learner needs,

styles and abilities.

6. Utilize knowledge about

diverse cultures to increase

student performance.

7. Learn and utilize

technology as an effective

instructional tool.

8. Create Positive

Behavioral Intervention and

Supports (PBIS) that teach

the academic and social

behavior related to

increased academic

performance.

2012-2013 District Curriculum Committee

The District Curriculum Committee has responsibilities for curriculum oversight in our school district. Committee

members represent various components of the school district.

District Curriculum Committee

Gail Kotschevar High School Teacher Pam Daly Instructional Coach

Ladd Lyngaas School Board Marcy Matson Special Ed. Director

Renee Kerzman Elementary Principal Becky Itzen Elementary Teacher

Trish Mariotti Elementary Teacher Doug Froke Superintendent

Lowell Niklaus Education Director Peter Lundin Area Learning Center

Steve Morben High School Principal Mike Suckert Middle School Principal

Lisa Weber ALC Principal Sandy Nelson Elementary Principal

Justin Hegg MS Asst. Principal Justin Messer HS Asst. Principal

2012—2013

Board of Education Terrie Boyd Board Chair Ladd Lyngaas Vice-Chair

Brenda Muckenhirn Clerk David Langworthy Treasurer

Dr. Thomas Seaworth Director Jackie Buboltz Director

Administration Doug Froke Superintendent Nancy Olson Business Manager

Lowell Niklaus Education Director Marcy Matson Special Education Director

We’re on the web

www.dlschools.net

Detroit Lakes Public SchoolsMonthly Enrollment Summary

Month: October

D.L. Preschool Special Ed. KINDERGARTEN

EIC ECSE Total Kind. Kind Sp Ed Total

Roosevelt 46 69 115 Roosevelt 79 22 101

Rossman 64 19 83

Non-resident Preschool Special Ed. Totals 143 41 184

EIC ECSE Total

Roosevelt 1 1 2

GRADES 1 - 5

Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Total

Roosevelt 123 123 127 125 128 626

Rossman 95 107 95 90 93 480

Totals 218 230 222 215 221 1106

ELEMENTARY TOTALS

Kinderg. Gr.1-5 Total

184 1106 1290

MIDDLE SCHOOL

Grade 6 Grade 7 Grade 8 Sp. Ed. Total

Middle Sc. 222 213 216 0 651

SENIOR HIGH

Grade 9 Grade 10 Grade 11 Grade 12 PSEO/F PSEO/P Total

Senior High 213 199 206 179 2 15 814

2013-2014 MONTHLY TOTALS* ALP

K-12 Total* EIC 47 D.L. 8

2797 ECSE 70 Other 2

*Includes ALC, Kind. Sp. Ed. 41

but not ALP Kindergarten 143

Grades 1-5 1106 ALC

2012-2013 Middle School 651 D.L. 31

K-12 Total* Senior High 814 Other 11

2847 ALC 42 Total 42

*Includes ALC, ALP 10

but not ALP TOTAL 2924

*Does not include non-resident students

2011-2012 on tuition agreement

K-12 Total*

2787*Includes

ALC, but

not ALP

2013-2014

Detroit Lakes Public SchoolsElementary Grade Sections

Month: October

Average

Kindergarten 20.44

19 22 21 21

19 21 21 20

20

Building Average 20.20 20.75

Grade 1 21.80

21 21 24 24

21 20 24 23

20 20


Grade 2 20.91

21 20 22 22

21 20 21 22

21 20 20


Grade 3 24.67

27 24 24 24

23 27 22 25

26


Grade 4 26 25 22 23 23.89

24 26 23 22

24


Grade 5 24.56

26 25 21 25

26 25 23 24

26


The district class size average for K-5 is: 22.63

The class size average on this page is different than the class size average calculated by the State. The class

size average on this page reflects students in a classroom with the regular classroom teacher and does not

count specialists such as music, phy.ed. and art teachers which the state uses in calculating class size average.

Section 2&4

Section 5

Section 1&3

Section 2&4

Section 2&4

Section 5&6

Section 1&3

Section 5

Roosevelt/ MS Rossman

Section 1&3

Section 5&6

Section 1&3

Section 2&4

Section 2&4

Section 1&3

Section 5

Section 1&3

2013-2014

Section 5&6

Section 2&4

Detroit Lakes Public SchoolsYearly Enrollment Summary

2013-2014Date: October

EIC ECSE

Sep Oct Nov Dec Jan Feb Mar Apr May Sep Oct Nov Dec Jan Feb Mar Apr May

42 47 59 69

EIC -- Non Resident ECSE -- Non Resident


1 1 1 1

Kindergarten - Special Ed. Kindergarten


Roosevelt 23 22 Roosevelt 83 79

Rossman 19 19 Rossman 64 64

Totals 42 41 Totals 147 143

Kindergarten Total

Sep Oct Nov Dec Jan Feb Mar Apr May

Roosevelt 106 101

Rossman 83 83

Totals 189 184

Grade One Grade Two





Grade Three Grade Four





Grade Five


MS 126 128

Rossman 94 93

Totals 220 221

Detroit Lakes Public SchoolsYearly Enrollment Summary

Date: October

Grades 1 - 5 Totals ALC


Roosevelt/MS 633 626 Resident 31 31Rossman 482 480 Non-Resid. 12 11

Totals 1115 1106 Total 43 42

Middle School ALP


Grade Six 221 222 Resident 6 8Grade Seven 212 213 Non-Resid. 1 2

Grade Eight 215 216 Total 9 10Special Ed. 0 0

Totals 648 651

Senior High


Gr. Nine 211 213

Gr. Ten 198 199

Gr. Eleven 207 206

Gr. Twelve 185 179

PSEO-FT 2 2

PSEO-PT 16 15

Totals 819 814

2013-2014

Accountability 2.0 and the World’s

Best Workforce—What Does It Mean?

World’s Best Workforce

Initial Guidance

“Leading for educational excellence and equity. Every day

for every one.”

education.state.mn.us 2

Goals For Today

•

•

•

Outline key components of “World’s Best Work

Force” legislation (Section 120B.11 amended)

Provide information and support for alignment

of district initiatives to ensure college and career

preparedness for all students

Explore possibilities to align existing programs

to the district’s World’s Best Work Force

(WBWF) strategic plan


Accountability 2.0 and the World’s Best

Workforce – Legislation

• “World’s Best Workforce” means striving to:

–

–

–

–

–

Have all students meet school readiness goals

Have all third grade students achieve grade-level

literacy

Close the academic achievement gap among all racial

and ethnic groups of students and between students

living in poverty and their more privileged peers.

Have all students graduate from high school

Have all students attain college and career

preparedness



Workforce – Performance Measures

• Success in reaching the World’s Best Work

Force goals will rest on the following

performance measures:

–

–

–

–

Student performance on the National Association of

Education Progress (NAEP)

Reduction of the academic achievement gap by

student subgroup

Student performance on the MN Comprehensive

Assessments

College and career readiness under section 120B.30,

subdivision 1



Workforce – Plan Development

• School board is to develop a plan to support and

improve teaching and learning that is aligned to

the World’s Best Work Force and includes:

–

–

Clearly defined student achievement goals and

benchmarks

Process to evaluate each student’s progress

toward meeting the state and local academic

standards




•

•

A system to review and evaluate the effectiveness

of instruction and curriculum

Practices that integrate high-quality instruction,

rigorous curriculum, instructional technology, and a

collaborative professional culture that support teacher

quality, performance and effectiveness




-

-

Evidence-based strategies for improving

curriculum, instruction and student

achievement

An annual budget for continuation of

district plan implementation


Plan Development Example –

Educator Effectiveness Systems

• Recommended Plan Components –

–

–

–

Agreement between local union and school board on a

teacher evaluation system

A rubric that defines effectiveness of instruction

(attach to plan)

Description of the professional standards the district

used in the development of the system,


Example – Educator Effectiveness Systems

• Recommended Plan Components -

–

–

–

Describe the forms of teacher collaboration; i.e.

professional learning teams, peer coaching, principal

feedback and reflection on instruction

Describe opportunities for evaluation feedback on

instruction from summative evaluators,

Describe the plan for program improvement.



Workforce – Advisory Committee

• School boards will establish an advisory

committee that:

–

–

–

–

Ensures community participation

Reflects the diversity of the district and its school

sites

May establish site teams

Makes recommendations to the school board

regarding rigorous academic standards, student

achievement goals and measures



Workforce – Annual Report

•

•

•

•

Publish a report annually on district plan results

each fall

School board will hold an annual public meeting

Periodically survey constituencies about their

connection to schools and level of satisfaction

School Board must submit an electronic

summary of the report to the commissioner



Workforce – Evaluation

• The Commissioner’s Office must:

–

–

–

Identify effective strategies, practices, and use of

resources by districts and schools striving for the

World’s Best Work Force

Assist districts and sites throughout the state in

implementing such strategies and practices

Identify those districts in any three-year period not

making sufficient progress toward improving teacher

and learning



Workforce – Evaluation

• The Commissioner’s Office has authority to:

–

–

In collaboration with the district, may require a

district to use up to two percent of its basic

education revenue per fiscal year during the three

years to implement commissioner-specified

strategies and practices.

Provide support to improve and accelerate a

district’s progress to strive for the World’s Best

Work Force



Workforce – One Plan Initiative

• How about striving for one plan

that encompasses everything?

One Plan Initiative


State Accountability System

• The result of the legislation will be a state

accountability system that is locally owned and

supported by MDE guidance and technical

assistance in continuous school improvement

and turnaround planning.


World’s Best Work Force

What’s Next?

• Provide input on:

–

–

–

What are critical strategies and practices that will

ensure the World’s Best Workforce?

What are concepts to consider in the development of

a “one plan” structure?

What structures and processes will be of greatest

value to districts to meet this legislation?


Agency Implementation Timeline

September 16 – 20

- Meet with MDE focus groups and external

stakeholders

September 23 – 27

- Meet with MDE focus groups

September 30 – October 4

- Feedback from MASA and other organizations

October 7 – October 15

- Complete final template of WBWF activities and

review by MDE Executive team

October 18 - Tentative

- Information and resources shared in

Superintendent's Newsletter


District Timeline

•

•

•

•

October – December 2013

– With MDE guidance, develop a district strategic

World’s Best Workforce Plan

January 2014

– Implement WBWF district plan

October 1, 2014

– Develop report on the implementation of the previous

year’s WBWF plan

Fall 2014

– Update district WBWF plan with new goals and

strategies


Presentation Contact

Steve Dibb, Assistant Commissioner

[email protected]

(651) 582-8693

mailto:[email protected]

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