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2013-2016
Collective Bargaining Agreement
Between
the
Sedro-Woolley School district
No. 101
and the
Sedro-Woolley Education Association
SEDRO-WOOLLEY SCHOOL DISTRICT/SWEA
PAGE 1
2013-2016 Collective Bargaining Agreement
Between the
Sedro-Woolley School District No. 101
and the
Sedro-Woolley Education Association
Table of Contents
CHAPTER 1 - RECOGNITION AND DEFINITIONS ........................................................................ 1
1.1 Recognition ........................................................................................................................... 1
1.2 Definitions ............................................................................................................................ 1
CHAPTER 2 - STATUS AND ADMINISTRATION OF AGREEMENT .......................................... 2
2.1 Ratification............................................................................................................................ 2
2.2 Rights of the Board of Directors ........................................................................................... 2
2.3 Relationship to Policy ........................................................................................................... 2
2.4 Compliance of Agreement .................................................................................................... 2
2.5 Conformity to Law ................................................................................................................ 2
2.6 Distribution of Agreement .................................................................................................... 2
CHAPTER 3 - ASSOCIATION RIGHTS .............................................................................................. 3
3.1 Exclusivity ............................................................................................................................ 3
3.2 Access ................................................................................................................................... 3
3.3 Facilities and Equipment ....................................................................................................... 3
3.4 Membership Communication ................................................................................................ 3
3.5 Availability of Information ................................................................................................... 3
3.6 Notification Procedure .......................................................................................................... 4
3.7 Dues Deduction ..................................................................................................................... 4
3.8 Release Time ......................................................................................................................... 4
3.8.1 Negotiations and Grievances ............................................................................... 4
3.8.2 Association Business ........................................................................................... 4
3.8.2.1 .............................................................................................................. 5
3.9 Contract Administration ........................................................................................................ 5
3.10 Representation Fees ............................................................................................................ 5
3.10.1 Membership Deductions .................................................................................... 5
3.10.2 Representation Fee Deductions ......................................................................... 5
3.10.3 Charitable Organization Deductions .................................................................. 5
3.11 Staff Centered Restructuring ............................................................................................... 6
CHAPTER 4 - TEACHER RIGHTS ...................................................................................................... 7
4.1 Individual Rights ................................................................................................................... 7
4.2 Right to Join and Support Association .................................................................................. 7
4.3 Fair Treatment Standard........................................................................................................ 7
4.4 Professional Rights and Responsibilities .............................................................................. 7
4.5 Official Personnel File .......................................................................................................... 8
4.6 Employee Working File ........................................................................................................ 8
4.7 Teacher Protection ................................................................................................................ 8
4.8 Discipline Support ................................................................................................................ 8
4.9 Individual Teacher Contract.................................................................................................. 9
4.9.1 Copies of Contract ............................................................................................... 10
4.9.2 Professional Responsibility Stipend/Additional Paid Days ................................. 10
4.9.3 Release from Contract ......................................................................................... 11
4.9.4 Job Corps Extended Year Contract ...................................................................... 11
4.10 Supplemental Contracts ...................................................................................................... 11
4.10.1 Termination ....................................................................................................... 11
4.11 Assignments, Transfers, Vacancies, and Open Positions .................................................... 11
4.11.1 Qualifications..................................................................................................... 11
4.11.2 Notification/Definitions ..................................................................................... 12
4.11.2.1 Procedures for Posting Open Positions ............................................. 12
PAGE 2
4.11.2.2 Procedures for re-employment from the layoff pool ......................... 12
4.11.2.3 Procedures for Open Positions that occur during summer vacation .. 12
4.11.3 Procedures for Teacher Initiated Transfer/Change in Assignment .................... 12
4.11.3.1 In-Building Change in Assignment Requests in Writing/Email......... 12
4.11.3.2 In-District Transfer Requests in Writing/Email ................................. 12
4.11.4 Procedures for Involuntary Transfers or Involuntary Changes in Assignment .. 13
4.11.5 Assignment of Special Program Personnel ........................................................ 13
4.11.6 Transfer to New School ..................................................................................... 13
4.11.7 Job Sharing ........................................................................................................ 13
4.12 Classroom Moving Expenses .............................................................................................. 14
4.13 Employee Assistance Program............................................................................................ 14
4.14 Safe Working Conditions .................................................................................................... 14
4.15 Labor Management ............................................................................................................. 14
CHAPTER 5 - LEAVES .......................................................................................................................... 15
5.1 - PAID LEAVES.................................................................................................................... 15
5.1.1 Illness, Injury, and Emergency Leave.................................................................. 15
5.1.1.1 After Leave is Exhausted.................................................................... 15
5.1.1.2 Cash Out ............................................................................................. 15
5.1.2 Injury While on Duty ........................................................................................... 15
5.1.3 Illness in Family Leave ........................................................................................ 16
5.1.4 Personal Leave ..................................................................................................... 16
5.1.4.1 Personal Leave Exemption ................................................................. 16
5.1.5 Bereavement Leave ............................................................................................. 16
5.1.6 Jury Duty and Subpoena Leave ........................................................................... 16
5.1.7 Attendance at Meetings and Conferences ............................................................ 16
5.1.8 Early Dismissal Leave ......................................................................................... 16
5.1.9 Association Leave ................................................................................................ 16
5.2 UNPAID LEAVES ............................................................................................................... 17
5.2.1 Professional ......................................................................................................... 17
5.2.1.1 Further Educational Training ............................................................. 17
5.2.1.2 Positions in Other Districts ................................................................. 17
5.2.1.3 Non-Teaching Occupations ................................................................ 17
5.2.1.4 Provisions ........................................................................................... 17
5.2.2 Medical Leave ..................................................................................................... 17
5.2.3 Association .......................................................................................................... 17
5.3. OTHER LEAVES ................................................................................................................ 17
5.3.1 Maternity ............................................................................................................. 17
5.3.2 Paternity ............................................................................................................... 18
5.3.3 Family Adjustment for Adoption/Foster Child Placement .................................. 18
5.3.4 Military ................................................................................................................ 18
5.3.5 Civic/Volunteer ................................................................................................... 18
5.3.6 Other .................................................................................................................... 18
5.3.7 Without Pay ......................................................................................................... 18
5.4 Return to Same Position ........................................................................................................ 18
CHAPTER 6 - SALARIES, STIPENDS, AND BENEFITS ................................................................. 19
6.1 Teachers' Salary Schedule (SAM - Salary Allocation Model) .............................................. 19
6.2 Vocational Technical Salary Placement ................................................................................ 19
6.2.1 Initial Placement ................................................................................................... 19
6.2.2 Advancement ....................................................................................................... 19
6.2.3 Other Provisions .................................................................................................. 20
6.3 Salary .................................................................................................................................... 20
6.4 Payroll Deductions ................................................................................................................ 20
6.4.1 Voluntary Pay Reduction ...................................................................................... 20
6.5 Payment Provisions ............................................................................................................... 20
6.6 Other Pay Rates..................................................................................................................... 21
6.6.1 Curriculum Rate ................................................................................................... 21
6.6.2 Substitutes ............................................................................................................ 21
6.6.3 Pay for Teachers Substituting in Classes During Their Planning Time ................ 21
6.6.4 Summer Training .................................................................................................. 21
PAGE 3
6.6.5 Driver Training Pay .............................................................................................. 21
6.6.6 Pay for Supervision, Outdoor Camps ................................................................... 21
6.6.7 Pay for Involvement in Grant Activities Outside the Contracted Day .................. 21
6.6.8 Home Teaching ..................................................................................................... 21
6.6.9 Saturday School Pay ............................................................................................ 21
6.6.10 Supplemental Salary Schedule ............................................................................ 21
6.6.10.1 New Positions ................................................................................................. 21
6.6.10.2 Summer Program Positions ............................................................................ 22
6.7 Teacher Assistance Program (TAP) ....................................................................................... 22
6.8 Travel/Mileage ....................................................................................................................... 22
6.9 Insurance ................................................................................................................................ 22
6.10 Sick Leave Conversion ........................................................................................................ 23
6.11 National Board Certification Support/Certificate of Clinical Competence Support ............ 23
6.12 Individual Staff Development .............................................................................................. 23
6.13 Classroom Preparation Stipend ............................................................................................ 23
CHAPTER 7 - OTHER TERMS AND CONDITIONS OF EMPLOYMENT ................................... 24
7.1 Workday................................................................................................................................ 24
7.1.1 Elementary Schedule ........................................................................................... 24
7.1.2 Secondary Schedule ............................................................................................. 24
7.1.3 Librarians ............................................................................................................. 25
7.1.4 Individual Teacher Directed Early Release Days ................................................ 25
7.1.5 Duty Free Time .................................................................................................... 25
7.1.6 Inclement Weather ............................................................................................... 25
7.2 Classroom Procedures ........................................................................................................... 25
7.2.1 Enrollment Procedures ......................................................................................... 25
7.2.2 Classroom Visitations .......................................................................................... 25
7.3 Employee Facilities ............................................................................................................... 25
7.4 Certificated Employee Staff Reduction ................................................................................ 26
7.4.1 Determination of Vacant Positions ...................................................................... 26
7.4.2 Certification ......................................................................................................... 26
7.4.3 Employment Categories....................................................................................... 26
7.4.4 Rate of Reduction ................................................................................................ 26
7.4.5 Qualification within Employment Category ........................................................ 26
7.4.6 Selection within Employment Categories ............................................................ 26
7.4.7 Action by the Superintendent .............................................................................. 27
7.4.8 Employment Pool ................................................................................................ 27
7.4.9 Certificated Employees' Seniority List ................................................................ 27
7.5 Auxiliary Personnel .............................................................................................................. 27
7.6 Curriculum Committees ........................................................................................................ 28
7.7 Calendar ................................................................................................................................ 28
7.8 Workload ........................................................................................................................ 28-29
7.9 IEP CONFERENCES ........................................................................................................... 30
7.10 IEP Development and Processing ....................................................................................... 30
7.11 Hold Harmless .................................................................................................................... 30
7.12 Kindergarten ....................................................................................................................... 30
7.13 Part-Time Teachers ............................................................................................................. 30
CHAPTER 8 - EVALUATION ............................................................................................................... 31
8.1 General .................................................................................................................................. 31
8.2 Responsibility of Evaluation ................................................................................................. 31
8.3 Standard Evaluation Procedure ............................................................................................. 31
8.3.1 Criteria ................................................................................................................. 31
8.3.2 Procedure Review ................................................................................................ 31
8.3.3 Required Evaluations ........................................................................................... 31
8.3.4 Process ................................................................................................................. 31
8.4 Report Consistency ............................................................................................................... 32
8.5 Probation ............................................................................................................................... 32
8.5.1 Supervisor's Report .............................................................................................. 32
8.5.2 Establishment of Probationary Period ................................................................. 32
8.5.3 Evaluation During Probationary Status ............................................................... 32
PAGE 4
8.5.4 Supervisor's Post-Probation Report ..................................................................... 32
8.5.5 Action by the Superintendent .............................................................................. 33
8.6 Applicability to Grievance Procedure ................................................................................... 33
CHAPTER 9 - GRIEVANCE PROCEDURE ....................................................................................... 34
9.1 Conditions ............................................................................................................................. 34
9.1.1 Definitions ........................................................................................................... 34
9.1.2 Time Limits ......................................................................................................... 34
9.1.3 Representation ..................................................................................................... 34
9.1.4 Freedom from Reprisal ........................................................................................ 34
9.1.5 Assistance in Investigation .................................................................................. 34
9.1.6 Release from Duty ............................................................................................... 34
9.2 Step I: Class A, Class B ........................................................................................................ 34
9.3 Step II: Class A, Class B ....................................................................................................... 34
9.4 Step III: Class A, Class B...................................................................................................... 35
9.5 Step IV: Class B Only ........................................................................................................... 35
9.6 Step V: Arbitration, Class A Only ........................................................................................ 35
9.6.1 Notification .......................................................................................................... 35
9.6.2 Arbiter Selection .................................................................................................. 35
9.6.3 Arbitration Proceedings ....................................................................................... 35
9.6.4 Effect of Decisions .............................................................................................. 36
9.6.5 Election of Remedies ........................................................................................... 36
CHAPTER 10 - DURATION .................................................................................................................. 37
APPENDICES .......................................................................................................................................... 38
A. Assignment of Wages Form.................................................................................................................. 38
B. Assignment of Wages Form for Religious Objection ........................................................................... 39
C. 2013-2014 Teacher Salary Schedule Combined ................................................................................... 40
2013-2014 TRI Stipend Schedule and District Funded Days ............................................................... 41
D. TRI Stipend Form................................................................................................................................. 42
E. 2013-2014 Supplemental Salary Schedule ........................................................................................... 43
MOU on Supplemental vs. Extended Year Positions ........................................................................... 44
T.A. on SWHS Department Chair/Instructional Leadership Stipend/Structure .................................... 45
T.A. on CMS Site Based Leadership Team Structure .......................................................................... 46
F. 2013-2014 Calendar .............................................................................................................................. 47
Back of Calendar – Important Dates ..................................................................................................... 48
G. Calendar Guidelines .............................................................................................................................. 49
H. Non-Student Workdays, funding source and control ............................................................................ 50
I. MOU – Professional Growth and Evaluation of School Personnel (PGESP) ....................................... 51
J. Minimal Evaluative Criteria for Teachers ............................................................................................ 84
K. Observation Worksheet ......................................................................................................................... 86
L. Evaluation of Professional Performance Report for Classroom Teacher .............................................. 89
M. Minimal Evaluative Criteria for Certificated Support Personnel .......................................................... 90
N. Observation Worksheet for Certificated Support Personnel ................................................................. 92
O. Evaluation of Professional Performance Report for Counselor, Psych., Speech Therapist, Nurse ....... 94
P. Evaluation of Professional Performance Report for Librarian .............................................................. 95
Q. Professional Growth Option Verification Form ................................................................................... 96
Professional Growth Option Requirements (Formative Evaluation) .................................................... 97
R. MOU – Health Insurance ....................................................................................................................... 98
S. MOU – Occupational Therapist and Physical Therapist ........................................................................ 99
T. MOU – Collection of Evidence .......................................................................................................... 100
U. MOU - Committee Work .................................................................................................................. 101
PAGE 5
INDEX
A
ARBITRATION........................................ 35
ASSOCIATION RIGHTS ........................... 3
B
BEREAVEMENT LEAVE ....................... 16
C
CALENDAR................................. ....... 28,46
CERTIFICATION.................................. ... 26
CHANGES IN ASSIGNMENT ................ 13
CLASS SIZE......................................... .... 28
CLASSROOM MOVING EXPENSE....... 14
CLASSROOM VISITATION................ ... 25
CONTRACTS.................................. ...... 9-11
CURRICULUM RATE.......................... ..21
D
DEDUCTIONS, PAYROLL................. .... 20
DISCIPLINE SUPPORT......................... .... 8
DUTY FREE TIME.............................. .... 25
E
EMERGENCY LEAVE........................ .... 15
EVALUATION FORMS................ ..... 50-81
EVALUATIONS.................................. ..... 31
EVALUATION FORMS ..................... 71-78
EVALUATION (COMP VS FOCUSED) . 79
EVALUATION-COMP FINAL REPORT 81
G
GRIEVANCE PROCEDURES............ ..... 34
GRIEVANCES........................................ .... 4
I
LEAVE, PERSONAL ............................... 16
LEAVE, SICK .......................................... 15
LIABILITY INSURANCE (4.7) ................ 8
M
MATERNITY LEAVE ................................. 17
MILEAGE/TRAVEL .................................... 22
MOVING EXPENSE, CLASSROOM ......... 14
N
NATIONAL BOARD CERT ........................ 23
O
OBSERVATIONS ........................................ 31
P
PAID & UNPAID LEAVE ......................15-18
PATERNITY LEAVE .................................. 18
PAYROLL DEDUCTIONS .......................... 20
PERSONAL LEAVE .................................... 16
PLANNING TIME ....................................... 24
PROBATION...........................................32-34
PROF. GROWTH OPTION (PGO) ........80-81
R
REDUCTION IN FORCE (RIF) (7.4.4) 26-27
S
SALARY SCHEDULE ............................40-43
SENIORITY ................................................. 27
SICK LEAVE ............................................... 15
SUMMER PROGRAMS .............................. 22
SUPPLEMENTAL CONTRACTS ............... 11
T
IEP CONFERENCES................................ 30
INCLEMENT WEATHER.................. ..... 25
INJURIES ON DUTY........................ ....... 15
INSTRUCTIONAL FRAMEWORK ... 59-60
INSURANCE...................................... ...... 22
INSURANCE, LIABILITY.................. ...... 8
INVOLUNTARY TRANSFERS......... ..... 13
J
JURY DUTY............................................. 16
L
LABOR MANAGEMENT ....................... 14
LEAVE, BEREAVEMENT ...................... 16
LEAVE, MATERNITY ............................ 17
LEAVE, PATERNITY ............................. 18
LEAVE, PAID & UNPAID ................. 15-18
TEACHER PROTECTION ............................ 8
TERMINATION ......................................26-28
TRANSFER, INVOLUNTARY ................... 13
TRANSFER, VOLUNTARY ....................... 12
TRAVEL/MILEAGE .................................... 22
TRI SALARY SCHEDULE ....................40-41
V
VACANCIES ................................................ 12
W
WEATHER, INCLEMENT .......................... 25
WORKING CONDITIONS .......................... 14
PAGE 6
CHAPTER 1
RECOGNITION AND DEFINITIONS
1.1
RECOGNITION
The Board hereby recognizes the Association as the sole and exclusive bargaining representative for all certificated personnel
regularly employed by the District under contract, whether under individual contract or on leave in positions requiring a
teaching credential except as follows: a) Superintendent, b) Assistant Superintendent, c) Executive Director of Human
Resources and Technology, d) Executive Director of Business and Operations, e) Assoc. Exec. Director of Special Programs,
f) Assoc. Exec. Director of Learning Programs, g) Principals, h) Assistant Principals, and i) the Directors of Career and
Technical Education, Athletics, and Migrant Education, if they engage in supervisory activities for more than fifty (50)
percent of their job responsibilities, and j) any other district employees excluded by definition under the terms of RCW 41.59.
1.2
DEFINITIONS
1. The term "Agreement" shall mean the Collective Bargaining Agreement. When used in this Agreement, "District" or
"Board" shall refer to the Sedro-Woolley Board of Directors No. 101; and "Association" shall refer to the Sedro-Woolley
Education Association.
2. The term "employee," "teacher," "certificated employee," and "certificated personnel," shall refer to all employees
represented by the Association.
3. Roving substitutes are those certificated teacher substitutes to whom the District has promised an anticipated minimum
number of days of work for the balance of the school year. Roving substitutes are not to be considered regular employees
unless they qualify under definition 5 below.
4. Leave replacement employees replace regular employees on extended (longer than 20 days) leave and are considered
regular employees.
5. Substitute employees who work longer than twenty (20) consecutive days in a specific assignment are considered regular
employees.
6. The term "days" shall mean calendar days unless otherwise specified in this Agreement.
7. The term “District business days” shall mean days the District office is open to the public.
8. "Act" shall refer to RCW 41.59.
9. Unless the context in which they are used clearly requires otherwise, words in this Agreement denoting gender shall
include both the masculine and the feminine and words denoting number include both the singular and the plural.
10. The term “per diem” shall mean the daily rate of pay calculated by using the current State Allocation Model (SAM) or
base salary divided by the number of state funded days (ex. in 2011, per diem is equivalent to 1/180 of the employee’s
base pay).
PAGE 1
CHAPTER 2
STATUS AND ADMINISTRATION OF AGREEMENT
2.1
RATIFICATION
This agreement shall be ratified by the Board and the Association and signed by the authorized representatives thereof.
2.2
RIGHTS OF THE BOARD OF DIRECTORS
The Board acting on behalf of the electorate of the School District retains and reserves all powers, rights, authority, duties and
responsibilities conferred upon and vested in it by the regulations of the State Board of Education, the Laws and Constitution
of the State of Washington and/or the United States. The Association recognizes that the Board is legally responsible for the
operation of the School District and that the Board has the necessary authority to exercise all of its responsibilities subject to
the laws above mentioned and to the provisions of this agreement.
By way of illustration and not by way of limitation, the Board has the right to:
1. Manage the District and direct the working staff, determine the qualifications, hire, suspend, discipline, or discharge
employees for proper cause.
2. Lay off employees from duty because of lack of work, funds, or other legitimate reasons.
3. Transfer employees from one school department and/or classification to another. Make such operating changes as are
deemed necessary by the Board for the efficient, effective, orderly, and economical operation of the District.
4. Determine the methods, processes, means and personnel by which any and all work will be performed.
5. Determine the work to be done, standards to be met, and to what extent work will be performed by employees.
6. Develop and control all budgets.
2.3
RELATIONSHIP TO POLICY
Where there is a conflict between any collective bargaining agreement and any resolution, rule, policy or regulation of the
employer or its agents, the terms of the collective bargaining agreement shall prevail.
2.4
COMPLIANCE OF AGREEMENT
All individual teacher contracts shall be subject to and consistent with Washington State Law and the terms and conditions of
this Agreement.
2.5
CONFORMITY TO LAW
This agreement shall be governed by the constitution and laws of the State of Washington. Any provision or application of
this Agreement which is found to be contrary to law shall have effect only to the extent permitted by law, and all other
provisions or applications of the agreement shall continue in full force or effect.
2.6
DISTRIBUTION OF AGREEMENT
Within ten (10) days of the ratification and signing of this Agreement, the District shall furnish the Association with three (3)
proof copies of the Agreement in what it proposes to be finished form for its approval. Within ten (10) days of receipt of the
proof copies, the Association shall notify the District of any errors and/or omissions it finds in the proof copies. Within five
(5) days of the date when the Association has notified the District of any errors and/or omissions, a joint conference shall be
held to resolve differences between the parties.
Within five (5) days of the conference, the District shall submit to the Association three (3) proof copies of the Agreement as
agreed to in the joint conference. The Association shall notify the District of any discrepancies in the second proof copies
within five (5) days.
Within forty-five (45) days following the ratification and signing of this Agreement, the District shall print copies of this
Agreement for each employee, and the Association will accept the copies on behalf of the employees, and will be responsible
for the distribution of a copy to each employee. The District shall be responsible for providing employees, new to the District,
with a copy of the Agreement.
Forty (40) additional copies shall be provided to the Association at actual cost. All certificated individuals making
employment application to the District shall be provided for their examination a copy of the Agreement by the District upon
request.
The cost of printing shall be shared equally between the District and the Association.
PAGE 2
CHAPTER 3
ASSOCIATION RIGHTS
3.1
EXCLUSIVITY
Throughout this Agreement certain rights and functions are accorded and ascribed to the Association. These rights and
functions are afforded to the Association as the legal representative for all teachers covered under this Agreement. Rights and
privileges afforded the Association shall not be granted to any other organization, except as required by RCW 41.59.
3.2
ACCESS
Duly authorized representatives of the Association shall be permitted to transact official Association business on school
property when employees are off duty, provided normal classroom or school operations are not interrupted. Before
conducting such business the representative will notify the building principal or in his/her absence, the building secretary.
Identification may be required.
3.3
FACILITIES AND EQUIPMENT
The Association shall be allowed to use school facilities for Association business after receiving approval from a District
representative.
The Association shall be allowed, after receiving permission from a District representative, to use District equipment when it
is not needed for District purposes. The District reserves the right to deny the use of the equipment by the Association. The
Association shall be liable for damages caused by misuse or negligence. The Association shall reimburse the District for the
cost of all District materials used except as needed in 2.6 of this Agreement.
3.4
MEMBERSHIP COMMUNICATION
The Association shall have the right to use bulletin boards to post notices of activities and other matters of the Association.
The Association shall be allowed to use the intra-District mail service and teacher mailboxes for communication purposes.
The right to use the intra-District mail and teacher mail boxes shall not be denied so long as such use does not disrupt the
intra-District mail or promote work stoppage in the District.
3.5
AVAILABILITY OF INFORMATION
The District shall furnish the following information to the Association upon that information's composition or receipt:




1.
2.
3.
4.
5.
It is expressly understood that any and all form numbers indicated in this provision are subject to change. Such
change does not remove the obligation on the part of the District to provide the information requested.
The below-specified information shall be delivered to a person designated by the Association.
In addition to the specific information as requested herein, the Association, upon request, is entitled to obtain
information which may be necessary for the Association to carry out its duty as exclusive representative.
The Association agrees to reimburse the District for any reasonable expense incurred for extensive reproduction of
such information.
The preliminary and final drafts of the school district proposed budgets and any amendments thereto (F-195).
The accounting of the previous year's budget (F-196).
The report from O.S.P.I. that lists all state funded certificated personnel employed by the district as of October 1 of each
school year and contains the degree level, credits earned, and years of experience, as well as salary, benefits, and
assignment data for each. Such document is currently identified as the S-727 report.
The report from O.S.P.I. that lists all state funded certificated personnel employed by the district as of October 1 of each
school year and contains the mix factor, assignment codes, certificate numbers, highest degree level, hours beyond
highest degree, years of experience, and F.T.E. count for each. Such document is currently identified as the 1723A
report.
A list of all employees included in the bargaining unit. Such list shall be as of October 1 of each school year and shall
contain the following information:
a. Name of employee
b. Building and grade or subject area assignment
c. Placement on the salary schedule
PAGE 3
d. Any extra-curricular assignments
e. Supplemental or extended assignments
f. Medical insurance coverage
6. Any changes and/or modifications made in the above.
7. The monthly 1191 report from O.S.P.I.
8. A monthly report of the substitutes employed by the District, which includes the names and number of days employed for
each substitute.
9. A list of all employees on leave and their corresponding leave replacement shall be compiled by the District and a copy
forwarded to the Association by October 1st of each year and upon request thereafter.
10. A seniority list of all employees within the bargaining unit shall be compiled by the District for each category contained
in 7.5.3 and a copy forwarded to the President of the Association by the second Monday in January.
11. Upon request, a list of district evaluators that have been trained under Stage I (foundational understanding of the big ideas
in the framework) & Stage II (application of framework as a formative tool for growth) along with the most recent year
they have received that training.
3.6
NOTIFICATION PROCEDURE
The Board Clerk will normally mail the preliminary agenda for all regular Board meetings to the Association president no
later than the Friday preceding that meeting. The Board Clerk will inform the Association President of all other Board
meetings at least 24 hours in advance of said meetings if possible.
The Association may be placed upon the final agenda for any open Board meeting upon request. Such request is to be
submitted to the Superintendent on the Thursday prior to the regularly scheduled Board meeting. Placement upon the agenda
in response to requests made later than Thursday shall be at the prerogative of the Board.
3.7
DUES DEDUCTION
Upon receipt of a written individual authorization, the District agrees to withhold from the salaries of its regular employees
Association dues, only in the amount as directed by the Association; and to forward such deductions to the W.E.A.
accompanied by a list of teachers from whom the deductions have been made. Such withholdings authorization may be
revoked by written notification to the Board thirty (30) days in advance.
The Association agrees to indemnify, defend, and hold the District harmless against any claims made, and against any suit
instituted against the District on account of any payroll deductions for the Association when said action is the result of
erroneous information supplied by the Association. The Association agrees to refund to the District any amounts paid to it in
error.
3.8
RELEASE TIME
3.8.1 NEGOTIATIONS AND GRIEVANCES
Negotiations or grievance proceedings will be scheduled outside of school hours unless it is mutually agreed to hold them
during school hours. Association representatives shall suffer no loss in pay when such meetings are conducted during school
hours.
3.8.2 ASSOCIATION BUSINESS
The Association president will be entitled to use intermittent substitute time, release time, or a leave of absence up to full time,
to conduct Association business for the ensuing school year. By June 1, the Association will notify the District of the local
president’s decision relative to which option he/she will utilize for the following school year. A mutual agreement between the
District and the Association will determine the release time, substitute time, or leave arrangement.
The following leaves shall apply towards Association business, and the Association agrees to reimburse the District for said
leaves at the actual rate for the substitutes.
Upon written request of the Association at least three days in advance of the leave, the District shall grant designated
employees leave of absence for the purpose of conducting Association business. Such leave shall be limited to not more than
45 days per year during non-bargaining years. During bargaining years additional leave of up to 30 days shall be available to
the Association bargaining team.
PAGE 4
Normally, employees will not be absent from their teaching assignments for Association business for more than nine (9) days
per year; however, the District and the Association recognize there are often special circumstances that require employees to
be absent from their teaching assignments due to participation in regional, state, and national activities.
Nothing herein shall prohibit the Superintendent from granting additional leave for Association business. Prior to granting
such leave, the Association president shall meet with the Superintendent or designee to discuss the need for additional leave.
3.8.2.1 Notification and Time Granted
When the duties of local (SWEA), regional (Uniserv), state (WEA), and national (NEA), offices held by Association
members require release time, such time shall be granted in full time increments up to one year if notice is given
before April 1. If notice is given after April 1, approval will be contingent upon finding a qualified replacement. The
District will make every effort to find a qualified replacement.
3.9
CONTRACT ADMINISTRATION
Representatives of the District and the Association shall meet upon the request of either party, at mutually agreeable times and
places, to discuss the administration of this agreement.
3.10
REPRESENTATION FEES
3.10.1 MEMBERSHIP DEDUCTIONS
Within ten days of their commencement of employment, teachers who do not currently have deductions for dues and
assessments made by the District may sign and deliver to the Board an Assignment of Wages Form which is attached hereto
and incorporated in this agreement (Appendix A), which form shall authorize deduction of membership dues and assessments
of the Association (including the NEA and WEA). Such authorization shall continue in effect from year to year unless a
request of revocation is made to the Board and the Association, signed by the teacher, and received between August 1 and
August 31, preceding the designated school year for which the revocation is to take effect. Each month during the school year
the Association agrees to provide the Board with the names of those teachers who have joined the Association and paid its
dues and assessments by means other than through payroll deduction.
3.10.2 REPRESENTATION FEE DEDUCTIONS
In the event that a teacher fails to sign and deliver an Assignment of Wages Form as described herein or has not revoked
previous dues and assessments deductions, the Board agrees to deduct from the salary of each teacher who was not an
employee of the District prior to June 12, 1978, a representation fee in an amount equal to membership dues and assessments;
provided, however, that the teachers who have joined the Association and paid by means other than payroll deduction, as
verified by the monthly Association list, shall not be subject to this deduction. Representation fee deductions shall be handled
and transmitted by the Board in the same fashion as membership deductions as provided in this Chapter. The Board agrees to
remit to the Association each month a list of teachers on behalf of whom representation fee deductions have been made.
3.10.3 CHARITABLE ORGANIZATION DEDUCTIONS
Any teacher claiming a bonafide religious objection shall notify the Association and the Board of such objection in writing
within ten days of commencement of employment. If there is a disagreement in regard to the religious objection, final
determination of religious objection shall be decided by P.E.R.C.
Pending determination of any bonafide religious objection the Board agrees to deduct from the salary of the teacher claiming
such objection an amount equivalent to the Association dues and assessments; provided, however, that said monies shall not
be transmitted until such time as the Board is notified that a final determination pursuant to the Act has been made. In the
event that it is finally determined that the teacher does not have a bonafide religious objection, the Board agrees to promptly
remit to the Association all monies being held.
In the event that a teacher has been determined to have a bonafide religious objection to the payment of a representation fee or
agency fee, said teacher shall pay an amount of money equivalent to regular dues and fees to a designated charitable
organization as heretofore established by the Association. Within ten days of the commencement of employment or
determination of bonafide religious objection, whichever occurs later, said teacher may assign and deliver to the Board an
Assignment of Wages Form for Religious Objection which is attached hereto (Appendix B) and incorporated into this
Agreement, which shall authorize the deduction of an amount equal to the dues and assessments of the Association and
payment in installments as herein provided above, including any deductions made but not transmitted to said designated
PAGE 5
charitable organization. The Board agrees to remit to the Association each month a list of teachers on behalf of whom
charitable deductions have been made.
Any certificated staff member who was an Association member during the 1977-78 school year, and who was not a member
on August 31, 1978, shall be exempted from the provisions of this section.
3.11
STAFF CENTERED RESTRUCTURING
For the purpose of implementing the suspension of any provision of this contract, as provided below, the parties agree that the
following definition of Staff- Centered Restructuring will be met.
Staff-Centered Restructuring is a process which provides for a joint planning and problem solving process that seeks to
improve the quality of working life and education by insuring all certificated employees at each work site an equal role in the
decision making process on issues affecting the improvement of the quality and effectiveness of education. The process shall
ensure equal involvement of all certificated employees in defining problems and opportunities, brainstorming alternatives,
gathering and analyzing data, proposing and evaluating solutions, and making decisions with respect to the design and
delivery of the instructional program in that school.
The parties recognize and agree that employees at alternative education sites, while adhering to the hours specified in 7.1 on a
weekly basis and the days specified in 4.8.2 on a yearly basis, may have different schedules from other employees.
If during the life of this Agreement, a building staff desires to recommend suspension of certain provision(s) of this
Agreement in order to accomplish restructuring of the educational program at their building the following procedure shall be
used:
a. The recommendation must be presented to the SWEA Representative Council prior to the voting process in b. below.
b. Only bargaining unit members at the building may be present for discussion and voting on the recommendation. Voting
will be by secret ballot.
c. In order to advance the recommendation to the Superintendent, a two-thirds majority of those present at the meeting
referred to in b. above must be in favor of the proposal.
d. Within five days of the recommendation, the Superintendent will inform the building staff of the District's decision to
either accept or reject the recommendation. The Superintendent's decision(s) here and in e. below is final and binding and
is not subject to the grievance procedure contained in this Agreement.
e. The suspended provisions may be restored by a two-thirds majority vote of the affected staff per the procedure in b. above.
Such restoration will take place immediately unless, in the judgment of the Superintendent, the restoration results in harm
to the building's educational program. In any event, the restoration of the Agreement provisions will take place no later
than the beginning of the subsequent school year.
Only those contract sections affecting workday, work year, and workload shall be open for suspension under this provision.
PAGE 6
CHAPTER 4
TEACHER RIGHTS
4.1
INDIVIDUAL RIGHTS
Employees shall be entitled to full rights of citizenship. There shall be no discipline or discrimination with respect to the
employment of any person because of such person’s age, sex, marital status, race, creed, color, national origin, domicile,
sexual orientation, political activity or lack thereof, or the presence of any sensory, mental or physical disability (unless based
upon a bona fide occupational qualification, provided that, the prohibition against discrimination because of such disability
shall not apply if the particular disability prevents the proper performance of the particular worker involved), or other
extraneous factors. The District may take such actions as necessary to comply with the Americans with Disabilities Act.
4.2
RIGHT TO JOIN AND SUPPORT ASSOCIATION
Employees shall have the right to self-organization, to form, join or assist employee organizations, to bargain collectively
through representatives of their own choosing and shall have the right to refrain from any or all such activities. Such rights
shall be exercised in a manner consistent with the provision of RCW 49.59.
4.3
FAIR TREATMENT STANDARD
No employee shall be disciplined without just cause. The District will follow a policy of progressive discipline which
normally will include verbal warning (unwritten), written reprimand, suspension and discharge.
The policy of progressive discipline shall be followed unless the seriousness of the offense warrants a more severe
punishment. In any case, the penalty shall be appropriate to the violation.
A teacher shall be entitled to have present a representative of the Association during any disciplinary action proceeding.
When a request for such representation is made, the teacher shall be afforded a reasonable opportunity to secure such
representation.
Matters of teacher discipline may be grieved through the grievance procedure.
Whenever written or verbal complaints, which could result in disciplinary action, are made against a teacher they will be
shown to or called to the attention of the teacher within a reasonable length of time. Any such complaint not so revealed to
the teacher may not be used as a basis for disciplinary action against a teacher.
If the District plans to refer an employee to O.S.P.I. for ethics violations, the Association and the employee must be given 5
working days notice in advance of the referral unless immediate notification is required by law.
The parties agree that these provisions may be waived if they conflict with the law or privacy requirements of the Child
Protective Services Agency.
Certificated staff may request their children attend school in the Sedro-Woolley School District outside of their normal
attendance area as per the District procedure regarding this practice. Upon request, certificated staff will be informed of the
District Out of Area Attendance Request procedure as it applies to students in their classroom.
4.4
PROFESSIONAL RIGHTS AND RESPONSIBILITIES
The District agrees that within the limits prescribed by the District's adopted curriculum generally, no special limitations will
be placed upon study, investigation, presentation, and interpretation of facts and ideas concerning those areas of learning
included in the curriculum except as provided in this Chapter. Professional rights and responsibilities include a commitment
to the democratic tradition; a concern for welfare, growth and development of children; and an insistence upon objective
scholarship. The rights of professional responsibilities shall be exercised in a manner consistent with the maturity of pupils
and their ability to deal with the content being studied. Accordingly the District agrees as follows:
1.
The Board has the legal responsibility to approve all instructional materials and teachers' reading lists used in the District.
All such material shall be selected in a manner consistent with the District's instructional materials policy.
PAGE 7
2.
3.
4.
5.
The employee is responsible for the selection of instructional techniques and for the effectiveness of such instruction. It
is the responsibility of the employee's supervisor to counsel and assist the employee in the selection of instructional
techniques appropriate to the instructional situation.
No mechanical or electronic device shall be installed in any classroom, or brought in on a temporary basis which would
allow a person to listen to or record the procedures in any class except by permission of the teacher. Equipment currently
installed within buildings to allow communication between classrooms and the office shall not be used to listen in on
classes without permission of the teacher.
The following guidelines will be followed by employees in dealing with controversial issues in classroom: a) The issues
being discussed must be relevant to the course in which instruction is taking place. b) The different points of view on the
issue should be presented fairly and without bias. c) The information presented must be consistent with the background
and maturity of the pupils.
Decisions for promotion, retention, or placement of students will be made in accordance with board
policy/procedure/form 2421, 2421P, & 2421F that includes a process for consultation with all involved parties. The
ultimate responsibility for promotion, retention, or placement of students rests solely with the SWSD and not the
individual teacher.
4.5
OFFICIAL PERSONNEL FILE
Only one official personnel file shall be maintained anywhere in the school district, located in the Human Resources Office.
Employees shall have the right to review by prior appointment, all materials in their official personnel file, in the presence of a
District representative during normal administrative center business hours.
No evaluation, correspondence, or other material making any reference to the employee's competence, character or manner,
shall be placed in the official personnel file without the employee's knowledge and right to attach written comments, and
signature, which shall acknowledge that the material has been read. Such signature does not necessarily indicate agreement.
Upon request, a copy of any document contained in the file shall be afforded the employee at the employee's expense.
No derogatory material shall remain in the teacher's official personnel file for more than five (5) years from the date of entry
with the exception of those required by statute. Verbal warnings and non-disciplinary correspondence (letters of direction,
etc.) shall not be placed in the official personnel file.
Derogatory material not shown to the employee within twenty (20) teaching days after receipt may not be placed in the
employee's official personnel file, or used as evidence in disciplinary actions or evaluation. Such material must be dated and
signed by the employee before placement in the official personnel file. The employee shall have the option of including a
personal statement and/or other evidence relating to the derogatory material, providing that such statement and/or evidence is
attached within twenty (20) days of the date the material was signed. In addition, the presence of the derogatory material may
be grieved, and if the arbitrator finds in favor of the employee, such material will be destroyed.
4.6
EMPLOYEE WORKING FILE
Administrators may maintain written and/or electronic working files on individual employees, which may include meeting
minutes or notes, correspondence, observation worksheets, etc. Employees shall have the right to review by prior
appointment, materials in their working file, in the presence of a District representative during normal business hours.
4.7
TEACHER PROTECTION
The District agrees to provide employee insurance as required by Washington State Statute.
For the duration of this Agreement, the Board agrees to maintain the employee with liability insurance policies as required by
statute at the present level of coverage.
The Board agrees to provide insurance to replace clothing damaged as a result of non-aggravated assault or vandalism up to
the limits of the insurance policy ($500 maximum, $10 deductible) in effect at the time of the non-aggravated assault or
vandalism.
4.8
DISCIPLINE SUPPORT
In accordance with RCW 28A.400.110 and RCW 28A.600.020, the teacher shall have the responsibility and right to maintain
good order and discipline in the classroom and on school premises at all times.
PAGE 8
The administration and the Board shall support and uphold its teachers in their use of prudent disciplinary measures and in
their effort to maintain and provide for a sound-learning environment. Toward this end the following shall be guaranteed to
all teachers:
1.
2.
3.
4.
5.
6.
Each building shall have an administrator responsible for discipline support. In the buildings in which a
principal is assigned, the principal shall be in charge of discipline support. In situations in which there is no
principal assigned, the Superintendent shall designate an administrator in charge of discipline support and shall
notify the teachers within such buildings of the person so designated.
It shall be the responsibility of the individual identified in item 1 of this section to ensure that the above
mentioned RCW's are adhered to, and to ensure that the meetings outlined in item 3 below occur. It shall further
be that person's responsibility to inform teachers of student disciplinary actions resulting from disciplinary
referrals of those teachers.
Annually, the principal/designated administrator and the certificated employees in each school building shall
confer for the purpose of developing, renewing, or both, written building discipline plans and procedures.
Building discipline plans will contain procedures for dealing with disruptive students in individual classrooms.
Such review shall include distribution of applicable RCW's, WAC's, and Board Policy. The following should be
included and reviewed:
a.
Guarantee that a disrupter may be excluded from class for all or any portion of the balance of the school
day or until the principal/designee and teacher have conferred, whichever occurs first.
b.
Guarantee that the teacher and principal/designee confer prior to the return of the disrupter and will
work together to comply with applicable RCW’s, WAC’s, and board policy as now constituted or
subsequently amended.
c.
Guarantee that an area will be provided in each building where students who have been excluded can
report.
d.
Guarantee that, unless in emergency situations, the removing teacher can provide evidence of at least
one or more alternative forms of corrective action(s) prior to removing student.
e.
Information concerning where and when appropriate force can be used.
Prior to admittance to classrooms, receiving certified employees will immediately be given all information
available concerning students. This will include suspension/expulsion for any serious offenses, and include the
intervention and behavior modification program or the equivalent.
Employees having concerns about general or specific student discipline issues may request a meeting with the
appropriate administrator/designee. If such a meeting is requested, it will occur at a mutually agreeable time.
The District shall adhere to Board Policy and state law as it relates to violence against employees.
4.9
INDIVIDUAL TEACHER CONTRACT
All individual employee contracts shall be in accordance with Washington State Law and the terms and conditions of this
contract. The following contracts shall be issued:
1.
Continuing Contract: Employees who have completed their provisional status per RCW 28A.405.220 are
conclusively presumed to have been reemployed by the district for the next ensuing term subject to the
provisions of RCW 28A.405.210.
2.
Provisional Contract: Provisional year 1, Provisional year 2, and Provisional year 3 contracts are awarded to
provisional employees and are subject to nonrenewal of their employment contract during the first three years of
employment, unless: (a) The employee has previously completed at least two years of certificated employment in
another school district in the state of Washington, in which case the employee shall be subject to nonrenewal
during their first year of employment; or (b) the employee has received an evaluation rating below level 2 on the
four-level rating system established under RCW 28A.405.100 during the third year of employment, in which
case the employee shall remain subject to the nonrenewal of their employment contract until the employee
receives a level 2 rating; or (c) the Superintendent may remove an employee from provisional status if the
employee has received one of the top two evaluation ratings during their second year of employment by the
District.
3.
Leave Replacement Contract: Leave replacement employees replace regular employees on extended (longer
than 30 days) leave and are considered regular employees and do not count toward continuing or provisional
status as per RCW 28A.405.900. These contracts are offered for a term of up to one school year.
4.
Retire/Rehire Contract: Previously retired employees within the state of Washington retirement system are
offered contracts subject to the collective bargaining agreement and on the same terms as other one-year leave
replacement employees as per Board Policy 5001 and per RCW 28A.405.900. These contracts are offered for a
term of up to one school year.
PAGE 9
4.9.1 COPIES OF CONTRACT
Three copies of a contract shall be given to the employee each year for signature. One is retained by the employee at the time
it is signed. Two are forwarded to the District office to be signed by the Board. One of these copies is then placed in the
employee's personnel file, and the second copy is returned to the employee.
4.9.2
TIME, RESPONSIBILITY, AND INCENTIVE (TRI) STIPEND/ADDITIONAL PAID DAYS
TRI STIPEND
The Sedro-Woolley School District and the Sedro-Woolley Education Association agree and affirm the following beliefs:
1.
2.
3.
4.
5.
The success of the District is dependent upon hiring and retaining the highest quality certificated staff.
Providing a quality education for students requires from certificated staff a commitment of the profession beyond
the basic contract, normal workday hours, and school year.
State law allows additional compensation for additional time, additional responsibilities, or incentives.
The additional commitment required of the Sedro-Woolley certificated staff cannot be accurately measured in
hours or days.
The time necessary to fulfill any one certificated staff member’s responsibilities will vary from that of another, as
determined by the individual’s own professional judgment.
For the reasons stated above, the District will provide a stipend as defined in the TRI Stipend schedule in Appendix C as an
incentive to provide the additional services listed below which fall outside the basic contract. A part-time employee will be
compensated in the same ratio that their service bears to full-time service. Payment for the TRI Stipend will be in twelve (12)
equal payments. During the duration of this agreement, salaries will have the following changes:
1.
2.
3.
For the 2013-14 school year, TRI pay will increase by 1.9% of the 2012-13 base pay (SAM).
For the 2014-15 school year, salary will increase by a guaranteed 2.0% through a combination of State Flow
Through Funding (SFTF) and/or an increase in TRI pay based on the 2013-14 base pay (SAM).
For the 2015-16 school year, salary will increase by a guaranteed 2.0% through a combination of SFTF and/or an
increase in TRI pay based on the 2014-15 base pay (SAM).
The TRI stipend recognizes that employees provide a professional responsible level of service in the following areas which
are beyond the basic contract:
1.
2.
3.
4.
5.
preparation of the classroom or workspace before, after, and during the school year for quality instruction or
support of instruction;
building activities outside the workday, such as fall and spring open houses, curriculum nights, parent education
nights, school and community functions, and concerts;
self-reflection, goal setting, and related professional growth activities such as workshops, classes, conferences,
seminars or research projects;
grade level, department, building, job-alike and/or District committees, task forces, processes, and activities; and
fulfillment of basic contract expectations that may fall outside the regular workday such as planning of
instruction and curriculum, the evaluation of student work, the preparation of student assessments, the
preparation of summative progress and grade reports for timely distribution, IEP and Section 504 meetings, and
communicating with parents and students.
Employees shall document the completion of these activities on a mutually-agreed upon form once a year.
Additional Paid Days
Employees will work an additional three (3) District-funded days beyond the contracted basic education work year (defined as
180 days) found in Appendices F, G & H, in accordance with the following:
1.
2.
3.
One building-directed day before the first student day.
One District/building-directed day before the first student day.
One teacher-directed day the day before the start of school for teachers to prepare their room.
Compensation for the additional District-funded workdays will be based on the individual employee’s per diem on the regular
salary schedule. The Parties further acknowledge that this provision is funded by Maintenance and Operation (M&O) Levy
PAGE 10
dollars. In the event of a double M&O Levy failure, the District and the Association will look to alternative funding sources
to include but not be limited to funds generated by increased student enrollment. If it is determined through this process that
the District has the monies available for continued funding, this provision will continue. If however, it is determined through
this process the full amount is not available, the parties will negotiate a reduction of the above amount. Upon the restoration
of the above monies, the parties will collaborate on full restoration of the dollars.
Additionally, full-time Special Education teachers who are responsible to provide instruction to students on the first day of
school will have two (2) supplemental contracted days. All other full-time Special Education teachers will have one (1)
supplemental contracted day. These days are for preparation at the beginning of the year, report card preparation for IEP
students, and IEP evaluation at the end of the year.
4.9.3 RELEASE FROM CONTRACT
Teacher resignations will not ordinarily be accepted after July 1 unless a suitable replacement can be found before the
resignation is to be accepted.
4.9.4 JOB CORPS EXTENDED YEAR CONTRACT
The parties agree that some Alternative Education teachers are teaching in positions which follow the year-round Job Corps
calendar. The classes taught by these teachers extend beyond the regular work year as defined in Sections 3.11 and 4.8.2 of
the Collective Bargaining Agreement. Teachers in such positions shall have the option to teach any or all extended year
workdays. Such teachers shall provide a written proposal to their supervisor by April 15th indicating the extended year days
they do not wish to work during the following summer. Final extended year work calendars will be developed by May 1st
based on mutual agreement between the teacher and their supervisor. Teaching days worked beyond the regular work year
will be compensated at the employee’s per diem rate documented through District Extra Hours forms. All regular earned
leave will be available to teachers during the extended year schedule. Replacement teachers will be hired to teach during the
summer extended year to cover times when the regular teacher has requested time off.
Since this is a year-round program, teachers may choose to schedule their regular work year with breaks in the middle rather
than all of their break time being in the summer. Such breaks will be incorporated into the teacher's unique work year
calendar based on the regular number of workdays as defined in Section 4.8.2 of the Collective Bargaining Agreement. Such
breaks, up to thirty (30) consecutive workdays, will be substituted as defined within the District’s normal policies for hiring
substitutes. If the break extends beyond thirty (30) consecutive workdays, the District will post the position and hire a shortterm replacement teacher.
4.10
SUPPLEMENTAL CONTRACTS
Supplemental contracts with accompanying job descriptions shall be issued for District extra-curricular assignments. The job
descriptions shall specify the hours and days to be worked under the supplemental contract. Acceptance of any supplemental
contract shall be completely voluntary.
Alternative Education summer extension positions and Alternative Education on-going instructional opportunities are
considered supplemental positions.
4.10.1 TERMINATION
Notification for termination of a supplemental contract shall be submitted in writing by the employee or employer by May 30
of the contract year.
If a notification of termination is given by the employer, the request must include a written statement of the reasons for
termination, specifying which portions, if any, of the job description were performed in an unsatisfactory manner. Both
parties recognize that the supplemental contract is not covered by the continuing contract law.
4.11
ASSIGNMENTS, TRANSFERS, VACANCIES, AND OPEN POSITIONS
4.11.1 QUALIFICATIONS
To assure that pupils are taught by employees working within their areas of competence, employees shall not be assigned
except in accordance with the regulations of the State Board of Education, to subjects, grades, and/or other classes outside
their teaching certificates and/or their major or minor fields of study or qualification in specialty areas. In the determination of
assignments and transfers, the convenience and work of the employee shall be considered to the extent that these
considerations do not conflict with the District's educational program.
PAGE 11
4.11.2 NOTIFICATION/DEFINITIONS
To assure that employees (including those in the layoff pool) are given every consideration in filling any open positions,
which occur at any time within the District, the following definitions and procedures shall be used:
Definitions:
(a) Assignment: A placement of duty within a building in the District
(b)Transfer: A placement of duty from one building to another building within the District
(c) Vacancy: A vacancy occurs when an employee resigns, retires, is terminated or is granted a leave of absence in excess
of 30 days. The District will determine whether or not a vacancy becomes an open position.
(d) Open Position: An open position occurs when the District determines the need for a position due to a vacancy or the
need for additional staffing. All open positions will be posted unless filled by a change of assignment, by an employee
currently filling a leave replacement position, by employees returning from leave as per 5.4, or by employees from the
layoff pool as per 4.11.2.2.
4.11.2.1 PROCEDURES FOR POSTING OPEN POSITIONS
All open positions subject to 4.11.1 (d) shall be emailed to the staff with continuing or provisional contracts and the
Association at least three District business days in advance of any out-of-District postings. If the open position is not
filled in-District, the posting shall be open for a minimum of an additional five District business days for in and out-ofDistrict candidates.
The notice shall clearly set forth the qualifications for the position and the procedures for applying. All vacancies or new
positions will be posted at the District Office and on the District’s website and shall be filled in accordance with the
District Affirmative Action program (approved by the O.S.P.I. and the Human Rights Commission).
4.11.2.2 PROCEDURES FOR RE-EMPLOYMENT FROM THE LAYOFF POOL
When an open position occurs for which persons in the layoff pool qualify, such persons shall be assigned the position per
procedures outlined in 7.4.8 prior to any out-of-district employment.
4.11.2.3 PROCEDURES FOR OPEN POSITIONS THAT OCCUR DURING SUMMER VACATION
To assure that employees are given every consideration in filling any open positions which occur during the summer
months, it is the employee’s responsibility to provide the Human Resources office with a summer phone number/address
or email address, if they are unable to access District email, where they can be reached at within three (3) District
business days.
4.11.3 PROCEDURES FOR TEACHER INITIATED TRANSFER/CHANGE IN ASSIGNMENT
Teachers who desire consideration for transfer to another position in another building within the district for the upcoming
school year shall notify the Executive Director of Human Resources in writing/email at any time. Teachers, who desire
consideration to change their assignment within their building, shall notify their building principal in writing/email at any
time.
Employment of any new employee for a specific position shall not be made until all current employees with a pending request
in writing/email for transfer/change in assignment have been considered and interviewed by the District/building
administration. Open positions will be considered but not necessarily granted in the following order: in-building change in
assignment requests, in-District transfer requests or re-employment from the layoff pool, and then out-of-District candidates.
District/building administration shall make all placement decisions.
4.11.3.1 IN-BUILDING CHANGE IN ASSIGNMENT REQUESTS IN WRITING/EMAIL.
1. The teacher making the request in writing/email will meet with the building principal and/or committee who has
an open position for which the teacher qualifies.
2. The building principal and/or committee will determine whether or not to change the assignment of the
employee without opening the position to candidates from outside of the building.
3. If it is determined that the position will be opened to candidates outside of the building, the employees who
qualify for the position will be guaranteed an interview.
4.11.3.2 IN-DISTRICT TRANSFER REQUESTS IN WRITING/EMAIL.
1. The teacher making the request in writing/email will meet with any building principal and/or committee who has
an open position for which the teacher qualifies.
PAGE 12
2.
3.
The building principal and/or committee will determine whether or not to transfer the employee without opening
the position to other in-District or out-of-District candidates.
If it is determined that the position will be opened to other in-District or out-of-District candidates, the
employees who qualify for the position will be guaranteed an interview.
As soon as assignments have been made, the Executive Director of Human Resources shall notify each employee in
writing/email whose request for a transfer was not granted. If the employee requests, the Executive Director of Human
Resources will schedule a conference with the employee to discuss the specific reasons for the denial of the transfer.
4.11.4 PROCEDURE FOR INVOLUNTARY TRANSFERS OR INVOLUNTARY CHANGES IN ASSIGNMENT
4.11.4.1 INVOLUNTARY TRANSFER
Initially the District will seek out volunteers for transfers. An involuntary transfer will be made only in case of an
emergency, to prevent undue disruption of the instructional program, or to enhance the best interests of the instructional
program. Teachers shall be transferred only to positions for which they are qualified under Washington State Certification
requirements.
Except in emergencies, at least ten days written notice shall be given the teacher who is to be transferred. However,
transfers will be tentative until the affected teacher has had the opportunity to appeal the decision through the
grievance procedure. Teachers, who are transferred involuntarily due to an emergency, shall be allowed to return to
the position they were transferred from when it becomes open.
Non-Emergency Involuntary Transfers will happen in the following order:
1. An Open Position will be posted for 3 days in-District to seek out volunteers for the transfer.
2. Any volunteers who apply will be considered.
3. The District/principal/director will determine which staff member will transfer to the open position.
4. If it is decided to involuntarily transfer an employee, he/she will be asked to take a voluntary transfer to the
position and if they refuse, may be involuntarily transferred to the position.
5. If requested, the Superintendent shall notify the affected teacher in writing/email of the reason for the
transfer.
4.11.4.2 INVOLUNTARY CHANGE IN ASSIGNMENT
Initially the principal/director will seek out volunteers for known or anticipated changes in assignments. An
involuntary change in assignment will be made only in case of an emergency, to prevent undue disruption of the
instructional program, or to enhance the best interests of the instructional program. Teachers shall be assigned only to
positions for which they are qualified under Washington State Certification requirements. Teachers, whose
assignment was changed due to an emergency, shall be allowed to return to their previous assignment when it
becomes open.
Non-Emergency Involuntary Changes in Assignment will happen in the following order:
1. An email will be sent to building staff to seek out volunteers for the change in assignment.
2. Any volunteers who respond will be considered.
3. The principal/director will determine which staff member will have their assignment changed.
4. If it is decided to involuntarily change the assignment of an employee, he/she will be asked to voluntarily change
their assignment and if they refuse, may have their assignment involuntarily changed.
5. If requested, the principal/director shall notify the affected teacher in writing/email of the reason for the change
in assignment.
4.11.5 ASSIGNMENT OF SPECIAL PROGRAM PERSONNEL
Special Programs shall be exempt from Section 4.11.4. For the purpose of this agreement special programs shall be defined
as: Special Education, Highly Capable, Alternative School, Title I, LAP, Migrant, Bilingual, ELL, and Visions Class. The
parties recognize the District's right to institute other Special Programs not specified above.
4.11.6 TRANSFER TO NEW SCHOOL
In the event a new school is constructed causing an existing facility to change locations the affected faculty will move to the
facility.
4.11.7 JOB SHARING
Job sharing shall be defined to describe the situation whereby two (2) certificated employees voluntarily agree in writing to
share one (1) position that would normally be filled by one (1) employee.
PAGE 13
Job sharing shall be available to employees. Current employees who wish to job share shall indicate in writing to the Director
of Human Resources by March 1 of their desire to job share for the ensuing school year. Job sharing will be for at least one
(1) school year. The proposed teaching combination and teaching schedule must have the approval of the Superintendent
and/or designee annually. If the identified need cannot be worked out at the building level, the employee can continue to
pursue a solution at the District office.
Responsibilities of an assignment by two (2) job sharers shall be divided and/or allocated according to a plan designed by the
job sharers with the approval of the Superintendent and/or designee.
A job sharing certificated employee will be granted a leave of absence for that portion of full FTE not worked but shall be
paid the regular employee contract rate based on a prorated percentage equal to the percentage their FTE relates to a full-time
FTE and FTE benefits.
An employee wishing to continue in the job shared position after three (3) consecutive years in such position must resign that
portion of full FTE not worked or conclude the leave of absence and return to the employment FTE status she/he had prior to
the shared position.
4.12
CLASSROOM MOVING EXPENSES
Teachers requested by the District to move to another teaching location due to a program change, enrollment increases, or
space limitations, will receive $200.00 for the move. The teacher will be responsible for packing and labeling all items to be
moved and for leaving the classroom reasonably clean. The teacher may choose to transport his/her items or have the District
assist in the move. If the District assists in the move, it will ensure that all items are moved to the new location in a timely and
efficient manner. Teachers whose request for a room change is approved will not qualify for compensation.
4.13
EMPLOYEE ASSISTANCE PROGRAM (EAP)
The District will make available to employee's access to an on-call referral service, which will assist and advise employees as
to various local providers of counseling services, drug and alcohol treatment programs and facilities, etc.
4.14
SAFE WORKING CONDITIONS
To ensure safe working conditions the following will take place:
1. The District Safety Committee composed of one school district employee per building, will meet quarterly to review
workplace accidents and any issues concerning safety. Minutes are posted at each building.
2. Upon discovery of an unsafe or hazardous condition a teacher shall promptly bring said condition to the attention of
the building administrator. The administrator shall promptly investigate the alleged unsafe or hazardous condition
and then shall promptly make a determination as to whether such condition exists. If such a determination is made
the employee shall not be required to work under the unsafe or hazardous condition. If the reported condition is
unresolved, the issue may be brought to the attention of the District Safety Committee chairperson for committee
review. The District agrees to comply with all local, state and federal regulations as required.
3. There will be a Building Crisis Plan at each building covering such concerns as providing support for staff faced with
potentially dangerous situations, lockdowns, dealing with intruders and/or unwelcome visitors, and threats, which
may result in serious harm to anyone at the building. This plan will be provided to each staff member and reviewed
for understanding and clarification at a meeting, which all building personnel will attend.
4.15
LABOR MANAGEMENT
The purpose of the SWSD/SWEA labor-management meetings shall be to solve contractual and non-contractual problems and
discuss concerns expressed by constituents and build a strong and positive working relationship through a collaborative
problem solving approach. During the 2009-2010 school year, this process shall not supercede current contract language, but
will be used to provide a structure to investigate workload/caseload issues relevant to librarians, counselors, psychologists,
speech language pathologists, and special education staff with the goal of finding solutions to address the identified concerns.
PAGE 14
CHAPTER 5
LEAVES
5.1
PAID LEAVES
5.1.1 ILLNESS, INJURY, AND EMERGENCY LEAVE
At the beginning of each school year, each certificated employee shall be credited with an advance leave allowance of twelve
days to be used for absence caused by illness, injury, or emergency. Included in illnesses are those caused by, but not limited
to, pregnancy, miscarriage, abortion, childbirth and recovery therefrom. Emergencies are described as events of an unforeseen
nature, suddenly precipitated or non-predictable. The unused portion of illness, injury and emergency leave shall accumulate
from year to year, as per state law.
Employees may use their accrued Illness, Injury and Emergency Leave to care for their children, husband or wife, mother or
father of either spouse, brother or sister, grandparents, foster parents, son or daughter in-law, brother or sister in-law, niece or
nephew, grandchild, domestic partner, or any person living in the immediate household as a member of the family with a
health condition that requires treatment or supervision.
An employee contracted full-time for a period less than a full school year shall be entitled to one day of illness, injury and
emergency leave per calendar month worked. Employees contracted part- time for the full year shall be granted illness, injury
and emergency leave at the ratio of their contract per month. The District agrees to provide the employees with an accounting
(in hours) of illness, injury and emergency leave accumulation at each pay period. After three consecutive days of absence the
principal or immediate supervisor may request a written statement from a physician or other medical practitioner verifying the
reason for such absence.
5.1.1.1 After Leave is Exhausted
An employee who is unable to work because of personal illness, injury, quarantine or emergency and who has exhausted
all illness, injury and emergency leave shall:
1. Continue to receive the District's insurance contribution for the duration of the contract year. If the employee
continues to work after sick leave is exhausted, the District shall continue to provide insurance contributions to the
employee in the same amounts and manner as it had before sick leave was exhausted. If the employee is unable to
return to work after sick leave is exhausted, and is granted an extended medical leave, the premiums for his/her
insurance shall be paid by the District out of the insurance pool described in Section 6.17 of this Agreement.
2. Receive an experience increment for salary schedule placement for each contract year credited subject to recognition
by O.S.P.I..
3. Have the option to return to work when able, and be retained on the certificated staff for the following school year.
4. Leave Sharing - an employee who has an accrued sick leave balance of more than one hundred seventy-six (176)
hours or any personal leave balance is allowed to transfer that leave to another employee as per board policy 5406,
WAC 357-31-425 and RCW 41.04.665. Certificated employees cannot donate sick leave days that would result in
his/her accumulated sick leave going below one hundred seventy-six (176) hours. Recipients of said leave cannot
receive in excess of one thousand two hundred sixty (1,260) hours. Appeals for additional leave sharing may be
made to the superintendent or designee.
5.1.1.2 Cash Out
Employees may cash out unused leave in excess of sixty days credited during the previous calendar year at a ratio of one
full day's pay for each four days of excess leave. Application for cash out must be made during the January following the
calendar year in which the days were accumulated.
At the time of separation from the District due to retirement or death, an eligible employee or his/her estate shall receive
remuneration at the rate of one day's pay for each four days of accumulated leave.
The following formula shall be used to determine the amount due an employee upon cash out: (eligible days /4) x daily
rate of pay. In the case of part-time employees, eligible days shall be the number of eligible partial days and the daily rate
of pay shall be the actual daily pay rate.
5.1.2 INJURY WHILE ON DUTY
In the event of a period of absence due to injury or occupational disease resulting from an employee’s employment with the
District, the employee has the right to elect to either use their available illness, injury, and emergency leave or take unpaid
leave for the period of absence. If the employee chooses to use their available illness, injury, and emergency leave, they will
submit to the District any time loss payments they receive for that time period. The employee may either endorse the time
PAGE 15
loss payment to the District or the amount may be deducted through payroll. The District will credit the employee’s illness,
injury, and emergency leave for the amount of leave the time loss payment equals based on the employee’s hourly rate. If the
employee chooses to use unpaid leave for the period of absence, they will keep any time loss payments they receive. If an
employee chooses to be on unpaid leave and retain time loss payments, they are not eligible for District-paid health benefits
except as provided by the Family and Medical Leave Act (FMLA) or COBRA. If the employee exhausts all District –paid
leave balances, they will retain the time loss benefit payments.
All District benefits available to the employees who are not on Injury while on Duty Leave will accrue to the employee on
said leave until the illness and injury leave accumulation is totally utilized.
5.1.3 ILLNESS IN FAMILY LEAVE
Leaves totaling five days per contractual year shall be granted in case of illness in the immediate family. Immediate family
shall include children, husband or wife, mother or father of either spouse, brother or sister, grandparents, foster parents, son or
daughter in-law, brother or sister in-law, niece or nephew, grandchild, domestic partner, or any person living in the immediate
household as a member of the family. An additional five days may be granted upon approval of the Superintendent in the
event of illness of any person living in the immediate household.
5.1.4 PERSONAL LEAVE
Each certificated member will receive two (2) personal days per year. Up to five (5) personal days may be accumulated in any
given school year. Up to two (2) unused days may be redeemed in any given year via an online form filled out by the
employee before the end of the school year to be paid during August payroll. Any employee with seventeen (17) or less years
of experience as placed on the SAM may elect up to two (2) unused personal leave days per year redeemed at $150 per day.
Employees with more than seventeen (17) years of experience as placed on SAM may elect to redeem up to two (2) unused
personal leave days per year to be paid at their per diem rate. Because no more than 5% of the bargaining unit employees
shall be permitted to take a Personal Leave day on any given day other than those listed in 5.1.4.1 unless enough substitutes
are available, personal leave must be requested online before leave is taken. Employees shall not be required to define the
specific reason for the leave taken beyond the phrase 'personal'.
5.1.4.1 PERSONAL LEAVE EXEMPTION
Up to 3% of the members may be gone for personal leave the day before or the day after Thanksgiving, winter or spring
vacation, or during the last five (5) working days of the school year. Notification for these days needs to be at least five (5)
days in advance and cannot be made before September 15 of each year. Personal leave may not be used in conjunction with a
deduct day around those days previously mentioned.
5.1.5 BEREAVEMENT LEAVE
A leave or leaves totaling five days per contract year shall be allowed in case of the death of any family member, any person
living in the immediate household as a member of the family, or a close friend.
5.1.6 JURY DUTY AND SUBPOENA LEAVE
A certificated employee shall be granted a leave of absence for jury duty, to serve as a witness at trials or governmental
hearings, or to exercise other civic duties as may be required and shall be paid at his regular salary less any compensation
received for his services but excluding transportation or any other regularly accepted per diem expenses. Any employee who
takes a leave under this policy shall provide a copy of such notice or subpoena as appropriate to establish the need for such
leave.
5.1.7 ATTENDANCE AT MEETINGS AND CONFERENCES
Absence for attendance at professional meetings with pay may be allowed when approved in advance by the
Superintendent/Designee. Applications to attend such meetings, whether approved or denied will be answered by the
Superintendent/Designee within 5 days from the date the application is submitted. If the application is denied, the reason for
denial must be specified.
5.1.8 EARLY DISMISSAL LEAVE
Any teacher who arranges to take an after school class shall be allowed to leave school at the student dismissal time. With the
approval of the immediate supervisor an employee may leave the work site earlier than the normal workday for any purpose.
5.1.9 ASSOCIATION LEAVE
See Section 3.8.2.1 - Association Business.
PAGE 16
5.2
UNPAID LEAVES
5.2.1 PROFESSIONAL LEAVE
5.2.1.1 Further Educational Training
Leaves without pay shall be granted to certificated personnel who desire to pursue further educational training. Such
leaves, if granted, shall be granted for one (1) year and may be renewable each year thereafter to a maximum of three (3)
years.
5.2.1.2 Positions in Other Districts
Leave without pay may be granted for certificated personnel taking other certificated positions in other school systems
within the state, country, foreign countries or other agencies. Such leaves, if granted, will normally be for one (1) year
and may be renewable each year thereafter to a maximum of three (3) years.
5.2.1.3 Non-Teaching Occupations
Leaves without pay may be granted for certificated personnel who wish to pursue non-teaching occupations. Such leaves,
if granted, will normally be for one (1) contractual year and may be renewable each year thereafter to a maximum of three
(3) years.
5.2.1.4 Provisions
1. Application for professional leaves of absence shall be made by staff members in writing to the Superintendent on or
before July 1. Upon recommendation of the Superintendent, the Directors will take official action on the leave
application. Staff members may submit a request for a leave of absence after July 1, but application must be
presented to the Superintendent and acted upon by the Directors prior to the granting of the leave. Prior to release
from contract a suitable replacement must be contracted by the district.
2. Any request for an extension of a leave of absence must be in writing and on file with the Superintendent of Schools
prior to March 1 of the one-leave year.
3. When on approved leave for further educational training leave only, injury and illness leave and salary advancement
will continue as though in regular employment.
5.2.2 MEDICAL LEAVE
An unpaid leave of absence for up to one (1) year for medical reasons will be granted upon written application. Verification
of the medical reason necessitating such leave must be provided prior to the granting of the leave. Extension of medical leave
beyond one (1) year is subject to Board approval.
5.2.3 ASSOCIATION
See Section 3.8.2.1 - Association Business.
5.3
OTHER LEAVES
5.3.1 MATERNITY LEAVE
Temporary disability leave will be granted for pregnancy. An employee requesting maternity leave shall give written notice to
the District as far in advance as possible and at least thirty (30) days prior to commencement of the leave. The request for
leave should include:
1.
2.
3.
Anticipated date of birth.
Estimated date leave is to begin.
Estimated date of return from leave.
The employee may continue to work until, in the judgment of the employee’s physician, her work or her health are in any way
impaired by her condition.
Any accumulated Illness, Injury, and Emergency leave shall be granted for maternity for the time the employee’s health care
provider certifies in writing that the employee is unable to perform her normal duties as an employee. Additionally, unpaid
leave shall be granted in accordance with the Family Medical Leave Act and will be used concurrently with paid leave. In
addition Washington State Family Leave Act may provide for additional leave as per state law.
5.3.2 PATERNITY LEAVE
PAGE 17
When a child is new to the household through childbirth, all of the following paid leaves shall be granted to the father of a
newborn at the employee’s request:
1.
2.
3.
4.
Two (2) days to assist with family adjustment.
Any accumulated personal leave days.
Illness in the family leave in accordance with section 5.1.3 of the Collective Bargaining Agreement.
Additional days in accordance with section 5.1.1 of the Collective Bargaining Agreement.
Additionally, unpaid leave shall be granted in accordance with the Family Medical Leave Act and will be used concurrently
with the paid leave. In addition Washington State Family Leave Act may provide for additional leave as per state law.
5.3.3 FAMILY ADJUSTMENT FOR ADOPTION/FOSTER CHILD PLACEMENT
When a child is new to the household through adoption or foster child placement (up to (2) two per school year), all of the
following paid leaves shall be granted at the employee’s request:
1.
2.
3.
4.
5.
6.
Four (4) emergency leave days to assist with the placement of the child.
Five (5) days or ten (10) half days to be used within thirty (30) working days after placement of the child to assist with
family adjustment. The option of ten (10) half days is available for full time employees only.
One day for court proceedings.
Any accumulated personal leave days.
Illness in the family leave in accordance with section 5.1.3 of the Collective Bargaining Agreement.
Additional days in accordance with section 5.1.1 of the Collective Bargaining Agreement.
Additionally, unpaid leave in accordance with the Family Medical Leave Act shall be granted and will be used concurrently
with the paid leave. In addition Washington State Family Leave Act may provide for additional leave as per state law.
5.3.4 MILITARY
Military leave shall be granted in accordance with state and federal law.
5.3.5 CIVIC/VOLUNTEER
It is the intent of the parties to support participation in civic engagement, meaning staff are working to make a difference in
the civic life of our communities and developing the combination of knowledge, skills, values and motivation to make that
difference. This leave shall be granted for one teaching day only for attendance at a civic event or as a volunteer at approved
events (i.e. participation in Challenge Day, Special Olympics, Food Bank, Sedro-Woolley Schools Foundation, etc.) in an
official capacity, provided that the teacher has notified the principal or immediate supervisor of intent to attend said event.
Normally, a request for this leave must be made in writing to the immediate supervisor 15 days prior to the requested leave
date. Any additional teaching days will be deducted at the substitute's actual rate of pay.
5.3.6 OTHER
Requests for leaves other than those specifically named in this chapter may be directed in writing to the Board and the Board
may consider each request on its merits.
5.3.7 WITHOUT PAY
If a certificated employee is granted a leave for any reason that is not covered in this Agreement, a deduction of one day's pay
shall be made for each day's absence beginning with the first day. These deductions shall be pro-rated over the remainder of
the contract year.
5.4
RETURN TO SAME POSITION
Upon return from any unpaid leave, re-employment may be assured in the same or like position if the District is notified by
letter from the on-leave staff member of his/her desire to return to the position held prior to the leave by March 1 of the year in
which the leave of absence would expire. Prior to final decision of placement, the principal and/or Executive Director of
Human Resources will have a conference with the employee on leave to discuss placement options. The decision regarding
placement will take into account the needs of the district and the desires of the employee. Reasonable attempts will be made
to notify the employee of the final room placement and/or teaching assignment decision for the next year before it becomes
public knowledge. Specific reasons for room placement and/or teaching assignment decisions will be communicated to the
employee.
PAGE 18
CHAPTER 6
SALARIES, STIPENDS, AND BENEFITS
6.1
TEACHERS' SALARY SCHEDULE (SAM – Salary Allocation Module)
1. All teachers regardless of field or level taught, will be placed on the appropriate teachers' index salary schedule
(Appendix C). Increments for experience, education, and Master's degree will be in accordance with the index shown on
the salary schedule.
2. Teachers who work extended year contracts (longer than the basic contract) shall be paid on a per diem basis of the
teacher's basic contract pay rate for each additional day worked. The District will report supplemental contracts for
extended days as pay for extra-curricular duties, not annual salary.
3. Teachers will be given experience increments subject to recognition by the Office of the Superintendent of Public
Instruction for experience increments.
4. Newly certificated teaching staff shall be granted credit for placement on the salary schedule for all hours recognized by
O.S.P.I. for salary placement.
5. In order to be eligible for further experience increments on the salary schedule, certificated personnel must earn a
minimum of seven (7) quarter hours of credit as per the next paragraph, every five (5) years; provided that this paragraph
shall not apply to certificated employees who have reached placement at BA + 135 credit hours.
6. Movement on the salary schedule will be subject to recognition by the Office of the Superintendent of Public Instruction
for salary advancement.
7. It shall be the teacher's responsibility to see that the District Office is notified prior to July 1 if a new educational
increment is anticipated to be applied for that contract year. Transcripts or other official documents substantiating the
new credits are to be on file prior to September 15 of that same school year. Notification of salary schedule placement
shall be provided to each teacher with the October paycheck.
8. Teachers hired from out of state shall be given the same consideration for salary placement, rights and benefits as those
hired from within state or those presently working for the District.
9. Classification on the salary schedule for experience shall be for the full school year except that upon discovery, errors in
placement shall be corrected in a timely manner.
10. Placement of Vocational-Technical teachers on the salary schedule shall be in accordance with Section 6.2.
6.2
VOCATIONAL TECHNICAL SALARY PLACEMENT
All certificated vocational technical teachers who teach in a trade and industry program shall be placed on the certificated staff
salary schedule with the following provisions:
6.2.1 INITIAL PLACEMENT
Initial placement for an individual with a B.S., B.A., or valid Vocational Certificate from O.S.P.I. and a valid journeyman's
classification from a state accredited vocational-technical institute, with both in the same area of specialization; and with
approval of appropriate trade and industry council; will be commensurate with the training and experience specified in 1
through 3 below:
1. For each year of training or work experience subsequent to attainment of journeyman status within the area of
specialization of his vocational certificate, the individual shall be granted the equivalent of one year's experience on the
certificated staff salary schedule.
2. Initial placement shall be for all hours recognized by O.S.P.I. for salary placement.
3. For every ten hours of classroom instruction earned after acceptance in an approved apprenticeship program in an
approved technical or industrial training program, the individual shall be granted one credit hour toward educational
advancement on the certificated staff salary schedule.
6.2.2 ADVANCEMENT
After initial placement, the individual will advance both in education and experience in the same manner as other employees
on the certificated salary schedule, provided that each ten classroom hours of approved technical or industrial training earned
subsequent to initial placement on the certificated staff salary schedule be equal to one credit hour on the certificated staff
salary schedule. Credit for courses taken in a regular college program shall be granted in the same manner as for other
employees on the certificated staff salary schedule. After initial placement, experience increments will be confined to one
year of experience for each year of teaching experience in the District.
PAGE 19
6.2.3 OTHER PROVISIONS
After initial placement, vocational-technical teachers shall be subject to the negotiated policies, except as otherwise provided
in this Agreement, applicable to all certificated personnel in any and all areas of salary schedule placement, fringe benefits,
and leaves and rights.
It is the intent of this policy that vocational-technical teachers will not be employed in the District who do not have valid
Vocational-Technical Certificates for the State of Washington.
6.3
SALARY
Employee salaries (exclusive of supplemental and extended contracts) shall be paid according to a salary schedule (Appendix
C) which is the same as the current Statewide Salary Allocation Model (SAM), TRI pay (Sec. 4.9.2, Appendix C & D), and
District Funded Days (Sec. 4.9.2, Appendix C & H). For the duration of this Agreement, if the Statewide Salary Allocation
Model is modified, the Association at its option may reopen negotiations on this section of the Agreement.
6.4
PAYROLL DEDUCTIONS
All salaries are subject to payroll deductions for:
1. State Teacher's or State Employment Retirement System,
2. Withholding Tax,
3. FICA,
4. Absence not provided for by leaves (computed at per diem based on the teacher's annual salary for each day's absence),
5. Labor and Industries Insurance.
The following deductions shall be made if authorized by the individual and/or billed by WEA's automatic payroll
authorization billing. Each pay check stub shall be dated.
1. Additional withholding tax,
2. Approved medical plans,
3. Approved Salary Insurance,
4. Approved Tax sheltered annuities,
5. Dues,
6. Life Insurance,
7. NEA FCPE
8. WEA-PAC
9. Approved Long and Short term disability insurance,
10. United Way
11 Sedro-Woolley Schools Foundation
12. Section 125
13. WEA/NEA-Retired
14. Washington Schools Retiree Associaion
6.4.1 Voluntary Pay Reduction
The District agrees that they will adopt a flexible pay plan pursuant to Section 125 of the Internal Revenue Code. The plan
will include only premiums for those policies listed in Section 6.17 (Insurance) of this contract.
6.5
PAYMENT PROVISIONS
All teachers shall be paid in twelve (12) equal monthly installments of the contracted salary. All employees will be paid by
electronic deposit on the last banking day of the month (Saturday is not considered a banking day). Monthly payroll
information will be available online.
In the event of a mistake in underpayment, corrections shall be made in a timely manner. When an overpayment is made, the
employee shall notify the District and the District may deduct the amount overpaid to the employee under mutually acceptable
and agreeable terms.
PAGE 20
6.6
OTHER PAY RATES
6.6.1 CURRICULUM RATE
Curriculum rate, unless otherwise specified in the Collective Bargaining Agreement, shall be paid for approved work and/or
meetings outside of the workday when it does not include direct instruction to a classroom of students. The rate of pay is
$203.00 per day or $29.00 per hour.
6.6.2 SUBSTITUTES
Substitute employees (as opposed to roving substitutes, which are defined in Section 1.2) shall be paid no less than $105.00
per day. Substitutes who have worked for the District at least twenty (20) days, will be paid at a higher substitute rate starting
on the twenty-first (21st) day. Former employees who become substitutes will be paid at a higher substitute rate immediately.
If the District chooses to increase the rate of daily substitute pay, all substitutes shall be paid at the same increased rate.
Roving substitutes shall be paid at a daily rate of $20 per day more than regular substitutes. Substitute employees who work
longer than twenty (20) consecutive days in a specific assignment are considered regular employees and shall be paid at their
per diem rate corresponding with their placement on the SAM. (Appendix C).
6.6.3 PAY FOR TEACHERS SUBSTITUTING IN CLASSES DURING THEIR PLANNING TIME
Teachers who volunteer to provide substitute coverage in another class during their planning time will be compensated at their
per diem rate for the time worked. Every effort will be made to make up lost elementary planning time due to no available
specialist.
6.6.4 SUMMER TRAINING
If an employee attends a District sponsored summer professional development program, the District agrees to compensate
him/her at a minimum of $100 per day.
6.6.5 DRIVER TRAINING PAY
Driver training classroom instructors covered under terms of this Agreement shall be compensated at the hourly rate of 1/7th
of the employee's daily rate. Behind the wheel instructors pay will increase by the State COLA each year.
6.6.6 PAY FOR SUPERVISION, OUTDOOR CAMPS
Teachers who accompany and supervise students at Camp Orkila, Mountain School, or equivalent camp will be compensated
at the rate of $70 per night.
6.6.7 PAY FOR INVOLVEMENT IN GRANT ACTIVITIES OUTSIDE THE CONTRACTED DAY
Compensation for teacher participation in grant-funded activities outside the contracted day will depend on the nature and
extent of the grant. Whenever possible, these activities will be compensated at the curriculum rate.
6.6.8 HOME TEACHING
If any employee covered under the terms of this Agreement agrees to be assigned as a home teacher, that employee shall be
compensated at the hourly rate of 1/7 of the daily rate of that teacher's salary schedule placement.
6.6.9 SATURDAY SCHOOL PAY
The Saturday-School teacher covered under the terms of this Agreement shall be compensated at an hourly rate of 1/7th of the
per diem rate for the base salary of the salary schedule.
6.6.10 SUPPLEMENTAL SALARY SCHEDULE
The extra pay salary will be determined by placement on Appendix F. Teachers hired from out of state shall be given the same
consideration in determining their placement on the Supplemental Salary Schedule as those hired from within the state, or those
presently working for the District. The salaries will reflect state flow-through monies from year to year. The parties will
establish a joint committee to review and recommend new positions and establish a formula for determining stipends.
The Board shall determine whether or not positions shall be established or filled on the Supplemental Salary Schedule.
6.6.10.1 NEW POSITIONS
Staff members requesting the establishment of a new position will follow this procedure:
1.
Requests for the establishment of a new position shall be directed to the building principal. The requests should
include rationale and supporting information.
PAGE 21
2.
3.
The building principal shall promptly consider the request and forward it with supporting rationale to the
Superintendent for his consideration. The Superintendent's recommendation and supporting rationale will then
be submitted to the Board for final determination.
If the Board determines that a new position will be established, representatives of the District and the
Association will meet to establish placement of the new position on the Supplemental Salary Schedule.
6.6.10.2 SUMMER PROGRAM POSITIONS
All teaching positions for summer programs will be posted pursuant to section 4.11.1.4. Teachers hired for summer
school enrichment positions will be compensated at 93% of their per diem rate. These positions are: Summer
Math/Science, Summer Art, and Summer Drama. The rationale for compensating enrichment programs at 93% is
because there is no requirement for grades, no parent conferences, the content is for enrichment vs. academic
achievement, and the ratio of students to teachers is small. Teachers hired for any other summer program positions
will be compensated at their per diem rate.
6.7
TEACHER ASSISTANCE PROGRAM-(TAP)
As the parties have a mutual interest in providing meaningful information and experiences to selected certificated employees,
they hereby establish a TAP. Employee participation in the program will be voluntary.
The TAP will provide on-going support to teachers new to teaching in a supportive program designed by the Associate
Executive Director of Learning Programs, Executive Director of Human Resources, SWEA President, and SWEA TAP
Coordinator. The funds for this program will provide support for the TAP Coordinator, training for the mentors, release time,
and on-going training for the mentees throughout their first year in teaching and continuing through their third year with the
school district.
Teachers newer to teaching (Level I), new to the District (Level II), teachers in their second year of teaching (Level II), and
teachers in their third year of teaching (Level III) will be provided support and/or a designated mentor from the SedroWoolley School District.
The participating employee shall not be subject to any additional evaluation process other than that already contained in the
collective bargaining agreement. Mentor teachers shall not in any way participate in, or contribute to, the performance
evaluation of a teacher they are assisting. The SWEA and the District shall jointly conduct an annual evaluation of the
program.
The level of support for the mentor and mentee will be determined by a joint District/SWEA TAP committee, based upon the
amount of funding available and the structure of the program. Washington State’s Teacher Assistance Program (WSTAP)
funds, when available, will be augmented by the District’s monetary contribution, which will be $500 per team for Level II
and $200 per individual for Level III. In the event that no WSTAP funds are available, District funds that are available will go
to support Level I members only.
6.8
TRAVEL/MILEAGE
Employees utilizing their private automobile to travel to out-of-town, pre-approved seminars, conferences, meetings and
workshops shall be compensated at the IRS mileage reimbursement rate. Employees with more than one worksite during the
school day or who are required to conduct home visits shall be paid mileage at the IRS rate from their first worksite through
their last worksite of the day, excepting any non-work related travel. Mileage forms are available in “Public Folders” and
each building’s main office. Forms must be submitted on a monthly basis to be signed by the employee’s immediate
supervisor and forwarded to the business office by the 10 th of each month to be paid during that month’s payroll. Any form
not submitted within 90 days of occurrence may not be honored.
6.9
INSURANCE
The District shall provide the maximum dollar amount per month per State Allocated FTE employee to be contributed to
approved medical plans and other approved insurance programs based upon the following procedures:
1. Each FTE employee shall be allocated up to the full state allocation per month per FTE.
2. The District shall deduct the premium for long term disability, dental and eye care plans for teachers and their dependents
from the allowance.
3. The balance may be applied to medical not to exceed the total monthly allowance.
PAGE 22
The District will contribute the full carve-out per month per FTE toward the HCA remittance into the employee insurance
pool.
If, after November 1, it is determined that the total dollar amount (determined by the number of State Allocated Basic
Education FTE's multiplied by the full state allocation multiplied by twelve), less any payments for insurance premiums made
under Section 5.1.1 of this Agreement, will not be expended, then the balance shall be distributed equally to the medical
insurance premiums of employees whose coverage requires a personal contribution.
Approved insurance programs are the following and others may be added per agreement of the parties:
1. Blue Cross (all plans offered)
2. Washington Dental Service Plan IV (or nearest equivalent plan)
3. Blue Cross Vision Plan C,
4. Health Plus,
5. Group Health
6. Washington National Long Term Disability.
6.10
SICK LEAVE CONVERSION
1. Sick Leave Retirement Conversion - An employee retiring may have his/her sick leave buyout payments remitted directly
to a sick leave conversion program selected by the Association. Such program will provide reimbursement of medical,
dental and vision expenses, if the employee completes the enrollment form and signs a hold harmless provision. Any
retiring employee participating in the sick leave conversion program shall hold the District and the Association harmless
should the IRS find that the District or the employee is in debt to the United States government for not paying income
taxes due on any amount or as a result of the District not withholding or deducting any tax assessment, or other payment
on such funds as required by federal law. Neither the District nor the Association makes any representations or
warranties with respect to the tax consequences of the program nor to the ability of the program's sponsor or insurer to
fulfill its obligations under the program.
Any eligible employee who does not wish to sign the hold harmless provision will not be permitted to participate in the
plan at any time during the term of this agreement. Any and all excess sick leave, which, in the absence of this
agreement, would accrue to such employee during the term hereof, shall be forfeited together with all cash conversion
rights that pertain to such excess sick leave.
2.
Cash Out - If the retiring employees choose this option they will receive payment from the District for their unused sick
leave in accordance with state law. Anyone retiring during the school year will be bound to the option chosen for the
prior year. By June 1 the Association will notify the District of the decision of those retiring at the end of the school year
which of the above options they agree to.
6.11
NATIONAL BOARD CERTIFICATION SUPPORT/CERTIFICATE OF CLINICAL COMPETENCE SUPPORT
The District will reimburse any certificated staff for the costs associated with securing National Board Certification for
relevant expenses up to a total of $2000. Employees may access this fund while enrolled in the National Board Certification
program. The Business office will inform staff of the specific reimbursement procedures.
Employees who secure the National Board for Professional Teaching Standards Certification shall receive an annual stipend
as authorized and funded by the state.
From this fund, the District will reimburse Speech Language Pathologists for the actual cost of the test necessary for securing
the Certificate of Clinical Competence.
6.12
INDIVIDUAL STAFF DEVELOPMENT
Each Advanced Placement (AP) teacher may access District funds at a rate of $400 per year to attend AP institutes or AP
reader opportunities and associated costs. These funds may be rolled over for an additional two years (total of $1,200) by
notifying the business office by May 31 of each year for the next year.
6.13
CLASSROOM PREPARATION STIPEND
PAGE 23
The District will establish a fund of $100 per employee each school year in order to pay them to prepare their classroom at the
beginning of the year and to clean up their room at the end of the year (this pay is currently included in the TRI-Schedule).
PAGE 24
CHAPTER 7
OTHER TERMS AND CONDITIONS OF EMPLOYMENT
7.1
WORKDAY
The faculty workday is set to best serve the needs of the students, parents, and school district. The length of regular workday
shall be seven and one-half (7.5) consecutive hours inclusive of a thirty (30) minute duty free lunch. The workday will be set
at each building at the beginning of the year and may be changed mid-year with a one month notification.
7.1.1 Elementary Schedule
Teachers at the elementary level (P-6) shall have at least 325 minutes of planning time free of any interruptions or duties
during each regular five-day workweek. Teachers with classes, which are split for enrollment reasons, will be provided the
equivalent of 35 additional minutes of planning time for each regular five-day workweek which may include paraprofessional
time where possible if requested. Planning time shall be provided in minimum blocks of thirty (30) minutes, exclusive of
recess.
Elementary teachers who miss planning periods can request make-up period(s) from their principal or will be compensated for
their lost planning time at their per diem rate. If make-up is chosen, the lost planning time will be made up at a mutually
agreed upon time.
Planning time does not include recess, lunch, passing time, student morning break times, 30-minute block of time before
school and 15-minute block of time after school at the elementary level. On District directed in-service days, a 30-minute
block of time will be added to the 30-minute duty free lunch.
There shall be a 15 minute scheduled recess daily covered by non-SWEA personnel.
Other than emergencies, end of the school year celebration meetings, or Professional Learning Communities (PLCs), there
shall be no District or building based meetings, or learning walks, during a) the last four (4) consecutive school days including
the report card distribution day, or b) Tuesday – Friday of the fall conference week. See Appendix F, page 2 for specific
dates.
There shall be 30 minutes one day per work-week specifically designated for staff meeting/(PLC) time exclusive of planning
time. It is understood that PLC time is not for structured professional development. Fifteen minutes of this time may occur
during the 30-minute block of time before school. At least one time per month, a dedicated staff meeting will be held during
the staff meeting/PLC time to address procedural, operational issues and staff concerns. Librarians, PE teachers, and
Technology Teachers shall be given the flexibility to meet with like peers across the District during the staff meeting/PLC
time or at a mutually agreed upon time in lieu of that time. Staff whose assignment may lend itself to participation with
multiple PLCs will develop a plan with their supervisor to establish expectations for PLC participation; expectations for these
staff will not exceed the expectations of staff with one PLC.
There will be 5 minutes of passing time between classes for specialists.
7.1.2 Secondary Schedule
Teachers at the secondary level (7-12) shall have at least 260 minutes of planning time free of any interruptions or duties
during each regular five-day workweek. Secondary teachers who lose their planning time due to no available substitutes will
be compensated for their lost planning time at their per diem rate. The planning time shall be provided in minimum blocks of
30 consecutive minutes whenever the schedule permits.
Planning time does not include lunch, passing time, student break times, 30-minute block before school and after school. On
District directed in-service days, a 30-minute block of time will be added to the 30-minute duty free lunch.
Other than emergencies, end of school year celebration meetings, or Professional Learning Communities (PLCs), there shall
be no District or building based meetings, or learning walks, during a) the last four (4) consecutive school days including the
grade posting day at the 1st semester, and b) the last four (4) consecutive contracted school days of the second semester. See
Appendix F, page 2 for specific dates.
In recognition of time spent for staff meeting/Professional Learning Community (PLC), teachers shall be released at student
dismissal time on the last student day of each week with the exception of teacher in-service days. Teachers will have
flexibility to participate in a PLC that is appropriate to their teaching assignment. It is understood that PLC time is not for
PAGE 25
structured professional development. At least one time per month, during a regular staff meeting, time will be allotted to
address procedural, operational issues and staff concerns. Staff whose assignment may lend itself to participation with
multiple PLCs will develop a plan with their supervisor to establish expectations for PLC participation; expectations for these
staff will not exceed the expectations of staff with one PLC.
7.1.3 LIBRARIANS
Librarians will have the equivalent of 70 additional minutes of planning time for each five-day workweek for library
management. When a librarian identifies a need for additional library management time, he/she will first address the concern
with the building principal. If the identified need cannot be worked out at the building level, the librarian can continue to
pursue a solution with the District office.
7.1.4 INDIVIDUAL TEACHER DIRECTED EARLY RELEASE DAYS
The equivalent of one-half (1/2) day shall be for activities individually selected from the following list: professional
development around quality instruction, activities to enhance powerful teaching and student learning such as planning lessons
and improving the academic environment, collaboration with special education teachers about IEP students in their classes,
department meetings, grade level meetings, work on academic interventions, work in professional learning communities,
curriculum development, alignment and implementation, and analyzing student data.
7.1.5 DUTY FREE TIME
A duty free lunch period of not less than thirty minutes shall be provided. Teachers shall not be required to supervise arrivals and
departures of students.
7.1.6 INCLEMENT WEATHER
In the event that the school district chooses to have a late start due to inclement weather, all employees at those schools
affected are expected to arrive as near their normal starting time as is safely possible.
7.2
CLASSROOM PROCEDURES
7.2.1 Enrollment Procedures
Elementary Level: At the time of new student registration, with the exception of the start of the school year (no more than
ten(10) days), no student shall attend class until the classroom teacher has been notified of the student’s enrollment in the
affected classroom within one day’s notice. Such notice shall serve the purpose of acquiring the necessary classroom desk,
materials and/or other supplies. Students will, if enrolled by 1 p.m., attend no sooner than the next scheduled school day. If
enrollment occurs after 1 p.m., attendance will be scheduled for the day after the next school day.
Secondary Level: At the time of new student registration, with the exception of the first ten (10) days of each semester, no
student shall attend class until the classroom teacher has been notified of the student’s enrollment in the affected classroom
within one day’s notice. Such notice shall serve the purpose of acquiring the necessary classroom desk, materials and/or other
supplies. Students will attend no sooner than the next scheduled school day. Students will be scheduled into classes by the
counselor who will reference the schedule of classes from the previous school to ensure opportunity to accommodate credit
transfers.
At Elementary and Secondary levels, when a student who newly enrolls with an Individual Education Plan (IEP) and/or a 504
plan, every effort will be made to get the official records from the sending school District to ensure appropriate placement and
level of service.
7.2.2 Classroom Visitations
To provide citizens of the District the opportunity to visit classrooms with the least interruption to the teaching process, the
following guidelines are set forth:
1. All visitors to a school and/or classroom shall be asked to obtain the approval of the principal or designee.
2. The teacher shall be afforded the opportunity to ask the classroom visitor if the visitor wishes to confer with the teacher
before or after the visitation.
3. If possible, the teacher shall be notified in advance of any request to visit the classroom. If a teacher feels that the time or
date requested would unduly interrupt the teaching process, the teacher may recommend an alternate time and/or date.
7.3
EMPLOYEE FACILITIES
The District will provide the following facilities and equipment:
1. Space to store instructional materials and supplies.
2. Work areas, equipment and supplies to aid in the preparation of instructional materials as required by the District.
3. A faculty lounge where possible.
PAGE 26
4. A serviceable desk, chair, and file cabinet for each classroom as required by the District.
5. Well-lighted and clean restrooms shall be provided in accordance with state statute.
6. Each full-time Speech-Language Pathologist shall have an office, ideally, located in one of the schools in which they are
providing services. In the event that relocation is unavoidable, the new office space shall be comparable to the previous
office space. Building administrators shall make every effort to provide each SLP with a regularly scheduled,
confidential, quiet room in which to provide treatment services to students. In the event a concern arises over the
treatment space the SLP may pursue a solution with the District office.
7.4
CERTIFICATED EMPLOYEE STAFF REDUCTION
In the event that the Board adopts a reduced educational program by reason of financial necessity, including but not limited to
levy failure or decreased state support, those teachers and other non- supervisory certificated employees (collectively
"certificated employees" herein) who will be retained to implement the District's reduced or modified program and those
certificated employees who will be non-renewed for employment or adversely affected in contract status will be identified by
using the following procedures:
7.4.1 DETERMINATION OF VACANT POSITIONS
The District will determine as accurately as possible the total number of certificated employees known as of April 15 leaving
the District for reasons of retirement, family transfer, normal resignation, leave, discharge or non-renewal, etc., and these
vacancies will be taken into consideration in determining the number of available certificated positions for the following
school year.
7.4.2 CERTIFICATION
Possession of any valid Washington State Certificate, which may be required for the positions under consideration, shall be a
prerequisite for retention.
7.4.3 EMPLOYMENT CATEGORIES
The following categories and specialties are established to ensure the qualifications of certificated employees assigned to
retained positions:
1. Elementary teachers will be considered for retention in one category (P-6).
2. Secondary teachers will be considered for retention in one category (7-12).
3. Other non-supervisory certificated employees will be considered for retention according to their specialties and when
categorical funding supports a particular program, said program(s) shall be maintained and exempt from Reduction in
Force to the extent of such categorical funding; provided, individual certificated employees shall not be exempt from
Reduction in Force if a qualified (as specified herein) more senior certificated employee is being non-renewed and makes
a request to staff such a program position.
7.4.4 RATE OF REDUCTION
The number of certificated employees non-renewed from categories 1 and 2 above, shall be reasonably proportionate to the
number of students served in each category.
7.4.5 QUALIFICATION WITHIN EMPLOYMENT CATEGORY
Each certificated employee will, in accordance with the criteria set forth in the section below, be considered qualified in the
category appropriate to the position held at the time of the implementation of these procedures. Certificated employees shall
also be eligible for retention in such additional categories or specialties as any such employee may designate and request in
writing to the Superintendent or his designee, provided, that in order to qualify for retention in any such additional category
the employee: a) must have had a minimum of one year full-time professional experience in each such additional category;
and b) such experience must have occurred during the immediately preceding ten years. All written designations and requests
for additional categories shall be submitted in writing within five working days after any request for such information is made
by the Superintendent or his designee. Certificated employees will be eligible for additional categories only if they do not
qualify for retention in the category appropriate to the position held at the time of the implementation of these procedures.
7.4.6 SELECTION WITHIN EMPLOYMENT CATEGORIES
Certificated employees shall be eligible for retention in available positions within the categories or specialties for which they
qualify under 7.4.3 above. In the event that there are more qualified certificated employees than available positions in a given
category or specialty, the following criteria shall be used to determine which certificated employees shall be recommended for
retention:
PAGE 27
1.
2.
3.
4.
Total seniority, as a certificated employee shall be the basis for retention for those categories identified in 7.4.3 above.
Within each such category the certificated employees having the greatest seniority shall be retained. If ties exist as
between certificated employees who tie, selection for retention shall be made based on total number of education credits
beyond the B.A. degree submitted to and accepted by the District prior to October 1. If more than one individual
certificated employee has the same number of credits after applying the above provisions, all certificated employees so
effected shall participate in a drawing by lot, to determine position on the seniority list. The Association and all
certificated employees so effected shall be notified in writing of the date, place and time of the drawing. The drawing
shall be conducted openly and at a time and place which will allow affected certificated employees and the Association to
be in attendance.
"Seniority" within the meaning of this paragraph shall mean years of certificated Washington State service. Seniority for
less than a full year teaching experience shall be computed as the actual number of contracted days employed as to the
number of contracted days per year; but contracted days beyond normal contract year shall not be computed. Less than
full-time teaching experience shall be computed on a two-to-one ratio. Two years of part-time experience shall equal
one-year seniority.
a) Certificated employees currently assigned in full time positions shall be first assigned to all full-time positions
consistent with their individual seniority and shall not be obligated to any part-time position but may designate and
request such a position.
b) Certificated employees currently assigned to part-time positions shall be assigned to part-time positions only
consistent with their individual seniority and current assignment, provided no part-time certificated employee with less
seniority shall be assigned to any part-time position unless such a position is declined by all employees (full and parttime) with greater seniority.
Deviations from seniority-based selection for retention may be made where necessary to comply with affirmative action
program requirements as specifically mandated by an appropriate governmental agency other than the District.
7.4.7 ACTION BY THE SUPERINTENDENT
The provisions of the above subsections shall be implemented on or before May 15 of the school year prior to the school year
in which any staff reductions may be necessary. The Superintendent shall take such action as may be required by statute to
non-renew or adversely effect the employment contracts of effected employees.
7.4.8 EMPLOYMENT POOL
1. All certificated employees who are not recommended for retention in accordance with these procedures shall be
terminated from employment and placed in a layoff pool for possible re-employment for a period of up to two (2) years,
and one additional year if so requested within thirty (30) days of the expiration of the second year. Layoff pool personnel
will be given the opportunity to fill open positions within the categories or specialties identified in subsection 7.5.3 for
which they are qualified under 7.5.5. If more than one such employee is qualified for an open position, the criteria set
forth in subsection 7.5.6 shall be applied to determine who shall be offered such position. A laid off administrator may be
placed in an open position if no certificated unit member from the layoff pool is qualified under section 7.5 for that
position.
2. When a vacancy occurs for which persons in the layoff pool qualify, notification from the school district to such
individual will be by certified mail or by personal delivery. Such individual will have five (5) calendar days from the
receipt of the notice or seven (7) days from the mailing of such notice, whichever is the shortest, to accept the position. If
an individual fails to accept a position offered, such individual will be dropped from the layoff pool.
3. Acceptance or rejection of a part-time position by a teacher, who was non-renewed from a full time position, shall not
affect eligibility for employment in the layoff pool for full time employment.
4. Teachers in the layoff pool shall, if they so request, be placed on the substitute list and called as substitutes before any
non-layoff pool personnel.
5. Limited contract positions shall first be offered to individuals in the layoff pool in order of seniority if qualified for the
position. An individual so employed shall remain in the layoff pool at the expiration of the limited contract. Refusal by
an individual to accept a limited contract shall not remove said individual from the layoff pool.
7.4.9 CERTIFICATED EMPLOYEES' SENIORITY LIST
A seniority list of all employees within the bargaining unit shall be compiled by the District for each category contained in
7.5.3 and a copy forwarded to the President of the Association by the second Monday in January.
7.5
AUXILIARY PERSONNEL
The District agrees not to utilize auxiliary personnel in the performance of duties, which by law can only be performed, by
certificated personnel.
PAGE 28
7.6
CURRICULUM COMMITTEES
There shall be a curriculum committee to be called the Curriculum and Instruction Advisory Committee (CIAC) that will
function annually to make recommendations that may be forwarded to the Board by the Superintendent. The other procedures
and operation of the committee shall be determined by the committee, which shall contain at least four (4) members appointed
by the Association, consisting of one (1) Librarian, one (1) high school teacher, one (1) middle school teacher, and one (1)
elementary school teacher.
7.7
CALENDAR
The calendar and guidelines contained in Appendix G and H shall be incorporated by reference herein. The calendar
guidelines shall be used to set all District calendars in future years. By January 31 of every other year, the parties will
establish a calendar committee consisting of the Executive Director of Human Resources classified personnel, parents and
three (3) representatives appointed by SWEA. Utilizing the guidelines and taking a survey of community members,
bargaining unit members, and School Board Members, the committee will recommend a two year calendar to the School
Board by its April meeting. If the board rejects the recommendation, the committee will reconvene to deal with the issue.
The school board adopted calendar may be further modified through the collective bargaining process as it pertains to any
mandatory subject of bargaining.
7.8
WORKLOAD
1. The District shall, to the extent possible, equalize class size among teachers of the same grade or subject within the same
building.
2. The maximum class size for Sedro-Woolley schools shall be as follows:
Level
Preschool (per session)
Dev. Kindergarten (per session)
K-1
2-4
5-6
K-3 split (a)
3-4 split (a)
4-6 split (a)
7-12 Weight training
7-12 Special Education
7-12 English
7-12 PE (b)
7-12 Lab Science
7-12 All other except music
Max
12
12
24
26
27
21
22
23
32
20
28
39
28
32
Special Ed. Student Weighting Formula
Each special education student who is
mainstreamed into regular classes shall be
weighted 1.5 for the purposes of class size
consideration.
a.
The class size limits (actual student counts) for split classes shall be firm. Split classes that have weighted counts above the firm
numbers will be able to access class-size relief. Where there are no single grade classes on either side of the split class within
that school, nor additional room for additional classes within that school, these actual student counts may exceed the firm
number listed above and the SWSD will provide additional relief through the class size funds.
b.
For 7-12 PE classes, if the employee feels that the number of students creates an unsafe environment due to size of facility or
student/teacher ratio, the employee may notify the building principal of the concern. If determined unsafe by the building
principal, all parties will act to ensure that the unsafe condition is corrected in a timely manner. If determined safe by the
building principal, the employee has the right to appeal to the Superintendent’s designee within ten (10) school days. If it is
determined unsafe at this step, the situation will be corrected in a timely manner.
PAGE 29
3.
It is expressly understood that music classes shall be exempt from this provision except to the extent that the number of
students arguably affect instruction or health and/or safety. In the case of special team teaching programs, the
recommended class size numbers shall apply to student / teacher ratios rather than class sizes.
If the maximum number is exceeded for ten (10) working days, the teacher may request that the Human Resources
Department help resolve the problem. The solution may involve one or more of the following:
4.
a. Provide compensation for additional planning time as outlined in #7 below.
b. Hire new certificated staff as outlined in #7 below.
c. Provide paraprofessional time as outlined in #7 below.
d. Provide additional supplies and materials equivalent to the compensation for additional planning time in (a).
e. Grant substitute time for preparation equivalent to the compensation for additional planning time in (a).
f. Other remedies agreeable to the affected teacher.
Normally, response to the request will be within five working days of the request. If the response time is greater than five
days, interim relief will be provided within the constraints of the budget.
The workload provision shall be inoperable and not subject to the grievance procedure in the event of a financial crisis or
limited instructional facilities. Financial crisis shall be defined as levy failure or substantial reduction in enrollment or
substantial cuts in state or federal funds.
Normally, classroom teachers will not be required to accept more than three (3) mainstreamed students without
consultation. If, as a result of this limitation, a suitable placement is not available, the District may assign students to the
most appropriate regular classroom teacher for mainstreaming purposes, and if requested, provide written rationale.
$160,000 will be budgeted for remedies under this section. These dollars will be distributed in the following order:
a. All teachers requesting planning time support through February of each year shall be paid $40 per month per
student over the class size numbers listed above proportionate to the time of the day they are in excess of class
size,
b. At most, $40,000 of the allocated dollars may be used for employing additional teachers,
c. Up to $80,000 for paraprofessional support, and the rest for other remedies.
A preliminary calculation for all class size issues (typically submitted at the beginning of the school year) shall be made.
Any monies left over in this account will be carried forward to the subsequent year. Two class size informational
meetings will be offered each year, One near the beginning of the year and one shortly after the start of the second
semester. The purpose of these meetings is to clarify allocations.
Workload for Speech-Language Pathologists will be considered an overload when two or more of the following factors
are present:
5.
6.
7.
8.
1.
2.
3.
9.
Number of students with IEPs receiving direct services exceeds fifty-three (53).
Number of schools served exceeds three (3).
Schedules for direct services, indirect services, evaluation, assessment, planning, travel and required IEP
meetings exceed time available in the workweek.
In the event an SLP has a caseload concern, he/she will request a meeting with the Director of Special Programs. If the
identified need cannot be satisfactorily resolved at that level the SLP may pursue a solution with the Director of Special
Programs, a second district level administrator, such as the Executive Director of Student Learning and Instruction or
Executive Director of Human Resources, and a SWEA representative in order to arrive at an acceptable solution.
Solutions may include any of the following, but are not limited to: equalization of caseloads among staff, assignment of
additional staff, contracting with other agencies for the provision of services, adding educational assistant time, and
scheduling additional time and compensation for existing staff.
IEP caseload for special education teachers will be considered an overload when both of the following factors are present:
1.
2.
Number of students with IEPs receiving direct instruction exceeds thirty (30) for preschool-elementary and thirty-five
(35) for secondary.
Schedules for direct services, indirect services, evaluations, assessments, planning and required IEP meetings
exceeds time available in the workweek.
In the event a special education teacher has caseload and/or class size concerns, he/she will request a meeting with
the building principal and/or Associative Executive Director of Special Programs. If the identified need cannot be
satisfactorily resolved at that level, the special education teacher may pursue a solution with the Assistant
Superintendent, and a SWEA representative in order to arrive at an acceptable solution. Solutions may include any of
the following but are not limited to: equalization of caseloads among staff, assignment of additional staff, adding
instructional assistant time, and scheduling additional time and compensation for existing staff.
PAGE 30
10.
Teachers whose High School AP classes are over the class size limit are entitled to 1 release day per semester of the
overage.
7.9
IEP CONFERENCES
Regular classroom teachers may be required to participate in the preparation of individual educational plans (IEPs) for
students with disabilities during the workday. Such participation may include attendance at IEP conferences. Whenever
possible IEP conferences will be scheduled to fall within the regular teacher's workday, exclusive of scheduled planning time.
Conferences scheduled beyond the workday shall be infrequent and irregular. Conferences requiring regular classroom teacher
participation shall not be scheduled beyond the workday unless agreed to in advance by the regular classroom teachers
involved. The parties recognize and agree to adhere to the hours specified in 7.1 on a weekly basis, but that participation in an
IEP meeting may be cause for a different daily schedule.
7.10
IEP DEVELOPMENT AND PROCESSING
In the event that an employee has the responsibility for developing and processing individual educational programs (IEPs)
which require work beyond the regular workday, the employee shall be granted two (2) hours of release time for each IEP
developed. This release time will be scheduled with the employee's immediate supervisor. This time may also be taken as
compensation at the curriculum rate of pay. For our members of the Good Beginnings Pre-School program, provisions will
be made to allow time during the regular workweek to complete I.E.P.’s. In the event this is not possible, the members may
submit for compensation.
Speech Language Pathologists (SLPs) shall be granted one (1) hour of release time for each speech only IEP developed. This
release time may not impact services to students and will be scheduled with the employee's immediate supervisor. This time
may also be taken as compensation at the curriculum rate of pay.
7.11
HOLD HARMLESS
If the District makes modifications to the recommendations made by the IEP and Multi-Disciplinary teams, which are not
agreed to by these committee(s), the District shall assume full legal liability for such modifications.
7.12
KINDERGARTEN
The District shall not schedule required activities/conferences/screenings etc. for Kindergarten teachers during the days
designated in Appendix H. Building directed screening of students outside their regular workday will be paid for at per diem
out of building funds. Report Card Conference time and District directed screening/assessments that take place outside of
their regular workday will be paid for at per diem out of District funds. Kindergarten teachers who are .5 FTE and who do not
share a classroom with another teacher, shall have the option of working and getting paid for 1 full day at per diem for room
preparation per section 4.8.2. To address additional workload due to report card preparation and conferences, Kindergarten
teachers may submit an extra hour form to be compensated per diem for 1/2 day for .5 FTE teachers and for 1 day per diem
for 1.0 FTE teachers or they may request a substitute for that time in lieu of payment. Due to District scheduled ½ days, parttime kindergarten teachers may flex their time within five (5) working days to accommodate the additional time needed for the
supervision of their students on those days.
7.13
PART-TIME TEACHERS
During the days designated in Appendix H, part-time teachers who choose to participate in building/District directed inservices outside their regular workday shall be paid at per diem out of District funds. When staff request or are offered the
opportunity to attend meetings at the building level outside of their contracted time, compensation will be at curriculum rate
from the building budget subject to the principal’s prior approval.
PAGE 31
CHAPTER 8 EVALUATION
8.1
GENERAL
Certificated classroom teachers and certificated support personnel holding non-administrative positions (collectively referred
to as "employees" herein) shall be evaluated during each school year in accordance with the procedures and criteria set forth
herein, except Leave Replacement Employees as defined in RCW 28A.405.900. In addition, eligible employees may
participate in the Professional Growth Option (PGO, which is found in the Appendix section) consistent with RCWs and the
PGO requirements. Professional Growth and Evaluation of School Personnel (PGESP) procedures are found in Appendix I.
8.2
RESPONSIBILITY OF EVALUATION
Within each school, the principal and program supervisor shall be responsible for the evaluation of employees assigned to that
school. No member of the bargaining unit shall have the responsibility of evaluation of other members of the bargaining unit.
An employee assigned to more than one school may be evaluated by the principals of the assigned schools, but one primary
evaluator will prepare evaluation reports in accordance with the procedures contained herein. The administrative organization
plan of the District shall be used to determine the lines of responsibility for evaluation for any employee who is not regularly
assigned to any school. The principal or other supervisor may designate another evaluator to assist in the observation and
evaluation process, provided said other evaluator is not a member of the bargaining unit, and provided he/she has completed
the requirements of WAC 181-80-290. Employees shall be notified by October 1 as to the administrator responsible for their
evaluation. Employees shall be notified of any change in evaluators at least five (5) days in advance of any evaluation or
observation by the new evaluator.
8.3
STANDARD EVALUATION PROCEDURE
8.3.1 CRITERIA
Each employee shall be evaluated in accordance with the criteria and documentation appropriate to the employee's position,
which are set forth in the Appendix section
8.3.2 PROCEDURE REVIEW
At the beginning of each year, principals/supervisors shall schedule a meeting with the employees to review and explain the
evaluation document, criteria and procedures.
8.3.3 REQUIRED EVALUATIONS
1. All employees newly employed by the District shall be evaluated pursuant to these procedures and criteria within the first
ninety (90) days of the commencement of their employment.
2. All employees shall be evaluated annually. An initial observation of all employees shall be completed prior to January
20, whenever possible. All final evaluations shall be completed prior to June 1 of each year.
3. In the event an employee resigns prior to June 1, a final evaluation shall be completed prior to the resignation date.
4. If an employee is transferred to another position not under the supervisor's jurisdiction, an evaluation shall be made at the
time of such transfer.
8.3.4 PROCESS
1. Each employee shall be observed within the performance of their assigned duties a minimum of two (2) times per year,
for a total observation time of not less than sixty (60) minutes.
2. One formal observation shall be conducted for a period of not less than twenty (20) continuous minutes.
3. Prior to at least one of the observations, a pre-observation conference between the evaluator and the employee will be
conducted within a reasonable time prior to the observation, unless such conference is mutually waived.
4. Following each observation, the principal or other evaluator shall promptly document the results thereof using the
OBSERVATION WORKSHEET (found in the Appendix Section). The employee shall be provided with a copy of the
OBSERVATION WORKSHEET within three days after such report is prepared.
5. At least one post-observation or post-evaluation conference shall be conducted between the evaluator and the employee
during each school year. In addition to the foregoing, each employee, upon request, shall have the right to a postobservation conference with his/her evaluator within a reasonable time following the receipt by the employee of any
OBSERVATION WORKSHEET received pursuant to the above paragraph 8.3.4.4.
6. The employee shall sign the District's copy of the OBSERVATION WORKSHEET to indicate receipt. The signature of
the employee does not, however, necessarily imply that the employee agrees with the contents of the report.
PAGE 32
7.
8.
Each ANNUAL EVALUATION REPORT required under subsection 8.3.3 above shall be promptly forwarded to the
District personnel office for filing in the employee's personnel file.
Observations of less than twenty (20) minutes duration may be utilized by the evaluator at his/her discretion, provided
that the observation is of sufficient length to allow the evaluator to adequately assess the situation being observed, and the
employee receives a copy of the OBSERVATION WORKSHEET compiled by the evaluator. Such observations shall
not be utilized as the primary evidence in any non-renewal proceeding.
8.4
REPORT CONSISTENCY
Evaluation Reports resulting from two (2) or more observations of an employee (e.g. annual EVALUATION REPORT) shall
not be inconsistent with the reports of individual observations of the employee.
8.5
PROBATION
8.5.1 SUPERVISOR'S REPORT
In the event a principal or other supervisor determines, on the basis of the evaluative criteria (and through the standard
evaluation procedure contained in this agreement), that the performance of an employee is unsatisfactory, the supervisor shall
report the same in writing to the Superintendent on or before January 20. The report shall include the following:
1. An evaluation report covering the period from the beginning of the school year to the date of the report, which report shall
be dated no later than January 15.
2. A recommended specific and reasonable program designed to assist the employee in improving performance.
A copy of said report shall be submitted to the employee and one to the Association if the employee so requests. If the
employee disagrees with or questions any statement contained in the above report, that teacher may, within five (5) days
after receipt of the evaluation report, present a detailed statement concerning the points of disagreement for inclusion in
the employee's personnel file.
8.5.2 ESTABLISHMENT OF PROBATIONARY PERIOD
If the Superintendent concurs with the supervisor's judgment that the performance of the employee is unsatisfactory, the
Superintendent shall place the employee on probationary status beginning at any time after October 15 and no later than
February 1 for a period of sixty (60) school days ending no later than May 1. The employee shall be given written notice of
probation by the Superintendent, which notice shall contain the following information:
1. Specific areas of performance deficiencies.
2. A suggested specific and reasonable program for improvement.
3. A statement indicating the duration of the probationary period, and indicating that the purpose of the probationary period
is to give the employee the opportunity to demonstrate improvement in the area(s) of deficiency.
8.5.3 EVALUATION DURING PROBATIONARY STATUS
1. At or about the time of the delivery of a probationary letter, the principal or other supervisor shall hold a personal
conference with the probationary employee to discuss performance deficiencies and the remedial measures to be taken.
At said conference the employee shall be given a reasonable opportunity to have present a representative of the
Association if so desired.
2. During the probationary period, the employee may not be transferred from the supervision of the original evaluator. The
evaluator shall observe the probationary employee at least twice monthly for the purpose of documenting the performance
of the probationary employee and to make written evaluation of the progress, if any, made by the employee. The
provisions of paragraph 8.3.4.4 above shall apply to the documentation of the evaluation reports during the probationary
period. The principal or other evaluator shall meet with the probationary employee at least twice monthly during the
probationary period to discuss the evaluation reports required under this paragraph. As per RCW 28A.405.100 the
evaluator may authorize one additional certificated administrator to evaluate the probationer and to aid the employee in
improving his/her areas of deficiency.
3. The probationary employee may be removed from probation at any time if he/she has demonstrated improvement to the
satisfaction of the principal or other supervisor in those areas specifically detailed in the notice of probation.
8.5.4 SUPERVISOR'S POST-PROBATION REPORT
Unless the probationary employee has previously been removed from probation, the principal or other supervisor 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 employee has improved and which shall set forth one of the following recommendations for
further action:
PAGE 33
1.
2.
3.
That the employee has demonstrated sufficient improvement in the stated area(s) of deficiency to justify the removal of
the probationary status.
That the employee has demonstrated sufficient improvement in the stated area(s) of deficiency to justify removal of the
probationary status if accompanied by a letter identifying the area(s) where further improvement is required.
That the employee has not demonstrated sufficient improvement in the stated areas of deficiency and action should be
taken to non-renew the employment contract of the employee.
The supervisor's report shall include copies of all OBSERVATION WORKSHEETS and EVALUATION REPORT forms
completed during the probationary period. A copy of the above report shall be provided to the probationary employee.
8.5.5 ACTION BY THE SUPERINTENDENT
Following a review of any report submitted pursuant to subsection 8.5.4 above, the Superintendent shall determine which of
the alternative courses of action is proper and shall take appropriate action to implement such determination. In the event the
Superintendent determines that the employee has not demonstrated sufficient improvement in the stated areas of deficiency,
the Superintendent shall make a determination of probable cause for non-renewal of the employee's contract and shall provide
written notice thereof to the employee on or before May 15 pursuant to the requirements of RCW 28A. 405.210 provided such
probable cause determination shall not apply to any provisional employee.
8.6
APPLICABILITY TO GRIEVANCE PROCEDURE
The provisions of Chapter 9, Grievance Procedure, shall be applicable to Evaluation only as it relates to procedural issues,
provided, that no grievance proceeding shall limit the authority of the school district to proceed with probationary and/or nonrenewal action pursuant to the procedures established by state law.
PAGE 34
CHAPTER 9
GRIEVANCE PROCEDURE
9.1
CONDITIONS
The purpose of this procedure is to provide a means for the orderly adjustment of grievances of the District employees
covered under terms of this agreement.
9.1.1 DEFINITIONS
1. Class A Grievance: A dispute by an employee or the Association President concerning the interpretation or application of
the terms of the Agreement. Grievance brought by the Association President consistent with the timelines in 9.2 Step I,
may move automatically to Step III (Section 9.4).
2. Class B Grievance: A dispute by an employee that an existing district policy, regulation or rule has been misinterpreted
or misapplied.
3. Days: "Days" as used herein shall mean District business days.
9.1.2 TIME LIMITS
Failure of the District to act in a timely manner in Steps I, II, III, and IV will automatically move the grievance to the next
higher step for consideration. Failure of the grievant to act in a timely manner will nullify the grievant's claim at any step.
Time limits prescribed herein may be extended by mutual consent of the parties.
9.1.3 REPRESENTATION
The grievant may be represented by the Association and/or counsel, provided that any employee at any time may present the
grievance to the employer and have such grievance adjusted without the intervention of the exclusive bargaining
representative, as long as such representative has been given the opportunity to be present at that adjustment and to make
his/her views known, and as long as the adjustment is not inconsistent with the terms of the Agreement.
9.1.4 FREEDOM FROM REPRISAL
There shall be no reprisals by the District or administrative personnel against any aggrieved party or local Association
representative for reason of participation in the processing of a grievance in accordance with the provision of RCW 41.59.140.
9.1.5 ASSISTANCE IN INVESTIGATION
The District will supply the grievant, upon request, such information as is reasonably required for investigation or processing
of the specific alleged grievance.
9.1.6 RELEASE FROM DUTY
If attendance at mutually scheduled meetings, hearings or appeals relating to the grievance adjustment process, whether as a
grievant or witness, requires a certificated employee (as covered by this agreement) to be absent from his/her duty assignment,
shall be released without loss of pay.
9.2
STEP I: CLASS A, CLASS B
An employee shall first present the grievance to his/her supervisor for settlement. Such presentation shall be made within
thirty (30) days following the occurrence of the event giving rise to the grievance, or the time the event first became known to
the employee. The supervisor shall, within ten (10) days thereafter, provide to the employee an answer to the grievance.
9.3
STEP II: CLASS A, CLASS B
If the grievance is not resolved to the grievant's satisfaction in accordance with the preceding subsection, the grievant has ten
(10) days after talking to the supervisor to move the grievance forward by submitting it in writing to the supervisor for
reconsideration in the format listed below. A copy shall also be submitted to the official in the administration responsible for
personnel. The parties will have ten (10) days from submission of the written statement of grievance to resolve it through
meeting(s). A statement of the grievance shall contain the following:
1. The facts on which the grievance is based.
2. A reference to the specific provisions in this agreement which have been allegedly violated; or in a Class B grievance,
reference to the specific District policy, regulation or rule which has been allegedly violated.
3. The remedy sought.
PAGE 35
A written statement indicating the disposition of the grievance shall be furnished to the aggrieved by the supervisor.
9.4
STEP III: CLASS A, CLASS B
If no settlement has been reached within the ten (10) days referred to in Step II (Section 9.3) and the grievant believes the
grievance to be valid, the grievant shall submit a written statement of the grievance to the District's Superintendent or designee
within fifteen (15) days. After such submission, the parties will have fifteen (15) days to resolve the grievance through
meeting(s). A written statement indicating the disposition of the grievance shall be furnished the aggrieved.
9.5
STEP IV: CLASS B ONLY
If no settlement is reached in Step III (Section 9.4) within the specified or agreed time limit, and the grievant believes the
grievance to be valid, then a written statement of the grievance shall be submitted within fifteen (15) days to the Board. After
such submission, the parties will have thirty (30) days to resolve the grievance. The Board reserves the right to summon the
grievant for a hearing to review the grievance. The grievant reserves the right to appear before the Board for a hearing to
review the grievance. A written statement indicating the disposition of the grievance shall be furnished the aggrieved. The
decision of the Board shall be final and binding as rendered in this step.
9.6
STEP V: ARBITRATION, CLASS A ONLY
If no settlement is reached in Step III (Section 9.4) and the grievance falls within the terms of the Class A grievance
definition, then the grievant may, in writing within ten (10) days thereafter, request that the matter be submitted to an arbiter
for prompt hearing as hereinafter provided in subsections 9.6.1 through 9.6.3 inclusive.
9.6.1 NOTIFICATION
Written notice of request for arbitration shall be made to the Superintendent within ten (10) days of receipt of the decision in
Step III (Section 9.4).
9.6.2 ARBITER SELECTION
When a timely request has been made for arbitration, the parties may agree to select an impartial arbiter to hear and decide the
particular case. If this process is acceptable, the arbiter shall be mutually selected within five (5) days after submission of the
written request for arbitration.
In the event an arbiter is not agreed upon as provided above, the Association shall request the American Arbitration
Association (A.A.A.) or the Federal Mediation and Conciliation Services (FMCS) to submit a panel of seven (7) arbitrators.
The applicable rules of the A.A.A. or the FMCS shall be used to select from the list.
9.6.3 ARBITRATION PROCEEDINGS
Arbitration proceedings shall be in accordance with the following:
1. The arbiter shall hear and accept pertinent evidence submitted by both parties and shall be empowered to request such
data as the arbiter deems pertinent to the grievance. Any question(s) of arbitrability shall be decided by the arbiter. The
arbiter shall render a decision in writing to both parties within twenty (20) days of the completion of the hearing, unless
mutually extended.
2. The arbiter shall be authorized to rule and issue a decision in writing on the issue presented for arbitration which decision
shall be final and binding on both parties.
3. The arbiter shall rule on the basis of information presented in the hearing and on the basis of the arguments and
contentions of the parties as set forth in any pre and post-hearing briefs and shall refuse to receive any evidence after the
hearing except by mutual agreement.
4. Each party to the proceedings may call such witnesses as may be necessary in the order in which their testimony is to be
heard. Such testimony shall be pertinent to the matters set forth in the written statement of the grievance. The arguments
of the parties may be supported by oral comment and rebuttal. Such arguments of the parties, whether oral or written,
shall be pertinent to and directed at the matters set forth in the grievance.
5. Each party shall pay any compensation and expenses relating to its own witnesses or representatives.
6. The costs for the services of the arbiter, if any, including per diem expenses, if any, and travel and subsistence expenses
and the cost of the hearing room, will be borne equally by the Board and the Association. All other costs will be borne by
the party incurring them.
7. The total costs for the stenographic record (if requested) will be paid by the party requesting it. If the other party also
requests a copy, that party will pay one-half of the stenographic costs.
PAGE 36
9.6.4 EFFECT OF DECISIONS
All decisions arrived at under the provisions of this section, by the representatives of the District and the Association, or the
arbiter, shall be final and binding upon both parties, provided, however, in arriving at such decisions neither of the parties nor
the arbiter shall have the authority to alter this Agreement in whole or in part.
9.6.5 ELECTION OF REMEDIES
Matters for which another method of review is provided by law shall also be subject to this grievance procedure. If, however,
the statutory procedure is used by the employee, then the employee shall not use this grievance procedure for the same
complaint. If the grievance procedure is used by the employee, the employee shall not use the statutory procedure for the
same complaint.
PAGE 37
CHAPTER 10
DURATION
PAGE 38
APPENDIX A
ASSIGNMENT OF WAGES FORM
SEDRO-WOOLLEY EDUCATION ASSOCIATION
Name_______________________________________________________________________
Address_____________________________________________________________________
City______________________________________ Zip Code__________________________
TO: Sedro-Woolley School District
I, the undersigned, acknowledge that I am a member of the Sedro- Woolley Education
Association, an affiliate of the Washington Education Association and the National Education
Association. I hereby authorize you as my employer to deduct from my salary and to pay to the SedroWoolley Education Association membership dues in such amounts as the Association may certify as due
and owing by me in accordance with its Constitution.
I agree that this authorization and assignment shall be irrevocable for the current school year and
shall be automatically renewed each year thereafter unless written notice of revocation is given by me to
you and the Sedro-Woolley Education Association between August 1 and August 31 of any calendar year
and further agree that my revocation shall be effective on August 31 of the year in which notice of
revocation is given.
_______________________________
________________________________________
Date
Signature
PAGE 39
APPENDIX B
ASSIGNMENT OF WAGES FORM FOR RELIGIOUS OBJECTION
SEDRO-WOOLLEY EDUCATION ASSOCIATION
Name_______________________________________________________________________
Address_____________________________________________________________________
City__________________________________
Zip Code__________________________
TO: Sedro-Woolley School District
I, the undersigned, hereby authorize you as my employer to deduct from my salary and pay to the
________________________________________ charitable organization such representation fees
equivalent in amount to the membership dues and assessments as certified by the Association.
I agree this authorization and assignment shall be irrevocable for the current school year and shall
be automatically renewed each year thereafter unless written notice of revocation is given by me to you
and the Sedro-Woolley Education Association between August 1 and August 31 of any calendar year and
further agree that my revocation shall be effective on August 31 of the year in which notice of revocation
is given.
____________________________
________________________________________
Date
Signature
PAGE 40
APPENDIX C
PAGE 40
APPENDIX C CONT.
PAGE 41
APPENDIX D
Sedro-Woolley
School District
Time, Responsibility and Incentive Form
The Time, Responsibility, and Incentive (TRI) Stipend schedule in Appendix C is an incentive to provide the additional
services listed below which fall outside the basic contract.
The TRI stipend recognizes that employees provide a professional responsible level of service in the following areas which
are beyond the basic contract:
i)
ii)
iii)
iv)
preparation of the classroom or workspace before, after, and during the school year for quality instruction or
support of instruction;
building activities outside the workday, such as fall and spring open houses, curriculum nights, parent education
nights, school and community functions, and concerts;
self-reflection, goal setting, and related professional growth activities such as workshops, classes, conferences,
seminars or research projects;
grade level, department, building, job-alike and/or District committees, task forces, processes, and activities; and
fulfillment of basic contract expectations that may fall outside the regular workday such as planning of
instruction and curriculum, the evaluation of student work, the preparation of student assessments, the
preparation of summative progress and grade reports for timely distribution, IEP and Section 504 meetings, and
communicating with parents and students.
My signature below indicates that I have met my obligations for the TRI Stipend for the ___________ school year as per the
SWEA Collective Bargaining Agreement.
_______________________________
Employee Printed Name
_____________________
Building(s)
_______________________________
Employee Signature
_____________________
Date
Note: This form must be submitted on or before the last contracted work day of the school year.
PAGE 42
APPENDIX E
PAGE 43
APPENDIX E (CONT.)
PAGE 44
APPENDIX E (CONT.)
T.A. on SWSD proposal on Department Chair/Instructional Leader stipends & structure
1. Four (4) instructional leaders to plan and run four (4) building directed in-services and attend thirteen
(13) instructional leader meetings after school throughout the year and other duties as outlined in the job
description. Annual stipend shall be $1750 per position and placed on the supplemental salary schedule.
2. Ten (10) department chair positions to take care of department items, oversee department PLCs, and
other duties as outlined in the job description. Attend up to twelve (12) hours of meetings with the
administration after school hours from August through June, and one (1) – six (6) hour meeting during a
contracted workday in the spring. Annual stipend shall be $2500 per position and placed on the
supplemental salary schedule. An additional $150 per position will be paid out of the building budget for
the day in August.
3. The department chair positions will be posted on a rotational basis starting with the 2012-2013 school
year and will follow the schedule below:
Subject
Counseling
CTE
English
Fine Arts
Foreign Language
Math
PE/Health
Science
Social Studies
Special Education
10-11
Post
Post
Post
Post
Post
Post
Post
Post
Post
Post
11-12
12-13
Post
13-14
14-15
15-16
Post
16-17
Post
Post
17-18
Post
Post
Post
Post
Post
Post
Post
Post
Post
Post
Post
Post
Post
Post
Post
Post
PAGE 45
APPENDIX E (CONT.)
PAGE 46
APPENDIX F
PAGE 47
APPENDIX F cont.
PAGE 48
APPENDIX G
CALENDAR GUIDELINES -- SEDRO-WOOLLEY SCHOOL DISTRICT #101
New Teacher Orientation – At least one orientation day for new teachers to the District to be scheduled prior to the start of
the school year.
Labor Day – Unpaid day.
Learning Improvement Days – The days will be scheduled pursuant to applicable WAC's and RCW's. Placement and
utilization of these days will be bargained with representation from SWEA.
First Student Day – Prior to determining the start date, attempts will be made to coordinate with other area districts.
District Staff Development – Minimum of four hours may be scheduled during the school year.
Parent/Teacher Conferences – Minimum of 15 hours to be used for elementary conferences to be scheduled as appropriate.
Minimum of 12 hours to be used for secondary conferences to be scheduled as appropriate.
Veteran's Day – Unpaid day.
Thanksgiving Vacation – Two-hour early dismissal Wednesday prior to Thanksgiving; Thursday and Friday are unpaid days.
Winter Break – Seven to twelve consecutive unpaid weekdays in length, inclusive of December twenty-third and January
first.
Martin Luther King Day – Unpaid day.
President's Day – Unpaid day.
Transition Day – Will consist of one non-student day between the semesters at the secondary level and the 2 nd and 3rd
trimesters at the elementary level.
Spring Break – Will consist of 5 consecutive unpaid weekdays. Prior to determining the date of Spring break, attempts will
be made to coordinate with other area districts and give full consideration to the dates of the administration of the state
assessments.
Memorial Day – Unpaid day.
Make up days – Will be added first by utilizing any available make-up day identified on the calendar not including winter
break or spring break. Should additional days be required, the school year will be extended.
Other – Any other item referenced in the collective bargaining agreement that impacts the calendar will be scheduled
appropriately.
By January 31 of every year, the parties will establish a calendar committee consisting of the Executive Director of Human
Resources, classified personnel, parents and three (3) representatives appointed by SWEA. Utilizing the guidelines and taking
a survey of community members, bargaining unit members, and School Board Members, the committee will recommend a
two-year calendar to the School Board by its April meeting. If the board rejects the recommendation, the committee will
reconvene to deal with the issue.
The school board adopted calendar may be further modified through the collective bargaining process as it pertains to any
mandatory subject of bargaining.
PAGE 49
APPENDIX H
PAGE 50
APPENDIX I
PAGE 51
APPENDIX I (Cont.)
PAGE 52
APPENDIX I (Cont.)
PAGE 53
APPENDIX I (Cont.)
PAGE 54
APPENDIX I (Cont.)
PAGE 55
APPENDIX I (Cont.)
PAGE 56
APPENDIX I (Cont.)
PAGE 57
APPENDIX I (Cont.)
PAGE 58
APPENDIX I (Cont.)
PAGE 59
APPENDIX I (Cont.)
Click below for a link to:
Instructional Framework 5D+ with possible teacher observables
PAGE 60
APPENDIX I (Cont.)
Washington State Criteria/5D+/Student Growth Combined Rubrics
PAGE 61
APPENDIX I (Cont.)
PAGE 62
APPENDIX I (Cont.)
PAGE 63
APPENDIX I (Cont.)
PAGE 64
APPENDIX I (Cont.)
PAGE 65
APPENDIX I (Cont.)
PAGE 66
APPENDIX I (Cont.)
PAGE 67
APPENDIX I (Cont.)
PAGE 68
APPENDIX I (Cont.)
PAGE 69
APPENDIX I (Cont.)
PAGE 70
APPENDIX I (Cont.)
PAGE 71
APPENDIX I (Cont.)
PAGE 72
APPENDIX I (Cont.)
PAGE 73
APPENDIX I (Cont.)
PAGE 74
APPENDIX I (Cont.)
PAGE 75
APPENDIX I (Cont.)
PAGE 76
APPENDIX I (Cont.)
PAGE 77
APPENDIX I (Cont.)
PAGE 78
APPENDIX I (Cont.)
PAGE 79
APPENDIX I (Cont.)
PAGE 80
APPENDIX I (Cont.)
PAGE 81
APPENDIX I (Cont.)
PAGE 82
APPENDIX I (Cont.)
PAGE 83
APPENDIX J
STATEMENTS OF MINIMAL EVALUATIVE CRITERIA FOR TEACHERS
Criterion 1 Instructional Skill - The teacher demonstrates competency (knowledge and skill) in designing and conducting
an instructional experience.
Possible Indicators: The evaluation procedure assesses such teacher abilities and practices as:
1.1 identifying the learning needs of individual pupils;
1.2 establishing learning objectives/outcomes consistent with individual pupil learning needs;
1.3 planning and developing a variety of instructional experiences appropriate to specified learning objectives/outcomes;
1.4 conducting/implementing the instructional plan/experience;
1.5 using the principles of learning to facilitate the learning of objectives;
1.6 assessing pupil's learning/achievement of outcomes and in using the resultant data in the design of future instructional
experiences;
1.7 identifying and implementing local school district policies which affect/influence instructional decisions, school and
classroom procedures, etc.
Criterion 2 Classroom Management - The teacher demonstrates competency
(knowledge and skill) in organizing the physical and human elements in the educational setting.
Possible Indicators: The evaluation procedure assesses such teacher abilities and practices as:
2.1 selecting/creating and using curriculum/instructional materials and media appropriate to the pupil(s) subject matter, and
the outcome/objective to be achieved;
2.2 organizing the physical setting so that it contributes to learning;
2.3 identifying and appropriately using instructional resources available throughout the school district and the community;
2.4 organizing individual, small group, or large groups learning experiences as appropriate to the pupil(s), subject matter, and
outcomes desired;
2.5 providing a classroom climate conducive to student learning.
Criterion 3 Professional Preparation and Scholarship - The teacher exhibits evidence or having a theoretical background
and knowledge of the principles and methods of teaching, and a commitment to education as a profession.
Possible Indicators: The evaluation procedure assesses the teacher's demonstrated
knowledge of and ability to:
3.1 use instructional strategies/methods appropriate to the pupil(s), subject matter(s) taught, and learning outcomes desired;
3.2 relate/use the principles and methods of teaching theory (learning, motivation, development, personality) as a basis for the
design of learning experiences;
3.3 specify educational philosophy underlying one's instructional decision;
3.4 demonstrate commitment to professional activities (attendance at local and state meetings, consortium activities,
participation on special committees, etc.);
3.5 implement statutes and rules/regulations which have implications for the professional's practice, subject matter
specialization, school policy;
3.6 demonstrate commitment to the profession and its code of ethics.
Criterion 4 Effort Toward Improvement When Needed - The teacher demonstrates an awareness of his limitations and
strengths by efforts to improve or enhance competence.
Possible Indicators: The evaluation procedure assesses the teacher's commitment to and participation in:
4.1 inservice and career development activities sponsored by the district, educational service district, and professional
organizations;
4.2 continuing education and training initiated and selected by the individual;
4.3 follow-through and response to recommendations included in periodic and annual personnel evaluations;
4.4 self-assessment/evaluation and identification of strengths, needs limitations.
Criterion 5 The Handling of Student Discipline and Attendant Problems - The teacher demonstrates ability to manage
the non-instructional, human elements/dynamics occurring among pupils in the educational setting.
Possible Indicators: The evaluation procedure considers such teacher abilities and practices as:
PAGE 84
APPENDIX J CONT.
5.1
5.2
5.3
5.4
5.5
5.6
recognizing conditions, which may lead to disciplinary problems;
establishing clear parameters for student "in-classroom conduct and make known these expectations;
developing appropriate strategies for preventing disciplinary problems;
responding appropriately to disciplinary problems when they do occur;
resolving discipline problems in accordance with law, school board policy, and administrative regulations and policies;
assisting students toward self-discipline and acceptable standards of student behavior.
Criterion 6 Interest in Teaching Pupils - The teacher demonstrates commitment to each pupil's unique background and
characteristics and enthusiasm for enjoyment in working with pupils.
Possible Indicators: The evaluation procedure assesses the extent to which the teacher:
6.1 enjoys the process of working with students;
6.2 recognizes characteristics of each student;
6.3 uses knowledge of individual student(s) to design learning experiences and facilitate learning.
Criterion 7 Knowledge of Subject Matter - The teacher demonstrates a depth and breadth of knowledge of theory and
content in general education and subject matter specialization(s) at the elementary and/or secondary levels.
Possible Indicators: The evaluation procedure assesses the teacher's knowledge of the subject(s) he is required to teach and
will consider the:
7.1 depth of knowledge in the subject matter area;
7.2 extent to which the teacher keeps abreast of new developments, ideas and events in the subject matter area(s);
7.3 enthusiasm and interest of the teacher in the subject(s) taught as reflected in the teacher's continuing professional
development;
7.4 relationship between one's subject matter field and other disciplines/subjects;
7.5 breadth of knowledge in general education/liberal arts or pursuit of such knowledge.
PAGE 85
APPENDIX K
OBSERVATION WORKSHEET (OW)
EVALUEE:
EVALUATOR:
Name______________________________________ Name____________________________________
Position____________________________________ Title_____________________________________
Building____________________________________ Observation Date___________________________
Introduction: This worksheet is to serve as a discussion focus between the evaluator and the evaluee. It is to provide an
instrument for goal setting during the school year and will not be included as part of the evaluee's permanent record.
EVALUATION CRITERIA
I. Instructional Skill: The certificated classroom teacher demonstrates, in his/her performance, a competent level of knowledge and
skill in designing and conducting an instructional experience.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
Makes provision for differences in ability among students.
Provides for the previous knowledge, abilities and interests of the class.
Makes effective use of instructional equipment, material and resource personnel.
Provides a variety of activities in keeping with the maturity and attention span of students.
Implements lesson plans but permits flexibility.
Gives explanations, assignments and directions clearly.
Makes reasonable and appropriate assignments.
Motivates students by making lessons interesting and challenging.
Helps students to develop acceptable work habits and study skills.
Uses student learning objectives in planning instructional experiences for students.
Evaluates daily lessons and units of study by assessing student achievement by objectives.
S
S
S
S
S
S
S
S
S
S
S
U
U
U
U
U
U
U
U
U
U
U
NA
NA
NA
NA
NA
NA
NA
NA
NA
NA
NA
Comments:____________________________________________________________________________________
______________________________________________________________________________________________
II. Classroom Management: The certificated classroom teacher demonstrates, in his/her performance, a competent level of
knowledge and skill in organizing the physical and human elements in the educational setting.
1. Selects and prepares equipment and materials in advance of lesson.
2.
3.
Maintains orderly, attractive and stimulating classroom environment and atmosphere.
Organizes individual, small group and large group experiences as appropriate.-
S
S
S
U
U
U
NA
NA
NA
Comments_____________________________________________________________________________________
______________________________________________________________________________________________
III. Professional Preparation And Scholarship: The certificated classroom teacher exhibits, in his or her performance,
evidence of having a theoretical background and knowledge of the principles and methods of teaching, and commitment to
education as a profession.
1.
2.
3.
4.
5.
6.
Considers abilities, interests and present performance levels of students in planning.
Establishes immediate and long-range objectives.
Prepares effective plans to meet objectives.
Plans for continuing evaluation in lessons and uses results planning subsequent lessons.
Provides adequate plans for a substitute teacher.
Possesses and maintains appropriate academic background in subject area.
S
S
S
S
S
S
U
U
U
U
U
U
NA
NA
NA
NA
NA
NA
PAGE 86
APPENDIX K CONT.
7. Demonstrates commitment to the profession and its code of ethics.
S
U
NA
Comments_____________________________________________________________________________________
______________________________________________________________________________________________
IV. Effort Toward Improvement When Needed: The certificated classroom teacher demonstrates an awareness of his or
her limitations and strengths, and demonstrates continued professional growth.
1.
2.
3.
4.
Participates in in-service and career development activities
Participates in continuing education and training initiated by the teacher.
Follows through with recommendations make in evaluations.
Sets personal goals.
S
S
S
U
U
U
NA
NA
NA
Comments_____________________________________________________________________________________
______________________________________________________________________________________________
V. The Handling Of Student Discipline And Attendant Problems: The certificated classroom teacher demonstrates the
ability to manage the non-instructional, human dynamics in the educational setting.
1. Classroom is quiet when appropriate.
2. Requires attention to the teacher when instruction is being given.
3. Requires students to conform to established rules.
4. Shows consistency and fairness in dealing with student behavior.
5. Disciplines students in firm but controlled manner.
6. Encourages students to develop courtesy, self-control, respect and responsibility.
7. Enlists assistance of counselors, vice-principal, principal and
other support personnel when necessary.
8. Assists in maintaining control and enforcing rules throughout school.
S
S
S
S
S
S
U
U
U
U
U
U
NA
NA
NA
NA
NA
NA
S
S
U
U
NA
NA
Comments_____________________________________________________________________________________
______________________________________________________________________________________________
VI. Interest In Teaching Pupils: The certificated classroom teacher demonstrates an understanding of and commitment to
each pupil, taking into account each individual's unique background and characteristics. The certificated classroom teacher
demonstrates enthusiasm for or enjoyment in working with pupils.
1.
2.
3.
4.
Develops rapport with the student as an individual in a professional manner.
Deals with personal information and communication in an ethical manner.
Evaluates individual student progress regularly and maintains records for
report cards and/or parent conferences.
Provides guidance and assistance for students.
S
S
S
U
U
U
NA
NA
NA
S
U
NA
Comments_____________________________________________________________________________________
______________________________________________________________________________________________
VII. Knowledge Of Subject Matter: The teacher demonstrates a depth and breadth of knowledge of theory and content in
general education and subject matter specialization(s) appropriate to the elementary and/or secondary level(s).
1.
2.
Possesses and maintains competence in subject matter.
Keeps current on new developments, ideas and events in subject area(s) taught.
S
S
U
U
NA
NA
Comments__________________________________________________________________________________
PAGE 87
APPENDIX K CONT.
Additional Comments: _________________________________________________________________
___________________________________________________________________________________________
___________________________________________________________________________________________
___________________________________________________________________________________________
___________________________________________________________________________________________
Date of Conference (if held): ____________________________
Evaluator's Signature: ________________________________________________________
Evaluee's Signature: ________________________________________________________________________
(The evaluee's signature indicates that he/she has read the evaluation but does not necessarily imply agreement)
PAGE 88
APPENDIX L
EVALUATION OF PROFESSIONAL PERFORMANCE (EPP)
Classroom Teacher
Type of Evaluation
NAME___________________________________________
_________Annual
SCHOOL_________________________________________
_________90 Day
Teaching Assignment________________________________
_________Other
___________________________________________________________________________
It is my judgment, based upon adopted criteria that this employee's overall performance has been
______________________ _______________________ during the period covered in this report.
(satisfactory or unsatisfactory)
________________________________________
Principal's Signature
________________________________________________________________________________________
This evaluation is based in whole or in part upon observations for the purpose of evaluation which occurred on the dates and
for the duration as indicated as follows:
____________________________________________________________________________
CRITERIA
(Refer to list of
adopted criteria)
STRENGTHS, WEAKNESSES,
SUGGESTIONS FOR IMPROVEMENT
(Comments must be made in each category where the
"unsatisfactory" column is checked)
satisfactory
unsatisfactory
comments
Professional Preparation
And Scholarship
Knowledge Of Subject Matter
Instructional Skill
Classroom Management
Handling Of Student Discipline
And Attendant Problems
Interest In Teaching Pupils
Effort Toward Improvement
When Needed
ADDITIONAL COMMENTS_______________________________________________________________
____________________________________________________________________________________
My signature below indicates that I have seen this evaluation. It does not necessarily indicate agreement with the findings.
Date__________________________ Employee__________________________________
PAGE 89
APPENDIX M
STATEMENTS OF MINIMAL EVALUATIVE CRITERIA FOR CERTIFICATED SUPPORT
PERSONNEL (EDUCATIONAL STAFF ASSOCIATES)
Below are listed the five evaluative criteria which school districts will be required to use as a minimum basis for
evaluating the performance of the certificated educational staff associates (ESA's) serving in their districts.
Under each criterion are listed a number of indicators which might serve as a basis for determining the extent to which
the educational staff associate was actually meeting the criterion. Indicators listed under each criterion are examples only, and
the specific indicators actually employed in a district would be determined through the formal negotiation process.
Criterion 1 Knowledge and Scholarship in Special Field - The ESA demonstrates a depth and breadth of knowledge of
theory and content in the special field; the ESA demonstrates an understanding of and knowledge about common school
education and the educational milieu grades P-12, and demonstrates the ability to integrate an area of specialty into the total
school milieu.
Possible Indicators: The evaluation procedure assesses the ESA's competency to:
1.1 provide a theoretical rationale for the ESA's individual use of various procedures;
1.2 demonstrate understanding of the basic principles of human growth and development;
1.3 demonstrate awareness of personal and professional limitations and have the ability and knowledge to make appropriate
referrals;
1.4 relate and apply knowledge, research findings and theory deriving from the ESA's discipline to the development of a
program of services.
Criterion 2 Specialized Skills - The ESA demonstrates competency (skill and knowledge) in designing and conducting
specialized programs of prevention, instruction, remediation and/or evaluation.
2.1 design and conduct a program providing specific and unique services within the ESA's discipline;
2.2 demonstrate ability to synthesize and integrate testing and non-testing data concerning the student;
2.21 to help student integrate and assimilate data;
2.22 to help others involved with the student interpret and use data appropriately and accurately;
2.23 to help other specialists by providing case study materials;
2.3 administer assessment procedures or to organize and prepare those whom will administer assessment procedures;
2.4 demonstrate ability to assist teachers and administrators integrate specialized information into the regular curricular
program;
2.5 develop goals and objectives, which will facilitate the implementation of programs and services.
Criterion 3 Management of Special and Technical Environment - The ESA demonstrates competency in managing and
organizing the special materials, equipment and environment essential to the specialized program.
3.1 select or recommend testing and non-testing devices, material, and equipment appropriate to student needs;
3.2 demonstrates the use and an understanding of the limitations and restrictions of devices, materials, and procedures, etc.;
3.3 use comparative and interpretive data;
3.4 create 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.
Criterion 4 The ESA as a Professional - The ESA demonstrates awareness of his limitations and strengths and attempts to
improve and enhance competence; the ESA demonstrates knowledge of and commitment to the ethical code supported by his
special competence area.
PAGE 90
APPENDIX M CONT.
4.1 demonstrate awareness of the law as it relates to area of specialization;
4.2 demonstrate awareness of responsibilities to students, parents, and other educational personnel as defined by the
professional code of ethics supported by the ESA's competence area;
4.3 demonstrate commitment to professional activities (attendance at local and state meetings, consortium activities,
participation on special committees, etc.);
4.4 demonstrate commitment to the concept of career-long professional growth by participation in workshops and seminars
or graduate study.
Criterion 5 Involvement in Assisting Pupils, Parents, and Education Personnel - The ESA demonstrates competency in
offering specialized assistance and initiative in identifying those needing specialized programs.
Possible Indicators: The evaluation procedure assesses the ESA's commitment to, and competence in, offering specialized
assistance to:
5.1 consult with other ESA staff, school personnel, and parents, concerning the development, coordination, and/or
extension of services to those needing specialized programs;
5.2 plan and develop an ESA program to serve the preventive and developmental needs of the school population and the
special needs for some students;
5.3 interpret characteristics and needs of students to parents, staff, and community, in group and individual settings via oral
and written communications.
PAGE 91
APPENDIX N
SEDRO-WOOLLEY SCHOOL DISTRICT NO 101
Sedro-Woolley, Washington
OBSERVATION WORKSHEET FOR CERTIFICATED SUPPORT PERSONNEL
(EDUCATIONAL STAFF ASSOCIATES)
Evaluee
Evaluator
Name:
Name:
Position:
Title:
Building:
Observation Date:
Introduction: This worksheet is to serve as a discussion focus between the evaluator and the evaluee. It is to provide an
instrument for goal setting during the school year and will not be included as part of the evaluee’s permanent record.
I.
KNOWLEDGE AND SCHOLARSHIP IN SPECIAL FIELD: The ESA demonstrates a depth and breadth of
knowledge of theory and content in the special field; the ESA demonstrates an understanding of and knowledge about
common school education and the educational milieu grades K-12, and demonstrates the ability to integrate an area of
specialty into the total school milieu.
The evaluation procedure assesses the ESA's competency to:
1.
Provide a theoretical rationale for the ESA's individual use of various procedures.
2.
Demonstrate understanding of the basic principles of human growth and development.
3.
Demonstrate awareness of personal and professional limitations and have the ability and knowledge
to make appropriate referrals.
4.
Relate and apply knowledge, research findings and theory deriving from the ESA's discipline to the
development of a program of services.
S
U
NA
U
NA
COMMENTS:
II.
SPECIALIZED SKILLS: The ESA demonstrates competency (skill and knowledge) in designing and conducting
specialized programs of prevention, instruction, remediation and/or evaluation.
1. Design and conduct a program providing specific and unique services within the ESA's discipline.
2. Demonstrate ability to synthesize and integrate testing and non-testing data concerning the student.
3. To help student integrate and assimilate data.
4. To help others involved with the student interpret and use data appropriately and accurately.
5. To help other specialists by providing case study materials.
6. Administer assessment procedures or to organize and prepare those who will administer assessment
procedures.
7. Demonstrate ability to assist teachers and administrators integrate specialized information into the
regular curricular program.
8. Develop goals and objectives, which will facilitate the implementation of programs and services.
S
COMMENTS:
PAGE 92
APPENDIX N CONT.
III.
MANAGEMENT OF SPECIAL AND TECHNICAL ENVIRONMENT: The ESA demonstrates competency in
managing and organizing the special materials, equipment and environment essential to the specialized program.
1. Select or recommend testing and non-testing devices, material, and equipment appropriate to
student needs.
2. Demonstrates the use and an understanding of the limitations and restrictions of devices, materials,
and procedures, etc.
3. Use comparative and interpretive data.
4. Create 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.
S
U
NA
COMMENTS:
IV.
THE ESA AS A PROFESSIONAL - The ESA demonstrates awareness of his/her limitations and strengths and attempts
to improve and enhance competence; the ESA demonstrates knowledge of and commitment to the ethical code
supported by his special competence area.
1. Demonstrate awareness of the law as it relates to area of specialization.
2. Demonstrate awareness of responsibilities to students, parents, and other educational personnel
as defined by the professional code of ethics supported by the ESA's competence area.
3. Demonstrate commitment to professional activities (attendance at local and state meetings,
consortium activities, participation on special committees, etc.)
4. Demonstrate commitment to the concept of career-long professional growth by participation
in workshops and seminars or graduate study.
S
U
NA
COMMENTS:
V.
INVOLVEMENT IN ASSISTING PUPILS, PARENTS, AND EDUCATION PERSONNEL - The ESA demonstrates
competency in offering specialized assistance and initiative in identifying those needing specialized programs.
1. Consult with other ESA staff, school personnel, and parents, concerning the development,
coordination, and/or extension of services to those needing specialized programs
2. Plan and develop an ESA program to serve the preventive and developmental needs of the school
population and the special needs for some students.
3. Interpret characteristics and needs of students to parents, staff, and community, in group and
individual settings via oral and written communications.
S
U
COMMENTS:
ADDITIONAL COMMENTS:
Date of Conference (if held) _________________________________________________________________________
Evaluator's Signature ______________________________________________________________________________
Evaluee's Signature _______________________________________________________________________________
(The evaluee's signature indicates that he/she has read the evaluation, but does not necessarily imply agreement)
PAGE 93
NA
APPENDIX O
Counselor, Psychologist, Speech Therapist, Nurse
Type of Evaluation
NAME________________________________________________ _________Annual
SCHOOL______________________________________________
_________90 Day
Specialist Assignment____________________________________ _________Other
(Specify if less than full time)
It is my judgment, based upon adopted criteria that this employee's overall performance has been
______________________________________________ during the period covered in this report.
_________________________________________
___________________________________________________________________________
CRITERIA
(Refer to list of adopted criteria)
(Comments must be made in each category where the
"unsatisfactory" column is checked)
satisfactory
unsatisfactory
comments
Personal Characteristics
Relationship with Pupils
Individual Assessment
Relationship with Parents
Relationship with Teachers
Relationship with Administrators
Professional Attitude & Activities
Consultation & Coordination
____________________________________________________________________________________
Date__________________________
Employee__________________________________________
PAGE 94
APPENDIX P
Librarian
Type of Evaluation
NAME________________________________________
_________Annual
SCHOOL______________________________________
_________90 Day
Librarian_______________________________________
_________Other
(Specify if less than full time)
It is my judgment, based upon adopted criteria, that this employee's overall performance has been
_______________________________________________ during the period covered in this report.
__________________________________
___________________________________________________________________________
___________________________________________________________________________
CRITERIA
(Refer to list of
adopted criteria)
(Comments must be made in each category where the "unsatisfactory" column is
checked)
satisfactory
unsatisfactory
comments
Media Role
Program Planning
Teaching
Library Management and
Discipline
Pupil-Librarian Relations
Personal Relations
____________________________________________________________________________________
Date__________________________
Employee________________________________________________
PAGE 95
APPENDIX Q
PROFESSIONAL GROWTH OPTION VERIFICATION
NAME_____________________________________ SCHOOL YEAR__________________________________
SCHOOL___________________________________ SUPERVISOR____________________________________
GRADE____________________________________ SUBJECT(S)______________________________________
GOAL(S) TEACHER, STUDENT, PROGRAM, ORGANIZATIONAL (TO BE COMPLETED BY STAFF MEMBER):
__________________________________________________________________________________________________
__________________________________________________________________________________________________
__________________________________________________________________________________________________
__________________________________________________________________________________________________
IDENTIFY SELF-ASSESSMENT INSTRUMENT(S) USED__________________________________________________
__________________________________________________________________________________________________
TO BE COMPLETED BY SUPERVISOR:
PLANNING WORKSHEET WAS COMPLETED AND ACTIVITIES AND PROGRESS TOWARD GOAL ATTAINMENT
WERE VERIFIED THROUGH ROUTINE OBSERVATION:
_____________________________'S OVERALL PERFORMANCE HAS BEEN SATISFACTORY AND HAS MET
STATUTORY REQUIREMENTS.
DATE______________________
STAFF MEMBER_________________________________________
DATE______________________
SUPERVISOR____________________________________________
PAGE 96
APPENDIX Q (Cont.)
PROFESSIONAL GROWTH OPTION REQUIREMENTS
(PGO)
1.
The Professional Growth Option(PGO) shall be available to teachers who have successfully completed four years of
service with all satisfactory criteria indicators of the Evaluation of Professional Performance (EPP) report in the SedroWoolley School District.
2.
The PGO shall encourage professional growth through goal setting and shall involve the teacher and the administrator in
cooperative discussions, planning and collegial interaction for the accomplishment of goals.
3.
The certificated employee shall complete an annual self-assessment, including the setting of individual professional goals
and outlining a plan for accomplishing them. The plan may include observation and comment by one or more peers of
the employee's choice, comments by students and/or comments by parents of students. Such observations and comments
shall not be included as part of the certificated employee's personnel file.
4.
All written materials except the PGO verification form generated for or resulting from the PGO process shall be kept
separate from the personnel file.
5.
During the Spring, new potential PGO participants for the following year will be identified and shall commit to attend an
in-service regarding goal setting, communication and improvement of instruction. This will allow individuals, where
applicable, to plan summer activities related to their potential goals.
6.
During September and October teacher participants and supervisors shall meet to thoroughly discuss the potential goals
and complete the PGO planning worksheet. Teachers should have in mind: the goals, the areas to be investigated,
resources needed, colleagues to be involved, methods for collecting data and the methods for assessing growth toward the
goals.
7.
Throughout the year, the teacher and the supervisor shall meet formally and informally to discuss collaboratively the
progress on the goals and to refine and update any need for resources..
8.
Thirty minutes of continuous observation documented on the District's PGO Verification form report of the observation
shall be required. A written summary shall be given to the employee, but not placed in the personnel file.
9.
In April or May a final meeting shall be held to analyze data and review the success of the goals. At this meeting the
PGO Verification Form shall be completed collaboratively to be submitted to the employee’s personnel file. At this final
meeting the supervisor will verify that the employee has met state statutory requirements and the teacher shall identify the
self-assessment instrument they used.
10. Additional documentation (not including the PGO Verification Form) from the PGO cycle may not pass to the EPP cycle
nor the employee’s personnel file.
11. Either the administrator or the teacher may upon written notice on or before November 1 terminate the PGO program and
revert to the EPP.
PAGE 97
APPENDIX R
PAGE 98
APPENDIX S
PAGE 99
APPENDIX T
PAGE 100
APPENDIX U
PAGE 101

Sedro-Woolley - schoolcontracts.info

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