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COLLECTIVE BARGAINING AGREEMENT between
White Salmon Education Association
and
White Salmon School District No. 405-17
TABLE OF CONTENTS
PREAMBLE ...................................................................................................................... 1
ARTICLE I - ADMINISTRATION ........................ ........................................................ 1
SECTION 1. DEFINITIONS .......................................................................................... 1
SECTION 2. RECOGNITION ....................................................................................... 1
SECTION 3. EMPLOYEES ........................................................................................... 2
SECTION 4. STATUS OF AGREEMENT .................................................................... 3 SECTION 5. INDIVIDUAL CONTRACTS................................................................... 3 SECTION 6. PART-TIME CONTRACTS:.................................................................... 3 SECTION 7. CONFORMITY TO LAW ........................................................................ 5 SECTION 8. DISTRIBUTION OF AGREEMENT ....................................................... 5
ARTICLE II - BUSINESS ............................................................................................... 6
SECTION 1. MANAGEMENT RIGHTS ...................................................................... 6 SECTION 2. ASSOCIATION RIGHTS AND PRIVILEGES ........................................ 6
SECTION 3. DUES DEDUCTIONS AND REPRESENTATION FEE ......................... 7
SECTION 4. AGREEMENT ADMINISTRATION/INTERPRETATION .................... 8
SECTION 5. ASSOCIATION LEAVE .......................................................................... 8
ARTICLE III - EMPLOYEE RIGHTS ..................... ..................................................... 8
SECTION 1. NON-DISCRIMINATION ........................................................................ 8
SECTION 2. DUE PROCESS ........................................................................................ 9
SECTION 3. PERSONNEL FILES ................................................................................ 9
SECTION 4. EMPLOYEE PROTECTION .................................................................. 10 SECTION 5. ASSIGNMENTS, TRANSFERS, PROMOTIONS ................................ 10
SECTION 6. EMPLOYEE TRANSITION ................................................................... 11
SECTION 7. DISPENSING OF MEDICINE ............................................................... 11 SECTION 8. INCLEMENT WEATHER ..................................................................... 12 SECTION 9. EMPLOYEE PROTECTION .................................................................. 12
ARTICLE IV – OBSERVATION/EVALUATION/PROBATION, PROF ESSIONAL GROWTH PLAN ............................................................................................................ 12
SECTION 1. PURPOSE ............................................................................................... 12
SECTION 2. APPLICABILITY FOR EVALUATION PROCESSES ........................ 13
SECTION 3. CLASSROOM TEACHER EVALUATION PROCESS ....................... 14
SECTION 1. EMPLOYEE EVALUATION PROCEDURE ........................................ 25
SECTION 2. PROCEDURES IN THE EVENT OF UNSATISFACTORY PERFORMANCE--PROVISIONAL EMPLOYEES ................................................... 25 SECTION 3. PROCEDURES IN THE EVENT OF UNSATISFACTORY PERFORMANCE--ALL OTHER EMPLOYEES. ....................................................... 27 SECTION 4. EMPLOYEE EVALUATION CRITERIA .............................................. 28 SECTION 5. CERTIFICATED SUPPORT STAFF EVALUATION CRITERIA ....... 31
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ARTICLE V - LAYOFF AND RECALL ..................... ................................................ 33
SECTION 1. LAYOFF PROCEDURES. ..................................................................... 33
SECTION 2. PLACEMENT CRITERIA ..................................................................... 34
ARTICLE VI - INSTRUCTION ................................................................................... 36
SECTION L. STUDENT DISCIPLINE ........................................................................ 36
SECTION 2. SAFE WORKING CONDITIONS .......................................................... 36 SECTION 3. CONTROVERSIAL TOPICS ................................................................. 36 SECTION 4. FACILITIES ............................................................................................ 37
SECTION 5. CLASS SIZE ........................................................................................... 37
SECTION 6. CONFERENCING WITH PARENTS .................................................... 37 SECTION 7. STUDENT EMPLOYEES ...................................................................... 38
SECTION 8. CLASSROOM INTERRUPTIONS ........................................................ 38 SECTION 9. IN-SERVICE COMMITTEE .................................................................. 38 SECTION 10. STAFF DEVELOPMENT AND TRAINING ....................................... 38
SECTION 11. STUDENT EVALUATION .................................................................. 38
ARTICLE VII - LEAVES .............................................................................................. 39
SECTION L. GENERAL PROVISIONS ...................................................................... 39
SECTION 2. SICK LEAVE .......................................................................................... 39
SECTION 3. SICK LEAVE CASH OUT ..................................................................... 39 SECTION 4. JOB- RELATED INJURIES ................................................................... 39 SECTION 5. MATERNITY LEAVE ........................................................................... 40
SECTION 6. SICK LEAVE SHARING ....................................................................... 40
SECTION 7. BEREAVEMENT LEAVE ..................................................................... 41 SECTION 8. EMERGENCY LEAVE .......................................................................... 41
SECTION 9. JURY DUTY AND SUBPOENA LEAVE ............................................. 41
SECTION 10. SABBATICAL LEAVE ........................................................................ 42
SECTION 11. ADOPTION LEAVE ............................................................................ 43
SECTION 12. MILITARY LEAVE ............................................................................. 43
SECTION 13. ATTENDANCE AT PROFESSIONAL MEETINGS AND CONFERENCES .......................................................................................................... 44 SECTION 14. OTHER LEAVES ................................................................................. 44
SECTION 15. ANNUAL LEAVE ................................................................................ 45
ARTICLE VIII - FISCAL .............................................................................................. 45
SECTION 1. WORK DAY ........................................................................................... 45
SECTION 2. EMPLOYEE WORK YEAR .................................................................. 46 SECTION 3. ADDITIONAL DAYS ............................................................................ 46
SECTION 4. SCHOOL CALENDAR .......................................................................... 47
SECTION 5. PAYMENT ............................................................................................. 47
SECTION 6. PROVISIONS GOVERNING EMPLOYEE'S SALARY SCHEDULE . 47 SECTION 7. SALARY COMPLIANCE ...................................................................... 49
SECTION 8. EXTRA DUTY PAY .............................................................................. 49
SECTION 9. INSURANCE BENEFITS ...................................................................... 50
SECTION 10. TRAVEL .............................................................................................. 50
SECTION 11: EMERGENCY CLASS COVERAGE .................................................. 50 SECTION 12. NATIONAL BOARD CERTIFICATION............................................. 51
ARTICLE IX - GRIEVANCE PROCEDURE ............................................................. 51
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SECTION 1. PROCEDURE ......................................................................................... 51
SECTION 2. ARBITRATION COSTS ........................................................................ 52
SECTION 3. JURISDICTION OF THE ARBITRATOR ............................................. 52 SECTION 4. TIME LIMITS ......................................................................................... 53
SECTION 5. GRIEVANCE AND ARBITRATION HEARINGS ............................... 53
SECTION 6. INDIVIDUAL COMPLAINTS ............................................................... 53 SECTION 7. CONTINUITY OF GRIEVANCE .......................................................... 53
ARTICLE X - DURATION ........................................................................................... 54
SECTION 1. TERM OF AGREEMENT ...................................................................... 54
SECTION 2 RE-OPENERS ......................................................................................... 54
APPENDIX A1 — 2015-2016 SALARY SCHEDULE ................................................ 55
APPENDIX B-1 — EXTRA CURRICULAR SALARY SCHEDULE .. ................... 57
APPENDIX C — GRIEVANCE REVIEW REQUEST FORM ........ ......................... 58
APPENDIX D — OBSERVATION/FINAL EVALUATION REPORT CLASSROOM EMPLOYEE ......................................................................................... 59
APPENDIX E – CEL 5D+ TEACHER EVALUATION RUBRIC 2.O BY WASHINGTON STATE CRITERIA ........................................................................... 69
APPENDIX F – TEACHER EVALUATION – STUDENT GROWTH GO AL SETTING ......................................................................................................................... 87
White Salmon CBA 2015-2017 – pg 1
PREAMBLE
This contract made and entered into this 1st day of September 2015,
by and between the White Salmon Education Association, Inc., and
the Board of Directors of White Salmon Valley School District #405-
17 acting by and through its Superintendent and Board of
Directors. Words denoting gender shall be deemed to include both
the masculine and feminine, and words denoting number shall
include singular and plural unless the context in which they are
used clearly indicates other usage was intended.
ARTICLE I - ADMINISTRATION
SECTION 1. DEFINITIONS
A. District/Board shall mean the White Salmon Valley School District No. 405-
17, County of Klickitat, State of Washington.
B. Association shall mean the White Salmon Education Association, which is
affiliated with the National Education Association and with the Washington
Education Association.
C. Parties shall mean the District and the Association as co-signers of the
Agreement.
D. Agreement shall mean the Collective Bargaining Agreement signed by the
parties.
E. Employee shall mean a member of the bargaining unit.
F. Day shall mean school day except during summer when it shall mean
weekday except holiday.
G. Superintendent shall mean the chief administrator of the District.
H. President shall mean the presiding officer of the Association.
I. Contract shall mean the individual written contract issued to each employee.
J. Act shall mean RCW 41.59, the Educational Employment Relations Act.
K. SPI shall mean the Office of the State Superintendent of Public Instruction.
L. PERC shall mean the Public Employment Relations Commission.
SECTION 2. RECOGNITION
Pursuant to current statute (RCW 41.59), the employer hereby recognizes the
Association as the sole and exclusive bargaining representative for all certificated
employees. Such representation shall exclude the Superintendent, administrative
White Salmon CBA 2015-2017 – pg 2
assistants to the Superintendent, business manager, vice-principals, principals
and any other confidential employees.
SECTION 3. EMPLOYEES
A. The Board recognizes the Association as the exclusive bargaining
representative for all full-time and part-time certificated employees whether
under contract or on leave and employed by the Board. Employees working
under a valid contract within the District as follows:
1. Regular Full-Time Employee: A regular full-time employee is an
employee who is employed for a full work day under a continuing
individual contract and works at least one hundred eighty (180) days per
year. A regular full-time employee is entitled to all coverage of all the
terms and conditions of this Agreement.
2. Regular Part-Time Employee: A regular part-time employee works
under a continuing individual contract but works less than a full work day
or less than one hundred eighty (180) days per year. A regular part-time
employee is entitled to coverage of the provisions of this Agreement,
except benefits shall be prorated for a part-time employee as compared to
a full-time employee.
3. Replacement Employee: Replacement employee shall mean an employee
who replaces a regular full-time or regular part-time employee who has
been granted a leave. Replacement employees shall be issued a non-
continuing individual contract with a date certain when it will end.
Replacement employees shall be entitled to all coverage of all terms and
conditions of this Agreement except Article V—Layoff and Recall.
B. Employees who are not under valid contract but who are entitled to
recognition as members of the bargaining unit are temporary employees
which meet the definition of long-term substitutes as set forth below:
1. Long-term Substitute: A long-term substitute is a person who is
temporarily employed but works more than twenty (20) consecutive days
in one assignment. Upon completion of twenty (20) consecutive days in
one assignment, the person shall be considered a long-term substitute and
an employee within the bargaining unit upon the twenty-first (21)
consecutive day of employment and compensation will be paid according
to the state-wide salary schedule and their experience placement. The long-
term substitute shall be covered by the following provisions of this
agreement: Article II, Section 3. and Article VII, Section 2 (sick leave must
accrue).
White Salmon CBA 2015-2017 – pg 3
SECTION 4. STATUS OF AGREEMENT
A. Any individual contract between the District and individual employee shall
be subject to and consistent with the terms and conditions of this Agreement.
If an individual contract contains any language inconsistent with this
Agreement, this Agreement during its duration shall be controlling.
B. This Agreement shall become effective when ratified by the Board and
Association and executed by authorized representatives thereof and may be
amended or modified only with mutual consent of the parties. Specific
provisions of this Agreement may be opened for re-negotiation during its
term by mutual agreement only.
C. This Agreement shall supersede any rules, regulations, policies, resolutions,
or practices of the District which shall be contrary to or inconsistent with its
terms.
SECTION 5. INDIVIDUAL CONTRACTS
A. All individual employee personal service contracts shall be subject to and
consistent with Washington State law and the terms and conditions of this
Agreement. If any individual employee personal service contract contains any
language inconsistent with this Agreement, this Agreement during its
duration shall be controlling.
B. Individual contracts for employees of the District shall be issued before June l
and shall be returned within fifteen (15) calendar days. Three (3) copies of the
contract shall be given to the employee each year for signature. One (1) copy
is retained by the employee at the time of signing; two (2) copies are
forwarded to the District office to be signed by the Board. One (1) of these
copies is then placed on file in the Superintendent's office, and the second
copy returned to the employee. There shall be a supplementary employee
contract for specified extracurricular and special assignments which shall not
exceed one (1) year and shall be in accordance with statutory provisions.
SECTION 6. PART-TIME CONTRACTS:
PROVISIONS FOR JOB SHARING AND OTHER PART-TIME SITU ATIONS THAT FRACTIONALIZE CERTIFICATED INSTRUCTIONAL PERSO NNEL (FTE) POSITIONS. A. Position Determination
1. When mutually agreed among two (2) employees, the building principal,
and the Superintendent , two (2) employees may divide one (1) contracted
position (FTE) within the bargaining unit. The District will arrange the said
job share when:
a. The District can identify some clear advantages to the District for
utilizing such an arrangement, and/or
White Salmon CBA 2015-2017 – pg 4
b. The District does not identify any clear disadvantages from a proposed
fractionalization of an FTE unit. The fractionalization of an FTE position
must not result in substantially increasing the costs to the District for
salary and benefits in excess of its average cost of funding an FTE.
2. Job-share assignments must be opened to members of the bargaining unit if
they are not filled by current members within a particular building. If it is
not filled by current bargaining unit members, the District will follow its
usual procedure for filling vacant positions.
3. The District will review job share annually and may terminate the
arrangements at any time. It may be abolished:
a. At the end of each school year.
b. When a fraction of an FTE employee must be increased during a school
year because a change in circumstance occurs.
c. If one-half of a job-sharing pair departs the scene and another suitable
replacement cannot be immediately located.
d. If the job-sharing partners find they are incompatible and/or one (1)
leaves the District or takes unpaid leave and it is not convenient for the
District to make other suitable arrangements.
e. If the District has need to discipline or terminate the sharing
arrangement because one (1) or both persons are not complying with
their prior written agreement as to how they will handle responsibilities.
B. Employee Orientation
1. The District will provide to the employees A Beginning the Year Checklist
requiring each job-share employee to reach consensus on the procedures
and responsibilities for each item on the checklist.
2. An individual's advancement on the salary schedule steps may be at least
biannual and often more years apart depending on the proportion of
teaching performed.
3. Eligibility for retirement credit may be limited during those years pursuant
to state teachers' retirement system provisions.
4. An individual may be required to change to full-time employment at any
time for "urgent needs" of the District, i.e., student enrollment change,
space situations, etc.
5. Individuals proposing to enter into a job-sharing arrangement will prepare
a signed written agreement. It will stipulate how each individual will
handle each and all of the duties and responsibilities of the position being
divided. After reviewing the proposed plan, the building principal will
White Salmon CBA 2015-2017 – pg 5
sign and comment in writing his approval or disapproval. The plan will be
presented to the Superintendent for final approval/disapproval.
6. Whenever possible, job-sharing employees will be given first opportunity
to act as substitute teachers for one another at the regular substitute rate.
C. Compensation-Computations
1. Each individual on a part-time assignment will be compensated
proportionately to daily student contact time. A teacher is paid an amount
proportionate to actual time served with students and based on his/her
placement on the basic salary schedule. A preparation period during a
teaching day is not recognized for purposes of compensation.
2. Advancement of one (1) step on the salary schedule will require a
minimum of 50% an FTE of service. Part-day and part-year service may be
accumulated over several school years to qualify for advancement on the
schedule.
3. Group insurance benefits will be offered in direct proportion to the time
spent teaching, with a minimum 50% FTE to participate in the program.
4. Emergency/sick leave, personal leave and other economic benefits will be
computed in proportion to the individual's percent of the FTE
computation.
SECTION 7. CONFORMITY TO LAW
This Agreement shall be governed and construed according to the Constitution
and laws of the State of Washington. If any provision of this Agreement or any
application of this Agreement to any member of the bargaining unit covered
hereby shall be found contrary to law, such provisions or applications shall be
void and the rest of the Agreement shall continue in full force and effect.
SECTION 8. DISTRIBUTION OF AGREEMENT
A. Within a reasonable time, not to exceed forty-five (45) days following
ratification and signing of this Agreement, the Association shall print and
distribute a copy to each employee. Thirty-five (35) additional copies shall be
printed, twenty (20) copies for the District and fifteen (15) copies for the
Association. The Association will be provided with a copy of the Agreement
on computer disk.
B. All new employees shall be provided with a copy of the Agreement by the
District upon issuance of the teaching contract.
C. The cost of the above printing and distribution of this Agreement shall be
borne by the District and the Association.
White Salmon CBA 2015-2017 – pg 6
D. The format and quality of the contract shall be determined by mutual
agreement. The final draft copy shall be approved by the Chief Negotiator for
each side prior to the printing.
E. There shall be two (2) signed copies of the final Agreement for the purpose of
records. One (1) shall be retained by the District and one (1) by the
Association.
ARTICLE II - BUSINESS
SECTION 1. MANAGEMENT RIGHTS
The Board has the right and obligation to manage and conduct the operation of
the school district within its legal limitations and to adopt, repeal or modify
policies, rules and regulations insofar as such actions are not in violation of the
terms of this Agreement.
SECTION 2. ASSOCIATION RIGHTS AND PRIVILEGES
A. Information. Upon request the Board agrees to furnish to the Association
public information at the same cost charged to the community.
B. Release Time for Meetings. Whenever any representative of the Association
or any employee participates during working hours in any mutually agreed
upon negotiations, conferences, or meetings, he/she shall suffer no loss in pay.
C. Use of School Building. With the approval of the building principal, the
Association and its representatives shall have the right to access the school
buildings for organizational purposes provided there is no interference with
the regular school program. The principal of the building in question shall be
notified of Association presence.
D. Use of School Equipment. The Association shall have the right to use school
facilities and equipment, calculating machines, and all types of audio-visual
equipment with the prior approval of the Superintendent or his designee at
reasonable times, when such equipment is not otherwise in use. The
Association shall pay for the reasonable cost of all materials, supplies and
repairs incidental to such use.
E. Bulletin Boards. The Association shall have access to a bulletin board in each
faculty lounge. All posted materials shall contain the name of the originator.
F. Mail Facilities and Mail Boxes. The Association shall have the right to use
the inter-school mail facilities and school mailboxes. All materials shall
contain the name of the originator.
G. School Board Meetings. The Association shall have the opportunity to
suggest items for the Agenda.
White Salmon CBA 2015-2017 – pg 7
SECTION 3. DUES DEDUCTIONS AND REPRESENTATION FEE
A. On or before August 25 of each school year, the Association shall give written
notice to the Board of the dollar amount of dues and assessments to the
Association, including the National Education Association and the
Washington Education Association, which dues and assessments are to be
deducted in the coming school year. The total for these deductions shall not
be subject to change during the school year.
B. The deductions authorized shall be made in twelve (12) equal amounts from
each paycheck beginning the pay period in September through the pay period
in August of each year. The Board agrees promptly to remit directly to the
Washington Education Association all monies so deducted, accompanied by a
list of employees from whom the deduction has been made. A duplicate list
upon request shall be promptly provided the Association as receipt for said
transaction.
C. Employees who commence employment after September or terminate before
June shall have their deductions prorated at one-twelfth (1/12) of the total
amount for each month the employee is employed.
D. MEMBERSHIP DEDUCTIONS. Within ten (10) days of their employment,
employees may sign and deliver to the Board an Assignment of Wages form
which is attached hereto and incorporated in this Agreement, which form
shall authorize deduction of membership dues and assessments of the
Association (including the Washington Education Association and the National
Education Association).
E. REPRESENTATION FEES. (Reference RCW 41.59.100) No member of the
bargaining unit will be required to join the Association; however, those
employees who are not Association members but are members of the
bargaining unit will be required to pay a representation fee to the Association.
The amount of the representation fee will be determined by the Association
and transmitted to the Business Office in writing. The representation fee shall
be an amount less than the regular dues for the Association membership in
that non-members shall be neither required nor allowed to make a political
(WEA/PAC or NEA/PAC) deduction. The representation fee shall be
regarded as fair compensation and reimbursement to the Association for
fulfilling its legal obligation to represent all members of the bargaining unit.
(Reference RCW 41.59.090)
1. In the event that the representation fee is regarded by an employee as a
violation of their right to non-association, such bona fide objections will be
resolved according to the provisions of RCW 41.59.100, or PERC.
White Salmon CBA 2015-2017 – pg 8
2. The Association agrees to defend and hold the District harmless against
any legal action brought against the District in reference to the
Representation Fee Deduction.
SECTION 4. AGREEMENT ADMINISTRATION/INTERPRETATION
Upon mutual agreement of the parties, the Association officials and District
administrators shall meet to discuss problems relating to the interpretation or
compliance with this Collective Bargaining Agreement. When a request is made,
this meeting shall be held within a reasonable amount of time.
SECTION 5. ASSOCIATION LEAVE
A. Twenty (20) days of Professional Leave shall be provided for Association
business. This applies to members of the Association for meetings or
conferences, or negotiations when mutually agreed to, or other Association
business. The twenty (20) days shall be provided for the total staff, and this
provision shall not be interpreted to mean that twenty (20) days leave may
apply to each Association officer or staff member.
B. Requests for leave shall be submitted in writing by the President to the
Superintendent two (2) days before the leave is to take effect.
C. The Superintendent shall acknowledge receipt of the request to the President,
the principal and the employee taking such leave. The principal shall be
responsible for securing a substitute when necessary and the cost of the
substitute shall be paid by the Association. The certificated employee shall
suffer no loss of any other benefits.
ARTICLE III - EMPLOYEE RIGHTS
SECTION 1. NON-DISCRIMINATION
A. There shall be no illegal discrimination against any employee or applicant for
employment by reason of race, creed, color, marital status, sex, age, national
origin, or because of his membership in employee organizations. The District
will not illegally discriminate against any employee with respect to hours,
wages or any terms or conditions of employment by reason of his
membership in the Association; his participation in any lawful activities of the
Association or collective negotiations with the Board; of his institution of any
grievance, complaint or proceeding under this Agreement; or otherwise with
respect to any terms or conditions of employment.
A. The employees shall be entitled to full rights of citizenship and no legal
religious or political activities of any employee outside of the classroom shall
be grounds for any discipline or discrimination with respect to the
professional employment of such employee.
White Salmon CBA 2015-2017 – pg 9
SECTION 2. DUE PROCESS
A. No employee will be disciplined without just cause. An employee has the
right to have a representative from the Association and/or counsel present.
B. The District agrees to follow a policy of progressive discipline, and any
disciplinary action taken against an employee shall be appropriate to the
behavior or situation which precipitated the action. Progressive discipline
steps are:
1. Verbal warning
2. Written reprimand
3. Suspension with pay
4. Suspension without pay
5. Discharge or nonrenewal
C. Any complaint made against an employee by a parent, student, or other
person will be promptly called to the attention of the employee, within five
(5) days from the time the administration is made aware of the situation. Any
complaint not called to the attention of the employee may not be used as the
basis for any disciplinary action against the employee. No such complaint
may be used against the employee for any purpose whatsoever unless the
employee has signed a written record indicating she/he received notice of the
complaint.
D. Any criticism of any employee by a supervisor, administrator, or other agent
of the employer shall be made in confidence and never in the presence of
students, parents of students, other employees, or at public gatherings. All
critiques made shall be confidential.
SECTION 3. PERSONNEL FILES
A. Employees or former employees shall upon request have the right to inspect
all contents of their complete personnel file kept within the District as well as
employment references leaving the District. Upon request, a copy of any
document contained therein shall be afforded the employee at District
expense. No secret, duplicate, alternate or other personnel file shall be kept
anywhere in the District. A separate file for processed grievances shall be kept
apart from the employee's personnel file. Anyone, at the employee's request,
may be present in this review.
B. Each employee's personnel file shall contain the following minimum items of
information: all employee's evaluation reports, copies of annual contracts,
teaching certificate, a transcript of academic records.
C. No evaluation, correspondence or other material making derogatory
reference to any certificated employee or former employee's competence,
character, or manner shall be kept or placed in the personnel file without the
White Salmon CBA 2015-2017 – pg 10
employee's knowledge and exclusive right to attach his own written
comments.
D. Upon request by the employee, the Superintendent or his official designee
shall sign an inventory sheet to verify the content of the personnel file at the
time of inspection of said employee.
SECTION 4. EMPLOYEE PROTECTION
A. The District shall provide liability insurance as set forth in RCW 28A.400.370
covering injury to employees and their property, and insurance protecting
employees from loss or damage of their personal property incurred while
engaged in the maintenance of order and discipline and the protection of
school personnel and students, and the property thereof while acting within
legal scope of their responsibilities by such employees.
B. Any case of an assault upon an employee shall be promptly reported to the
designated District representative. The Board will render assistance to the
employee in connection with handling of the incident by law enforcement
authorities.
C. Employees (“Teachers”) will be informed of potential and/or documented
behavior problems concerning incoming student(s) within five (5) school days
of that student’s placement in class. Each building will establish a procedure
to ensure that such communication occurs as timely as possible within said
five (5) days. Any information received shall be treated as confidential and
may not be further disseminated except as expressly provided by law.
SECTION 5. ASSIGNMENTS, TRANSFERS, PROMOTIONS
A. Assignments. All assignments in instructional personnel at the time of entry
into the service of the District are made under the direction of the
Superintendent.
B. Teaching Assignments. Teaching assignments are made by the
Superintendent in consultation with the principals. Transfers may be made if
conditions make such action necessary or desirable. Employees are elected
subject to assignment.
C. Voluntary Transfers. In the determination of assignments and transfer, the
convenience and work of the employee shall be considered to the extent that
these considerations do not conflict with the educational program.
To assure that employees are given every consideration in filling any
vacancies or newly created positions which occur at any time within the
District, the following procedures shall be used:
1. All vacancies and new positions, including summer school and
extracurricular activities, shall be publicized to the staff and Association
White Salmon CBA 2015-2017 – pg 11
through a written notice which shall be distributed to each employee as
far in advance of the date of the opening of any vacancy or new position
as possible.
2. Said notice of vacancy or new position shall clearly set forth the job
description for the position and the procedures for applying.
3. All vacancies or new positions shall be filled on the basis of qualifications.
If everything is equal seniority will prevail.
4. The District shall make an effort to fill vacancies and new positions with
their present teaching staff before out-of-district hiring will occur.
D. Involuntary Transfer. An involuntary transfer will be made only in case of an
emergency or to prevent undue disruption of the instructional program. Each
transfer will be considered on its merits and will be made in keeping with the
best interests of the instructional program of the District.
1. The Superintendent shall notify the affected employee and the President
in writing of the reasons for such transfer before the change is to become
effective.
2. Employees who are transferred will be given priority on returning to the
position, subject area, or grade level from which they have been
transferred if openings for which they are qualified become available.
3. Any employee subject to involuntary transfer after the school year begins
shall be granted one (l) day paid release time to effect the transfer.
E. Promotion within the District. If a position in the District is to be filled by
applicants and those who are applying have equal academic preparation and
experience fitted to the particular assignment and all qualifications are
considered equal, then a present employee will be given the first
consideration.
SECTION 6. EMPLOYEE TRANSITION
When employees are transferred due to a building closure, the opening of a new
building, or otherwise involuntarily transferred, the employer will move all
instructional supplies, materials, and equipment for the affected employee(s).
There will be a joint effort by the District and the employee(s) involved to
provide a smooth transition. The district will pay for twelve (12) hours at non-
curriculum rate for involuntary classroom moves for teachers.
SECTION 7. DISPENSING OF MEDICINE
Employees will dispense or administer medicine in accordance with current laws
and regulations. District will provide training to affected staff on a regular basis.
White Salmon CBA 2015-2017 – pg 12
SECTION 8. INCLEMENT WEATHER
A. When schools are closed because of inclement weather, ice, snow or other
emergencies, employees shall not be required to report to work.
B. When schools are closed early, employees in the bargaining unit shall be
permitted to leave immediately after students are dismissed.
C. Employees shall suffer no loss in wages, benefits, or contractual or statutory
advantages as a result of such work rules.
D. Make-Up Days: When the District is required by law to make up school days
missed due to inclement weather in order to receive its appropriation, such
scheduling of make-up days shall be made by the Superintendent with input
from the Association.
E. In delayed openings of school, employees will report to school thirty (30)
minutes prior to the start of the student instructional day.
SECTION 9. EMPLOYEE PROTECTION
The employer shall provide insurance to cover any injury to employees or
damage to employee's property which may be a result of action which occurred
during the act of discipline. The District covers your interest in and will pay for
direct physical loss of or damage to all real and business personal property (does
not cover or extend to currency or money) incidental to performance of your duty as
an employee of the district which is owned by you; in which you have an
insurable interest; or owned by others in your care, custody, or control. Any staff
loss covered under this provision is first subject to the District's coincident
property loss and subject to all the terms, conditions, definitions, deductible,
limits and exclusions in the property coverage through the Property Policy
(SWWA) Revised 10/97, 2nd Revision 10/98.
ARTICLE IV – OBSERVATION/EVALUATION/PROBATION,
PROFESSIONAL GROWTH PLAN
SECTION 1. PURPOSE
The evaluation procedure set forth herein provides for the development and improvement of the instructional program of the District. The evaluation procedure recognizes high levels of performance and encourages improvement in specific identifiable areas, and provide support for professional growth through the systematic assessment of employee performance. The parties agree that the following evaluation system for all employees in the bargaining unit is to be implemented in a manner consistent with good faith and mutual respect, and, as defined in RCW 28A.405.110: “(1) An evaluation system must be meaningful, helpful, and objective; (2) an evaluation system must encourage improvements in teaching skill, techniques, and
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abilities by identifying areas needing improvement; (3) an evaluation system must provide a mechanism to make meaningful distinctions
among teachers and to acknowledge, recognize, and encourage superior teaching performance; and
(4) an evaluation system must encourage respect in the evaluation process by the persons conducting the evaluations and the persons subject to the evaluations through recognizing the importance of objective standards and minimizing subjectivity.”
Additionally, the parties agree that the evaluation process is one which will be implemented with collaboration between the evaluator and the bargaining unit member, as described in WAC 392-191-025: “(1) To identify in consultation with classroom teachers and certificated support personnel
observed, particular areas in which their professional performance is satisfactory or outstanding, and particular areas in which the classroom teacher or support person needs to improve his or her performance.”
EVALUATOR QUALIFICATIONS:
All assigned evaluators shall be trained in the evaluation processes they will be assigned to conduct that are contained in Article IV of the Agreement and related appendices.
SECTION 2. APPLICABILITY FOR EVALUATION PROCESSES
The evaluation processes to be utilized for employees shall be as follows:
1. Classroom Teacher Evaluation Process (Article IV, Section 3) This employee group includes specifically those certificated staff with an assigned group of students for whom they provide academically focused instruction and grades. The term “classroom teachers” does not include Educational Staff Associates (e.g. Speech Language Pathologists, Psychologists), Counselors, librarians, media specialists, instructional coaches, curriculum specialists, and other bargaining unit members who do not meet this definition. Those bargaining unit members who do not meet this definition will remain under the previous evaluation system, as defined in this Agreement. The evaluation process for Classroom Teachers is delineated in Section 3. Refer to the Transition Plan in the Memorandum of Agreement (attached) for applicability.
2. Transitional Classroom Teacher/Non-Classroom Teacher Evaluation Process
(Article IV, Section 4): Educational Staff Associates (e.g. Speech Language Pathologists, Psychologists), Counselors, librarians, media specialists, instructional coaches, curriculum specialists, and other bargaining unit members who do not meet the definition of “classroom teacher”. The process also applies to those classroom teachers who have not transitioned to the new teacher evaluation process under Section 3 This evaluation process is delineated in Section 4.
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SECTION 3. CLASSROOM TEACHER EVALUATION PROCESS
This process applies to certificated staff with an assigned group of students for whom they provide academically focused instruction and grades. No teacher shall be evaluated by an evaluator who has not been trained in observation, evaluation, and the use of the specific instructional framework and rubrics contained in this agreement and any relevant state or federal requirements. 1. PROFESSIONAL DEVELOPMENT Prior to being evaluated under Article IV, each teacher shall receive adequate professional development to comprehend the framework and understand the evaluation process. A minimum of seven and one half hours (7.5 hours), for the 2013-2014 school year, and a minimum of fifteen (15) hours, for the 2014-2015 school year, of professional development shall be provided to each classroom teacher employee prior to transitioning to the Classroom Teacher Evaluation Process. All funding provided by the state specific to the purpose of professional development for evaluation shall be used for that purpose. Provided that this money shall not supplant any other district/state/federal funds designed for other professional development purposes or are otherwise negotiated in other provisions of this Agreement. Each employee by September 15th, or within fifteen (15) days of employment, whichever is later, shall be given a copy of the evaluation criteria, procedures, and any relevant forms and information appropriate to the teacher’s position and track in the evaluation cycle. 2. DEFINITIONS, STATE CRITERIA, FRAMEWORK, AND SCO RING A. Definitions
1. Criteria shall mean one of the eight (8) state defined categories to be scored.
2. Component shall mean the sub-section of each criterion. 3. Evaluator shall mean a certificated administrator who has been trained in observation, evaluation and the use of the specific instructional framework and rubrics contained in this agreement and any relevant state or federal requirements. The evaluator shall assist the teacher by providing support and resources.
4. Artifacts shall mean any products generated, developed or used by a certificated teacher. Artifacts should not be created specifically for the evaluation system. Additionally, tools or forms used in the evaluation process may be considered as artifacts. Artifacts can be collected and submitted by the evaluator and/or teacher.
5. Evidence shall mean examples or observable practices of the teacher’s ability and skill in relation to the instructional framework rubric. Evidence collection is not intended to mirror a Pro-Teach or National Boards portfolio but rather is a sampling of data to inform the decision about level of performance that will be collected by a certificated teacher and/or evaluator. It should be gathered from the normal course of employment. Input from students, parents or any other source shall not be used as evidence, unless agreed to by the teacher in writing
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6. Not Satisfactory shall mean: Level 1: Unsatisfactory – Receiving a summative score of 1 is not considered satisfactory performance for a teacher. Level 2: Basic – If the classroom teacher is on a continuing contract with more than five years of teaching experience and if a summative score of 2 has been received two years in a row or two years within a consecutive three-year period, the teacher is not considered performing at a satisfactory level.
7. Student Growth Data shall mean the change in student achievement between two points in time within the current school year, as determined by the teacher and mutually agreed upon with the evaluator. Assessments used to demonstrate growth must be initiated by the classroom teacher. Assessments used to demonstrate growth must be appropriate, relevant, and may include both formative and summative measures.
B. State Evaluation Criteria:
1. Centering instruction on high expectations for student achievement, 2. Demonstrating effective teaching practices, 3. Recognizing individual student learning needs and developing strategies to
address those needs, 4. Providing clear and intentional focus on subject matter content and curriculum, 5. Fostering and managing a safe, positive learning environment, 6. Using multiple data elements to modify instruction and improve student learning, 7. Communicating and collaborating with parents and the school community, and 8. Exhibiting collaborative and collegial practices focused on improving
instructional practices and student learning.
C. Instructional Framework The parties have agreed to the adopted evidence-based instructional framework developed by the University of Washington Center for Education Leadership (CEL) Five Dimensions of Teaching and Learning (5D+). The instructional framework rubric is included in Appendix E. If the adopted instructional framework is contrary to or inconsistent with the terms and conditions of the Collective Bargaining Agreement, the Agreement shall prevail. Upon mutual agreement the parties may negotiate a different OSPI approved instructional framework.
D. Criterion Performance Scoring 1. When there is more than one (1) component, if a 4 – Distinguished is scored, the
overall criterion score cannot be lower than 2 – Basic. 2. Each rating will be assigned the following numeric values:
a. Unsatisfactory – 1 b. Basic – 2 c. Proficient – 3 d. Distinguished – 4
3. The final criterion score shall be determined by the Overall Rating Range as set forth in Appendix D-2.
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E. Summative Performance Rating
A classroom teacher shall receive a summative performance rating for each of the eight (8) state evaluation criteria. The overall summative score is determined by totaling the eight (8) criterion-level scores as follows: 1. 8-14—Unsatisfactory 2. 15-21—Basic 3. 22-28—Proficient 4. 29-32—Distinguished
F. Student Growth Criterion Score 1. Embedded in the instructional framework are five (5) components designated as
student growth components. These components are embedded in criteria as SG 3.1, SG 3.2, SG 6.1, SG 6.2, and SG 8.1. (Appendix E UW CEL 5 D+ Rubric) Evaluators add up the raw score on these components and the employee is given a score of low, average or high based on the scores below: 1. 5-12—Low 2. 13-17—Average 3. 18-20—High
2. Student growth data will be taken from multiple sources during the school year in
which the evaluation is being conducted, and must be appropriate and relevant to the teacher’s assignment. It will include teacher initiated formal and/or informal assessments of student progress. Student achievement that is not calibrated to show growth between two points in time shall not be used to calculate a teacher’s student growth criterion score. Evaluators shall not consider school-wide or District-wide test scores when evaluating a classroom teacher, unless agreed to by teacher in writing.
3. If a teacher receives a 4 – Distinguished summative score and a Low student growth score, they must be automatically moved to the 3 – Proficient level for their summative score. If a teacher receives a 1 – Unsatisfactory on any of the five student growth components, it will trigger the student growth inquiry plan. The teacher and evaluator will mutually agree to engage in one or more of the following: 1. Triangulate student growth measure with other evidence (including observation,
artifacts and student evidence) and additional levels of student growth based on classroom, school, District and state-based tools;
2. Examine extenuating circumstances possibly including: goal setting process/expectations, student attendance, and curriculum/assessment alignment;
3. Schedule monthly conferences with evaluator to discuss/revise goals, progress toward meeting goals, and best practices;
4. Create and implement a professional development plan to address student growth areas.
3. PROCEDURAL COMPONENTS OF EVALUATION A. Notification
The teacher will be notified by September 15th each year ,or within fifteen (15) days of the beginning of the school year or commencing employment, whichever is later, of their evaluator and whether the teacher will be evaluated using a comprehensive or focused evaluation.
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B. Teacher Self-Assessment all
a. Prior to the Pre-Observation Conference, the member, at his/her discretion may complete a Self-Assessment form on the eVAL system or a hardcopy provided by the district.
b. No teacher will be required to complete or share the Self-Assessment form with his/her evaluator.
C. Student Growth Goal Setting: After September 15th or 15 days after or the start of the school year, whichever is later, the teacher shall determine a student growth goal for Components SG-3.1, SG-6.1 and SG-8.1 on a Goal Setting form. (Appendix G) The goal for SG-6.1 and SG-8.1 may be the same goal.
D. Artifacts and Evidence: 1. The evaluator will collect and share artifacts and evidence necessary to complete
the evaluation. 2. The teacher may provide additional artifacts and evidence to aid in the assessment
of the teacher’s professional performance against the instructional framework rubric, especially for those criteria not observed in the classroom. The evidence provided by the teacher shall be incorporated on the negotiated form prior to the post-observation conference, and be used to determine the final evaluation score.
3. A teacher may, but shall not be required to submit artifacts and evidence for completion of the evaluation.
E. Record-Keeping The District shall adhere to the following: 1. A copy of the final framework rubric, teacher’s written comments, if applicable,
and forms shall be included in the teacher’s personnel file. 2. Teachers shall have access to their data collection account in subsequent years. 3. Evaluators shall notify the teacher of any additional evidence submitted to data
collection account within forty-eight (48) hours. 4. Teachers shall not be required to share personal assessment information utilized
within the data collection system. 5. To the extent required by law, any and all data entered into the data collection
system shall be considered confidential, and not be subject to public disclosure.
F. Electronic Monitoring All observations shall be conducted openly. Mechanical or electronic devices shall not be used to listen to or record the procedures of any class, without the prior knowledge and consent of the teacher.
4. COMPREHENSIVE EVALUATION PROCESS A Comprehensive Evaluation will include evaluation of all eight state criteria. A teacher eligible for focused evaluations must complete a comprehensive evaluation once every four years
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A. Pre-Observation Conference: The pre-observation conference shall be held prior to each formal observation. The teacher and evaluator will mutually agree when to conference. The purpose of the pre-observation conference is to discuss the employee’s goals, establish a date for the formal observation, and to discuss such matters as the professional activities to be observed, their content, objectives, strategies, and possible observable evidence to meet the scoring criteria.
B. 1st Formal Observation:
1. The first of at least two (2) formal observations for each employee shall be conducted within the first ninety (90) days of the school year. The first of the two (2) observations shall be prearranged; however, the parties agree that the best practice is that all observations should be prearranged. The total annual observation time shall be for a minimum of sixty (60) minutes. An employee in the third year of provisional status as defined in RCW 28A.405.220 shall be observed at least three times in the performance of his or her duties and the total observation time for the school year shall be for a minimum of ninety (90) minutes. Any formal observation shall not be less than 30 minutes in length.
2. The observations will occur no later than five (5) days after the pre-observation conference.
3. Observations will not take place on half, early release, or late start days, the day before winter or spring break, on the day following an absence of the employee, and on days of an assembly or a modified schedule, unless otherwise agreed to by the employee.
4. The evaluator will document all formal observations using the negotiated form (Appendix D-2 Classroom Teacher Observation/Final Evaluation Form) and provide copies to the employee within three (3) days following the observation date and at least two (2) days prior to the post observation conference in C., below.
5. The teacher shall be provided the opportunity to submit additional evidence to aid in the assessment of the teacher’s professional performance against the instructional framework rubric, especially for those criteria not observed in the classroom. The evidence provided by the teacher shall be incorporated on the negotiated form prior to the post-observation conference, and be used to determine the final evaluation score.
C. 1st Post-Observation Conference
1. The post-observation conference between the evaluator and teacher will be held no later than five (5) days after the formal observation date.
2. The purpose of the post-observation conference is to review the evaluator’s and teacher’s evidence related to the scoring criteria during the observation, and to discuss the teacher’s performance. The teacher shall be provided an additional opportunity to submit evidence of the teacher’s professional performance that the teacher deemed was not observed in the classroom. The evidence provided by the teacher shall be incorporated on the negotiated form and be used to determine the final evaluation score. (Appendix D-2)
3. If there is an area of concern, the evaluator will identify, in writing, specific concerns for the applicable criteria and provide specific observable solutions with specific district support and resources to remedy the concern.
4. The teacher may attach written comments to the observation report.
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D. 2nd Formal Observation 1. The second of two (2) formal observations will occur no sooner than six (6) weeks
after the first formal observation and ideally, in different semesters or trimesters so that reasonable time can be provided for continuing professional growth. The observation will occur no later than five (5) days after the pre-observation meeting.
2. Observations will not take place on half, early release, or late start days, the day before winter or spring break, on the day following an absence of the employee, and on days of an assembly or a modified schedule, unless otherwise agreed to by the employee.
3. The evaluator will document all formal observations using the negotiated form (Appendix D-2) and provide copies to the employee within three (3) days following the observation date and at least two (2) days prior to the post observation conference in F. below.
4. The teacher shall be provided the opportunity to submit additional evidence to aid in the assessment of the teacher’s professional performance against the instructional framework rubric, especially for those criteria not observed in the classroom. The evidence provided by the teacher shall be incorporated on the negotiated form prior to the post-observation conference, and be used to determine the final evaluation score. The evaluator will document all formal observations using the negotiated form and provide copies to the employee within three (3) days following the observation date.
5. The final formal observation shall occur prior to May 1st. E. 2nd Post-Observation Conference
1. The post-observation conference between the evaluator and teacher will be held no later than five (5) days after the formal observation date.
2. The purpose of the post-observation conference is to review the evaluator’s and teacher’s evidence related to the scoring criteria during the observation, and to discuss the teacher’s performance. The teacher shall be provided an additional opportunity to submit evidence of the teacher’s professional performance that the teacher deemed was not observed in the classroom. The evidence provided by the teacher shall be incorporated on the negotiated form (Appendix D-2) and be used to determine the final evaluation score.
3. If there is an area of concern, the evaluator will identify, in writing, specific concerns for the applicable criteria and provide specific observable solutions with specific district support and resources to remedy the concern.
4. The teacher may attach written comments to the observation report. 5. The teacher may request additional formal observations.
F. Informal Observations/ Coaching and Support of Professional Growth
No informal observations shall be conducted or used in any evaluation process under this provision unless agreed to prior to such observations by the teacher.
G. Final Summative Evaluation Conference 1. No later than June 1st the evaluator and teacher shall meet to discuss the teacher’s
final summative score. The final summative score, including the student growth score, must be determined by an analysis of evidence. This analysis will take a holistic assessment of the teacher’s performance over the course of the year.
2. The teacher has the right to provide additional evidence for each criterion to be scored.
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3. All evidence, measures and observations used in developing the final summative evaluation score must be a product of the school year in which the evaluation is conducted.
4. If the evaluator judges the teacher to be below Proficient, the evaluator must provide at least three (3) pieces of evidence from at least two (2) artifacts.
5. If the teacher believes the criterion score or final summative score did not consider certain teacher evidence and/or the criteria were not objectively scored, they shall be granted any of the following: 1. An additional formal observation by June 1st; 2. An alternative evaluator scoring of evidence whom is mutually agreed upon by
the teacher and the Association; 3. An additional observation by a different evaluator.
6. Nothing prohibits an evaluator from evaluating all teachers as Distinguished -4 within a school year.
7. The teacher will sign two (2) copies of the Final Summative Evaluation Report. Each teacher shall sign the observation and evaluation forms to indicate receipt. The signature of the teacher does not, however, necessarily imply that the employee agrees with its contents. The teacher may attach any written comments to observations and to the final annual evaluation report as well.
5. FOCUSED EVALUATION The Focused Evaluation is used when a teacher is not evaluated using the Comprehensive Evaluation process, and will include evaluation of one of the eight state criteria. If a non-provisional teacher has scored at Proficient or higher the previous year, they shall be evaluated using the Focused Evaluation. The teacher may remain on the Focused Evaluation for three (3) years before returning to the Comprehensive Evaluation. The teacher or evaluator can initiate a move from the Focused to the Comprehensive Evaluation. The request of the teacher must be received in writing prior to September 15, or within the first fifteen (15) days of the school year, whichever is later. The direction of the evaluator must be communicated during the prior year’s final evaluation conference based on concerns during the classroom observations. A. The criterion area to be evaluated shall be proposed by the teacher prior to, or at the
first pre-observation conference, and must be approved by the evaluator. B. As required under WAC 391-191A-120(4), the focused evaluation will include the
student growth rubrics of the selected criterion. If criterion 3, 6 or 8 are selected, evaluators will use those student growth rubrics. If criterion 1, 2, 4, 5, or 7 is selected, evaluators will use criterion 3 or 6 student growth rubrics.
C. If the criterion selected for a focused evaluation has been determined to be non-observable, a classroom based observation will not be required.
D. Observations and conferences for the focused evaluation shall follow the process set forth above in Section 4.
E. The score received on the selected criterion and applicable student growth rubric is the score assigned as the final summative score.
F. A group of teachers may focus on the same evaluation criterion and share professional growth activities. This collaboration should be initiated by the teacher(s) and no individual shall be required to work on a shared goal.
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6. SUPPORT FOR BASIC AND UNSATISFACTORY PERFORMANCE A. The Association will be notified when any teacher is judged below Proficient -3,
within five (5) school days. B. When a teacher is judged below Proficient, the employee and evaluator shall
discuss and mutually develop a voluntary structured support plan to support the teacher’s professional development which shall include one or more of the following:
1. The teacher’s class size will not exceed the limits established in this Agreement; 2. The teacher shall be granted up to four (4) days of district funded release time to
observe colleagues’ instruction; 3. The teacher shall be granted an additional/different certificated employee
evaluator; 4. A mentor will be assigned; 5. Additional supports may include, but are not limited to: university course work,
peer coaching, reading material, and District or ESD staff development courses. The District will provide and pay for any required in-service training and any required mentor (RCW 28A.405.140).
6. Any of these support activities shall be compensated at the employee’s per diem rate of pay for any time that occurs outside the normal work day /year.
C. In such cases that a teacher with more than five (5) years of experience receives a summative evaluation score below Proficient, the teacher must be formally observed before October 15th the following year. If the Formal Observation(s) in that following year results in ongoing and specific performance concerns, a structured support plan will be mutually developed by the evaluator and teacher within five (5) days following the Post-Observation Conference(s) and will be completed prior to completion of the comprehensive evaluation.
7. PROVISIONAL EMPLOYEES A. A second year Provisional teacher who receives a summative rating of 3- Proficient or
4- Distinguished and an average or high student growth impact rating, may be granted continuing contract status for the subsequent school year as determined by the Superintendent and Principal.
B. When there is concern about the progress of a provisional employee as documented on an observation report form, evaluator shall schedule a meeting with the provisional employee and an Association representative to occur within five (5) days of the post-observation conference, unless a longer time frame is mutually agreed to, to review the expectations for the employee’s current position. At that time there will be developed a reasonable plan for improvement whereby the employee will be assisted in improving his/her performance to an acceptable level. The course of action for provisional employees will follow the guidelines stated in RCW 28A.405.220.
8. PROBATION
At any time after October 15, a classroom teacher whose work is judged not satisfactory based on the scoring criteria shall be placed on probation and notified in writing of the specific areas of deficiencies and provided a written reasonable plan of improvement. A. A classroom teacher’s work is not judged satisfactory, and therefore shall be
placed on probation, when the overall comprehensive score is Unsatisfactory (1).
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A continuing contract teacher under RCW 28A.405.210 with more than five (5) years of teaching experience whose comprehensive summative evaluation score is below Proficient (3) for two (2) consecutive years or for two (2) years within a consecutive three (3) year time period shall also be placed on probation.
B. Teachers may only be placed on probation from the Comprehensive Evaluation Process described in Section 4 above.
C. Teachers on continuing contracts who have been assigned to teach outside of their endorsements shall not be subject to nonrenewal or probation based on evaluations of their teaching effectiveness in the out-of-endorsement assignments in accordance with WAC 181-82-110.
D. In the event that an evaluator determines that the performance of a teacher under
his/her supervision merits probation, the evaluator shall report the same in writing to the Superintendent. The report shall include the following: 1. The evaluation report prepared pursuant to the provisions of Article IV Section 2. A recommended specific and reasonable program designed to assist the teacher in improving his or her performance.
E. If the Superintendent concurs with the administrator’s judgment that the
performance of the employee is unsatisfactory, the Superintendent shall place the teacher in a probationary status for a period of not less than sixty (60) school days, any time after October 15. The probationary period may be extended into the following school year if the teacher has more than five (5) years of teaching experience and the final summative rating as of May 10th is Unsatisfactory -1. Before being placed on probation, the Association and the teacher shall be given notice of action of the Superintendent which notice shall contain the following information: 1. Specific areas of performance deficiencies identified from the instructional framework; 2. A suggested specific and reasonable plan for improvement; 3. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the teacher the opportunity to demonstrate improvement in his/her area or areas of deficiency.
F. A reasonable plan of improvement will be developed and will include the specific
evaluative criteria which must be met and the measures and benchmarks which will be used to determine the teacher’s success or failure. The plan will include a system for periodic feedback during the term of probation will include supports provided and funded by the district, and the dates those supports will be put in place. Any support activities required by the district shall be compensated at the employee’s per diem rate of pay for any time that any of the required activities occurs outside the normal work day /year.
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G. Evaluation During the Probationary Period
1. At or about the time of the delivery of a probationary letter, the evaluator shall hold a personal conference with the probationary teacher to discuss performance deficiencies and the remedial measures to be taken. 2. Once the areas of deficiency and criteria for improvement have been determined, they may not be changed. 3. During the probationary period the evaluator shall meet with the probationary teacher at least twice a month to supervise and make a written evaluation of the progress, if any, made by the teacher. The provisions of Section 3 above shall apply to the documentation of observation reports and evaluation reports during the probationary period. 4. The probationary teacher may be removed from probation at any time if he/she has demonstrated improvement to the satisfaction of the evaluator in those areas specifically detailed in his/her notice of probation. 5. The probationary teacher may request that an additional certificated evaluator become part of the probationary process and the request must be granted. This evaluator will be assigned by the ESD and will be jointly selected by the district and the Association from a list of evaluation specialists compiled by the ESD.
H. A teacher who is on a plan of improvement must be removed from probation if
he/she has demonstrated improvement in the areas prescribed as deficient. A teacher must be removed from probation if a teacher with five (5) or fewer years of experience scores at Basic (2) or above or a teacher of more than five (5) years of experience scores at Proficient (3) or above. A written notice will be provided to the teacher at the time this decision is made.
I. Lack of necessary improvement during the established probationary period, as specifically documented in writing with notification to the probationer constitutes grounds for a finding of probable cause under RCW 28.A.405.300 or 28A.405.210.
J. Evaluator’s Post-Probation Report Unless the probationary teacher has previously been removed from probation, the evaluator shall submit a written report to the Superintendent at the end of the probationary period which report shall identify whether the performance of the probationary teacher has improved and which shall set forth one (1) of the following recommendations for further action: 1. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status; or 2. That the teacher has demonstrated sufficient improvement in the stated areas of deficiency to justify the removal of the probationary status if accompanied by a letter identifying areas where further improvement is required; or 3. That the teacher has not demonstrated sufficient improvement in the stated areas of deficiency and action should be taken to non-renew the employment contract of the teacher.
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K. Action by the Superintendent:
Following a review of the report submitted pursuant to paragraph J. above, the Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement such determination.
L. A teacher who fails to successfully complete the probation process, as outlined
above, may have their probationary period extended or may be recommended for non-renewal.
9. NON-RENEWAL (DISCHARGE) When a continuing contract teacher with five (5) or more years of experience receives a comprehensive summative evaluation rating of 1 – Unsatisfactory for two (2) consecutive years, after completing probation the first year, the District shall, within ten (10) days of the completion of the Final Evaluation Conference or May 15th, whichever occurs first, implement the teacher notification of non-renewal (discharge) as provided in RCW.28A.405.300. 10. PROBABLE CAUSE The teacher who is, at any time, issued a written notice of probable cause for non-renewal or discharge by the Superintendent pursuant to this Article shall have ten (10) calendar days following receipt of said notice to file any notice of appeal as provided by statute or by this Agreement. 11. EVALUATION RESULTS A. Evaluation results shall be used:
1. To acknowledge, recognize, and encourage excellence in professional performance.
2. To document the level of performance by a teacher of his/her assigned duties. 3. To identify specific areas in which the teacher may need improvement according
to the criteria included on the evaluation instrument. 4. To document performance by a teacher judged unsatisfactory based on the District
evaluation criteria.
B. Evaluation results shall not be: 1. Shared or published with any teacher identifying information. 2. Shared or published without notification to the individual and Association. 3. Used to determine any type of base or additional compensation. 4. Used as a form of progressive discipline.
It is the intent of the parties to be governed by the provisions of current statutes
and nothing herein is intended to amend, delete, or add, thereto, except for
Section 3., subsections A., B., C., G., L., M., and N.; Section 4., subsections H., and
I.; and Section 5., subsections F. and G. In the event there is a conflict between a
statute or judicial interpretation thereof and this section, the statutes and their
judicial interpretations shall prevail.
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SECTION 1. EMPLOYEE EVALUATION PROCEDURE
A. During each school year all certificated classroom employees and certificated
support personnel shall be observed (see Appendix D) for the purpose of
evaluation at least twice in the performance of assigned duties. Total
observation for each employee for each school year shall not be less than sixty
(60) minutes.
B. Provisional employees (those employees new to the District) shall be observed at
least once for a total observation time of thirty (30) minutes during the first
ninety (90) calendar days of their employment period.
C. The evaluator shall meet with the employee or support person in a pre-
conference within ten (10) days of the first observation. During the conference
the evaluator and the staff member shall discuss lesson plans and identify
items to be observed.
D. Following each observation, or series of observations, the principal or other
evaluator shall promptly document the results of the evaluation in writing
and shall provide the employee with a copy thereof within three (3) days after
such report is prepared.
E. The final evaluation shall be completed before May 15 of each school year
(see Appendix E).
F. The observing administrator shall hold a conference with the employee
within ten (10) days after the final written evaluation is prepared and provide
him/her with a copy of the written evaluation report and discuss the
evaluation with the employee observed.
G. One (1) copy of the evaluation report shall be retained by the employee, and
two (2) copies shall be signed by the employee, one (1) of which shall be
placed in the employee's personnel file.
H. The employee's signature on the evaluation report indicates that he/she has
received a copy of the report. The signature, however, does not necessarily
imply the employee agrees with the contents of the evaluation report.
I. Within ten (10) school days of the conference, the employee may submit
signed comments concerning his/her evaluation report which shall be
attached to the reports in his/her personnel file and considered with the
evaluation report.
SECTION 2. PROCEDURES IN THE EVENT OF UNSATISFACTORY
PERFORMANCE--PROVISIONAL EMPLOYEES
A. A “provisional employee” as defined by RCW 28A.405.220 is any teaching or
other nonsupervisory certificated employee in his or her first two years of
employment in the District, unless the employee has previously completed at
White Salmon CBA 2015-2017 – pg 26
least two years of certificated employment in another school district in the
state of Washington, in which case the employee shall be provisional during
the first year of employment with the District. During the first year of
employment by the District, an employee or other non-supervisory certified
employee with teaching experience is a one-year (1-year) provisional
employee.
During the first two (2) years of employment by the District, an employee or
other non-supervisory certificated employee with no previous teaching
experience is a two-year (2-year) provisional employee.
B. Provisional employees' contracts may be non-renewed upon the
determination of the Superintendent.
C. Such employee must be notified of the determination in writing on or before
May 15 preceding the commencement of the school term.
D. The notification must state the reason or reasons for such determination and
must be served upon the provisional employee personally, or by certified or
registered mail, or by leaving a copy of the notice at the employee's home
with some person of suitable age and discretion.
E. A provisional employee so notified may, at his/her written request filed
within ten (10) days of the notice, be given an opportunity to meet informally
with the Superintendent for the purpose of requesting the Superintendent to
reconsider his/her decision.
F. Such meeting is to be held within ten (10) days following the receipt of the
request, and the provisional employee is to be notified of the time and place
of the meeting at least three (3) days prior thereto.
G. Within ten (10) days following the provisional employee's meeting with the
Superintendent, either the provisional employee shall be reinstated or the
Superintendent must submit to the Board a written report recommending
nonrenewal and the reason or reasons therefore.
H. The Board must take action upon the recommendation within ten (10) days
following the school board meeting at which the Superintendent’s
recommendations were considered, taking into consideration any written
communication which the provisional employee may have filed with the
secretary of the Board.
I. The decision of the Board to non-renew the contract of a provisional
employee is final and is not subject to appeal.
White Salmon CBA 2015-2017 – pg 27
SECTION 3. PROCEDURES IN THE EVENT OF UNSATISFACTORY
PERFORMANCE--ALL OTHER EMPLOYEES.
A. The principal shall meet with the employee at least once in an attempt to
resolve matters relating to performance before probation is recommended.
B. If an employee is being recommended for probation, the recommendation to
the Superintendent for probationary status must be made on or before
January 20. The recommendation for probation must be in writing and a copy
of that recommendation be sent to the employee.
C. The Superintendent shall review the principal's recommendation for
probation. If the Superintendent determines that there is an alternative to
probation, he/she may continue to work with the parties involved. The
principal shall be responsible for supervising the probation.
D. At any time after October 15, an employee whose work is judged
unsatisfactory shall be notified in writing, of the specific areas of deficiency
along with a suggested specific and reasonable program for improvement.
E. A probationary period of 60 school days shall be established.
F. During the probationary period the employee is to be given the opportunity
to demonstrate improvements in his/her areas of deficiency.
G. During this period the evaluator must meet with the employee at least twice
monthly to supervise and make a written evaluation of the progress, if any,
made by the employee. The employee shall have an opportunity to have a
representative in attendance at the conferences.
H. During the probation period one (1) additional certificated employee may be
authorized by the evaluator to evaluate the probationer and to aid the
employee in improving his/her areas of deficiency.
I. An additional certificated employee, so authorized, is immune from any civil
liability that might otherwise be incurred or imposed as a result of the good
faith performances of such evaluation.
J. The employee, upon demonstrated improvement to the satisfaction of the
principal in those areas specifically detailed in his/her notice of deficiency,
will be removed from probation.
K. If the employee does not make the necessary improvements, this lack of
improvements must be documented in writing with notification to the
employee and may constitute grounds for discharge or nonrenewal of an
employee's contract.
L. The principal shall recommend to the Superintendent that the employee be
re-assigned, his/her contract not renewed, or that he/she be discharged.
White Salmon CBA 2015-2017 – pg 28
M. If the employee's contract is not to be renewed, the principal and/or
Superintendent shall discuss this recommendation with the employee and
counsel him/her about the advisability of his/her continuation in education.
N. If the employee agrees with the principal's recommendation, he/she may
submit a letter of resignation. In no case shall the principal or Superintendent
attempt to coerce or "bribe" the employee into signing a letter of resignation.
All evaluations or recommendations for the employee shall report his/her
strengths as well as his/her weaknesses.
O. Such employee shall be notified in writing on or before May l5th preceding
the commencement of such term of the determination to nonrenew or
discharge.
P. The notification shall specify the cause or causes for nonrenewal of contract.
Q. Such determination of probable cause for certificated employees shall be
made by the Superintendent.
R. Such notice shall be served upon the employee personally, or by certified or
registered mail, or by leaving a copy of the notice at the house of his/her usual
abode with some person of suitable age and discretion then resident therein.
S. Every such employee so notified, at his/her request made in writing and filed
with the chairman or secretary of the Board within ten (10) days after
receiving such notice, shall be granted opportunity for hearing pursuant to
RCW 28A.405.310 to determine whether there is sufficient cause or causes for
nonrenewal of contract.
T. If any such notification or opportunity for hearing is not timely given, the
employee entitled thereto shall be conclusively presumed to have been re-
employed by the District for the next ensuing term upon contractual terms
identical with those which would have prevailed if his/her employment had
actually been renewed by the Board for such ensuing term.
U. This section shall not be applicable to "provisional employees" as so
designated in RCW 28A.405.220; transfer to a subordinate certificated position
as that procedure is set forth in RCW 28A.405.230; shall not be construed as a
nonrenewal of contract for the purposes of this section.
SECTION 4. EMPLOYEE EVALUATION CRITERIA
A. Instructional skills: The employee demonstrates competency (knowledge
and skill) in designing and conducting an instructional experience.
Possible Indicators (but not limited to):
Identifying the learning needs of individuals.
Establishing student learning objectives/goals and making known such
learning expectations.
White Salmon CBA 2015-2017 – pg 29
Planning and developing a variety of instructional experiences.
Implementing an instructional plan.
Using principles of learning to facilitate the learning objects.
B. Classroom Management: The employee demonstrates competency
(knowledge and skill) in organizing the physical and human elements in the
educational setting.
Possible Indicators (but not limited to):
Selecting and using instructional materials appropriate to the student(s)
subject matter and objectives to be achieved.
Organizing the physical setting so that it contributes to learning.
Utilizing instructional resources available throughout the District and
community.
Organizing individual, small group, or large group learning experiences.
Providing a classroom climate conducive to student learning.
C. Professional Preparation and Scholarship: The employee exhibits evidence
of having a theoretical background and knowledge of the principles and
methods of teaching and a commitment to education as a profession.
Possible Indicators (but not limited to):
Specify educational philosophy underlying one's decisions.
Demonstrate commitment to professional activities, meetings, etc.
Demonstrate commitment to the profession and its code of ethics.
D. Effort Toward Improvement When Needed: The employee demonstrates an
awareness of his/her limitations and strengths by efforts to improve or
enhance competence.
Possible Indicators (but not limited to):
Participates in in-service and career development activities sponsored by the
District, ESD, and professional organizations.
Continuing education initiated and selected by the individual.
Follow-through and response to recommendations included in periodic and
annual personal evaluations.
Self-evaluations and identification of strengths, needs and limitations.
E. Handling of Student Discipline and Attendance Problems: The employee
demonstrates ability to manage the non-instructional human elements and
dynamics occurring among students in the educational setting.
Possible Indicators (but not limited to):
Recognizing conditions which may lead to disciplinary problems and
organizing the classroom in such a way as to avoid such problems.
White Salmon CBA 2015-2017 – pg 30
Establishing clear guidelines for student "in classroom" conduct and make
known these expectations.
Development of appropriate strategies for preventing disciplinary problems.
Resolving discipline problems in accordance with law, school board policy,
administrative regulations.
Assisting students toward self-discipline and acceptable standards of
behavior.
F. Interest in Teaching Students: The employee demonstrates an appreciation
for each student's unique background and characteristics and enthusiasm for
and enjoyment in working with students.
Possible Indicators (but not limited to):
Enjoys the process of working with students.
Recognizes characteristics of each student.
Uses knowledge of individual students to design learning experiences and
facilitate learning.
G. Knowledge of Subject Matter: The employee demonstrates knowledge of
theory and content in general education and subject matter specialization.
Possible Indicators (but not limited to):
Depth of knowledge in the subject matter area.
Extent to which the employee keeps abreast of new developments, ideas, and
events in the subject matter area.
Enthusiasm and interest of the employee in the subjects taught as reflected in
the employee's continuing professional growth.
H. School Service: The employee demonstrates a willingness to share normal
school responsibilities.
Possible Indicators (but not limited to):
Daily routine duties as directed by the principal.
Occasional duty for normal school events as requested by the principal.
Promptness and conscientiousness in carrying out requirements of these
duties.
Promptness and conscientious participation in faculty meetings.
I. Human Relationships: The employee demonstrates the ability to interact
with human elements in the educational setting in a positive and constructive
way whenever possible.
Possible Indicators (but not limited to):
Dealing with parents in such a way as to gain their confidence and trust in the
employee.
White Salmon CBA 2015-2017 – pg 31
Interacting with other staff members and school employees in such a way as
to encourage a friendly atmosphere.
Interacting with students in such a way as to promote a respectful
relationship between employees and students.
SECTION 5. CERTIFICATED SUPPORT STAFF EVALUATION CRITERIA
A. Knowledge and Scholarship in Special Fields: Each certificated support
person demonstrates a depth and breadth of knowledge of theory and
content in the special field. He/she demonstrates an understanding of a
knowledge about common school education and the educational milieu,
grades K-l2, and demonstrates the ability to integrate the area of specialty
into the total school milieu.
Possible Indicators (but not limited to):
Provides a theoretical rationale for the use of various procedures.
Demonstrates understanding of the basic principles of human growth and
development.
Demonstrates awareness of personal and professional limitations and has the
ability and knowledge, research findings and theory deriving from the
individual's specific discipline to the development of a program of service.
B. Specialized Skills: Each certificated support person demonstrates in his/her
performances a competent level of skill and knowledge in designing and
conducting specialized programs of prevention, instruction, remediation and
evaluation.
Possible Indicators (but not limited to):
Designs and conducts a program providing specific and unique services
within the individual's specific discipline.
Demonstrates ability to synthesize and integrate testing and non-testing data
concerning the student.
1. to help students integrate and assimilate data,
2. to help others involved with the student interpret and use data
appropriately and accurately,
3. to help other specialists by providing case study materials.
Administers assessment procedures or to organize and prepare those who
will administer assessment procedures.
Demonstrates ability to assist employees and administrators integrate
specialized information into the regular curricula.
Develop goals and objectives consistent with the District-level goals and
objectives which will facilitate the implementation of programs and
services.
White Salmon CBA 2015-2017 – pg 32
C. Management of Special and Technical Environment: Each certificated
support person demonstrates an acceptable level of performance in managing
and organizing the special materials, equipment and environment essential to
the specialized programs.
Possible Indicators (but not limited to):
Selects or recommends testing and non-testing devices, materials, equipment
appropriate to study needs.
Demonstrates the use and an understanding of the limitations and restrictions
of devices, materials and procedures, etc.
Uses comparative and interpretive data.
Creates an environment which provides privacy and protects student and
family information, as mandated by codes of ethics, federal and state
regulations, and local school district policies.
D. The Support Person as a Professional: Each certificated support person
demonstrates awareness of his/her limitations and strengths and
demonstrates continued professional growth.
Possible Indicators (but not limited to):
Demonstrates awareness of the law as it relates to area of specialization.
Demonstrates awareness of responsibilities to students, parents and other
educational personnel as defined by the professional code of ethics
supported by the support person's competence area.
Demonstrates commitment to school and professional activities (attendance at
local district and state meetings, consortium activities, participation on
special committees, etc.)
Demonstrates commitment to the concept of the career-long professional
growth by participation in workshops and seminars or graduate study.
E. Involvement in Assisting Pupils, Parents and Educational Personnel: Each
certificated support person demonstrates an acceptable level of performance
in offering specialized assistance in identifying those needing specialized
programs.
Possible Indicators (but not limited to):
Consults with other staff, school personnel, and parents concerning the
development, coordination, and/or extension of services to those needing
specialized programs.
Plans and develops support program to serve the preventive and
developmental needs of the school population and the special needs for
some students.
Interprets characteristics and needs of students to parents, staff and
community, in group and individual settings via oral and written
communications.
White Salmon CBA 2015-2017 – pg 33
F. School Service: The certificated support person demonstrates a willingness
to share normal school responsibilities and to help with non-instructional
school.
Possible Indicators (but not limited to):
Daily routine duties as directed by the principal.
Occasional duty for normal school events as requested by the principal.
Promptness and conscientiousness in carrying out requirements of these
duties.
Promptness and conscientious participation in faculty meetings.
G. Human Relationships: The certificated support person demonstrates the
ability to interact with all human elements in the educational setting in a
positive and constructive way.
Possible Indicators (but not limited to):
Dealing with parents in such a way as to gain their confidence and trust in the
certificated support person.
Interacting with other staff members and school employees in such a way as
to encourage a friendly atmosphere.
Interacting with students in such a way as to promote a respectful
relationship between staff and parents.
ARTICLE V - LAYOFF AND RECALL
In the event the District suffers a significant loss in revenues and/or program
which requires a reduction in the work force, the District shall follow the
procedures contained herein. The District shall provide the Association with a
report relating to the District's financial condition and the anticipated educational
program for the ensuing school year. The term "layoff" as used herein refers to
action by the Board reducing the number of certificated employees represented
hereunder.
SECTION 1. LAYOFF PROCEDURES.
A. Reduction in work force shall be accomplished on a departmental basis for
the employees in grades 7-12 and by straight seniority for employees in
grades K-6. At the beginning of the school year each grade 7-12 employee
shall be placed in as many as three (3) departments for which the employee is
qualified. Each employee shall be ranked in each department according to
seniority. Following placement, an employee shall be laid off by department
seniority in 7-l2 or straight seniority K-6. Seniority shall be defined as the total
number years of certificated experience. Ties shall be determined by: 1.
Seniority in the district 2. Lot.
White Salmon CBA 2015-2017 – pg 34
B. Experience credit for part-time employees shall be granted on the same basis
as their percentage of employment; e.g., half-time employment for a full year
yields one-half year experience credit on the staff weighting index schedule.
C. Employees shall qualify for placement in the following categories:
1. Elementary
2. Secondary Language Arts
Foreign Language
Industrial Arts
Home and Family Life
Mathematics
Vocational Agriculture
Business Education
Science (Physical/Biological)
Art
Social Science
Trade and Industries
3. Specialists
K-l2:
Counselor
Music
Physical Education
Special Education
Title I, Reading
Remediation
SECTION 2. PLACEMENT CRITERIA
A. All employees retained shall hold certification as required by the SPI or
Federal Program requirements.
B. All employees K-6 qualify strictly by seniority.
C. Placement criteria for grades 7-12:
1. Must have taught two (2) periods during a given year in the Department
in the District during the past five (5) years; or
2. Must hold a major (45 quarter hour) or a minor (20 quarter hours) in the
Department to qualify. Documentation is the responsibility of the
employee.
D. The seniority list will be furnished to the Association by February 1 of each
school year. Any objections to placement on the list must be made by the
Association to the Superintendent by February 15.
E. Certificated employees not assigned to a teaching position for the
forthcoming school year will be notified in writing of layoff by the Board.
White Salmon CBA 2015-2017 – pg 35
F. A certificated employee receiving written notification of layoff shall retain an
employment relationship with the District by being automatically placed on
layoff and recall status. Credit for any education acquired during that year
will be granted. Acceptance of contract employment as a certificated
employee in any other school district while on layoff status shall constitute an
automatic termination of the employment relationship as provided herein. No
certificated employee will be hired by the District from outside the bargaining
unit until all employees on layoff status shall have been determined not to be
qualified for the position.
G. Employment of substitutes shall come from those employees on layoff status
except when no employee is available and qualified for the position.
H. Upon the request of the certificated employee, the District shall make
provision for the continuance of an employee's participation in any District
group insurance program. The entire premium required shall be paid by the
employee to the District payroll office on a monthly basis as required by the
payroll office.
I. All benefits to which an employee was entitled at the time of his/her layoff,
including unused accumulated sick leave and credit toward sabbatical
eligibility, will be restored to the employee upon his/her return to active
employment and the employee will be placed on the proper step of the salary
schedule for the employee's current position according to the employee's
actual experience and earned education.
J. Recall shall be by inverse order according to the department(s) for which the
employee is qualified. The District shall give written notice of recall by
sending a registered letter to the employee at his/her last known address. Any
certificated employee so notified shall respond within ten (10) working days
from receipt of said notice whether the employee accepts or rejects the
position.
K. In view of the District's affirmative action commitment to employ certificated
staff of minority racial and ethnic backgrounds, if a reduction in certificated
staff is necessary, the reduction shall affect minorities as follows:
1. If the reduction in staff can be accomplished under the normal procedures
as set forth above without lowering the percentage representation of
minorities within any of the departments or groups of specialists set out,
the standard procedures shall not apply.
2. If the reduction in staff under the above procedures would result in
lowering the percentage representation of minorities within any of the
departments set out, then as to each department where such would occur
by reason of the implementation of the normal procedures, the number of
persons within the under-represented group shall be accomplished by
White Salmon CBA 2015-2017 – pg 36
applying to the member of the under-represented group itself, the normal
selection rules set forth above. Within those departments where under-
representation would not occur or be aggravated the normal rules herein
shall pertain.
ARTICLE VI - INSTRUCTION
SECTION l. STUDENT DISCIPLINE
A. In the maintenance of a sound-learning environment, the District shall expect
acceptable behavior on the part of all students who attend schools in the
District. Discipline shall be enforced fairly and consistently regardless of race,
creed, sex or status. Such discipline shall be consistent with applicable federal
and state laws.
B. The Board and Superintendent shall support and uphold employees in their
efforts to maintain discipline in the District. Further, the authority of
employees to use prudent disciplinary measures for the safety and well-being
of students and employees is supported by the Board. In the exercise of
authority by a employee to control and maintain order and discipline, the
employee may use reasonable and professional judgment concerning matters
not provided for by specific policies adopted by the Board and not
inconsistent with federal and state law or regulations. The District agrees to
follow the most recent student discipline procedures established by the
Legislature, including the provisions to exclude disruptive students.
SECTION 2. SAFE WORKING CONDITIONS
Employees may use such reasonable physical force with a student as is necessary
to protect him/herself, a fellow employee, an employee, an administrator, or
another student from attack, physical abuse, or injury, or to prevent damage to
district property. No employee will be required to remain in any building or area
that has been evacuated because of immediate life-threatening conditions.
SECTION 3. CONTROVERSIAL TOPICS
A. The District believes that controversial issues are a part of the District's
instructional program when related to subject matter in a given grade level or
specific curricular field. Employees will use professional judgment in
determining the appropriateness of the issue to the curriculum and the
maturity of students.
B. In the presentation of all controversial issues, every effort will be made to
effect a balance of biases, divergent points of view, and opportunity for
exploration by the students into all sides of the issue. In discussing
controversial issues, the employee will encourage students to express their
own views, assuring that it be one in a manner that gives due respect to one
White Salmon CBA 2015-2017 – pg 37
another's rights and opinions. When discussing controversial issues, the
employee will respect positions other than his own. Students will be
encouraged, after class discussions and independent inquiry, to reach their
own conclusions regarding controversial issues.
SECTION 4. FACILITIES
The District will provide employees personal access to their teaching assignment
area and work areas seven (7) days a week, for the purpose of carrying out their
assignments. Concerns relating to employee facilities shall be routed through the
building principal to the central office for consideration. Such requests shall
receive notice of implementation or feasibility.
SECTION 5. CLASS SIZE
A. The issue of class size and balance is a continuing concern and will be dealt
with by a committee made up of Association, Administration and parent
advisory committee members. A positive learning environment with a
reasonable employee workload is a prime concern.
B. Class size shall, within budgetary constraints, be maintained at a uniform size
consistent with staff and facilities, which has previously been identified to be
30 students or less in grades 7-12 (excluding Band and Physical Education).
When pupil load becomes excessive and/or unbalanced, the Administration
shall meet with the Association and the affected employee to consider
remedies which may include, but not be limited to: balancing class loads;
modification of course schedules and teacher assignments; and/or providing
additional supplies, textbooks, instructional equipment and student desks.
The solution(s) relative to the specific overload will be submitted to the Board
for final approval. If the board has concerns regarding the feasibility of the
recommended remedy, the Superintendent will reconvene the above-
mentioned individuals to discuss the Board's concerns and other possible
solutions.
SECTION 6. CONFERENCING WITH PARENTS
A. Elementary employees (K-6) shall receive ten (10) half-days for parent
conferencing. Five (5) half days in the late fall and five (5) half days in the late
spring.
Secondary employees (7-12) shall receive eight (8) half-days for parent
conferencing/staff development to be determined mutually by staff and
administrators at each building. Four (4) half days near end of first grading
periods and four (4) half days in spring.
White Salmon CBA 2015-2017 – pg 38
SECTION 7. STUDENT EMPLOYEES
No employee will be assigned a student employee without his/her prior consent
and knowledge of such an assignment. When possible, such assignment shall be
announced at least two (2) weeks in advance of the student employee's arrival.
Every employee who accepts a student employee shall receive the total
compensation provided by the contracted university for the employee.
SECTION 8. CLASSROOM INTERRUPTIONS
The continuity of the teaching process is generally broken when the class session
is interrupted by visitors. Procedures for class visitation will be determined by
the administration, in consultation with the staff.
SECTION 9. IN-SERVICE COMMITTEE
A. Inservices will be committee-driven by the various curriculum committees
and SIP teams within the District.
B. The Association may recommend to the District topics for after school
courses, workshops, conferences, and programs designed to improve the
quality of instruction.
SECTION 10. STAFF DEVELOPMENT AND TRAINING
It is recognized that an effective staff development program is necessary to
provide continuing opportunities for the professional growth of certificated
employees. Therefore, the District shall survey periodically certificated
employees to determine staff development needs. Such surveying, planning and
implementation may be with the assistance of the Association, other agencies, or
colleges and universities.
A. Staff development activities may cover the following areas:
1. released time for classroom observation and visitation.
2. released time for staff development workshops.
3. consultant and material assistance for staff involved in curriculum
innovation and change.
B. The Association may recommend to the District topics for after school
courses, workshops, conferences and programs designed to improve the
quality of instruction.
SECTION 11. STUDENT EVALUATION
Employees assigning course grades to students have the exclusive right to the
evaluation of those students and the determination of applicable course grades.
In the event that an administrator feels a grade should be changed, he/she must
first meet with the employee to try to resolve the issue. If a resolution can’t be
White Salmon CBA 2015-2017 – pg 39
made, the matter will be reviewed by a committee consisting of the teacher and
administrator involved, an alternate administrator and an Association designee.
ARTICLE VII - LEAVES
SECTION l. GENERAL PROVISIONS
Leaves of absence during the regular school year shall be granted as set forth in
the following sub-sections pertaining to leave, and in the case of extreme
emergency, not covered by policy, within the sound discretion of the
Superintendent.
SECTION 2. SICK LEAVE
A. At the beginning of each school year each employee shall be credited with an
advanced sick leave allowance of twelve (12) days with full pay to be used for
absence caused by illness, injury, poor health, maternity, quarantine or other
disability. Each employee's portion of unused sick leave allowance shall
accumulate from year to year as regulated by state law.
B. At the end of each year the District will provide each employee with an
accounting of their accumulated sick leave and all transactions concerning
their sick leave days within that time period.
C. An employee who is unable to perform the duties because of personal illness,
maternity or other disability may, upon request, be granted leave of absence
without pay at the exhaustion of sick leave. Leaves for these conditions may
be renewed annually. Application for leave and application for renewal of a
leave of absence for such conditions shall be made in writing to the
Superintendent. An employee who has been granted leave may return to
service during the period of the leave after giving ten (10) days written notice
to the Superintendent with written permission of his/her personal physician.
SECTION 3. SICK LEAVE CASH OUT
Annually each employee may cash out the unused sick leave days he/she has
accumulated that year (Jan. 1-Dec. 31) provided such employee has accumulated
a minimum of sixty (60) days. The employee may cash out up to twelve (12) days
per year on January 1 of each year. At the time of separation from the District
due to retirement or death, the employee or his/her estate shall have all of his/her
sick leave cashed out on the same one (1) for four (4) ratio.
SECTION 4. JOB- RELATED INJURIES
Absence due to injury incurred in the course of the employee's employment may
be compensated for in the following manner: For absences due to job- related
injuries which qualify for Industrial Accident and Workmen's Compensation
White Salmon CBA 2015-2017 – pg 40
coverage, a pro-rated portion of sick leave may be used, which when added to
any of the above compensation shall equal, but not exceed, the employee's
normal salary.
SECTION 5. MATERNITY LEAVE
A. Any employee who is pregnant while employed by the District shall not be
required to take maternity leave at the expiration of any arbitrary time period
during pregnancy, but shall be allowed to teach as long as she is capable of
performing the duties of her job and as long as her physician concurs.
B. To be entitled to maternity leave under this section, an employee shall inform
the building principal and the school administration a reasonable time in
advance of her intention to take leave and the approximate time when she
expects to return to her work. Within thirty (30) calendar days after childbirth
she shall inform the school administration of the specific day when she will
return to her teaching duties. Unless the woman's physical condition does not
permit her to return to work, sixty (60) calendar days after childbirth will be
considered a reasonable time to be allowed for maternity leave purposes.
C. The employee's position will be held open during the first five (5) consecutive
months of maternity leave.
D. In the event of the birth of a child of the employee's spouse, five (5) days of
sick leave will be granted.
SECTION 6. SICK LEAVE SHARING
A. An employee may, of his/her own choice, donate portions of his/her
accumulated sick leave to come to the aid of another named employee
suffering from an extraordinary or severe illness, injury, impairment or
physical or mental condition which has caused or is likely to cause the
employee to take an extended leave without pay or to terminate his/her
employment. The determination of whether or not the illness, injury, or
impairment is extraordinary and/or severe will be made by the
Superintendent and/or designee and recommended to the Board for formal
approval.
B. The Superintendent and/or designee may, if appropriate, require a health care
providers' statement confirming the extent and/or severity of the illness,
injury, or impairment.
C. A contributing employee must have an accrued sick leave balance of more
than twenty-two (22) days to assign his/her sick leave to another named
employee.
D. An employee may donate any amount of leave that does not result in the
employee’s total falling below the minimum balance for donation.
White Salmon CBA 2015-2017 – pg 41
E. Employees cannot donate sick leave days that would result in his/her sick
leave account balance going below twenty-two (22) days.
F. Sick leave includes leave accrued pursuant to the RCW's with compensation
for illness, injury and emergencies.
G. An employee, as recipient of leave transferred under this section, shall be
classified as an employee and receive the same treatment in respect to salary,
wages, and employee benefits as the employee would normally receive if
using accrued annual leave or sick leave.
H. In the event the donated sick leave is not fully utilized by the receiving
employee, said employee must return the unused sick leave advanced to the
respective donating employee on a pro-rata basis.
SECTION 7. BEREAVEMENT LEAVE
Bereavement leave, not to exceed five (5) days, will be allowed with pay to all
certificated employees for each death in the immediate family. "Immediate
family" means the mother, mother-in-law, father, father-in-law, spouse, son,
daughter, brother, sister, grandparents, grandchildren, any relative living in the
immediate household of the employee, or in case of extremely close tie as
explained to and approved by the administrator.
SECTION 8. EMERGENCY LEAVE
A. Five (5) days of non-accumulative paid emergency leave shall be granted each
year. Emergency leave may be taken at the employee's discretion due to a
problem that has been suddenly precipitated or is unplanned, or where
preplanning could not relieve the necessity for the employee's absence, such
as family illness or act of God, etc. Such leave shall not be taken for personal
profit or pleasure. Emergency leave shall not be used to extend other leaves
or absences. Family illness, covered in policy 5403, shall prevail if more than
five (5) days are needed.
B. Emergency leave will be deducted from sick leave. Employees shall notify
their building principal twenty-four (24) hours in advance of such leave, if
possible. Additional days may be granted with employee paying substitute at
the discretion of the Superintendent.
SECTION 9. JURY DUTY AND SUBPOENA LEAVE
A. An employee who is away from his/her duties because of jury duty shall be
paid for such time lost at his/her normal rate of pay. The District will be
reimbursed by the Employee the amount of jury duty fees paid less any
mileage and/or jury duty related expenses paid.
B. An employee will be granted subpoena leave as may be required by the
subpoena, and shall be paid his/her regular salary less any compensation
White Salmon CBA 2015-2017 – pg 42
received for his/her services, excluding transportation and per diem expenses,
when the Employee is the party in such action while in the performance of
his/her duties; provided, however, but not in an adversary role against the
district.
C. The Superintendent or designee may extend the definition and intent of the
subpoena leave policy on an individual basis.
D. The employee shall notify the District when notification to serve on a jury
duty is received.
SECTION 10. SABBATICAL LEAVE
A. Certificated employees after seven (7) continuous years of employment in the
District may be granted up to twelve (12) months sabbatical leave, where
granting of such leave will benefit the pupils, staff, and District. If granted
sabbatical leave, salary will not exceed 75% of the current year's salary.
B. Dates. Application shall be submitted by February 1 preceding the school
year for which such leave is requested. Notification of decision on granting of
such leave must be made by March 15.
C. Review Committee. Sabbatical leave request(s) to be reviewed and
recommendation made by a committee consisting of two (2) employees
appointed by the president, the building administrator involved, and the
Superintendent. Final decision rests with the Board.
D. Criteria. Certificated employees requesting sabbatical leave must meet the
following criteria:
1. Shall have completed his fifth year program or under the 1971 standards
have a continuing certificate;
2. Shall have demonstrated a commitment of professional improvement
(through schooling, approved travel, or other) prior to applying for
sabbatical leave; and
3. Shall clearly and satisfactorily explicate in the application for sabbatical
leave how the sabbatical leave will benefit the pupils, staff and District.
E. Service Obligation Upon Completion of Sabbatical Leave. Certificated
employees who are granted Sabbatical leave pursuant to the above shall
obligate themselves to return to teaching in the District for a period of at least
two (2) years following the completion of sabbatical leave.
F. Promissory Note. Personnel taking sabbatical leave will be required to sign a
non-interest-bearing promissory note with the District for the amount of
compensation to be received while on leave. Upon completion of one (1) year
of service following the leave, one-half (1/2) of the note will be canceled; and
upon satisfactory completion of sabbatical conditions, the other one-half (1/2)
White Salmon CBA 2015-2017 – pg 43
of the note will be canceled. However if the employee does not return to
employment in the District in the year immediately following the sabbatical
leave, the promissory note in favor of the District shall be forfeited; provided,
that if by mutual agreement of the employee and the District, the
employment shall be terminated, the promissory note shall be canceled; and
provided further, should an employee be unable to return to the District due
to physical or mental disability, repayment of the stipend will be set aside
until such time as the employee is again able to return to his assignment with
the District.
G. Salary Payment and Fringe Benefits. All salary that is to be received during
sabbatical leave shall be paid in monthly installments and all benefits towards
employee retirement and participation in any permissive health and accident
program shall be deducted in the same manner as if the employee were
teaching.
H. Number on Sabbatical Leave. No more than one (1) of the certificated
employees will normally be granted sabbatical leave in any school year.
I. Report Obligation Upon Return. Within thirty (30) days after completion of
sabbatical leave, a report shall be filed with the Superintendent, giving
substance of courses taken and a list of recommendations for implementing
the knowledge gained during the sabbatical leave.
J. Definitions
1. For the purposes of A. through I, the words "employee" and "teaching" shall
be applied to employees who are in the bargaining unit.
2. "Current year salary" refers to the actual year the leave is taken, not the year
when application is made.
K. Scholarships. Employees may at any time request leave to accept
scholarships up to one (1) full year which would not involve the District in
any financial obligation, in which case, all other provisions of the sabbatical
leave policy would apply.
SECTION 11. ADOPTION LEAVE
An employee adopting a child shall notify the District in writing of the intent to
take adoption leave stating the expected dates of commencement of leave and
return to employment. Adoption leave may be granted without pay for a period
not to exceed one (1) year. An employee returning from adoption leave shall be
placed in a position for which he/she is qualified.
SECTION 12. MILITARY LEAVE
Employees shall be granted military leaves of absence when required by law and
shall not suffer any loss of efficiency rating, privileges, or pay according to RCW
White Salmon CBA 2015-2017 – pg 44
38.40.060. The District agrees to follow the statutory provisions governing the re-
employment of returned veterans.
SECTION 13. ATTENDANCE AT PROFESSIONAL MEETINGS AND
CONFERENCES
A. Any day on which a certificated employee, while absent, is engaged in an
activity under the direction of the Board shall not be regarded as an absence,
provided such business has been cleared through the Superintendent's Office.
(Example: visiting other schools, speaking engagements involving education, research
or preparation involved in presenting professional projects.)
B. Certificated employees may be absent as representatives of the district or the
professional organization to attend educational meetings and to serve in
workshops and on committees without deduction of pay, provided prior
approval has been obtained from the Superintendent. The expense incurred
by the certificated employee while he/she is serving as a representative of the
District shall be paid by the host district, the local school district or the
professional organization. The nature of the meeting would determine which
group was financially responsible.
C. Certificated employees may be granted leave with full pay for the purpose of
attending official or private educational institutions and conferences. A
request form for the above shall be utilized by the certificated employee
organization five (5) days prior and given to the building principal and
Superintendent for approval. This form will be provided by School District
No. 405-17.
SECTION 14. OTHER LEAVES
A. Leaves of absence up to one (1) year without pay may be granted employees
for the purpose of study, travel, recuperation, teaching in another school
district, working in a professionally related field, Association or Association
related business.
B. Leaves of absence may be approved by the Board upon recommendation of
the Superintendent. The employee is entitled to return to the District to a
position for which they are qualified. This leave, if for one (1) year, entitles an
employee to a normal salary increment if teaching in another school district
or approved by the Superintendent.
C. Upon request by the employee, the leave may be extended for an additional
year upon recommendation by the Superintendent.
D. Leaves of absence requested by the employee that are not covered under any
other Section in this Agreement are determined to be Unpaid Leaves. The
granting of such a request will be made by the sound discretion of the
White Salmon CBA 2015-2017 – pg 45
Superintendent. Any employee granted an unpaid leave will lose daily per
diem pay for each day the leave is taken.
SECTION 15. ANNUAL LEAVE
A. Employees will be granted three (3) days Annual Leave per year with pay.
Annual leave is accumulative to a maximum of five (5) days. At the end of the
school year, if the employee has any unused days, he/she can either carry
forward up to two (2) of those days or will be reimbursed at the beginning
substitute rate. Any annual days that are carried forward are not eligible for
reimbursement the following year.
B. Leave days may be taken in half days of full days, however leave days taken
before holidays or vacations will be limited to eight percent (8%) of the total
Association.
ARTICLE VIII - FISCAL
SECTION 1. WORK DAY
A. The school work day for employees will be seven (7) hours and thirty-five
(35) minutes including a one-half (1/2) hour lunch, excluding all faculty
meetings which employees are required to attend. Generally, faculty
meetings will not exceed one and one-half (1 1/2) hours beyond the work day
per month. Consistent with the requirement of being available for a specific
student or parent conference (WAC 180-44-050), an employee may, upon
specific approval of his/her principal, or designee, arrive late or leave directly
after the close of school. If faculty meetings in a month exceed the one and
one-half (1 1/2) hour time, this same procedure would apply.
B. School will be dismissed no later than 12:05 P.M. on the day prior to
Thanksgiving. If school is in session on Dec. 23, school will be dismissed no
later than 12:05 P.M. Employees may leave one-half (1/2) hour after students
are dismissed.
C. Deviations from this schedule may be granted by special permission of the
building principal; however, the principals will not lengthen the workday.
D. Employee at 7-12 grade levels will have one (1) class period per day for
preparation on a regular class day.
Employees at 4-6 grade levels will have preparation time of forty-five to
ninety (45 – 90) minutes per day to be scheduled by their classes attending
music, physical education and art. This preparation time is exclusive of the
thirty (30) minutes before school and fifteen (15) minutes after school and will
be scheduled for ninety (90) minutes whenever possible.
White Salmon CBA 2015-2017 – pg 46
Employees at K-3 grade levels will have a minimum of forty-five (45) minutes
of continuous preparation daily. Employees will also receive an additional
thirty (30) minutes per week by their classes attending library on scheduled
days. This preparation time is exclusive of the thirty (30) minutes before
school and fifteen (15) minutes after school.
In the event that the “PLC/Collaboration” time is repealed at a future date the
third paragraph will return to the previous (2007-2009) CBA language:
“Employees at the elementary school (K-4) will have preparation time from
2:25-3:00 daily, along with the preparation time provided by classes attending
music, physical education and library, exclusive of the thirty (30) minutes
before and fifteen (15) minutes after school”.
E. Each employee will have a thirty (30) minute continuous duty-free lunch
period.
F. Employees will not be assigned to any more non-professional duties than
necessary. The District will make every effort to keep non-professional duties
to a minimum.
G. The District agrees to provide ten (10) early release days which will be used
for department and building planning, staff development, District
communications, or parent-teacher conferences. No more than two (2) early
release days would be directed by the District office--all others will be
determined mutually by the employees and the building principal. Every
effort will be made to insure that certificated staff will be duty free by 1:40 PM
on these early release days.
SECTION 2. EMPLOYEE WORK YEAR
A. The work year covered by this Agreement is set forth in the appendices,
which are attached hereto and made a part hereof.
B. The length of the employee contract shall be one hundred eighty (180) days
and one hundred eighty-two (182) days for new employees.
C. The District and the WSEA shall work together through the Inservice
Committee to provide inservice opportunities for employees. Inservice
programs are to be offered on scheduled employee inservice days, and all
employees will participate. Inservice programs offered during non-teaching
hours (i.e., evenings and weekends) shall be voluntary; and employees will not
be paid for time in attendance.
SECTION 3. ADDITIONAL DAYS
A. Flex Days:
Building principals must provide documentation of attendance and actual
time worked before these days can be paid.
White Salmon CBA 2015-2017 – pg 47
1. The day before classes begin: District "start-up" a.m.; 1/2 day classroom
start-up.
2. Two (2) optional days to be used before or after the school year, or
during the school year on non-school days, at actual per diem.
3. One (1) optional day to be used at semester break at actual per diem
rate.
4. Two (2) optional days to be used before or after school. These two
days may be used for professional development at the discretion of the
employee. These two days are for the duration of this agreement and
subject to being reopened mid-contract due to budget shortfall.
B. Required Contract days: Learning Improvement Days:
If for any reason the legislature votes to alter the number of Learning
Improvement Days, the contracted days will be mutually agreed upon and
adjusted accordingly.
SECTION 4. SCHOOL CALENDAR
Prior to spring break each year, the Association and the Board will discuss and
finalize the school calendar.
SECTION 5. PAYMENT
All employees shall be placed on the annual salary schedule in accordance with
the criteria for salary schedule placement as contained in the Collective
Bargaining Agreement.
SECTION 6. PROVISIONS GOVERNING EMPLOYEE'S SALARY
SCHEDULE
A. The base salaries for the employees covered by this agreement shall be set
forth in the appendices. In the event the Legislature reduces the
appropriations originally authorized for funding the state allocation model
adopted as the District’s salary schedule under Section 7 of this Article during
the 2015-17 biennium, but does not make corresponding reductions in whole
or in part, to the state allocation model for school years 2015-16 or 2016-2017,
the District’s obligation to fund the salary schedule under Section 7 for that
school year shall be limited to passing through all money actually funded by
the State for the District’s certificated instructional staff allocation and
Appendix A shall be deemed modified to reflect the reduced funding. In
addition, if such a reduction of state funding occurs, this section of the
contract shall re-open for negotiations.
B. Employees shall be awarded full credit for teaching experience outside this
District that required possession of a valid teaching certificate.
White Salmon CBA 2015-2017 – pg 48
C. Employees will be paid in twelve (12) equal monthly payments.
D. Employees shall be paid on the last state business day of the month.
E. The deadline for filing of credits in the District office for employees already
on the faculty and for salary adjustments for the following year is
September 15.
F. Employees--who file by September 15 transcripts of credits--will have their
salaries adjusted to the salary schedule currently in force and will be
retroactive to September 1. If, for some circumstances beyond the control of
the employee, the college transcripts or grade reports are not available and
the District has been advised by the College of the credit, the employee shall
be granted the allowance for the credit.
Acceptance of Clock hour/inservice credits: The District shall accept all
Clock Hour and Inservice Credits that meet State Board of Educational
Approval Standards for Clock Hour and Inservice Credit. If the credits are
approved by the Office of the SPI, the credits shall count for advancement on
the local salary schedule. Ten (10) clock hours of inservice shall be equal to
one quarter university credit and shall be recognized for local salary schedule
placement. The District shall cover the cost of any clock hours (in conjunction
with ESD112) taken by employees.
If an employee wishes to take a course offered by any ESD in the state of
Washington and that course is not offered by ESD 112 the District agrees to
reimburse the employee for those courses not to exceed the fee schedule of
ESD 112.
G. Freedom to Select Courses. The employee shall have the freedom of choice in
taking classes which meets one (1) or more of the criteria established in the
legislative:
The course must meet at least one of the following (ESHB 1410, Section 503):
1. Is consistent with the school district's strategic plan for improving student
learning;
2. Is consistent with a school-based plan for improving student learning
developed under section 520(2) (student learning improvement block grants)
for the school in which the individual is assigned;
3. Pertains to the individual's current assignment or expected assignment for
the following school year;
4. Is necessary for obtaining an endorsement as prescribed by the State
Board of Education;
5. Is specifically required for obtaining advanced levels of certification;
White Salmon CBA 2015-2017 – pg 49
6. Is included in a college or university degree program that pertains to the
individual's current assignment, or potential future assignment, as a
certificated instructional staff.
H. Out-of-State Credit. Employees hired from out-of-state shall be given the
same credit consideration, rights and benefits as those hired within state or
those presently working for the District.
I. In the event of a mistake in payment resulting in underpayment or
overpayment, corrections shall be made within a reasonable period of time.
J. In order to receive full retirement benefits, employees retiring at the end of
the school year shall receive their July and August salaries with the June
payment.
SECTION 7. SALARY COMPLIANCE
A. The salary schedule shall be the same as the state allocation models (see
Appendix A). In the event the Legislature reduces the appropriations
originally authorized for funding the state allocation model adopted as the
District’s salary schedule under Section 7 of this Article during the 2015-17
biennium, but does not make corresponding reductions in whole or in part, to
the state allocation model for school years 2015-16 or 2016-2017, the District’s
obligation to fund the salary schedule under this Section 7 for that school year
shall be limited to passing through all money actually funded by the State for
the District’s certificated instructional staff allocation and Appendix A shall
be deemed modified to reflect the reduced funding. In addition, if such a
reduction of state funding occurs, this section of the contract shall re-open for
negotiations.
B. Experience and education increments shall be paid effective September 1 of
each year.
C. In the event the District is notified of non-compliance, the parties will meet
within ten (10) workdays of said notice to bargain the necessary adjustments.
Bargaining unit employee shall only be liable for the portion of non-
compliance that they created as a result of this salary settlement.
D. The District shall use all money from the state for certificated salary.
SECTION 8. EXTRA DUTY PAY
Extra duty pay for non-curriculum responsibilities will be $18.00 per hour. Extra duty pay will provided at the non-curricular rate for the following activities for a maximum of two (2) hours per event:
• Showcases
• Kindergarten orientation
• Whitson BBQ
White Salmon CBA 2015-2017 – pg 50
• Middle School, Intermediate School and High School Open House
• 4th grade orientation
• Freshman orientation
• Curriculum Nights at Whitson, Henkle, Stevenson and Columbia Extra duty pay for curriculum work shall be at rate of $22.00. The District Curriculum and Instructional Facilitator will consult with the building administer to determine the number of hours to be paid to individual employees for curriculum work. Extra duty pay for attending the collaboration in-services outside of a part-time employee’s contract day shall be paid at the base per diem rate. The number of days will be determined by the approved district calendar. In the course of any school year, if an employee reaches the level of two hundred and fifty dollars ($250.00) in extra duty pay (curriculum or non-curriculum) he/she may relinquish the accumulated pay for one additional personal leave day. The district will provide a form to record the hours worked, the employee will submit the form to the District Office when the 250 dollar amount is reached.
SECTION 9. INSURANCE BENEFITS
The District shall make available to each employee a medical-dental-vision-life
insurance package.
The District will pass through the maximum state allocation of money intended
for insurance premiums for all unit members. The District shall also place in the
insurance pool for all unit members the amount per month for the annual HCA
carve out. The District contributions for part-time employees will be pro-rated.
SECTION 10. TRAVEL
Employees shall use school vehicles when traveling on authorized school
business. In cases where no school vehicle is available, employees required by the
administration to use their own vehicles shall be compensated at the most recent
rate allowed by the State of Washington.
SECTION 11: EMERGENCY CLASS COVERAGE
The District will make every effort to secure a substitute to cover a teacher’s
absence from class, even using an absent teacher’s substitute during the absent
teacher’s preparation period. If a current certified employee is asked to cover
another teacher’s class for an emergency or sick leave with less than 24 hours
notice, the employee will be compensated at 1.5 their hourly rate for that class
coverage.
White Salmon CBA 2015-2017 – pg 51
SECTION 12. NATIONAL BOARD CERTIFICATION
The District supports the National Board Certification Process and will provide for the flow through of all of the state appropriations designated for the compensation of those certificated employees receiving National Certification.
Employees in the process of pursuing National Board Certification shall have priority in reassignment decisions to be placed in the same grade level or department in order to continue the certification process.
The District will provide the following support to candidates for the National Board for Professional Teaching Standards:
1. Use of videotapes and equipment 2. Use of copy machine and supplies 3. Help with videotaping 4. Two release days annually during the completion of the certification process, not
to exceed three years
District Facilitation--The District will provide when available the facilitator(s) for the District facilitation group and will pay the facilitator per candidate per component (range is $75 to $175 or as set by OSPI) not to exceed 10 candidates per facilitator per year.
ARTICLE IX - GRIEVANCE PROCEDURE
SECTION 1. PROCEDURE
A claim by an employee or the Association that there has been a violation,
misinterpretation or misapplication of any provision of this Agreement to the
detriment of the claimant may be processed as a grievance as hereafter provided.
In the event that a employee believes that there is a basis for a grievance, the
employee may first discuss the alleged grievance with his/her building principal
or other appropriate supervisor either personally or accompanied by his/her
Association representative. If the grievance is not thus resolved, formal grievance
procedures may be instituted.
Substantive portions of the evaluation and the financial determination for
Reduction in Force will be excluded from binding arbitration.
STEP l
The grievant may invoke the formal grievance procedure through the
Association on grievance form which will be available in each building. A
copy of the grievance form shall be delivered to the principal or appropriate
supervisor. If the grievance involves more than one (1) school building, it
may be filed with the Superintendent or a representative designated by the
Superintendent. A grievance must be filed within fifteen (15) school days of
the occurrence of which he complains.
White Salmon CBA 2015-2017 – pg 52
STEP 1 REPLY
Within five (5) school days of receipt of the written grievance, the principal or
appropriate supervisor shall meet with the grievant in an effort to resolve the
grievance. The principal or appropriate supervisor shall indicate his/her
disposition of the grievance in writing within five (5) school days of such
meeting and shall furnish a copy thereof to the Association.
STEP 2
If the grievant is not satisfied with the disposition of the grievance, or if no
disposition has been made within five (5) school days of such meeting--or ten
(10) school days from date of filing, whichever shall be later,--the grievance
shall be transmitted to the Superintendent.
STEP 2 REPLY
Within five (5) school days the Superintendent or his designee shall meet with
the grievant on the grievance and shall indicate his/her disposition of the
grievance in writing within five (5) school days of such meeting, and shall
furnish a copy thereof to the Association.
STEP 3
If the grievant is not satisfied with the disposition of the grievance by the
Superintendent or if no disposition has been made within the period above
provided, the grievance at the option of either of the parties hereto may be
submitted before an impartial arbitrator. The Association shall initiate
arbitration by giving the Superintendent written notice of its intent to
arbitrate within five (5) school days of receipt of the written disposition of the
Superintendent. The American Arbitration Association rules shall govern the
arbitration proceedings, unless otherwise agreed to in writing.
The decision of the arbitrator, when acting within his jurisdiction, shall be
final and binding upon both parties.
SECTION 2. ARBITRATION COSTS
Each party shall bear its own costs of arbitration except that the fees and charges
of the arbitrator shall be shared equally by the parties.
SECTION 3. JURISDICTION OF THE ARBITRATOR
A. The arbitrator shall have no power to alter, add to, or subtract from the terms
of this Agreement. The arbitrator shall decide only the interpretation and
application of this Agreement. Upon request of either party, the merits of a
grievance and the determination of the jurisdiction of the arbitrator shall be
consolidated.
White Salmon CBA 2015-2017 – pg 53
B. In the event that the arbitrator's award is unsuccessfully challenged in court,
the challenging party shall be liable for the reasonable costs and attorney's
fees of the prevailing party.
SECTION 4. TIME LIMITS
The time limits provided in this Article shall be strictly observed unless extended
by written agreement of the parties. In the event a grievance is filed after May 15
of any year, the Board shall use its best efforts to process such grievance prior to
the end of the school term or as soon thereafter as possible. Failure of the
Association to proceed with its grievance within the times hereinafter provided
shall result in the dismissal of the grievance. Failure of the Board or its
representatives to take the required action within the times provided shall entitle
the Association to proceed to the next step on the grievance procedures.
SECTION 5. GRIEVANCE AND ARBITRATION HEARINGS
All hearings or conferences pursuant to this grievance procedure shall be
scheduled at a time and place which will afford a reasonable opportunity for all
parties entitled to attend to be present, including any and all witnesses. Every
effort will be made to avoid disruption of the operation of the District.
SECTION 6. INDIVIDUAL COMPLAINTS
In accordance with RCW 41.59.090 any employee may at any time present his
grievance to the District and have his/her grievance adjusted without the
intervention of the Association, as long as the Association has been given an
opportunity to be present at that adjustment and to make its views known, and
as long as the adjustment is not inconsistent with the terms of this Agreement.
SECTION 7. CONTINUITY OF GRIEVANCE
Notwithstanding the expiration of this Agreement, any claim or grievance arising
hereunder may be processed through the grievance procedure as set forth herein
until resolved.
White Salmon CBA 2015-2017 – pg 54
ARTICLE X - DURATION
SECTION 1. TERM OF AGREEMENT
This Agreement shall be effective as of September 1, 2015, and shall continue in
effect until the 31st day of August 2017.
SECTION 2 RE-OPENERS
a. This contract may be re-opened for the 2016 – 2017 school year if the 2016
legislature changes any of the provisions for salaries or benefits as
provided by the 2015 legislature. If the 2016 legislature does change
salary or benefits provisions, either side may request that negotiations on
these issues be re-opened.
b. Prior to the second year of the contract, both sides agree to meet and
confer on any issues of concern. As a result of such meetings, this
Agreement may be opened for amendments by the mutual consent of both
parties.
c. This Agreement shall be opened for the purpose of negotiation a successor
contract at least ninety (90) days prior to the termination date.
White Salmon CBA 2015-2017 – pg 57
APPENDIX B-1 — EXTRA CURRICULAR SALARY SCHEDULE
FOR 2015-2017
High School:
Music Director 12%
Annual Advisor 7%
VICA Advisor 3%
FBLA Advisor 5%
NHS Advisor 5%
Middle School:
Annual Advisor 4%
Music Director 2%
Drama Advisor 2%
Elementary:
Opera (sharing) 4 hrs. each/non-curriculum rate
Music Director 2%
Team Leader (one per grade level) $250.00
When a sports season is extended because a team is participating in district or
state tournament games, the salary of the band director shall be increased 5% of
that salary for each week of such extended play.
White Salmon CBA 2015-2017 – pg 58
APPENDIX C — GRIEVANCE REVIEW REQUEST FORM
This form is to be utilized in initiating a grievance pursuant to the grievance
procedure contained in the Agreement between the Board and the Association.
The completed, signed Grievance Review Request must be submitted in
presenting a grievance at Steps 1, 2 and 3. The form must be addressed and
delivered to the appropriate administrative supervisor at Step 1, and to the
Superintendent at Steps 2 and 3.
TO: _________________________________________ _______________________
Name Title
Grievant's Name: _______________________________________________________
Address: _______________________________________________________________
Home Phone: ______________________
Position or Title: ____________________
School: _____________________________ Department: ______________________
l. Consistent with the procedure for processing grievances I have taken the
following actions: (indicate specifically by name and title who has officially
reviewed the grievance to date.)
Step l _______________________________________________________________
____________________________________________________________________
Step 2 _______________________________________________________________
____________________________________________________________________
2. The article allegedly violated is: _______________________________________
____________________________________________________________________
3. The relief I am seeking is: _____________________________________________
____________________________________________________________________
Signature: _____________________________________ Date: _________________
White Salmon CBA 2015-2017 – pg 59
APPENDIX D — OBSERVATION/FINAL EVALUATION REPORT
CLASSROOM EMPLOYEE
Classroom Teacher Evaluation Final Comprehensive Evaluation ���� Final Focused Evaluation ����
Observation ____ 90 Day ____ Annual_________
Teacher: _____________________________ Position / Grade Level: ________
Observation Date: ______________ Time: ______________________
Criteria 1: Centering Instruction On High Expectations For Student Achievement.
Unsatisfactory 1
Basic 2
Proficient 3
Distinguished 4
1.1 P1: Connection to standards, broader purpose and transferable skill
Add Scores From All Columns To Get a “Total Score”
1.2 P4: Communication of learning target(s)
1.3 P5: Success criteria and performance task(s)
1.4 SE3: Work of high cognitive demand
1.5 CEC3: Discussion, collaboration and accountability
Overall Rating Range Scored for Final Evaluation ONLY
5 6-10 11-15 16-20
Comment:
White Salmon CBA 2015-2017 – pg 60
Comment:
Criteria 2: Demonstrating Effective Teaching Practices
Unsatisfactory 1
Basic 2
Proficient 3
Distinguished 4
2.1 SE1: Quality of questioning
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Columns To Get a “Total
Score”
2.2 SE5: Expectation, support and opportunity for participation and meaning making
2.3 SE6: Substance of student talk
2.4 CP6: Scaffolds the task
2.5 CP7: Gradual release of responsibility
Overall Rating Range Scored for Final Evaluation ONLY
5 6-10 11-15 16-20
White Salmon CBA 2015-2017 – pg 61
Criteria 3: Recognizing
Individual Student Learning Needs and
Developing Strategies to Address those Needs
Unsatisfactory 1
Basic 2
Proficient 3
Distinguished 4
3.1 P3: Teaching point(s) are based on students’ learning needs
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Score”
3.2 SE2: Ownership of learning
3.3 SE4: Strategies that capitalize on learning needs of students
3.4 CP5: Differentiated instruction
3.5 A6: Teacher use of formative assessment data
3.6 SG 3.1: Establish Student Growth Goal(s)
3.7 SG 3.2: Achievement of Student Growth Goal(s)
Overall Rating Range Scored for Final Evaluation ONLY
7 8-14 15-21 22-28
Comment:
White Salmon CBA 2015-2017 – pg 62
Comment:
Criteria 4: Providing Clear and Intentional Focus On Subject Matter Content and Curriculum
Unsatisfactory 1
Basic 2
Proficient 3
Distinguished 4
4.1 P2: Connection to previous and future lessons
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Score”
4.2 CP1: Alignment of instructional materials and tasks
4.3 CP2: Discipline-specific conceptual understanding
4.4 CP3: Pedagogical content knowledge
4.5 CP4: Teacher knowledge of content
Overall Rating Range Scored for Final Evaluation ONLY
5 6-10 11-15 16-20
White Salmon CBA 2015-2017 – pg 63
Comment:
Criteria 5: Fostering and Managing a Safe, Positive Learning Environment
Unsatisfactory 1
Basic 2
Proficient 3
Distinguished 4
5.1 CEC1: Arrangement of classroom
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Score”
5.2 CEC2: Accessibility and use of materials
5.3 CEC4: Use of learning time
5.4 CEC5: Managing student behavior
5.5 CEC6: Student status
5.6 CEC7: Norms for learning
Overall Rating Range Scored for Final Evaluation ONLY
6 7-12 13-18 19-24
White Salmon CBA 2015-2017 – pg 64
Comment:
Criteria 6: Using Multiple Student Data Elements To Modify Instruction and Improve Student Learning
Unsatisfactory 1
Basic 2
Proficient 3
Distinguished 4
6.1 A1: Self-assessment of learning connected to the success criteria
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Score”
6.2 A2: Demonstration of learning
6.3 A3: Formative assessment opportunities
6.4 A4: Collection systems for formative assessment data
6.5 A5: Student use of assessment data
6.6 SG 6.1 Establish Student Growth Goal(s)
6.7 SG 6.2: Achievement of student Growth Goal(s)
Overall Rating Range Scored for Final Evaluation ONLY
7 8-14 15-21 22-28
White Salmon CBA 2015-2017 – pg 65
Comment:
Criteria 7: Communicating and Collaborating with Parents and the School Community.
Unsatisfactory 1
Basic 2
Proficient 3
Distinguished 4
7.1 PCC3: Parents and guardians Add Scores
From All Columns To Get a “Total
Score”
7.2 PCC4: Communication within the school community about student progress
Overall Rating Range Scored for Final Evaluation ONLY
2 3-4 5-6 7-8
White Salmon CBA 2015-2017 – pg 66
Comment:
Summary Observation / Evaluation Comments:
Criteria 8: Exhibiting Collaborative And Collegial Practices Focused On Improving Instructional Practice And Student Learning
Unsatisfactory 1
Basic 2
Proficient 3
Distinguished 4
8.1 PCC1: Collaboration with peers and administrators to improve student learning
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Score”
8.2 PCC2: Professional and collegial relationships
8.3 PCC5: Supports School, district, and state curriculum. Policy and initiatives
8.4 PCC6: Ethics and advocacy
8.5 SG 8.1: Establish Student Growth Goal(s), implement, and monitor growth
Overall Rating Range Scored for Final Evaluation ONLY
5 6-10 11-15 16-20
White Salmon CBA 2015-2017 – pg 67
Classroom Teacher Evaluation Final Comprehensive Evaluation ����
Final Focused Evaluation ����
FINAL SUMMARY FOR COMPREHENSIVE EVALUATION Criteria Score
Criteria 1: Centering Instruction On High Expectati ons For Student Achievement.
Criteria 2: Demonstrating Effective Teaching Practices
Criteria 3: Recognizing Individual Student Learning
Criteria 4: Providing Clear and Intentional Focus On Subject Matter Content and Curriculum
Criteria 5: Fostering and Managing a Safe, Positive Learning Environment
Criteria 6: Using Multiple Student Data Elements To Modify Instruction and Improve Student Learning
Criteria 7: Communicating and Collaborating with Parents and the School Community.
Criteria 8: Exhibiting Collaborative And Collegial Practices Focused On Improving Instructional Practice And Student Learning
Enter “total criteria score”
Preliminary summative rating Unsatisfactory Basic Proficient Distinguished Preliminary
Rating Overall “Rating Range” 8-14 15-21 22-28 29-32
Student Growth Subcriteria
3.6 3.7 6.6 6.7 8.5 Total
Score
LOW Average High Student Growth Rating
Overall Student Growth “Rating Range”
5-12 13-17 18-20
White Salmon CBA 2015-2017 – pg 68
SCORING CHART
The teacher’s final overall rating is (circle one): Unsatisfactory Basic Proficient Distinguished Date:______________ Principal /Designee:______________________________ My signature below indicates that I have seen this observation / evaluation. It does not
necessarily indicate agreement with the findings.
Date: ______________ Employee: _________________________________________ The employee may add written comments in response to the information on this form.
CRITERION SCORE +STUDENT GROWTH SCORE =FINAL SUMMATIVE RATING
DISTINGUISHED Criterion Score
29-32
+ HIGH 18-20 OR
AVERAGE13-17 STUDENT GROWTH
= DISTINGUISHED
DISTINGUISHED Criterion Score
29-32
+LOW STUDENT GROWTH 5-12
= PROFICIENT
1 Year Student Growth Plan
PROFICIENT Criterion Score
22-28
+ HIGH 18-20 OR
AVERAGE13-17 STUDENT GROWTH
= PROFICIENT
PROFICIENT Criterion Score
22-28
+LOW STUDENT GROWTH 5-12
= PROFICIENT
1 Year Student Growth Plan
BASIC Criterion Score
15-21
+ HIGH 18-20 OR
AVERAGE13-17 STUDENT GROWTH
= BASIC
BASIC Criterion Score
15-21
+LOW STUDENT GROWTH 5-12
= BASIC 1 Year Student Growth Plan
UNSATISFACTORY Criterion Score
8-14
+ HIGH 18-20 OR
AVERAGE13-17 LOW 5-12
STUDENT GROWTH
= UNSATISFACTORY
Plan of Improvement
White Salmon CBA 2015-2017 – pg 69
APPENDIX E – CEL 5D+ TEACHER EVALUATION RUBRIC 2.O BY
WASHINGTON STATE CRITERIA
White Salmon CBA 2015-2017 – pg 87
APPENDIX F – TEACHER EVALUATION – STUDENT GROWTH
GOAL SETTING Teacher: ___________________________________ Date:_______________
� COMPREHENSIVE EVALUATION SET A SPECIFIC, MEASURABLE, ATTAINABLE, RELEVANT AND TIMELY (SMART) GOAL FOR EACH OF THE 3 CRITERION BELOW:
� FOCUSED EVALUATION: SET A SPECIFIC, MEASURABLE, ATTAINABLE, RELEVANT AND TIMELY (SMART) GOAL FOR ONE (1) OF THE 3 CRITERION BELOW:
Criterion 3: Growth focused on a subgroup of students. Write yourself a goal, responding to each one of the elements of a SMART goal. This will guide your professional growth this year. Criterion 6: Growth focused on whole classroom. Write yourself a goal, responding to each one of the elements of a SMART goal. This will guide your professional growth this year. Criterion 8: Growth measures targeted by PLC/grade-level team, and monitored throughout the year. Write yourself a goal, responding to each one of the elements of a SMART goal. This will guide your professional growth this year. Teacher Signature: ___________________________________ Date: _______________ Evaluator Signature: __________________________________ Date: _______________