July 1, 2014 i
TABLE OF CONTENTS
ARTICLE PAGE I AGREEMENT 1 II RECOGNITION 2 III CONTRACTUAL GRIEVANCE PROCEDURE 3 IV HOURS OF EMPLOYMENT 8 V LEAVES 16 Sick Leave 18 Sick Leave – Illness or Hospital Confinement of Members of Immediate Household 19 Industrial Accident or Industrial Illness Leave 20 Bereavement Leave 21 Sabbatical Leave 21 Military Leave 26 Community Service Leave 27 Jury Duty 27 Personal Partial-Paid Leave 27 Personal Necessity Leave 28 Long Term Illness Leave 28 Absence in Excess of Earned Sick Leave 29 Personal Leave 30 Peace Corps/Americorps Leave 30 Teacher Corps Leave 31 Organization Leave 32 Legislative Leave 32
July 1, 2014 ii
ARTICLE PAGE Association Leave 32 Pregnancy Disability Leave 33 Child Care Leave 34 Job Sharing 34 Family Care Leave 35 Willie Brown Pre-Retirement Leave 41 Leave to Participate in Activities at Child’s School or Licensed Day Care Facility 42 Leave for Spouse of Military Service Member 43 Catastrophic Leave – Child, Parent or Spouse 43 VI CLASS SIZE 45 VII STAFFING RATIOS 49 VIII EVALUATION PROCEDURES 51 IX SALARY 55 X HEALTH AND WELFARE BENEFITS 60 XI MISCELLANEOUS-MAINTENANCE OF BENEFITS 63 XII ORGANIZATION SECURITY AND PAYROLL DEDUCTIONS 66 XIII TRANSFERS 69 XIV REASSIGNMENT 75 XV PEER ASSISTANCE AND REVIEW (PAR) PROGRAM 83 XVI BEGINNING TEACHER SUPPORT AND ASSESSMENT INDUCTION PROGRAM 87 XVII CHILD DEVELOPMENT 89 XVIII RIGHTS FOR UNIT EMPLOYEES 96
July 1, 2014 iii
ARTICLE PAGE XIX SUBSTITUTE EMPLOYEES 97 XX SUMMER SCHOOL 102 XXI INTERN PROGRAM 104 XXII ADDITIONAL PROGRAMS 106 XXIII SAVINGS 120 XXIV EMPLOYEE SAFETY 121 EXHIBITS:
A: Grievance Form 122 B: Grievance Disposition Form 124 C. High School Bell Schedules 125
D: Block Schedules 126 E: Junior High/Middle School Bell Schedule 127 F: K-6 Bell Schedule 128 Certificated Evaluation Forms: G: Classroom Observation Short-Form Narrative 130 H: Classroom Observation Short-Form Narrative Post-Observation 132
Conference Form
I: Form A – Instructional Certificated Employee Evaluation – 133 Classroom Observation Form
J: Form B – Instructional Certificated Employee Evaluation – 136 Post- Observation Conference Form
K: Form I – Instructional Certificated Employee Evaluation 138 L: Form II – Instructional Certificated Employee Evaluation 140 M: Form A – Non-Instructional Cert. Personnel Eval. – 141
Observation Resume
July 1, 2014 iv
Certificated Evaluation Forms (cont.): PAGE
N: Form B – Non-Instructional Certificated Employee Evaluation – 144
Post-Observation Conference Form
O: Form I – Non-Instructional Certificated Personnel Evaluation 145
P: Form II – Non-Instructional Certificated Personnel Evaluation 147
EXHIBITS (cont.):
Q: 2014-15 Certificated Salary Schedules 148
Various Letters of Agreement between MCS and MTA:
1. Extended Summer School (#10/11-12) 172
2. School Site Council (SSC) Positions (#11/12-5) 173
3. In-School Suspension Optional Period 2011-12 (#11/12-7) 174
4. Dual Language Academy Staffing (#11/12-22) 175
5. Language Institute Staffing (#12/13-13) 176
6. District Improvement Facilitator, K-12 (#13/14-1) 177
7. Longevity (#13/14-5) 178
8. 7-12 8th
Period Schedule (#13/14-17) 180
9. 2014-15 Work Calendar (#13/14-18) 181
10. Elliott Alternative Education Collaboration Days (#13/14-19) 183
July 1, 2014 1
ARTICLE I
AGREEMENT
The 2014-2017 Collective Bargaining Agreement will be effective from July 1, 2014 through 1
June 30, 2017. All new provisions will be implemented immediately upon ratification of the 2
agreement by both parties, except as specifically noted in this document. 3
4
A. All provisions of the contract are effective July 1, 2014 through June 30, 2017, unless 5
stated otherwise in the contract. 6
7
B. The District and the Association may propose reopeners for 2015-16 and 2016-17 8
school years on salary (Article IX) and two additional reopeners per party. 9
10
C. The Articles and provisions contained herein constitute a bilateral and binding 11
agreement (“Agreement”) by and between the Modesto City Schools (“District”) and 12
the Modesto Teachers Association (“Association”), an employee organization affiliated 13
with the California Teachers Association and National Education Association. 14
15
D. This Agreement is entered into pursuant to Chapter 10.7, Sections 3540-3549.3 of the 16
Government Code. 17
18
E. Employee(s) used in this Agreement, shall mean a member or members represented by 19
the Modesto Teachers Association. 20
July 1, 2014 2
ARTICLE II
RECOGNITION
II. RECOGNITION 1
2
A. Modesto City Schools’ Board of Education and the Modesto City Schools’ 3
District recognizes the Modesto Teachers Association as the exclusive 4
representative of all substitutes, interns, temporary, probationary and permanent 5
certificated employees and all hourly stipend positions in the classification of: 6
7
Classroom teachers, special education teachers, resource specialists, adaptive 8
physical education teachers, language/hearing and speech specialists, 9
psychologists, school nurses, ROP/teachers, music teachers, work experience 10
teachers, library media teachers, counselors, Child Development teachers, Head 11
Start teachers, continuation and opportunity teachers, state pre-school teachers, 12
summer school teachers, intervention specialists, after school program teachers, 13
G230 Academy teachers, Credit Recovery Online Learning Program teachers, 14
District Improvement Facilitators, department heads, all district chairpersons, 15
coaches, instructional coaches, as well as BTSA Support Providers, Intern 16
Support Providers, Coordinator of BTSA and any teacher on special assignment. 17
18
B. This unit shall exclude other certificated employees, including but not limited to 19
management, supervisors, confidential and classified employees, as well as 20
program managers. 21
22
C. Nothing agreed to herein will prevent adjustments to the representation of unit 23
members upon mutual agreement between the District and the Association. 24
25
D. The majority of a site-based bargaining unit member’s workday should be 26
devoted to student instruction. 27
28
E. No bargaining unit member can evaluate another bargaining unit member, or 29
direct other bargaining unit members to change their teaching method or 30
implementation of the curriculum. Bargaining unit members may serve on a 31
governance team or program improvement team. The process of discussing or 32
collecting trend data from one or more teachers, such as walk-throughs, is not 33
considered to be evaluative. 34
July 1, 2014 3
ARTICLE III
CONTRACTUAL GRIEVANCE PROCEDURE
SECTION A. Purpose 1
2
The purpose of this procedure is to secure, at the lowest possible administrative 3
level, equitable solutions to the problems which may from time to time arise 4
concerning the interpretation or application of this Agreement. Both parties 5
agree that these proceedings shall be kept as informal and confidential as may 6
be appropriate at any level of the procedure. Useful and necessary private 7
meetings between supervisors and employees they supervise are encouraged. 8
The teacher may have Association representation at these private conferences 9
and informal discussions also. It is intended that this grievance procedure shall 10
be utilized only after other means to satisfactorily resolve problems have been 11
unproductive. At least one private conference between the employee and 12
supervisor shall take place prior to initiation of this grievance procedure. 13
Ideally, there should be a number of informal discussions and a continuing 14
interchange of views between the employee and supervisor before filing a 15
formal grievance. 16
17
SECTION B. Definitions 18
19
1. A “grievance” is a claim or assertion by a teacher and/or the Association 20
based upon an event or condition which affects the conditions or 21
circumstances under which an employee works, allegedly caused by a 22
violation, misinterpretation, misapplication or inequitable application of 23
law, Board policy, administrative regulation, practices which are within the 24
scope of representation or the terms of this Agreement. 25
26
2. “Teacher,” as used in this Article, means a member of the bargaining unit 27
represented by Modesto Teachers Association. 28
29
3. “Day,” as used in this Article, unless otherwise mentioned, means a day the 30
teacher is required to work according to the negotiated District calendar. 31
32
4. A “group grievance” is a grievance as defined above which is filed by two 33
or more employees who allege the same grievance and who have authorized 34
the Association to represent them. 35
36
5. A “party of interest” is a grievant, a witness or an employee who might be 37
required to take action, or against whom action might be taken in order to 38
resolve a grievance.39
40
July 1, 2014 4
SECTION C. Procedure 1
2
1. If the grievance involves more than one building, it should be started with 3
the Associate Superintendent, Human Resources. 4
5
2. If the building administrator has no jurisdiction or control over the act or 6
condition upon which the grievance is based, Step I shall be initiated by 7
submitting the written statement of the complaint through the building 8
administrator to the Superintendent or his/her designee. In such case, the 9
Step II procedure shall apply. 10
11
Step I 12
13
1. The grievant may invoke the grievance procedure on the MTA grievance 14
form (Exhibits “A” and “B”), signed by the grievant and a representative of 15
the Association authorized by the Association. 16
17
2. In order to invoke the grievance procedure, a grievance must be filed within 18
twenty-five (25) days of the time the grievant knew of the event or 19
condition. 20
21
3. Within ten (10) days of receipt of the written grievance, the principal, 22
supervisor or Associate Superintendent, Human Resources, shall meet with 23
the Association in an effort to resolve the grievance. The principal, 24
supervisor or Associate Superintendent, Human Resources, shall indicate 25
his/her disposition of the grievance in writing within fifteen (15) days of 26
such meeting, and shall serve a copy upon the grievant and the Association 27
representative. In addition, a copy shall be mailed to the Association 28
Office. 29
30
Step II 31
32
1. If the Association is not satisfied with the disposition of the grievance, the 33
grievance may be transmitted to the Superintendent by filing a written 34
notice thereof with his/her office within fifteen (15) school days of receipt 35
of the principal’s, supervisor’s, or Associate Superintendent, Human 36
Resources’ written disposition. 37
38
2. Within ten (10) days of receipt of the written grievance, the Superintendent 39
(not a designee, except as specified below) shall meet with the Association in 40
an effort to resolve the grievance. The Superintendent shall indicate his/her 41
disposition of the grievance in writing within fifteen (15) days of such 42
meeting, and shall serve a copy upon the grievant and Association 43
representative. In addition, a copy shall be mailed to the Association Office. 44
45
The Superintendent will meet with the Association at his/her level. 46
47
July 1, 2014 5
Step III 1
2
In the event the Association is not satisfied with the disposition of the 3
Superintendent, or if no decision is rendered within twenty-five (25) days 4
of submission to the Superintendent, the Association may submit the 5
grievance to arbitration before an impartial arbitrator. The Association 6
shall exercise its right to arbitration by giving the Superintendent written 7
notice of its intention to proceed to arbitration within twenty (20) days of 8
receipt of the written disposition of the Superintendent. 9
10
SECTION D. Selection of the Arbitrator 11
12
1. Within five (5) days after the District receives written notice of the 13
Association’s intention to proceed to arbitration, the Association and the 14
District shall attempt to mutually agree upon an arbitrator. 15
16
2. If no agreement is reached upon the selection of an arbitrator within the 17
above five (5) days, the Association shall notify the American Arbitration 18
Association with a demand for arbitration within twenty (20) days of non-19
agreement. In the event that the Association does not file the demand 20
within the time provided, the District may file the demand for arbitration. 21
In the case where the District files the demand for arbitration, the District 22
will pay all of the selection fees. The arbitrator shall be selected in 23
accordance with the rules of the American Arbitration Association. 24
25
3. The Board and the Association shall not be permitted to assert in such 26
arbitration proceeding, any ground or to rely on any evidence not previously 27
disclosed to the other party. The arbitrator shall have the usual and 28
customary powers of an arbitrator, however, the arbitrator shall have no 29
power to alter, add to, or subtract from the terms of this Agreement or 30
Board rule, order, policy or regulation. 31
32
4. The rules of the American Arbitration Association shall govern the conduct 33
of the arbitration hearing. 34
35
5. Both parties agree to be bound by the award of the arbitrator. Either party 36
may seek to have judgment entered in any court of competent jurisdiction. 37
38
6. All matters of arbitration shall be submitted to the arbitrator in the first 39
instance. 40
41
7. Should it be necessary for the Association to institute suit to compel the 42
District to participate in the arbitration concerning this collective 43
bargaining agreement, it is agreed that the District will pay actual attorney 44
fees and cost to the Association if the Association prevails in compelling 45
arbitration. 46
47
July 1, 2014 6
8. If the District and Association mutually agree, the arbitration may be 1
conducted under the American Arbitration Association rules providing for 2
expedited arbitration. 3
4
SECTION E. Arbitration Costs 5
6
1. The Association shall be responsible for payment of the cost of preparing 7
its case. 8
9
2. The District shall be responsible for payment of the cost of preparing its 10
case. 11
12
3. The Association and the District shall share equally the payment of other 13
costs, including payment for the services and expenses of the arbitrator. 14
Costs of transcripts, including court reporter or public stenographer, shall 15
be equally shared only if agreed upon by the parties. 16
17
SECTION F. Costs on Appeal 18
19
Since the parties wish to encourage finality in the arbitration awards under 20
this Agreement, it is agreed that should either party (District or Association) 21
file an appeal to overturn or modify an arbitration award, that party shall pay 22
all costs and fees involved related to the appeal including any filing fees, 23
cost of court reporter transcripts, witness fees, attorney fees, etc. of both 24
parties. 25
26
SECTION G. General Provisions 27
28
1. Nothing contained herein shall be construed as limiting the right of any 29
teacher having a grievance to discuss it at any level with the appropriate 30
member of the administration, and to have the grievance adjusted without 31
intervention by the Association, provided the adjustment is not inconsistent 32
with the terms of this agreement and the Association has been given an 33
opportunity to be present at such adjustment and to state its views. 34
35
2. In processing grievances, the grievant and members of the Association 36
Grievance Committee shall receive such reasonable released time to 37
process grievances without loss of pay or benefits. 38
39
3. The number of days indicated at each level should be considered as 40
maximum and every effort should be made to expedite the process. The 41
time limits provided in this grievance procedure shall be strictly observed 42
unless extended by written agreement of the parties (the Board and the 43
Association). In the event a grievance is filed after May 15th of any year, 44
the Board shall use its best efforts to process such grievance prior to the 45
end of that current year. 46
47
July 1, 2014 7
4. Failure of either the grievant or the District to take the required actions 1
within the times provided in this Article shall result in the grievance 2
moving to the next level. This provision does not apply to the existing 3
requirement to file a grievance within twenty-five (25) days of the time the 4
grievant knew of the event or condition (Section C, Step 1, #2) nor to the 5
requirement that the Association provide written notice within specified 6
deadlines in order to exercise the right to proceed to arbitration (Section C, 7
Step III). In the case of Section C, Step III, the Superintendent must either 8
give a written reply or notice that he/she will not give a written reply before 9
any time lines for filing notice of intent to arbitrate shall apply to the 10
Association. 11
12
The Board or its representative shall provide, consistent with the law, the 13
necessary and relevant information requested by the Association. 14
15
5. A grievance may be withdrawn at any level without prejudice or record. 16
The Association agrees not to support a grievance essentially similar to one 17
denied by an arbitrator, and the District agrees to apply any decision to all 18
cases which are essentially similar to one sustained by an arbitrator. 19
20
6. All records of grievance proceedings shall be retained in a special file 21
maintained by the District. All documents, communications, and records 22
dealing with the proceedings of a grievance shall be filed separately from 23
the files of the participants. No reprisals of any kind shall be taken against 24
any participant in the grievance procedure by reason of such participation. 25
26
7. Paid leave shall be provided for any member of the Association’s 27
bargaining unit who is called to testify in the arbitration hearing. 28
29
8. Forms – The forms for both filing a grievance and for the grievance 30
disposition are incorporated as Exhibit “A” of this Article. An adequate 31
number of these forms shall be printed by the District. Forms for filing a 32
grievance shall be available from the Association and District offices. 33
34
9. A grievant may in no event be represented by an officer, agent or other 35
representative of any teachers’ organization other than the Association. 36
37
10. Notwithstanding the expiration of this Agreement, any claim or grievance 38
arising hereunder may be processed through the grievance procedure until 39
resolution. 40
July 1, 2014 8
ARTICLE IV
HOURS OF EMPLOYMENT A. The regular employee work day is defined as follows: 1
2
1. For Grade TKindergarten and Kindergarten: 3
4
200 minutes of contract time including recesses and excluding lunch, and an additional 5
60 minutes assisting other transitional kindergarten or kindergarten teachers (or primary 6
level class if no transitional kindergarten or kindergarten exists). 7
8
2. For Grades 1-6: 9
10
Based on the student attendance calendar of 180 days, the Association and District 11
agree that primary teachers will be responsible for at least 50,400 minutes annually of 12
student contact time and intermediate teachers will be responsible for at least 54,000 13
minutes of contact time. In no case shall the 50,400 minutes total and the 54,000 14
minutes annually total, respectively, be exceeded by more than 100 minutes for the 15
year. 16
17
Elementary schedules for each site shall be mutually developed by the teachers and 18
principal subject to District Office approval. 19
20
3. For Grades 7-8: 21
22
330 minutes, including a preparation period equivalent to a student instructional period, 23
and excluding lunch. 24
25
4. For Grades 9-12: 26
27
330 minutes, including a preparation period equivalent to a student instructional period, 28
and excluding lunch. 29
30
Modified Block Schedule for 9-12 Schools: A modified block schedule for 9-12 31
schools is effective July 1, 2010. Block schedules may be implemented at a site with 32
the vote of 75% of the total number of teachers at the site. The election shall be run by 33
the MTA site representatives in collaboration with site administration. 34
35
5. For Continuation High Schools and Opportunity School: 36
37
300 minutes (7 equal periods), including a preparation period equivalent to a student 38
instructional period and excluding a 15 minute break. 39
40
July 1, 2014 9
The seven periods shall continue to be assigned consecutively except individual 1
teachers may be scheduled between 7:45 a.m. and 6:10 p.m. 2
3
A teacher shall be assigned either to the morning session or the afternoon session. No 4
teacher shall be assigned from the morning session to the afternoon session, or from the 5
afternoon session to the morning session without a teacher agreement. 6
7
The District may schedule double sessions (classes) between 7:45 a.m. and 6:10 p.m. 8
9
6. School Psychologist/Social Worker: 10
11
a. The hours of employment of school psychologist/social worker shall be eight (8) 12
hours per day excluding lunch. 13
14
b. The daily beginning and ending times shall be 8:00 a.m. to 5:00 p.m. with one (1) 15
hour lunch. (Exceptions to the 8:00 a.m. to 5:00 p.m. schedule and/or the daily 16
eight (8) hours in-District requirement authorized on an individual basis by the 17
Superintendent or his/her designee). 18
19
7. Contracted Independent Study teachers shall work from 8:00 a.m. to 2:30 p.m. with a 20
half-hour duty free lunch, except that one day per week the teacher may be assigned to 21
work from 2:00 p.m. to 8:30 p.m. at the discretion of the administrator. 22
23
8. Hourly Independent Study Teachers 24
25
a. A teacher that is a regular teacher with the District may work no more than 4 hours 26
per school day outside of the school day, including but not limited to Independent 27
Study and home and hospital. 28
29
b. A teacher that only works in the Independent Study Program may work up to 45 30
hours per week. 31
32
9. Cal-SAFE Teachers: The workday for Cal-SAFE members of the bargaining unit shall 33
be 450 minutes per day including recess, preparation and a duty-free lunch of at least 30 34
minutes. The Cal-SAFE program is administered, directed and supervised by the 35
District’s Alternative Education Program, not Child Development and paid from a 36
separate salary schedule. 37
38
During State mandated testing, hours of employment may be modified from the 39
aforementioned instructional minutes per day, as long as the total instructional minutes does 40
not exceed the instructional minutes for the week outlined in this section. 41
42
B. The District and the Association recognize that the varying nature of an employee’s 43
day-to-day professional responsibilities does not lend itself solely to a workday of rigidly 44
established length. 45
July 1, 2014 10
In addition to performing duties as assigned during the regular employee work day, 1
employees may be required to perform other duties, many of which shall occur outside of 2
the regular employee workday but are still related to the assigned duties. Such duties 3
include, but are not limited to, planning and selecting and preparing materials for 4
instruction; preparing substitute lesson plans, receiving and evaluating work of pupils, 5
providing evidence that students progress toward established standards as part of the course 6
curriculum; ensuring adequate direction and supervision of students immediately prior and 7
immediately subsequent to the beginning and ending of the student attendance day; 8
conferring and counseling with pupils, parents, staff, and administrators; keeping records; 9
inputting, attendance, and report card marks in District approved system; attending faculty, 10
department and grade level meetings (see C below); participating in staff development 11
programs and other professional activities relating to the employee’s assignment; and 12
studying current literature to keep abreast of developments within the subject matter taught 13
by the employees. 7-12 assignment grades will be inputted every two weeks throughout the 14
year. 3-6 grade teachers will input one grade for each content area at each progress 15
reporting period. The teachers shall have three (3) full workdays after the end of the grading 16
periods (not including weekends and holidays) to submit grades into the District approved 17
system. The District and the Association recognize that activities in furtherance of these 18
duties are work-related duties. 19
20
1-6 teachers will not have yard duty. 21
22
Since 1-3 and 4-6 student schedules must overlap, K-6 teachers shall be available to provide 23
supervision of students before and after school necessary to implement the longer day plan. 24
The District will make an effort to minimize additional supervision requirements. 25
26
It is understood and agreed that although the overall amount of time required of employees 27
to perform their duties should be substantially equal, the proportion of time that these duties 28
require the presence of the employee at the work site may vary according to the nature of the 29
employee's duties and responsibilities. Such non-work site activities are part of the 30
employee's duties. 31
32
C. K-12 Meetings 33
34
The total number of school-wide faculty meetings involving all staff shall not exceed two (2) 35
per month and be approximately one hour in length. The meeting may include all credentialed 36
staff, department/grade level, professional learning communities or 7-12 level instructional 37
teams. 38
39
The District shall not schedule meetings before 11:00 am on a mutually agreed upon non-40
student work day prior to the first student attendance day to allow for the MTA General 41
Membership meeting. A staff meeting prior to the first student attendance work day shall 42
not exceed two and one half (2.5) hours but does count as a meeting for the month. 43
44
July 1, 2014 11
Certificated employees will not be required to attend more than four District meetings per year. 1
During the month a District meeting is held, schools will hold no more than two staff meetings. 2
The two meetings do not include individual teacher responsibilities, such as IEP, SST, etc. 3
4
Staff meetings should not be called unless they are needed. Information that does not 5
require discussion or explanation should be handled in writing. The limitation on full staff 6
meetings should not be circumvented by breaking up the staff into grade level groups. 7
During any staff meeting, teachers may be broken into groups (by grade level or department 8
as part of the staff meeting). 9
10
The duration of a meeting outlined in this section will be approximately one hour. Attention 11
should be given to the setting of the agenda, control of discussion, and generally conducting 12
the meeting with an understanding that other peoples’ time is important and a sensitivity to 13
the reality that they are tired at the end of the day. 14
15
In addition to the above, the Superintendent has agreed that principals should not hold 16
meetings unless they are needed. He/she has agreed to review the excess meetings with 17
principals to solve the problem. 18
19
A site staff meeting is defined as a meeting which K-12 teachers are required to attend. 20
Grade level or department meetings held during the workday are not considered site staff 21
meetings. 22
23
Starting with the 2014-2015 school year, 15 early release days will be added to each site 24
with no more than two per month for collaboration and District professional activities. 25
Schedule of days will be mutually agreed to by District and MTA. Teachers are required to 26
remain on site unless directed otherwise. Collaboration time includes discussion of 27
effective instructional strategies, curriculum planning and lesson development, data analysis 28
and formative assessment, or items related to site goals. Planning for early release will be 29
developed in consultation with the site leadership team. TK-12 collaboration meetings shall 30
not exceed 60 minutes. One meeting per month will allow for 15 minutes for MTA 31
business. 32
33
D. In addition to “B” above, employees in grades 7-12 may be required to devote a reasonable 34
amount of time to other duties assigned by the building administrator. 35
36
As a guideline, the time spent by the employee in grades 9-12 on such additional work-37
related duties should not exceed approximately 15 hours during a school year. In grades 38
7-8, such additional work-related duties, including bus and hall duty, should not exceed 15 39
hours during a school year. 40
41
The local administrator may exceed this guideline only if his/her action is reviewed and 42
approved by the Superintendent. In reviewing the local administrator’s action, the 43
Superintendent shall consider the following: 44
45
July 1, 2014 12
1. Uniform and equitable distribution of duties among employees; 1
2
2. Special needs of the school; 3
4
3. Special needs, abilities, handicaps, and/or limitations of the individual employee; 5
6
4. Efficient use of employee time; 7
8
5. Extent of the employee's voluntary contribution of time to school or District activities. 9
10
E. Length of School Year 11
12
Certificated full-time employees (except psychologists, Child Development Programs and 13
Head Start) will work 185 days consisting of 180 teaching days, two (2) workdays, and three 14
(3) staff development days. 15
16
New teachers to the District will have three additional workdays in their initial year which 17
precedes the scheduled workdays. 18
19
Counselors may be scheduled for days mutually agreed to by the counselor and principal. 20
21
Psychologist work year – the total number of assigned days of full-time school psychologists 22
is 190. 23
24
The District and the Association agree to change the high school schedule by extending the 25
lunch periods from thirty (30) to thirty-five (35) minutes, thus extending the dismissal time 26
by five (5) minutes (Exhibit “C”). A modified block schedule for 9-12 schools is effective 27
July 1, 2010 (Exhibit “D”). 28
29
F. Minimum Days (Per School Year) 30
31
Twelve (12) minimum days or time equivalent of student/non-contact times for grades 32
7-12 to be utilized for school and professional activities as scheduled by the principal after 33
consultation with the school staff. 34
35
Eighteen (18) minimum days for grades 1-6. No more than six (6) of the eighteen (18) 36
minimum days will be used for parent conferencing. The remaining days will be utilized for 37
school and professional activities as scheduled by the principal after consultation with the 38
school staff. 39
40
Special Education classes shall have minimum days as stated above. 41 42 One of the existing minimum days shall be used as a minimum day the Wednesday prior to 43
Thanksgiving. 44
45
July 1, 2014 13
G. Elementary Preparation Periods, Grades 1-6 1
2
There shall be a weekly elementary preparation period at each elementary school site 3
(which includes special education), for grades 1-6 within the following guidelines: 4
5
1. Two thirty (30) minute preparation times for each 1-6 teacher. 6
7
2. The regular teacher on preparation time shall not be responsible for or interrupted for 8
purposes of handling student discipline for misconduct occurring during preparation 9
time. 10
11
3. The District will make a good faith effort to allow elementary teachers the use of their 12
own room for preparation; however, at schools where facility considerations make this 13
unrealistic, teachers may not be able to use their own rooms for preparation. 14
15
4. All elementary teachers may organize their day to facilitate up to 60 additional minutes 16
per week beyond the contractually required 60 minutes of preparation. The additional 17
minutes are described as a supplementary preparation plan for the purpose of this 18
agreement. 19
20
5. Any first through sixth grade supplementary preparation plan to add additional 21
preparation time must be educationally valuable and must comply with course 22
requirements consistent with Education Code. 23
24
6. The supplementary preparation plan must be approved by the site administrator and 25
Director of Educational Services. When the District receives proposals from the 26
teachers, the District will forward a copy of the proposal to the Modesto Teachers 27
Association. 28
29
7. All teachers participating in the supplementary preparation plan do so voluntarily. 30
31
8. The District will determine when each 1-6 teacher shall have two thirty (30) minute 32
preparation periods each week. 33
34
H. Language, Speech and Hearing Specialists will have sixty (60) minutes of preparation time 35
each week. The remaining instructional minutes will be filled with student instruction or 36
assessment. Preparation time may be scheduled on different days of the week and sites. 37
38
I. Duty Free Lunch (K-6) 39
40
The District and Association agree that all K-6 teachers will have a duty free lunch on all 41
school days. A duty free lunch may be circumvented by assigning additional duties on rainy 42
days. On rainy days, for sites that are unable to develop a system to free teachers for their 43
full lunch period, principals may assign from one to five teachers on a rotating basis to 44
supervise students. In all cases, teachers will receive a full 30-minute lunch. 45
July 1, 2014 14
J. Period Assignment for 7-8 Teachers 1
2
The principal may assign teachers to periods 0-6 or periods 2-8. In such cases, the 3
preference of all staff members will be taken into account. No involuntary assignment shall 4
be made to periods 0-6 or 2-8 if there is a qualified volunteer for the assignment periods 5
needed. 6
7
If a teacher is involuntarily assigned to a 0-6, or 2-8 schedule they will not be involuntarily 8
assigned to a 0-6 or 2-8 schedule the following year unless they are the only teacher 9
credentialed to teach the eighth period subject. 10
11
Teachers in grades 7-8 will be assigned over the eight period day (5 class periods, 1 lunch, 12
and 1 preparation period), either periods 0-6, 1-7 or 2-8. If mutually agreed between the 13
teacher and principal, a teacher may be assigned non-consecutively (i.e. 1-3 and 5-8). Failure 14
to mutually agree shall not cause any reprisals or negative actions towards the teacher. 15
Teachers may be assigned periods 1-8 or 0-7 (6 class periods, 1 lunch period, and 1 16
preparation period) on a voluntary basis. Teachers will receive an 8th period stipend for six 17
teaching periods (i.e. classes paid as 8th period stipend). 18
19
If there are not enough credentialed and qualified teachers to teach the needed 8th period 20
optional(s) at a 7-8 site(s), then credentialed and qualified teachers at the other 7-8 sites will 21
be offered the optional period(s). If no 7-8 teacher is interested, then qualified teachers at 22
the K-6 and 9-12 level will be given the opportunity to fill the need. If there are no K-12 23
teachers available or willing to teach the 8th period optional(s), then the principal at the 24
individual 7-8 school may assign a credentialed and qualified teacher from their staff to 25
teach the needed 8th period optional(s). 26
27
It is believed that during scheduling, a random distribution of subjects will be needed for the 28
six class period assignments. 29
30
K. Period Assignment for 9-12 Teachers 31
32
Upon mutual agreement, the principal will normally assign staff at grades 9-12 to periods 33
1-7 unless there is a need to assign to periods 0-6 or 2-8. In such cases, the preference of all 34
staff members will be taken into account. No involuntary assignment shall be made to 35
periods 0-6 or 2-8 if there is a qualified volunteer for the assignment periods needed. 36
If a teacher is involuntarily assigned to a 0-6 or 2-8 schedule they will not be involuntarily 37
assigned to a 0-6 or 2-8 schedule the following year unless they are the only teacher 38
credentialed to teach the eighth period subject. 39
40
A 9-12 teacher may be assigned over the eight period day (5 class periods, 1 lunch period, 41
1 preparation period) if mutually agreed between the teacher and principal (for instance, 42
periods 1-3 and 5-8). Failure to mutually agree shall not cause any reprisals or negative 43
actions towards the teacher. 44
45
July 1, 2014 15
Teachers in grades 9-12 may be assigned to teach six classes in the fall semester and four 1
classes in the spring semester to help alleviate class size problems. The following process 2
shall be used for this reassignment. The principal shall first ask for volunteers from 3
qualified teachers in the department. If there are no volunteers, the teacher with the least 4
District-wide seniority may be assigned to six (6) classes in the fall and four (4) classes in 5
the spring. 6
7
L. Emergency School Closure 8
9
If school is closed on an emergency basis, other than a work stoppage, the District will make 10
all reasonable efforts to get a waiver during the current school year from the state so the time 11
does not have to be made up for state funding. In the event it is not possible to get a waiver, 12
and it is necessary to make up the time as an express condition to get state funding, then the 13
bargaining unit will make up the minimum time and/or days necessary for state funding. In 14
such a case, the time necessary will be mutually rescheduled by the District and the 15
Association. 16
July 1, 2014 16
ARTICLE V
LEAVES
A. Employees on the unpaid leave specified in paragraph B below shall have the right to pay 1
insurance premiums subject to the following limitations: 2
3
1. The insurance benefit is provided by this contract. 4
5
2. The District contract with the carrier permits employees on unpaid status to pay such 6
premiums. 7
8
3. The payments are made pursuant to forms and procedures established by the District. 9
10
4. The employee and the Association agree to hold the District harmless from any claims 11
or legal actions arising from the provisions of this Article. 12
13
B. The right to pay insurance premiums shall be limited to employees on the following leaves: 14
15
1. Absence in Excess of Earned Sick Leave 16
17
2. Personal 18
19
3. Peace Corps/Americorps 20
21
4. Teacher Corps 22
23
5. Organization Leave 24
25
6. Legislative Leave 26
27
7. Association Leave 28
29
8. Child Care Leave 30
31
9. Military Leave 32
33
10. Family Care Leave 34
35
C. Subject to compliance with the rules and regulations relating thereto, only the following 36
leaves shall be available without approval by the Board. 37
38
1. Sick Leave 39
40
2. Industrial Accident and Illness Leave 41
42
3. Jury Duty Leave 43
44
4. Personal Necessity Leave 45
July 1, 2014 17
5. Absence in Excess of Earned Sick Leave 1
2
6. Pregnancy Leave 3
4
7. Sick Leave-Illness or Hospital Confinement of Members of Immediate Household 5
6
8. Bereavement Leave 7
8
D. LEAVES 9
10
1. A good faith effort shall be made to return the employee to the same school and 11
department in the high school and junior high school and grade level in elementary 12
schools. 13
14
2. The District at any time may require supporting evidence including documentation, if 15
appropriate, or state reason for leave. Such evidence shall be required within a 16
reasonable time. False statements related thereto shall be grounds for withholding 17
leave benefits and for such other disciplinary action as the District deems appropriate. 18
19
3. Employees returning from leave of absence of indefinite duration shall provide notice 20
of return to the Human Resources Office within one week of their planned return. 21
22
4. Except for unforeseen conditions beyond the control of the employee, which prevent 23
timely return to work, an employee who fails to return to work at the expiration of 24
approved leave shall be deemed to be absent without justification, and be subject to 25
disciplinary action. 26
27
5. Effect on Progressive Salary Advancement. Time spent on the following leaves 28
counts as part of the service required for progressive salary advancement: 29
30
a. All Paid Leaves 31
32
b. Exchange Leave 33
34
c. Federal Grant Leave 35
36
d. Military Leave 37
38
e. Legislative Leave 39
40
f. Organization Leave 41
42
g. Association Leave 43
44
h. Sabbatical Leave 45
46
Time spent on other types of leaves does not count toward progressive salary advancement. 47
48
July 1, 2014 18
6. Time Limits. No leave, except Military Leave, may be approved beyond June 30 of any 1
school year. In case a leave might require absence in two different school years, an 2
extension of said leave may occur. 3
4
7. Leave Credit and Payment for Part-time Employees. In the case of employees who 5
work less than a full-time basis, the accumulation of leave credit and the payment of 6
salary shall not exceed the pro-rata share of full leave credit of salary payment, unless 7
expressly provided otherwise in this Agreement. For part-time employees, full salary 8
means the salary to which the employee would normally be entitled, but no part-time 9
employee shall receive leave credit or salary for days on which the employee would not 10
be required to work. 11
12
8. Notwithstanding any restrictions on eligibility for a particular leave contained in this 13
Agreement, if the statutes of this state require the District to authorize such a leave, the 14
employee shall be deemed eligible for such leave. 15
16
E. Sick Leave 17
18
1. Eligibility: All contracted certificated employees except hourly. 19
20
2. Compensation: Full salary. 21
22
3. Provisions: 23
24
a. Full-time employees shall receive ten (10) days of sick leave yearly. 25
26
Certificated employees who are employed on less than a full-time basis shall accrue 27
sick leave as follows: 28
29
10 x FTE Days Worked Per Week 30
5 31
32
b. After ten (10) consecutive days of absence, an employee shall submit a “leave of 33
absence” form to the Human Resources Office. 34
35
Proof of illness of the employee may be required if absences for the school year 36
exceed twenty (20) days. The Associate Superintendent, Human Resources may 37
require a written, signed certificate as proof of illness from a licensed medical 38
practitioner. 39
40
In addition, if such leave privileges appear to be abused by repeated one or partial 41
day absences, the Associate Superintendent, Human Resources or designee may 42
require proof of illness including a licensed medical practitioner’s verification of 43
illness. Lack of satisfactory proof of illness shall result in a refusal to allow such 44
time off to be charged to sick leave and will be considered unpaid leave. 45
46
c. Failure to give adequate notice of absence or intent to return to duty after such 47
absence may be grounds for disciplinary action. 48
49
July 1, 2014 19
d. The District may require a physical examination by a licensed physician, at District 1
expense, to confirm fitness to resume duties before the employee is eligible to return 2
to work. 3
4
e. Falsification of information may be grounds for disciplinary action. The employee 5
shall be notified within five (5) working days of his return when an absence is 6
questioned. 7
8
If after the five (5) days the site administrator has objectively substantiated evidence 9
that the employee has falsified the stated reasons for absence, the employee may be 10
required to respond to such evidence. 11
12
This does not preclude discussion between the site administrator and the employee 13
concerning the stated reasons for absence. 14
15
f. Teachers will be able to donate up to five days of sick leave per year to other 16
bargaining unit members who are determined to be terminally ill, or are suffering 17
from an illness that could prove terminal, once the ill teacher’s sick leave has been 18
exhausted. This provision is not subject to District approval or limitation by site. 19
20
g. A spouse, child, sibling or parent may donate an unlimited number of their sick 21
leave days to said relative. 22
23
F. Sick Leave-Illness or Hospital Confinement of Members of Immediate Household 24
25
1. Eligibility: All contracted certificated employees except hourly. 26
27
2. Maximum Time Five (5) days for one illness. 28
Limit: 29
30
3. Compensation: Full salary. 31
32
4. Provisions: 33
34
An employee’s absence for serious illness or hospital confinement of a member of the 35
immediate household of the employee shall be charged, at the election of the employee, 36
against accumulated sick leave without loss of pay. Such leave shall not exceed five (5) 37
days for any one illness nor be for less than one-half (1/2) day. 38
39
Proof of illness of immediate family member may be required where absence exceeds 40
five days. The Associate Superintendent, Human Resource or designee may require a 41
written signed certification as proof of illness from a licensed medical practitioner. 42
43
After available “personal necessity” and “sick leave – illness or hospital confinement of 44
member of immediate household” – have been exhausted, an additional five days of 45
available sick leave may be taken at full pay (implementation 2003-04). 46
47
Members of the immediate family are defined as husband, wife, mother, father, sister, 48
brother, son, daughter, mother-in-law, father-in-law, grandfather, grandmother, son-in-49
July 1, 2014 20
law, daughter-in-law, grandchild, foster parent, step-parent, step-child, domestic partner 1
or any relative of either spouse living in the immediate household of the employee. 2
3
G. Industrial Accident or Industrial Illness Leave 4
5
1. Eligibility: For employees as provided by law. 6
7
2. Maximum Time Sixty (60) work days. 8
Limit: 9
10
3. Compensation: Full salary. 11
12
4. Provisions: 13
14
Pursuant to the provisions of Education Code Sections 44984 and 45192, employees 15
shall be provided leave of absence for industrial accident or illness under the following 16
rules and regulations: 17
18
a. The accident or illness shall have arisen out of and in the course of employment and 19
shall be accepted as a bona fide injury or illness arising out of and in the course of 20
employment by the State Compensation Fund. 21
22
b. Allowable leave for each industrial accident or illness shall be for the number of days 23
of temporary disability not to exceed sixty (60) working days in any one fiscal year. 24
25
c. Allowable leave shall not be accumulated from year to year. 26
27
d. The leave under these rules and regulations shall commence on the first day of 28
absence. 29
30
e. When an employee is absent from duty due to industrial accident or illness, the 31
employee shall be paid such portion of the salary due for any month in which 32
absence occurs, as when added to the employee’s temporary disability indemnity 33
under Division 4 or Division 4.5 of the Labor Code, shall result in payment to the 34
employee of not more than full salary. 35
36
f. Industrial accident or illness leave shall be reduced by one (1) day for each day of 37
authorized absence regardless of temporary disability indemnity award. 38
39
g. When an industrial accident or illness leave extends into the next fiscal year, the 40
employee shall be entitled to only the amount of unused leave due him for the same 41
illness or injury. 42
43
h. During any paid leave of absence, the employee shall endorse to the District the 44
temporary disability indemnity checks received due to his/her industrial accident or 45
illness. The District, in turn, shall issue the employee appropriate salary warrants in 46
payment of the employee’s salary and shall deduct normal retirement and other 47
authorized contributions. 48
49
July 1, 2014 21
i. The benefits provided by these rules and regulations shall be applicable to 1
employees upon employment. 2
3
j. Any employee receiving benefits as a result of these rules and regulations shall, 4
during the period of injury or illness, remain within the State of California unless the 5
governing board authorizes travel outside of the state. 6
7
k. Upon termination of the industrial accident or illness leave, the employee shall be 8
entitled to the benefits provided for sick leave (Education Code Sections 44977, 9
44978, 44983) and his/her absence for such purpose shall be deemed to have 10
commenced on the date of termination of the industrial accident or illness leave, 11
provided that if the employee continues to receive temporary disability indemnity, 12
he/she may elect to take as much of his/her accumulated sick leave which, added to 13
his/her temporary disability indemnity shall result in payment to him/her of not more 14
than his/her full salary. 15
16
H. Bereavement Leave 17
18
1. Eligibility: All contracted certificated employees except hourly. 19
20
2. Maximum Time For spouse, registered domestic partner, parent, child, or if the 21
Limit: employee is the main caregiver, trustee of the estate or holds power 22
of attorney status, seven days will be granted for Bereavement 23
Leave. Verification of status may be required by the Human 24
Resources Office. For all others defined below in paragraph 4, 25
three work days, or five work days if travel is over 300 miles. 26
27
3. Compensation: Full salary. 28
29
4. Provisions: 30
31
Others defined in this section include mother-in-law, father-in-law, grandmother, 32
grandfather, grandmother-in-law, grandfather-in-law, grandchild of employee or of the 33
spouse of the employee, daughter-in-law, son-in-law, brother and sister of employee, 34
brother and sister-in-law, aunt and uncle. 35
36
Bereavement Leave may be extended through use of Personal Necessity Leave. 37
38
I. Sabbatical Leave 39
40
1. Requirements: 41
42
a. Status: Employee with permanent status. 43
44
b. Service: 45
46
1) Employees shall have rendered service in a certificated position or positions in 47
the District for at least seven (7) consecutive years preceding the beginning of 48
a leave. A minimum of 150 full-time equivalent days shall have been served 49
July 1, 2014 22
during each of such years, dated from the beginning of a semester. Only 1
service rendered subsequent to return from the most recent Sabbatical Leave or 2
subsequent to the most recent commencement of service is counted. Time 3
spent on a leave is not considered as a break in continuity of service but cannot 4
be included as part of the seven-year service except that the time spent on paid 5
military leave, on exchange leave, or federal grant leave for not more than one 6
(1) year may be included as part of the seven-year service requirement. 7
8
2) During the two (2) consecutive semesters immediately preceding the beginning 9
of the leave, the employee shall have served a minimum of 150 days in the 10
District or have been on military or federal grant leave during the two (2) 11
immediately preceding semesters. 12
13
3) The employee shall have served satisfactorily for the three (3) years of service 14
immediately preceding the period of the leave. 15
16
Note: When more requests for Sabbatical Leave are received than can be 17
granted, those with least priority shall be denied. Factors that shall be among 18
those considered in granting Sabbatical leaves shall include, but not be limited 19
to: compliance with application requirements, eligibility, value of the program 20
to the District, seniority in the District, length of leave--semester or year, 21
ability of District to finance leaves, whether leave has been previously granted. 22
23
c. The employee is obligated to serve two full years after they return from the 24
Sabbatical Leave. 25
26
d. Length of Leave: 27
28
Sabbatical Leaves shall be granted for no less than one (1) full semester nor for 29
more than one (1) full year. 30
31
e. Compensation: 32
33
An employee on Sabbatical Leave shall receive 50% of his/her basic salary. 34
(Retirement and health benefits shall be prorated to a maximum of 50%.) 35
36
2. Request for Sabbatical Leave: 37
38
A preliminary request for Sabbatical Leave should be filed in the office of the building 39
principal by October 15 for leaves to begin September 1 of the following year. Final 40
plans shall be submitted to the Associate Superintendent, Human Resources by 41
November 1. Applications received after November 1 shall not be given consideration. 42
If the leave is to begin the second semester of the next school year, the preliminary 43
request should be submitted no later than March 1, and the final plans May 1. 44
Applications received after March 1 shall not be given consideration. Requests for leave 45
shall be submitted in writing and shall state the purpose for which the leave is to be 46
granted. If the leave is to be granted for study, the request shall indicate the location of 47
the proposed study, the major work to be undertaken, and how the proposed study 48
relates to the professional responsibilities of the teacher. If the leave is requested for 49
July 1, 2014 23
travel, the request shall indicate the total travel plan of the applicant together with the 1
relation of this travel plan to the applicant’s professional responsibilities. 2
3
Not more than one percent (1%) of the employees in the unit shall be on Sabbatical 4
Leave at any time. 5
6
The District shall convene the Sabbatical Leave Committee no later than November 15. 7
Recommendations shall be submitted to the Superintendent no later than December 1. 8
The Superintendent shall consider the Committee’s recommendation and submit 9
recommendations to the Board of Education. The Board’s decision shall be final. A 10
reasonable effort shall be made to present recommendations to the Board of Education 11
no later than the December meeting of the Board. 12
13
3. Sabbatical Leave Committee: 14
15
The Sabbatical Leave Committee shall consist of at least five (5) full-time certificated 16
employees; each member of the Committee shall have had a Sabbatical Leave. In the 17
event there are not a sufficient number of such persons available, additional members 18
shall be appointed by the Superintendent as needed and be representative of both 19
elementary and high school. The Sabbatical Leave Committee shall act as an advisory 20
committee on Sabbatical Leaves and recommend leaves to the Superintendent. 21
Members of the Committee shall serve a period of two (2) years and be eligible for 22
reappointment only once in five (5) years after the expiration of the term of office. 23
24
4. After Sabbatical Leave: 25
26
The District shall accord good faith consideration to employee preferences relating to 27
work site for employees returning at the expiration of a Sabbatical Leave. 28
29
5. Retirement: 30
31
Sabbatical Leaves shall count toward retirement, and full retirement contributions shall 32
be deducted from warrants in the usual manner. 33
34
6. Types of Sabbatical Leaves: 35
36
a. Leave for Travel: Travel shall constitute a planned program involving a substantial 37
portion of the year of leave. Such travel shall have educational value as its purpose. 38
A complete plan for such travel shall be submitted with the original application for 39
leave. Evidence of travel experiences shall be presented upon return to the District. 40
Such evidence may include, but not be limited to personal photographs, slides, and 41
other materials, including passport documents. 42
43
b. Approved Study: An approved study leave is one during which the employee 44
pursues a program of upper division or graduate study in residence (not 45
correspondence courses) in an accredited institution of higher learning including 46
foreign universities. The courses shall relate to the present or prospective service of 47
the employee or shall qualify him/her for a needed credential or higher degree. The 48
courses shall be completed and credited within the leave period. The completion of 49
July 1, 2014 24
previous incomplete courses and/or the completion of work after the end of the 1
leave period cannot be used to fulfill sabbatical obligations. 2
3
c. Work Sabbatical: An approved work leave is one in which the employee is 4
employed in an occupation related to a teaching assignment and works full or part-5
time in the location of the temporary employer. A specific work plan shall be 6
cooperatively developed by employer and school employee. A commitment shall 7
be required from the temporary employer specifying acceptance for the period of 8
the Work Sabbatical. The temporary employer shall pay the remaining 50% of 9
salary for the period employed. Total payment would not exceed the amount 10
prescribed by the current salary schedule. The District may request the temporary 11
employer to complete an evaluation. The District may conduct periodic evaluation 12
of the employee and the work assignment. 13
14
d. Combination: Requests may be made for Sabbatical Leave combining study, travel, 15
and/or work. 16
17
7. Failure to Complete Leave: 18
19
If a Sabbatical Leave cannot be completed for some unforeseen reason or circumstance 20
beyond the employee’s control, partial compensation may be obtained only if a 21
significant portion of the original purpose of the leave has been accomplished. If 22
compensation is allowed, it shall be on a prorated basis according to the portion of the 23
requirements of the leave completed. Under special circumstances, the Sabbatical Leave 24
Committee may recommend other projects in lieu of travel or study. 25
26
8. Change of Plan: 27
28
Type of Sabbatical Leaves may be combined to one (1) semester or in separate 29
semesters or in quarters. 30
31
9. Time for Study and Travel: 32
33
Sabbatical obligations shall be pursued during the period of the leave. Summer travel or 34
study or work does not fulfill Sabbatical Leave obligations. 35
36
10. Status Report: 37
38
An employee on Sabbatical Leave shall keep the Associate Superintendent, Human 39
Resources informed of his/her mailing address during such leave. 40
41
11. Final Report: 42
43
Each employee shall submit a typewritten final report to the Human Resources Office. 44
45
a. For a study leave, the report shall include a brief description of the courses 46
completed and their professional implications. 47
48
July 1, 2014 25
Note: For leaves involving college or university credit, an up-to-date 1
transcript shall be filed with the Human Resources Office no later 2
than September 1. 3
4
b. For travel leave, the report should be 1,500 or more words and include a description 5
of places visited and an evaluation of the experiences significant to the employee as 6
an educator. 7
8
c. For work leave, the report shall summarize the relevant work experience and its 9
implications for the employee’s professional responsibilities. 10
11
12. Completion of Leave: 12
13
For an academic year sabbatical, the sabbatical final report should be filed by the 14
following December 1st. Half-year sabbatical leave reports should be filed within two 15
(2) months after the final date of the Sabbatical Leave. Payment for services rendered 16
after return to duty cannot be made until either: 17
18
a) The final report is submitted and approved by the Superintendent, or 19
20
b) The employee submits a statement asserting intention not to fulfill the leave 21
requirements, in which case no compensation may be paid for the leave and any 22
compensation received since inception of the Sabbatical Leave must be returned. 23
24
13. The Board may require that the employee furnish a suitable bond indemnifying the 25
Governing Board and the District against loss in the event the employee fails to render at 26
least two (2) years of service following the return of the employee from leave of 27
absence. 28
29
14. Payment: 30
31
Salary for Sabbatical Leave shall be paid in the same manner as if the employee were 32
rendering service in the District from which the Sabbatical Leave is taken upon the 33
furnishing by the employee of a suitable bond indemnifying the Governing Board and 34
said District against loss in the event the employee fails to return and render at least two 35
(2) years’ service immediately following the Sabbatical Leave provided the employee 36
submitted, prior to such salary payment, a statement in accordance with procedures 37
established by the Superintendent showing compliance with the conditions of the 38
Sabbatical Leave Agreement. Such bond shall be released in the event the failure of the 39
employee to return and render such two (2) years’ service is caused by the death or 40
physical or mental disability of the employee. If the governing board finds and by 41
resolution declares that the interests of the District will be protected by written 42
agreement of the employee to return to the service of the District and render the agreed 43
upon period of service therein following his/her return from the leave, the governing 44
board, in its discretion, may waive the furnishing of the bond and pay the employee on 45
leave in the same manner as though a bond is furnished. 46
47
July 1, 2014 26
15. Incomplete Sabbatical Leaves: 1
2
a. Due to Injury or Illness: Subject to Section D, paragraph 3 of this Article, 3
interruption of a Sabbatical Leave Program caused by serious injury or illness shall 4
not be considered a failure to fulfill the conditions upon which such leave was 5
granted nor shall interruption affect the amount of compensation to be paid under 6
the terms of the leave agreement provided: 7
8
1) Notification as soon as practicable of injury or illness during Sabbatical Leave 9
is given to the Superintendent by means of registered or certified letter, and 10
11
2) Written evidence verifying the fact that the interruption of the program was 12
due to serious injury or illness is filed promptly with the Human Resources 13
Division. 14
15
b. Due to Other Causes: An employee who fails to complete all the requirements of 16
the Sabbatical Leave due to serious illness in the family or other causes beyond 17
his/her control may receive compensation on a prorated basis if a significant portion 18
of the requirement is complete. 19
20
For an incomplete Sabbatical Leave originally approved for one year, fractional 21
portions of requirements completed may be one-fourth (1/4), one-half (1/2), or 22
three-fourths (3/4). 23
24
The completion of the fractional portion of the requirements shall have been 25
accomplished during the particular period for which the Sabbatical Leave was 26
authorized and prior to return to active duty or prior to the beginning of a leave 27
immediately following the sabbatical leave. 28
29
J. Military Leave 30
31
1. Eligibility: All employees. 32
33
2. Maximum Time Duration of military obligations. 34
Limit: 35
36
3. Compensation: As required by law. 37
38
4. Provisions: 39
40
In the case of a probationary employee, absence shall not count as part of the service 41
credit to attain permanent status. Absence shall not constitute a break in service. 42
Credit is granted toward advancement on the salary schedule while on military leave if 43
the employee returns within six (6) months of honorable discharge. Employees shall 44
submit applications as soon as practicable. 45
46
July 1, 2014 27
K. Community Service Leave 1
2
1. Eligibility: All contracted certificated employees except hourly. 3
4
2. Maximum Time Three (3) work days. 5
Limit: 6
7
3. Compensation: Full salary. 8
9
4. Provisions: 10
11
a) An employee who holds a responsible position as an officer in a local community 12
group or organization is elected to represent this organization in a regional, state, 13
national, or world conference, that individual may be granted at least one (1) leave 14
of absence during the school year not to exceed a total of three (3) days to attend 15
this conference as an official representative of his/her community organization 16
without loss of pay. 17
18
b) Attendance at such a conference shall be verified by travel or hotel receipts, 19
program, or other appropriate evidence of participation. 20
21
c) Upon return, the employee shall verify in writing attendance at the conference for 22
the period of leave and that the employee was not reimbursed or entitled to 23
reimbursement for any loss of salary. 24
25
L. Jury Duty 26
27
1. Eligibility: All contracted certificated employees except hourly. 28
29
2. Maximum Time Duration of duty. 30
Limit: 31
32
3. Compensation: Full salary (if fees paid by the court are endorsed to the District). 33
34
4. Provisions: 35
36
a) The District shall grant leaves of absence with pay for jury duty. Any fees paid for 37
jury duty shall be endorsed to the District. 38
39
b) Employees called for jury duty shall notify their building principal immediately 40
upon receipt of the jury summons. Notification of return shall be as soon as 41
possible. 42
43
M. Personal Partial-Paid Leave 44
45
1. Eligibility: All contracted certificated employees except hourly. 46
47
2. Maximum Time Five (5) working days in any school year. 48
Limit: 49
July 1, 2014 28
3. Compensation: Regular salary less the approved daily substitute rate. 1
2
4. Provisions: 3
4
a) Leave request shall be submitted through the principal to the Associate 5
Superintendent, Human Resources. 6
7
b) Such leave may be granted for personal business that can be performed only during 8
school hours. 9
10
c) Examples of exclusion from such leave are: 11
12
1) Accompanying spouse on vacation. 13
2) Recreation. 14
15
N. Personal Necessity Leave 16
17
1. Eligibility: All contracted certificated employees except hourly. 18
19
2. Maximum Time Seven (7) working days per academic year. 20
Limit: 21
22
3. Compensation: Full salary to the extent that accumulated sick leave is available. 23
Otherwise, employees are not eligible for this leave. 24
25
4. Provisions: 26
27
Personal Necessity Leave is defined as an activity that is unavoidable and cannot be 28
taken care of at any time other than during the regularly scheduled teaching day. Up to 29
seven (7) accumulated sick leave days may be used by the employee for personal 30
necessity with notification but without advance permission, at the teacher’s discretion.* 31
Personal Necessity Leave shall not be used for recreation, extending weekends, 32
holidays or vacation. 33
34
*Advance approval shall be required during periods of work stoppages, sickouts or 35
other concerted activities. 36
37
O. Long Term Illness Leave 38
39
1. A Long Term Illness Leave may be granted an employee upon written verification from 40
the personal physician that illness or accident shall keep the employee from duty for a 41
definite period of time. 42
43
2. The employee shall receive regular salary until expiration of accumulated sick leave. 44
45
3. This leave, including accumulated sick leave and the five month differential pay 46
periods shall run consecutively. 47
48
July 1, 2014 29
4. The five month period for which an employee is entitled by statute to the difference 1
between his/her salary and the approved per diem pay of a substitute teacher shall 2
include any period of illness for which the employee is required to use his/her 3
accumulated sick leave. 4
5
5. When sick leave is exhausted and differential pay is being utilized, the employee shall 6
submit a leave of absence form with a medical practitioner’s note confirming their 7
illness. If an employee fails to submit the leave of absence form and physician’s note 8
upon return to service, the employee will be docked their daily rate for the number of 9
days absence they collected differential pay. 10
11
6. For any portion of the five months remaining after expiration of accumulated sick leave 12
(less ten (10) days allowed for current year) the employee shall receive only the 13
difference between his/her salary and the approved per diem pay of the substitute 14
teacher. However, if a replacement teacher is employed on contract to fill the position, 15
the employee shall receive the difference between his/her regular salary and Column I, 16
Step I of the approved salary schedule at the expiration of accumulated sick leave. 17
18
7. An employee shall not be provided more than one, five month differential pay period 19
per illness or accident. However, if a school year terminates before the five month 20
differential pay period is exhausted, the employee may take the remainder of the five 21
months’ differential pay in the subsequent school year. 22
23
8. The District may require a physical examination at District expense to confirm fitness 24
to resume duties by a mutually acceptable medical practitioner before the employee is 25
eligible to return to work. 26
27
9. No gainful employment may be undertaken while on Long Term Illness Leave. 28
29
10. This section applies to all contracted certificated employees, except hourly. 30
31
P. Absence in Excess of Earned Sick Leave and Differential Pay 32
33
1. When an employee is absent because of illness, quarantine or is on non-industrial 34
accident leave and has exhausted his/her accumulated sick leave and five months 35
differential pay, he/she may take a personal unpaid leave for up to one year. If the 36
employee does not return to work after the leave, he/she will be placed on a 39-month 37
re-employment list if he/she is a permanent employee and a 24-month re-employment 38
list if he/she is a probationary employee. Employees returning from unpaid personal 39
leave will be placed in available teaching positions based on the needs of the District. 40 41 2. In the event of personal leave granted as a result of illness, quarantine, or non-industrial 42
accident occurring under the provisions of this regulation, the employee, if permitted by 43
the carrier, is entitled to the opportunity to continue coverage under the District medical 44
insurance plan by personally paying premiums pursuant to forms and procedures 45
established by the District. 46 47 3. In consultation with the employee, the District may require a physical examination 48
by a licensed physician, at District expense, to confirm fitness to resume duties before 49
the employee is eligible to return to work. 50
July 1, 2014 30
4. This section applies to all contracted certificated employees, except hourly. 1
2
Q. Personal Leave 3
4
1. Eligibility: All contracted certificated employees except hourly. 5
6
2. Maximum Time One (1) academic year or remainder thereof. 7
Limit: 8
9
3. Compensation: No salary. 10
11
4. Provisions: 12
13
a. Employees shall be granted a leave of absence for personal reasons not to 14
exceed one (1) academic year or remainder of current year. 15
16
b. Personal Leave shall be for reasons not covered by other leaves and shall be in 17
the best interest of the District. 18
19
c. Requests for Personal Leave shall be submitted to the Associate Superintendent, 20
Human Resources through the principal. Requests for Personal Leave for one year 21
must be submitted thirty (30) days before the beginning of the academic year, if 22
practicable. 23
24
5. Personal Leave will not be granted to employees to engage in employment outside the 25
District with another school district. 26
27
6. The District retains the right to terminate employment if the employee is found to be 28
employed outside the District with another school district during the regular workday 29
while on Personal Leave. 30
31
R. Peace Corps Leave/Americorps 32
33
1. Eligibility: All tenured employees. 34
35
2. Maximum Time Two academic years. 36
Limit: 37
38
3. Compensation: No salary. 39
40
4. Provisions: 41
42
a. A Peace Corps Leave/Americorps may be granted to any tenured employee to serve 43
as a Peace Corps employee in any state, territory, or possession of the United States 44
or foreign country. 45
46
b. The employee shall have rendered service for at least three (3) years immediately 47
preceding the leave and shall be obligated to return to the District for at least two 48
(2) years following service in the Peace Corps/Americorps. 49
July 1, 2014 31
c. As soon as practicable, the employee shall submit a request in writing to the 1
principal; such request shall state the duration and location of the leave. 2
3
d. Peace Corps/Americorps Leave is limited to one (1) per certificated employee and 4
the Board of Education reserves the right to limit the number of participants in any 5
semester or year. 6
7
e. Time spent on Peace Corps/Americorps Leave counts as service for salary step 8
advancement. A minimum of ten (10) months or equivalent calendar days 9
employment with Teachers Corps shall receive one step advancement. 10
11
S. Teacher Corps Leave 12
13
1. Eligibility: All tenured employees. 14
15
2. Maximum Time One academic year unless extended for one additional year 16
Limit: by approval of the Board of Education. 17
18
3. Compensation: No salary. 19
20
4. Provisions: 21
22
a. A Teacher Corps Leave of Absence may be granted to any tenured employee to 23
serve as a teacher in the Teacher Corps in any state, territory, or possession of the 24
United States or foreign country. 25
26
b. The employee shall have rendered service for at least three (3) years immediately 27
preceding the leave and shall be obligated to return to the District for at least two 28
(2) years following service in the Teacher Corps. 29
30
c. As soon as practicable, the employee shall submit a request in writing to the 31
building principal, such request shall state the duration and location of the leave. 32
33
d. Teacher Corps Leave is limited to one (1) per certificated employee and the Board 34
of Education reserves the right to limit the number of participants in any semester 35
or year. 36
37
e. Time spent on Teacher Corps leave counts as service for salary step advancement. 38
A minimum of ten (10) months or equivalent calendar days employment with 39
Teachers Corps shall receive one step advancement. 40
41
f. Service in Teacher Corps shall not count toward the seven (7) years requirement for 42
Sabbatical Leave; however, Teacher Corps Leave shall not constitute a break in 43
service for salary purposes. 44
45
g. If the State Teachers Retirement System permits service in the Teacher Corps to 46
count toward state retirement, the employer agrees to perform the administrative 47
tasks required by STRS in order for the employee to obtain such credit. 48
49
July 1, 2014 32
T. Organization Leave 1
2
1. Eligibility: All tenured employees. 3
4
2. Maximum Time One academic year. May be renewed annually during 5
Limit: incumbency by the Board of Education. 6
7
3. Compensation: No salary. 8
9
4. Provisions: 10
11
a. An Organization Leave of Absence may be granted to a tenured employee to enable 12
the employee to serve as an elected official of a recognized professional educational 13
or employee organization and for the sole purpose of discharging the duties of such 14
office. 15
16
b. Time spent on Organization Leave counts as service for salary step advancement. 17
No credit is allowed for any other benefits. 18
19
U. Legislative Leave 20
21
1. Eligibility: All tenured employees. 22
23
2. Maximum Time One academic year. May be renewed annually during 24
Limit: incumbency by the Board of Education. 25
26
3. Compensation: No salary. 27
28
4. Provisions: 29
30
a. A Legislative Leave may be granted to any tenured employee to serve on an 31
elective position in the city, county, state or federal government and for the 32
performance of any official duties connected therewith. 33
34
b. No salary or fringe benefit shall be paid by the District during the leave. 35
36
c. Time spent on Legislative Leave counts as service for salary step advancement. 37
No credit is allowed for any other benefits. 38
39
d. Requests for Legislative Leave shall be submitted as soon as practicable. 40
41
V. Association Leave 42
43
1. Eligibility: Three (3) persons designated by the Association except 44
home teachers, hourly independent study teachers, substitute 45
teachers, summer school, and adult school teachers. 46
47
2. Maximum Time One (1) academic year. 48
Limit: 49
July 1, 2014 33
3. Compensation: Full salary and fringe benefits. 1 2 4. Provisions: 3 4
a. The District shall grant up to three leave requests each year. The leave shall be 5
submitted, in writing, to Associate Superintendent, Human Resources by May 15 of 6
the preceding academic year. 7
8
b. Three (3) full-time equivalent shall be the maximum amount of leave available to 9
the Association each school year. 10
11
c. The Association shall reimburse the District the actual cost for all compensation 12
paid to the employee, including retirement and fringe. 13
14
d. Leave shall be taken for the entire academic year. 15
16
e. If leave is taken on less than a full-time basis, the employee shall be responsible for 17
non-classroom duties in the same proportion as the time spent teaching is to normal 18
teaching load. 19
20
f. A plan shall be submitted detailing the employee’s work schedule and the manner 21
in which non-instructional duties are to be performed. Such plan shall be approved 22
by the principal and the District before the leave is granted. 23
24
5. In addition to the above, Association Leave may be granted by the District to an 25
individual for Association business on a short-term basis. This leave requires prior 26
approval by the District. The Association shall reimburse the District for the actual 27
cost of the substitute plus fringe benefits paid by the District. 28
29
W. Pregnancy Disability Leave 30
31
1. Eligibility: All contracted certificated female employees except hourly.32
33
2. Maximum Time Length of disability. 34
Limit: 35
36
3. Compensation: Full salary--charged to accumulated sick leave. 37
38
4. Provisions: 39
40
a. Absence under Pregnancy Disability Leave shall be for disabilities caused or 41
contributed to by pregnancy, miscarriage, childbirth, and recovery there from. 42
43
b. Leave shall commence on the date the physician certifies that the employee is 44
medically unable to work. The District shall be given notice as soon as practicable. 45
46
c. A statement in writing attesting to the condition of pregnancy shall be submitted by 47
the personal physician of the employee at the time the request is submitted for a 48
leave of absence for pregnancy disability. Such requests shall be received as soon 49
July 1, 2014 34
as practicable prior to commencement of the leave. 1
2
d. The leave shall terminate when the employee’s physician certifies that the employee 3
is medically able to return to work. Notice of return to work shall be given as soon 4
as practicable. 5
6
e. When the absence extends beyond accumulated sick leave, the employee shall 7
receive the difference between regular salary and the amount paid to a substitute for 8
the length of time the employee is entitled by statute for such pay. 9
10
X. Child Care Leave 11
12
1. Eligibility: All contracted certificated employees except hourly. 13
14
2. Maximum Time One (1) academic year. 15
Limit: 16
17
3. Compensation: No salary. 18
19
4. Provisions: 20
21
a. Employees shall be granted a Child Care Leave for the purpose of childbearing or 22
childrearing. 23
24
b. If leave is requested for childbearing: 25
26
1) Pregnancy shall be confirmed in writing by the employee’s personal physician. 27
28
2) With District approval, leave may commence at any time between the 29
physician’s confirmation of pregnancy and one year after the child is born. 30
31
c. If leave is requested for childrearing, the District may grant an employee such leave 32
as a result of de facto or de jure custody of a child four (4) years of age or less. 33
34
Y. Job Sharing 35
36
1. Eligibility: Permanent elementary teachers (grades K-6 only); provided, 37
however, a kindergarten class is not subject to being shared. 38
Maximum number of shared assignments will be fifteen (15). 39
No more than two shared assignments per site. 40
41
2. Maximum Time One year at a time. Must be approved by Associate 42
Limit: Superintendent, Human Resources yearly, prior to June 30 43
for the following year. If disapproved, the Associate 44
Superintendent, Human Resources will, upon written request 45
by the employees, provide the reasons in writing. 46
47
3. Compensation: One-half salary and full medical benefits. 48
49
July 1, 2014 35
4. Provisions: 1
2
Two permanent teachers may jointly file a request for a 50% leave of absence each, 3
based upon a desire to share a grade 1-6 teaching assignment or a school year, 4
provided: 5
6
a) If two teachers want to share an assignment, they shall file a request with the 7
District Human Resources Office by May 15 in the school year prior to the leave. 8
9
b) If either of the teachers who have agreed to share an assignment is unable to 10
complete the obligation, the other teacher will assume the responsibility of the 11
full-time assignment. 12
13
c) When the two teachers choose to go back to 100% positions, the District will place 14
the teachers in positions that are as alike as possible to their last 100% positions. 15
16
d) Report cards and progress reports will be completed by both teachers. 17
18
e) Parent conferences will be attended by both teachers. 19
20
f) Back to School Night and Open House will be attended by both teachers. 21
22
g) Teachers may substitute for each other. 23
24
h) Both teachers will teach together the first two days of the school year. Each teacher 25
will be given one full day sub to compensate them for this time. 26
27
i) Faculty Meetings – The afternoon teacher will communicate information to the a.m. 28
teacher. Both teachers will attend if necessary, by prior arrangement. 29
30
j) In-services or staff development activities will be attended by the appropriate 31
teacher, or both teachers. 32
33
k) Each teacher will teach the full day on alternate minimum days. 34
35
Z. Family Care Leave 36
37
This leave shall be granted in addition to other leaves in the contract. 38
39
1. Eligibility: Full-time certificated employees or an employee that has been 40
been employed for at least 12 months and has been employed for 41
at least 1,250 hours of service during the 12 month period 42
immediately preceding the commencement of the leave. 43
44
2. Maximum Time A total of twelve (12) workweeks in any 12-month period. 45
Limit: 46
47
3. Compensation: No salary except as authorized pursuant to paragraph 4.d. 48
49
July 1, 2014 36
4. Provisions: 1
2
a. The District shall grant a request by any eligible employee who meets all 3
requirements of this section, and who is eligible for other benefits, to take up to a 4
total of twelve (12) workweeks in any 12-month period for family care and medical 5
leave. Family care and medical leave requested pursuant to this subdivision shall 6
not be deemed to have been granted unless the District provides the employee, upon 7
granting the leave request, a guarantee of employment in the same or a comparable 8
position upon the termination of the leave. 9
10
b. For purposes of this section: 11
12
1) “Child” means a biological, adopted, or foster child, a stepchild, a legal ward 13
or a child of a person standing in loco parentis who is either of the following: 14
15
(a) Under 18 years of age. 16
17
(b) Age 18 or older and incapable of self-care because of a mental or 18
physical disability. 19
20
2) “Family care” means one of the following: 21
22
(a) Leave for reason of the birth of a child of the employee and to care for the 23
newborn child, the placement of a child with an employee in connection with 24
the adoption or foster care of the child by the employee, or the serious health 25
condition of a child of the employee. 26
(b) Leave to care for a parent or spouse who has a serious health condition. 27
28
(c) Leave because of an employee's own serious health condition that makes 29
the employee unable to perform the functions of the position of the 30
employee, except for leave taken for disability on account of pregnancy, 31
childbirth or related medical conditions. 32
33
3) “Employment in the same or a comparable position” means employment in a 34
position that has the same or similar duties and pay which can be performed at 35
the same or similar geographic location as the position held prior to the leave. 36
37
4) “Health care provider” means either of the following: 38
39
(a) An individual holding either a physician’s and surgeon’s certificate issued 40
pursuant to Article 4 (commencing with Section 200) of Chapter 5 of 41
Division 2 of the Business and Professions Code, an osteopathic 42
physician’s and surgeon's certificate issued pursuant to Article 4.5 43
(commencing with Section 2099.5) of Chapter 5 of Division 2 of the 44
Business and Professions Code, or an individual duly licensed as a 45
physician, surgeon, or osteopathic physician or surgeon in another state or 46
jurisdiction who directly treats or supervises the treatment of the serious 47
health condition. 48
49
July 1, 2014 37
(b) Any other person determined by the United States Secretary of Labor to 1
be capable of providing health care services under the Federal Family and 2
Medical Leave Act of 1993 and its implementing regulations. 3
4
5) “Parent” means a biological, foster, or adoptive parent, a stepparent, or a legal 5
guardian, or other person who stood in loco parentis to the employee when the 6
employee was a child. 7
8
6) “Serious health condition” means an illness, injury (including on-the-job 9
injuries), impairment, or physical or mental condition of the employee or a 10
child, parent or spouse of the employee that involves either of the following: 11
12
(a) Inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential 13
health care facility. 14
15
(b) Continuing treatment or continuing supervision by a health care provider. 16
17
c. The District shall not be required to pay an employee for any leave taken pursuant 18
to subdivision a., except as required by subdivision d. 19
20
d. An employee taking a leave permitted by subdivision a. may elect, or the District 21
may require, the employee to substitute for leave allowed under subdivision a., any 22
of the employee’s accrued vacation leave or other accrued time off during this 23
period or any other paid or unpaid time off negotiated with the District. If an 24
employee takes a leave because of the employee’s own serious health condition, 25
the employee may also elect, or the District may also require, the employee to 26
substitute accrued sick leave during the period of the leave. However, an employee 27
shall not use sick leave during a period of leave in connection with the birth, 28
adoption, or foster care of a child, or to care for a child, parent, or spouse with a 29
serious health condition unless mutually agreed to by the District and the employee. 30
The use of the employee’s accrued vacation leave or other accrued time off, 31
including any accrued sick leave, shall run concurrently with and count towards the 32
leave permitted by subdivision a. 33
34
e. During any period that an eligible employee takes leave pursuant to subdivision a. 35
or takes leave that qualifies as leave taken under the Federal Family and Medical 36
Leave Act of 1993 (FMLA), the District shall maintain and pay for coverage under 37
a “group health Plan,” as defined in Section 5000(b) (a) of the Internal Revenue 38
Code of 1986, for the duration of the leave, not to exceed 12 workweeks in a 12-39
month period, commencing on the date leave taken under the FMLA commences, at 40
the level and under the conditions coverage would have been provided if the 41
employee had continued in employment continuously for the duration of the leave. 42
Nothing in the preceding sentence shall preclude the District from maintaining and 43
paying for coverage under a “group health plan” beyond 12 workweeks. The 44
District may recover the premium that the District paid as required by this 45
subdivision for maintaining coverage for the employee under the group health plan 46
if both the following conditions occur: 47
48
July 1, 2014 38
1. The employee fails to return from leave after the period of leave 1
to which the employee is entitled has expired. An employee is 2
deemed to have “failed to return from leave” if he/she works less 3
than 30 days after returning from leave. 4
5
2. The employee’s failure to return from leave is for a reason other 6
than the continuation, recurrence or onset of a serious health 7
condition that entitles the employee to leave under subdivision a. 8
or other circumstances beyond the control of the employee. 9
10
f. Any employee taking leave pursuant to subdivision a. shall continue to be entitled 11
to participate in employee health plans for any period during which coverage is not 12
provided by the District under paragraph e. Any employee taking leave pursuant to 13
subdivision a. shall be entitled to participate in employee benefit plans, including 14
life, short-term or long-term disability or accident insurance, pension and retirement 15
plans, and supplemental unemployment benefit plans to the same extent and under 16
the same conditions as apply to an unpaid leave taken for any purpose other than 17
those described in subdivision a. In the absence of these conditions, an employee 18
shall continue to be entitled to participate in these plans, and in the case of health 19
and welfare employee benefit plans, including life, short-term or long-term 20
disability or accident insurance, or other similar plans, the District may, at its 21
discretion, require the employee to pay premiums, at the group rate, during the 22
period of leave, or other accrued time off, or any other paid or unpaid time off 23
negotiated with the District, as a condition of continued coverage during the leave 24
period. However, the nonpayment of premiums by an employee shall not constitute 25
a break in service, for purposes of longevity, seniority under any collective 26
bargaining agreement, or any employee benefit plan. 27
28
For purposes of pension and retirement plans, the District shall not be required to 29
make plan payments for an employee during the leave period, and the leave period 30
shall not be required to be counted for purposes of time accrued under the plan. 31
However, an employee covered by a pension plan may continue to make 32
contributions in accordance with the terms of the plan during the period of the 33
leave. 34
35
g. During a family care and medical leave period, the employee shall retain employee 36
status with the District, and the leave shall not constitute a break in service, for 37
purposes of longevity, seniority under the collective bargaining agreement, or any 38
employee benefit plan. An employee returning from leave shall return with no less 39
seniority than the employee had when the leave commenced, for purposes of layoff, 40
recall, promotion, job assignment, and seniority-related benefits. 41
42
h. If the employee’s need for a leave, pursuant to this section, is foreseeable due to a 43
planned medical treatment or supervision, the employee shall make a reasonable 44
effort to schedule the treatment or supervision to avoid disruption to the operations 45
of the District, subject to the approval of the health care provider of the individual 46
requiring the treatment or supervision. 47
48
July 1, 2014 39
i. The District may require that an employee’s request for leave to care for a child, 1
spouse, or a parent who has a serious health condition be supported by a 2
certification issued by the health care provider of the individual requiring care. 3
That certification shall be sufficient if it includes all of the following: 4
5
1. The date on which the serious health condition commenced. 6
7
2. The probable duration of the condition. 8
9
3. An estimate of the amount of time that the health care provider 10
believes the employee needs to care for the individual requiring 11
care. 12
13
4. A statement that the serious health condition warrants the 14
participation of a family member to provide care during a period of 15
the treatment or supervision of the individual requiring care. 16
17
j. Upon expiration of the time estimate by the health care provider in paragraph i., 18
the District may require the employee to obtain recertification in accordance with 19
the procedure provided in paragraph i., if additional leave is required. 20
21
k. The District may require that an employee’s request for leave because of the 22
employee’s own serious health condition be supported by a certification issued by 23
his or her health care provider. That certification shall be sufficient if it includes all 24
of the following: 25
26
1. The date on which the serious health condition commenced. 27
28
2. The probable duration of the condition. 29
30
3. A statement that, due to the serious health condition, the employee 31
is unable to work at all or is unable to perform any one or more of 32
the essential functions of his or her position. 33
34
The District may require that the employee obtain subsequent recertification 35
regarding the employee’s serious health condition on a reasonable basis if 36
additional leave is required. 37
38
In any case in which the District has reason to doubt the validity of the certification 39
provided pursuant to this section, the District may require, at the District’s expense, 40
that the employee obtain the opinion of a second health care provider, designated or 41
approved by the District. The health care provider designated or approved shall not 42
be employed on a regular basis by the District. 43
44
In any case in which the second opinion differs from the opinion in the original 45
certification, the District may require at the District’s expense, that the employee 46
obtain the opinion of a third health care provider, designated or approved jointly by 47
the District and the employee. The opinion of the third health care provider shall be 48
considered to be final and shall be binding on the District and the employee. 49
50
July 1, 2014 40
The District shall provide the employee with a copy of the second and third medical 1
opinions, where applicable, without cost, upon the request of the employee. 2
3
As a condition of an employee’s return from leave taken because of the employee’s 4
own serious health condition, the District may require the employee to obtain 5
certification from his or her health care provider that the employee is able to resume 6
work. Nothing in this paragraph shall supersede other sections of this collective 7
bargaining agreement that govern the return to work of that employee. 8
9
l. These leave of absence provisions shall be construed as separate and distinct from 10
those of Government Code Section 12945. 11
12
m. Leave provided for pursuant to this section may be taken in one or more periods. 13
The 12-month period during which 12 workweeks of leave may be taken under this 14
section shall run concurrently with the 12-month period under the FMLA, and shall 15
commence the date leave taken under the FMLA commences. 16
17
n. In any case in which both parents entitled to leave under subdivision a. are 18
employed by the District, the District shall not be required to grant leave in 19
connection with the birth, adoption, or foster care of a child that would allow the 20
parents’ family care and medical leave totaling more than the amount specified in 21
subdivision a. 22
23
o. Notwithstanding subdivision a., the District may refuse to reinstate an employee 24
returning from leave to the same or a comparable position if all of the following 25
apply: 26
27
1. The employee is a salaried employee who is among the highest 28
paid 10 percent of the District’s employees. 29
30
2. The refusal is necessary to prevent substantial and grievous 31
economic injury to the operations of the District. 32
33
3. The District notifies the employee of the intent to refuse 34
reinstatement at the time the employer determines the refusal is 35
necessary under subparagraph o.2. 36
37
In any case in which the leave has already commenced, the District shall give the 38
employee a reasonable opportunity to return to work following the notice 39
prescribed by subparagraph o.3. 40
41
p. Leave taken by an employee pursuant to this section shall run concurrently with 42
leave taken pursuant to the federal Family and Medical Leave Act of 1993 (FMLA), 43
except for any leave taken under the FMLA for disability on account of pregnancy, 44
childbirth, or related medical conditions. The aggregate amount of leave taken 45
under this section or the FMLA, or both, except for leave taken for disability on 46
account of pregnancy, childbirth, or related medical conditions, shall not exceed 12 47
workweeks in a 12-month period. An employee is entitled to take, in addition to 48
the leave provided for under this section and the FMLA, the leave provided for in 49
July 1, 2014 41
Government Code Section 12945, if the employee is otherwise qualified for that 1
leave. 2
3
Family Care Leave for the Families of Covered Service Members: 4
5
Pursuant to law, the District shall grant family care leave for the employee of a 6
covered service member as follows: 7
8
a) Leave due to a qualifying exigency arising out of the fact that the employee’s 9
spouse, child or parent is on active duty or call to active duty status in support 10
of a contingency operation as a member of the National Guard or Reserves. 11
12
b) Leave because the employee is a spouse, child, parent or next of kin of a 13
covered service-member with a serious injury or illness. 14
15
A.A. Willie Brown Pre-Retirement Leave 16
17
1. The District will provide a plan by (Willie Brown Pre-Retirement) which 18
employees who are preparing to retire may reduce their workload to half-time at 19
grades K-12 and/or to 60% at grades 7-12, pursuant to Education Code Section 20
44922. Education Code Section 44922 is incorporated by reference as it exists on 21
the date of ratification of this Agreement. 22
23
a. At grades 7-12, teachers may opt to work 60% (three classes) in the fall, three 24
classes in the Spring) or 50% work fall semester only. 25
26
b. At the 7-8 and 9-12 level, teachers may opt to work three classes in the fall 27
semester and two classes in the spring semester in order to qualify. 28
29
2. The District and Association shall further develop any other regulations necessary 30
to implement this plan. 31
32
3. Employees who elect to enter this program may work half-time (.5 FTE at grades 33
K-12 and/or to 60% at grades 7-12). In such case both the District and the 34
employee shall continue to make contributions to STRS (State Teachers 35
Retirement System) as if the employee was working full-time (1.0 FTE). 36
37
4. Teachers will receive salary advancement equivalent to one year on the salary 38
schedule for every year on Willie Brown. 39
40
5. An employee may participate in this program up to five (5) years at which time 41
he/she must retire. 42
43
6. Once an employee has entered this program he/she may return to a full-time 44
assignment only by mutual agreement with the District. 45
46
7. An employee shall fulfill his/her half-time assignment by working full-time for one 47
(1) semester per year. 48
49
July 1, 2014 42
8. An employee must notify the District of his/her intention to participate in this 1
program by July 1 preceding the school year in which he/she wishes to enter the 2
program. 3
4
9. Participation in this program shall be limited to 2% of the total number of members 5
of the bargaining unit who are entitled to all leaves of absence benefits described in 6
this Article. 7
8
10. If the District cannot find a credentialed and qualified applicant for the second 9
semester for a staff member who works the first semester of a Willie Brown Leave, 10
then the certificated employee on the leave will work the second semester or retire. 11
(The District and the MTA will agree on a list of positions to which this provision 12
applies, including a statement “and teachers in selective academic areas.”) 13
14
11. With the mutual consent of the District and the teacher, other Willie Brown 15
arrangements can be approved. (An example of this would be a psychologist who 16
works three days per week at 60% of their salary). 17
18
B.B. Leave to Participate in Activities at Child’s School or Licensed Day Care Facility 19
20
Under authority of Labor Code Section 230.8, a unit member who is a parent, guardian, 21
or grandparent having custody of one or more children in kindergarten or grades one to 22
twelve, inclusive, or attending a licensed day care facility may take time off up to 40 23
hours each calendar year, not exceeding eight (8) hours in any calendar month of the 24
year, to participate in activities of the school or licensed child day care facility of any of 25
his/her children. 26
27
If both parents of a child are employed by Modesto City Schools at the same work site, 28
the entitlement to planned time off, described above, as to that child applies at any one 29
time only to the parent who first gives notice to his/her supervisor, such that the other 30
parent may take planned time off simultaneously as to that same child under the 31
conditions described above only if he/she obtains the supervisor’s approval for the 32
requested time off. 33
34
The unit member shall request the planned time off by giving at least one (1) work day 35
advance notice to his/her supervisor and shall utilize accrued vacation, personal leave 36
(without pay), or accrued compensatory time off for purposes of the planned absence 37
authorized above. 38
39
The unit member taking the planned time off, described above, shall provide 40
documentation from the school or licensed child day care facility as proof that he/she 41
participated in school or licensed child day care facility activities on a specific date and 42
at a particular time. “Documentation,” for purposes of this planned leave, means 43
whatever written verification of parental participation in activities the school or 44
licensed child day care facility deems appropriate and reasonable. 45
46
July 1, 2014 43
C.C. Leave for Spouse of Military Service Member 1
2
1. Eligibility: All contracted certificated employees except hourly. 3
4
2. Maximum Time Ten (10) days. 5
Limit: 6
7
3. Compensation: None. 8
9
4. Provisions: 10
11
The District shall grant a request by any eligible employee who meets all 12
requirements of this section, and who is eligible for other benefits, to take up to a 13
total of ten (10) days of unpaid leave while their military spouse is home on leave. 14
A “qualified employee” under this leave is one who: 15
16
1. Is the spouse of a member of the armed forces, national guard or 17
reserves who has been deployed during a period of military conflict; 18
19
2. Works for an average of 20 or more hours/week; 20
21
3. Provides notice to District of his/her intention to take a leave within 22
two (2) business days of receiving official notice of the spouse’s 23
leave; and 24
25
4. Submits written documentation of the military leave to the 26
employer. 27
28
D.D. Catastrophic Leave – Child, Parent or Spouse 29
30
1. Eligibility: All certificated employees (except hourly). 31
32
2. Maximum Time Up to the amount of employee’s accumulated sick leave. 33
Limit: 34
35
3. Compensation: Regular salary until expiration of accumulated full-pay 36
sick leave. 37
38
4. Provisions: 39
40
a. A Catastrophic Leave of Absence may be granted an employee for catastrophic 41
conditions that require an employee to be absent to care for the employee’s 42
child, parent or spouse. 43
44
b. Absence for this type of leave shall be charged, at the election of the employee, 45
against accumulated sick leave without loss of pay. 46
47
c. The District shall require that the employee submit a “Request for Leave of 48
Absence” form (MCS-2a) and a “Physician’s Certification of Catastrophic 49
July 1, 2014 44
Condition” form. The certification shall be issued by the health care provider of 1
the individual requiring care. That certification shall be sufficient if it includes 2
all of the following: 3
4
1. The date on which the catastrophic condition commenced. 5
6
2. An estimate of the amount of time that the health care provider 7
believes the individual will require care. 8
9
3. A statement that a catastrophic condition warrants the participation 10
of the employee to provide care during a period of treatment or 11
supervision of the individual requiring care. 12
13
d. Upon expiration of the time estimate by the health care provider on the original 14
certification, the District may require the employee to obtain recertification in 15
accordance with the procedure provided above if additional leave is required. 16
17
e. If an employee fails to submit the leave of absence form, physician’s 18
certification or physician’s recertification, the employee shall be docked their 19
full daily rate of pay for the number of days absent. 20
21
f. Leave provided for pursuant to this section may be taken in one or more periods 22
but shall not exceed employee’s accumulated full-pay sick leave. 23
July 1, 2014 45
ARTICLE VI
CLASS SIZE
A. For Transitional Kindergarten-Grade 6: 1
2
1. For grades TK-6 class size maximums as listed below: 3
4
TK/K - 24.94* 5
1 - 24.94* 6
2 - 24.94* 7
3 - 24.94* 8
4 - 34 9
5 - 34 10
6 - 34 11
12
(*Before Class Size Reduction, the class size maximum for kindergarten was 33 and 13
the class size maximum for 1st, 2nd, and 3rd grade was 32.) 14
15
Combination class size maximum shall be the lower of two grade levels. 16
17
Class size maximums can only be exceeded at grades 4-5-6 if teacher(s) sign a written 18
waiver. 19
20
Class Size Reductions 21
22
The parties acknowledge that as a condition of receiving the additional funding grant 23
for K-3 Class size reduction under the Local Control Funding Formula (LCFF) the 24
District is required to make progress toward maintaining an average class enrollment of 25
not more than 24 pupils for each school site in kindergarten and grades 1 to 3 upon full 26
implementation of the LCFF, as such progress is defined in Education Code section 27
42238.02. The parties intend for the District to be in compliance with this law as 28
interpreted by subsequent guidelines and regulations of the California Department of 29
Education (CDE) upon full implementation of the LCFF (currently 2020) as set forth in 30
Education Code section 42238.02(d)(3)(D). 31
32
However, effective 2014-2015 and continuing for each subsequent school year until full 33
implementation of the LCFF, the parties agree to an “alternative annual average class 34
size enrollment for each school site” within the meaning of Education Code section 35
42238.02(d)(3)(B). Under this alternative, the District shall make annual progress at 36
each school site toward the 24:1 goal by full implementation of the LCFF, but the 37
amount of progress at each school site shall be flexible and shall not be tied to the 38
formula set forth in Education Code section 42238.02(d)(3)(B)(i)-(v). 39
40
• The Association and the District agree to implement full day class size reduction in 41 kindergarten and third grade at schools where space is available for the 2000-2001 42
school year. 43
July 1, 2014 46
• The District retains the discretion to exceed K-3 class size reduction maximums of 1 24.94 when enrollment, facilities, transportation or staffing precludes enrollment of 2
a student residing in the District or otherwise legally entitled to enroll. 3
4
• Selection of teachers to take the added students shall be on a volunteer basis. If no 5 teacher volunteers, the principal will assign. Unless requested by the teacher, the 6
overload class shall not be assigned to the same teacher for the following year. 7
8
2. The Association agrees that during the life of this agreement it will neither discourage 9
nor encourage class size waivers by individual teachers. 10
11
3. The District agrees to make a good faith effort to balance the number of students by the 12
end of the third week. 13
14
4. In grades K-6, no more than two (2) grade levels will compose a single class unless the 15
teacher agrees. 16
17
B. For grades 7-8: 18
19
1. At the junior high schools, the District agrees to make a good faith effort to balance 20
class sizes by the end of the third week of the beginning of the fall semester and by the 21
beginning of the third week of the spring semester. 22
23
2. At the 7-8 level, the following class size maximums are agreed to: 24
25
a. 37 for all academic subjects 26
b. 57 for Physical Education 27
28
3. The above paragraph may be waived by individual teachers for specific classes or 29
periods of time. The Association agrees that during the life of this agreement it will 30
neither discourage nor encourage class size waivers by individual teachers. 31
32
4. The intent of the District is to maintain class size averages by scheduling some teachers 33
to teach six classes in the fall and four classes in the spring, thus, balancing classes 34
between first and second semesters. 35
36
5. The District shall make a good faith effort to maintain equitable class sizes during the 37
remainder of the semester. 38
39
C. For grades 9-12: 40
41
1. At the high schools, the District agrees to make a good faith effort to balance class sizes 42
by the end of the third week of the beginning of the fall semester and by the beginning 43
of the third week of the spring semester. 44
45
2. At the 9-12 level, the following class size maximums are agreed to: 46
47
July 1, 2014 47
a. 39 for all academic core classes (Science, Social Studies, English, Math, Foreign 1
Language) 2
b. 60 for Physical Education 3
c. 40 for all other classes 4
5
3. The above paragraph may be waived by individual teachers for specific classes or 6
periods of time. The Association agrees that during the life of this agreement it will 7
neither discourage nor encourage class size waivers by individual teachers. 8
9
4. The intent of the District is to maintain class size averages by scheduling some teachers 10
to teach six classes in the fall and four classes in the spring, thus, balancing classes 11
between first and second semesters. 12
13
5. The District shall make a good faith effort to maintain equitable class sizes during the 14
remainder of the semester. 15
16
D. Contract Full-time Independent Study 17
18
A full-time Independent Study teacher shall carry 30 students per week (6 hours per day, 19
5 days per week). 20
21
E. QEIA 22
23
Orville Wright Elementary School will remain under the restrictions of the Quality 24
Education Investment Act (QEIA) Grant during the 2010-2011 school year and beyond, as 25
long as part of the QEIA Grant. There are three specific mandates that would prohibit the 26
elimination of Class Size Reduction at Orville Wright. 27
28
Class Size 29
The QEIA grant mandates compliance, by the end of the 2010-2011 school year, with all 30
class size reduction requirements in the statute – Education Code section 52055.740(a)(1). 31
32
These class size reduction requirements are: 33
• Not exceed 20 pupils per class in K-3 34
• Reduce class sizes at each grade level in grades 4-12 by 5 students per class, 35 or to an average of 25, whichever is lower 36
• Not increase any other class sizes in the school above the size used during 37 the 2005-2006 school year 38
39
Teacher Experience 40
The QEIA Grant further mandates, by the end of the 2010-2011 school year, that an average 41
experience of classroom teachers in the school be equal to or exceed the average for the 42
school district for this type of school – Education Code 52055.740(a)(4). Schools must use 43
the Teacher Experience Index (TEI) approved by the State Superintendent of Public 44
Instruction. The TEI for each type of school is posted on the CDE website. School districts 45
recalculate teacher experience average each year at the QEIA schools for comparison with 46
the district TEI target interim and final targets. By 2010-2011, QEIA schools must ensure 47
July 1, 2014 48
that their average level of teaching experience meets or exceeds the average level of district 1
teacher experience at either the elementary, middle, or high schools. 2
3
Professional Development 4
One final mandate of the QEIA Grant that must be considered for any discussion of the 5
elimination of CSR is the requirement to provide professional development to at least one-6
third of teachers and instructional paraprofessionals in the school annually - Education 7
Code section 52055.740(b)(3). All teachers are required to obtain 120 hours in each three-8
year period with one-third of the teachers meeting at least 40 hours in every year. This 9
requirement will be monitored by county superintendents. 10
11
School Improvement 12
The intent of the QEIA Grant is to improve student achievement. Professional 13
development, collaboration, increased parent participation, and emphasis on school culture, 14
vision, and mission are all parts of the improvement process. All teachers have been 15
actively involved in the redevelopment of school culture, mission and vision, a collaborative 16
culture, and parent involvement, as well as the professional development. Maintaining 17
consistency of the staff at the site is essential for continued improvement in student 18
achievement so relationships, collaboration, and culture continue to grow. 19
20
21
Proposal/Contract Language 22
In order to fully comply with the mandates of the QEIA Grant, Orville Wright Elementary 23
School must be exempt from the elimination of Class Size Reduction. 24
25
Vacant positions at Orville Wright Elementary School shall not be subject to the transfer, 26
shifting enrollment, or internal posting requirements of the Collective Bargaining 27
Agreement. All vacant positions, regardless of the time of the year, shall be posted 28
internally and externally. The decision to hire an individual for an Orville Wright 29
Elementary School position shall be made by the interview committee which will be 30
composed of five members – three of whom must be Orville Wright Elementary School 31
teachers. 32
33
Reference: Education Code 52055.700 Quality Education Investment Act of 2006 34
August 7, 2014 49
ARTICLE VII
STAFFING RATIOS The District and Association agree that Local Control Accountability Plan approvals will offer 1
enhanced staffing to the supplemental and concentration subgroups. 2
3
Staffing shall be based on the number of students at the end of the third week of the school year. 4
5
1. K-3: One (1) teacher per 24.94 students. 6
7
2. 4-6: One (1) teacher per 33.0 students. 8
9
3. 1-6: Prep Period delivery will be no less than the 2013-14 level, districtwide, of 11.5 FTE. 10
11
4. K-6: Instrumental Music Teachers 8.8 FTE (future reductions will be based on attrition). 12
13
5. 7-8: Teachers: The teaching staff allocation for grades 7-8 shall be based on a 29.9:1 ratio. 14
15
6. 7-8: Minimum staffing ratio formula is indicated below for the eighth period assignment 16
(6 teacher or 7 student periods) at the junior high level. Full year enrollment per site 17
for remediation divided by 25 = minimum number of eighth period classes per site for 18
remediation. 19
20
7. 7-8: Remedial reading labs staffed at 25:1 ratio. 21
22
8. 7-8: Counselors: 1.0 FTE per site. 23
24
9. 7-8: Librarian: .50 FTE per site. 25
26
10. 9-12: Teachers: The teaching staff allocation for grades 9-12 shall be based on a 29.9:1 27
ratio applied to the adjusted enrollment figure. 28
29
11. 9-12: Minimum staffing ratio will be indicated below for eighth period (7th instructional 30
period) at the high school level. 31
32
Full year 8th period enrollment x attrition factor divided by 29.9, divided by 6 = FTE. 33
One (1.0) FTE will be converted for 6th period sports optionals. 34
35
12. 9-12: Counselors: The staffing ratio for regular High School Counselors shall not exceed a 36
District site average of 700:1. 37
38
13. 9-12: College Counselors: .80 FTE per comprehensive site. 39
40
14. 9-12: Librarian: 1.0 FTE per comprehensive site. 41
42
August 7, 2014 50
15. 9-12: Work Experience/Career Center: 1.0 FTE per comprehensive site. 1
2
16. K-12: Nurses: General Fund and Special Education funded will be no less than the 2013-14 3
level of 12.55 FTE. 4
5
17. Opportunity School: Teachers: The teaching staff allocation shall be based on a 29.5:1 ratio. 6
7
18. Continuation School: Teachers: The teaching staff allocation shall be based on a 29.9:1 ratio. 8
9
19. Continuation School: Work Experience: .40 FTE. 10
11
20. Independent Study Teachers: Three full-time Independent Study Teachers shall be hired in 12
the District starting in the 2003-2004 school year. Independent Study Teachers may opt 13
into regular teacher vacancies, in their credentialed areas, for the 2008-2009 school year. 14
The District is not required to advertise or fill said contracted Independent Study positions if 15
they become vacant (LOA 5/15/09). 16
17
21. Resource Specialist Caseloads 18
19
Resource Specialist caseloads shall be based on the average for the year and in accordance 20
with Education Code when determining initial staffing allocations. Caseloads will be 21
reviewed each month to determine whether additional resources are needed immediately 22
based on consistent counts over caseload or trends in numbers from month-to-month. 23
Temporary assistance may be provided through sharing of resource time between sites that 24
are over 28 and those that are 20 or under. Assistance to overloaded sites may also be 25
provided by a rover, substitute or other additional time (e.g. paraprofessional allocation), or 26
at 7-12 with optional periods. 27
28
Evaluation of caseloads for determining reassignment of staff will be made at the first 29
trimester for K-6 and the first quarter for 7-12. 30
31
A Resource Specialist who has a caseload of 20 or less may be assigned temporarily to 32
assist at other sites for up to 30 days each year. This provision shall not be deemed a formal 33
reassignment or transfer as provided in Articles XIII and XIV. 34
35
The District will make a good faith effort to balance Resource Specialists’ caseloads among 36
teachers at sites and across the District. 37
July 1, 2014 51
ARTICLE VIII
EVALUATION PROCEDURES
1. The District’s adopted employees’ evaluation procedures shall be for the purpose of 1
improving instruction and to maintain professional standards. The process is based upon 2
the “Continuum of Teacher Development” which is aligned with the California Standards 3
for the Teaching Profession (CSTP). The evaluation procedure shall evaluate and assess 4
employees’ competency as it is reasonably related to 1) engaging and supporting all 5
students in learning; 2) creating and maintaining an effective environment for student 6
learning; 3) understanding and organizing subject matter for student learning; 4) planning 7
instruction and designing learning experiences for all students; 5) assessing student 8
learning; 6) developing as a professional educator. 9
10
2. The evaluation and assessment of non-instructional employees’ competency shall 11
reasonably relate to the fulfillment of their job responsibilities. 12
13
3. The evaluation and assessment of instructional employee competence shall not include the 14
use of publishers’ norms established by standardized tests. Instructional employee 15
evaluations shall include evidence of pupils’ progress toward established standards based 16
upon pre and post assessments. The measurement of student progress will be mutually 17
agreed upon by the teacher and evaluator. Certificated non-instructional personnel shall be 18
evaluated according to their job responsibilities. 19
20
4. The progress of pupils toward the established standards of expected pupil achievement 21
shall be included in the final evaluation, Form I, for instructional certificated employees. 22
23
Each first and second year temporary and probationary employee (instructional) shall 24
be responsible for a maximum of four (4) standards of student achievement (and related 25
means of assessment and evidence to be provided) which are representative of major 26
components of his/her instructional program. 27
28
Permanent employees whose last evaluation was satisfactory shall be responsible for 29
two (2) standards of student achievement. 30
31
5. Assessment of fulfillment of job responsibilities for non-instructional certificated 32
employees shall be included in the final evaluation, Form 1, for non-instructional 33
certificated employees. 34
35
Each employee (non-instructional) shall be responsible for a maximum of four (4) job 36
responsibilities (and related means of assessment and evidence to be provided) which are 37
representative of major components of his/her job description. 38
39
Permanent employees (non-instructional) whose last evaluation was satisfactory shall be 40
responsible for two (2) job responsibilities. 41
42
July 1, 2014 52
6. School Psychologists: The initial consultation and final conference relating to evaluation 1
shall be with the same single supervisor. The supervisor appointed as the evaluator may 2
seek input from the supervisors where the psychologist is assigned. 3
4
7. The certificated employee being evaluated and the supervising administrator shall meet no 5
later than October 31st for the initial consultation conference to discuss and/or review: 6
7
a. The administrator’s expectation regarding the employee’s duties and 8
responsibilities. 9
b. The evaluation forms and procedures. 10
c. The tentative schedule (dates and times) of observations. 11
d. The establishment of student achievement objectives based on the content standards. 12
e. Any mitigating factors that may affect the certificated employee to meet the student 13
achievement objectives. 14
15
8. Performance of non-instructional duties and responsibilities involving supervisory and 16
advisory duties shall be included in the final evaluation, Form 1, for instructional and non-17
instructional certificated employees. 18
19
9. Final evaluation comments must relate to administrative observations and/or written 20
communications to individual employees during the observation period. 21
22
10. Upon written request by the employee, any information of a derogatory nature which is 23
four (4) or more years old shall be removed and placed in a separate file. Each separate file 24
shall remain confidential except as to direction from a court or administrative agency. 25
26
11. Desk memos pertaining to a bargaining unit employee may not be forwarded to other 27
administrators or staff. This provision also applies to e-mail communications. Desk 28
memos must be destroyed after two calendar years. 29
30
12. The evaluation process shall not be used as a means of harassment of any employee. 31
32
13. The end of the year evaluation form will clearly state if the overall evaluation is 33
satisfactory or unsatisfactory. 34
35
14. All standards of student achievement shall be specific and will be single subject in nature. 36
37
15. Probationary teachers shall be evaluated each school year. 38
39
16. Permanent teachers who receive a “satisfactory” evaluation shall be evaluated once every 40
two years regardless of assignment, transfer, etc. 41
42
17. Permanent teachers who receive a “satisfactory” evaluation shall be evaluated once every 43
three years regardless of assignment, transfer, etc. if employee has at least 10 years with 44
the School District. 45
46
July 1, 2014 53
18. Permanent teacher observations may begin after the first two weeks of school. 1
2
19. Unless there are teacher absentee problems, or repeated conflicts in scheduling 3
conferences, an observation shall be completed before another observation is started. 4
5
20. All “unsatisfactory” final evaluations must be based on more than two observations by at 6
least two different site administrators or by a third party District observer selected by the 7
Human Resources Department. 8
9
21. Permanent teachers receiving an unsatisfactory evaluation must participate in the PAR 10
Program. Once the permanent teacher receives a satisfactory evaluation, he/she will be 11
exited from PAR and will not be evaluated the following year. 12
13
22. All observations shall clearly state whether the observation is satisfactory or unsatisfactory. 14
15
23. Completed evaluation forms for all personnel subject to evaluation during that year shall be 16
transmitted by the evaluator to the evaluatee not later than thirty (30) days prior to the last 17
day of that evaluation year. The evaluator and evaluatee shall discuss the completed 18
evaluation forms prior to the last school day of the evaluation year. 19
20
24. The parties agree that the officially adopted evaluation procedures of this agreement shall 21
comply with the above requirements. The forms are included as Exhibits “G” through “P.” 22
23
PROCEDURES FOR PLAN OF IMPROVEMENT 24
25
1. If after two unsatisfactory observations the teacher has not remediated his/her deficiencies, 26
he/she shall be noted as “in need of special assistance” and placed on a plan of improvement. 27
28
2. The plan of improvement shall be for at least 8 weeks and may be extended at the 29
discretion of the District. 30
31
3. The plan of improvement shall include: 32
33
a. A statement of the problem and existing conditions in relationship to the CSTP. 34
b. Specific objectives for the teacher in relationship to the CSTP. 35
c. Methods and resources which the teacher may use to remedy the problem and meet 36
the CSTP. 37
d. Specific guidance and assistance that will be offered to the teacher. 38
e. Employee’s input and plan to improve his/her performance. 39
40
PAR REFERRAL 41
42
1. If after the end of the improvement plan period the teacher has not remediated his/her 43
deficiencies, he/she shall receive an overall “unsatisfactory” on the formal evaluation 44
(Form I) and be referred to PAR. 45
46
July 1, 2014 54
ALTERNATIVE EVALUATION PROCEDURE FOR INSTRUCTIONAL 1
EMPLOYEES: CLASSROOM OBSERVATION SHORT FORM NARRATIVE 2
3
1. This procedure will be used for evaluation of permanent employees whose most recent 4
evaluation had an overall rating of “satisfactory.” 5
6
2. The regular evaluation procedures listed above will be used, except for the following: 7
8
a. The Classroom Observation Short Form Narrative will be used in place of Form A. 9
b. Satisfactory post observation conference may be waived by mutual consent. 10
c. An unsatisfactory observation will dictate a post observation conference. 11
d. If the overall evaluation is satisfactory, the year end evaluation conference may be 12
waived by mutual consent. 13
e. If the overall evaluation is unsatisfactory, a year end evaluation conference will be 14
held. 15
f. If the first two observations are both rated overall “satisfactory,” there shall be no 16
further observations. 17
18
3. If a permanent teacher is evaluated unsatisfactory in the Alternative Evaluation Procedure, 19
he/she will be evaluated using the regular evaluation process the following year. 20
21
4. Permanent teachers receiving an unsatisfactory evaluation must participate in the PAR 22
Program. Once the permanent teacher receives a satisfactory evaluation, he/she will be 23
exited from PAR and will not be evaluated the following year. 24
25
5. If the permanent teacher and the principal agree, a permanent teacher rated satisfactory on 26
the Alternative Evaluation Procedure may return to the regular evaluation procedure. 27
28
6. The Association and the District agree to the following evaluation changes and clarifying 29
language: 30
31
a. All standards of student achievement shall be specific and will be single subject in 32
nature (i.e. 75% of all students enrolled as of November 1, shall be able to add 33
common fractions with 80% accuracy). 34
b. Permanent teachers with ten (10) years teaching experience with the School District 35
who receive a “satisfactory” evaluation shall be evaluated once every three years 36
regardless of assignment, transfer, etc. 37
c. Permanent teacher observations may begin after the first two weeks of school. 38
d. Unless there are teacher absentee problems, or repeated conflicts in scheduling 39
conferences, an observation shall be completed before another observation is 40
started. 41
e. All “unsatisfactory” evaluations must be based on more than two observations. 42
July 1, 2014 55
ARTICLE IX
SALARY
Beginning with July 1, 2014, a 1.5% increase will be applied to the following salary schedules 1
(excluding Child Development, Head Start and Child Development Specialist salary 2
schedules): 3
4
Schedule A 5
School Psychologists’ Schedule 6
Language, Speech, and Hearing Specialists’ Schedule 7
Independent Study Full-Time Contracted Schedule 8
Intern Salary Schedules 9
G230 Academy 10
11
For the 2014-15 school year only, one off the salary schedule buy back staff development day 12
will occur. Employees (excluding Child Development, Head Start, and Child Development 13
Specialist) will be compensated their daily rate, but must attend the day to receive compensation. 14
15
The District shall make a one-time “off the salary schedule” payment equal to one percent (1%) 16
of the actual annual end-of-month earnings to all bargaining unit members (excluding Child 17
Development, Head Start, and Child Development Specialist) employed on August 31, 2014. 18
19
Online Learning Program Teachers will be paid from the Hourly Direct Instructional Programs 20
Salary Schedule. 21
22
If current or subsequent two (2) years of unassigned Unrestricted Ending Fund Balance is not 23
positive the Association will negotiate to attempt to achieve fiscal solvency. 24
25
A. Eighth period compensation shall be as set on Schedule A (Elementary and High School 26
Teachers’ Salary Schedule) each year, plus the District’s share of STRS. Eighth period 27
compensation shall increase the same percent as the rest of the salary schedule. Eighth period 28
compensation shall be filled on a voluntary basis, with first priority to existing employees. 29
Stipends will be paid based upon the length of a class. Semester class will receive semester 30
optionals, quarter classes will receive quarter optionals. 31
32
Optional periods are to be implemented for grades 7-8 in 1999-00; therefore, all provisions for 33
grades 9-12 shall be in effect. 34
35
B. Longer Day/Longer Year Incentives 36
37
1. The MTA agrees that in the event the MTA causes the District to lose longer day money 38
through not providing 180 days of instruction to students, the salary schedule may be 39
reduced. The amount the salary schedule is reduced shall be proportionate to the amount 40
of revenue actually lost, but in no event more than 1.7%. 41
July 1, 2014 56
2. In the event MTA causes the District to lose longer day money through not instructing the 1
minimum time necessary, then teacher salary schedules may be reduced. The amount 2
reduced must be proportionate to the amount actually lost but in no event reduced more 3
than 1.9%. 4
5
3. Since 1-3 and 4-6 student schedules shall overlap, TK-6 teachers shall be available to 6
provide supervision of students before and after school necessary to implement the longer 7
day plan. The District shall make an effort to minimize additional supervision 8
requirements. 9
10
C. Child Development Program teachers employed as TK-12 teachers: Where the employee has 11
at least a BA Degree, each two years of Child Development Program teaching shall count for 12
one year salary step placement, up to a maximum of five (5) years in placement on the K-12 13
teachers’ salary schedule. 14
15
D. Longevity 16
17
Longevity steps will be earned based upon the annual increment criteria of completing 18
seventy-five percent (75%) of the annual required days of services. 19
20
Five increments shall be granted as longevity steps, the first after completion of the 21
seventeenth (17th) year of credited service, and the second after twenty (20) years of credited 22
service, the third after twenty-three (23) years of credited service, the fourth after twenty-six 23
(26) years of credited service and the fifth after thirty (30) years of credited service. 24
25
E. Travel 26
27
Employees, other than psychologists, who on a regular and continuing basis are required by 28
the District to travel between work sites and who use their own vehicles, shall be reimbursed 29
at the rate of the maximum allowable federal mileage reimbursement rate without attribution 30
to income. In respect to the psychologists, the District shall continue the past practice. 31
Mileage shall be an annual amount based upon an average computed for two (2) months based 32
on the actual mileage of the group of psychologists. This average shall be paid on the basis of 33
the work year and shall be at the rate of the maximum allowable federal mileage 34
reimbursement rate without attribution to income. Payment shall be in two (2) installments to 35
individual psychologists. 36
37
F. Independent Study contracts and salary shall be based on the current Hourly Direct 38
Instructional Schedule, 6 hours per day, times 180 instructional days, plus $500 to cover 39
preparation and/or other meetings pertinent to Independent Study. 40
41
G. Hourly Independent Study teachers hired to contracted Independent Study positions shall be 42
given probationary status consistent with other general fund programs and shall be given 43
credit for units and years of service already earned in the Independent Study Program. 44
45
July 1, 2014 57
H. Salaries paid to librarians and agriculture teachers for summer service rendered after June 30 1
shall be based on the salary schedule for the ensuing school year. 2
3
I. Placement on the salary schedule for employees is based upon educational training and prior 4
teaching experience in accordance with the following: 5
6
J. For Employees New to the District 7
8
Teacher experience is granted on the basis of one (1) step for each year of verified prior 9
certificated teaching experience. Actual initial placement is not to exceed a total of eight (8) 10
steps with the exception of Range I where the maximum number of steps is six (6), except as 11
approved by the Board. A year of experience shall represent no less than seventy-five percent 12
(75%) of the days of required service for one given year. EXPERIENCE SHALL BE 13
WITHIN THE LAST TEN (10) YEARS. Verification of certificated experience must be 14
received in the Human Resources Office within 30 days of acceptance of the position. 15 16 (If a teaching credential could have been obtained prior to the date the credential was 17
actually granted, the date the credential could have been obtained shall be used to 18
determine teaching experience placement on the salary schedule. The burden of proof 19
shall be on the employee to establish that the academic requirements were met to 20
obtain a teaching credential.) 21
22
Maximum placement for provisional credentialed personnel is Step 6, except as approved by 23
the Board. 24
25
Upon application, prior experience related closely to the local teaching assignment, when fully 26
verified, shall be credited on the basis of one (1) step for each two (2) years within the past ten 27
(10) years. Experience credit cannot exceed three (3) steps. The B.A. Degree or equivalent, 28
or a regular credential shall have been earned before the related work experience. 29
30
K. Units 31
32
1. Credit is granted toward salary advancement for units earned after receiving the 33
Bachelor’s Degree, including post-graduate units received prior to Bachelor’s Degree, 34
as shown on an official transcript from a college or university only if they are: 35
36
a) Earned at accredited colleges or universities with at least a “C” grade equivalent 37
or earned at non-accredited colleges or universities with at least a “C” grade or 38
equivalent and are accepted for credit on the official transcripts of accredited 39
colleges or universities or CTC Induction of Intern Programs. 40
41
b) Clearly and substantially supportive of the employee’s assignment or the 42
employee’s District approved goal. 43
44
July 1, 2014 58
2. With prior District approval, credit may be granted toward salary schedule advancement 1
for lower division units and upper division or graduate units not covered under part (a), 2
earned with at least a “C” grade or equivalent after the date of receiving the Bachelor’s 3
Degree as shown on an official transcript from a college or university. 4
5
3. No credit is granted for units earned during the regular school year in excess of nine (9) 6
semester units or twelve (12) quarter units. 7
Requests to exceed this requirement may be submitted to the Associate Superintendent, 8
Human Resources. 9
10
4. A school nurse will receive two (2) units of credit toward salary schedule placement for 11
completion of each thirty (30) hours of continuing education of the type that is utilized to 12
keep a current California Nursing License. This shall apply to hours earned after 13
September 1, 1985. 14
15
5. Filing of Units 16
17
Official transcripts received in the Human Resources Office no later than October 1 shall 18
count toward reclassification beginning January 1 of the current school year. Official 19
transcripts received in the Human Resources Office after October 1 but no later than 20
April 1 shall count toward reclassification for the following school year. All step (years 21
of service) changes will occur at the beginning of the school year. The regular school 22
year is the first work day through the last day of school. Transcripts shall not be 23
returned to the employee and become the property of Modesto City Schools as part of 24
the employee’s personnel file. For employees new to the District, transcripts must be 25
received in the Human Resources Office within 30 days of acceptance of the position. 26
27
6. Annual Increment 28
29
Seventy-five percent (75%) of the annual required days of service shall be served to 30
qualify for the annual increment. 31
32
L. Staff Development 33
34
District sponsored staff development activities occur out of several departments in Modesto 35
City Schools. This includes K-6 and 7-12 Curriculum and Staff Development, State and 36
Federal Programs, BTSA, Elementary Education and Administrative and Pupil Services. 37
Many workshops or in-services are prepared and presented by teachers outside their regular 38
job description. There is a need for some consistent guidelines for compensation for teachers 39
working outside their regular job description, at the District level, in the capacity of presenter 40
and/or in the development of information for the presentation. 41
42
July 1, 2014 59
Listed below are three of the most common situations and how teachers will be 1
compensated: 2
3
1. The teacher presenter prepares a new presentation. 4
5
The presenter is compensated one hour of presentation development time at the 6
curriculum development rate for each hour of the presentation. (Example: 3 hours of 7
preparation for a 3 hour presentation.) 8
9
2. The teacher presenter prepares to present a previously prepared presentation. 10
(Example: Teacher is handed the binder for Class Size Reduction In-service and 11
must prepare to present the material.) 12
13
The presenter is compensated for one hour of presentation development at the 14
curriculum development rate for each two hours of presentation. (Example: 2 hours 15
to prepare to present a 4 hour presentation.) 16
17
3. The teacher presenter prepared to present the same presentation several times. 18
19
The presenter is compensated according to #1 or #2 above, for the first presentation. 20
The presenter is compensated for one hour for each repeated presentation. 21
22
In all three situations, the teacher presenter is compensated for time of the presentation, 23
excluding lunch/dinner breaks. 24
July 1, 2014 60
ARTICLE X
HEALTH AND WELFARE BENEFITS
A. Effective January 1, 2011, the District re-enrolled in the CalPERS health care system in 1
accordance with the timelines prescribed by CalPERS, subject to the recommendation of the 2
Insurance Committee and MCS Board approval. (Any changes were to be cost-neutral to the 3
District.) 4
5
An eligible employee is a unit member that is regularly assigned to 60% or more of a full-6
time equivalent assignment. Service between 50% and 59.99% will be eligible for a 7
percentage of the District Contribution. Service in a less than 50% position or substitute 8
assignment shall not be included in the determination for eligibility for health and welfare 9
benefits. 10
11
An eligible Child Development certificated employee is a unit member that is regularly 12
assigned 4 or more hours a day. Service in less than 4 hours shall not be included in the 13
determination for eligibility for health and welfare benefits. 14
15
B. The Association reserves the right to change carriers for vision and dental insurance with 16
mutual agreement with the District. 17
18
C. Effective April 1, 1995, employee health and welfare benefits will be administered through 19
the implementation of a fully qualified, Internal Revenue Service Section 125 Flexible 20
Benefits Plan. Employees will have the option of purchasing health and welfare plans 21
(e.g. medical, dental, vision) with pre-tax District fringe contributions and directing any 22
remaining contribution into a “qualified benefit” as defined by Internal Revenue Code 23
Section 125. The employee will have the further option of taking any or all of the District’s 24
fringe benefit contribution as cash, on which federal and state taxes will be calculated as 25
applicable. 26
27
Commencing January 1, 2007, the District shall contribute $150 per month, per eligible 28
employee, toward the purchase of a health and welfare package from the District-selected 29
health care provider. In the event the cost of the health and welfare benefit package exceeds 30
the District’s contribution, each eligible employee shall be responsible for the additional cost 31
and shall be subject to mandatory monthly deductions to cover the difference between the 32
actual cost of the employee’s health and welfare package and the District’s contribution. 33
34
Effective July 1, 2014, the District shall contribute an additional $250.00 per month toward 35
benefits for all permanent, temporary, and probationary bargaining unit members. An 36
employee who is otherwise provided basic group medical coverage may opt to have the 37
District pay $250.00 per month, cash in lieu. Such payment shall be in lieu of medical 38
coverage paid by the District and shall be initiated only following the employee’s 39
certification, on a form prescribed by the District, of alternative coverage. For the 2014-15 40
July 1, 2014 61
school year only, employees will have until August 29, 2014 to submit this certification 1
retroactive to July 1, 2014. 2
3
The District recognizes that Health & Welfare premium rates may change mid-year and will 4
increase the additional contribution to the minimum amount necessary to be compliant with 5
the Affordable Care Act laws based on a calculation of Range 1/Step 1 of Salary Schedule A. 6
The additional cost will be calculated, applied, and recognized towards the amount eligible 7
for the following year’s negotiations. 8
9
An eligible employee that is permitted to opt out of the District’s health and welfare program 10
shall not receive the District’s $150 per month contribution. 11
12
District employees who are married (or domestic partners) will each be given $150 per 13
month if they enroll in the District’s family plan for health insurance. 14
15
D. Open enrollment period shall be scheduled as determined by the District’s insurance 16
provider within the calendar year. 17
18
E. Effective January 1, 2011, the following will comprise the medical insurance program: 19
20
The following are criteria for administering the program: 21
22
1. Active employees must retire in a Modesto City Schools’ health plan to be eligible 23
for coverage. 24
2. Retired employees who leave MCS’ health program may return only during open 25
enrollment. 26
3. Early retirees, retirees >65 without Medicare, and retirees with Medicare, shall be 27
included in the program. 28
4. Early retirees and retirees without Medicare will be charged the same rate as the 29
active employees. 30
5. Retired employees’ spouses with coverage at the time of death shall have the right 31
to continue coverage for his/her life at their own expense. 32
33
F. Retired Teachers 34
35
1. As a result of enrolling in CalPERS, the District shall contribute the pre-determined 36
monthly administration fee toward the insurance premium for each retired employee 37
enrolled in one of the Modesto City Schools’ plans prior to July 1, 2006. 38
39
Before extending this benefit to retirees after 2005-06, the District and the Association 40
shall determine the legality and negotiate the conditions and means of resolving the 41
financial issues raised by this contract revision. 42
43
July 1, 2014 62
2. The District shall continue current plan for reimbursement of medical premium with 1
retirees and MTA Medical Benefits Trust. This plan may be changed by mutual 2
agreement. 3
4
The following payment schedule for any remaining funds currently contributed to the 5
MTA Medical Benefits Trust shall be: 6
7
Jul-Sep quarterly payment - October 31st 8
Oct-Dec quarterly payment - January 31st 9
Jan-Mar quarterly payment - April 30th 10
Apr-Jun quarterly payment - July 31st 11
12
3. Beginning July 1, 2008, an additional $50,000 quarterly will be added to the Retiree 13
Medical Benefit Fund. 14
15
G. Hourly Employees – Purchase of Health Insurance 16
17
Substitute teacher or hourly employee, including independent study hourly teachers, may 18
purchase health insurance which is covered by the District program in accordance with 19
federal laws: 20
21
1. Pre-payment arrangements acceptable to the District Business Office are executed in 22
writing. 23
24
2. Bargaining unit members under contract with the District 20% or more may purchase 25
dental insurance subject to prior arrangements satisfactory to the District Business 26
Office. 27
28
3. All Child Development groups shall receive fringe benefits from the District as stated 29
below: 30
31
All Child Development groups (except Head Start) 32
33
Employment Amount 34
75%-100% $3,021.12 35
50%-74% $2,265.84 36
25%-49% $1,132.92 37
38
Head Start 39
40
Employment Amount 41
75%-100% $3,021.12 42
50%-74% $2,265.84 43
25%-49% $1,132.92 44
July 1, 2014 63
ARTICLE XI
MISCELLANEOUS-MAINTENANCE OF BENEFITS
A. MANAGEMENT RIGHTS 1
2
All matters not specifically enumerated as within the scope of representation under 3
Chapter 10.7, Section 3543.2 of the Government Code are reserved to the District. 4
5
During the term of this Agreement, the District shall consult with the Association at least 6
once a month on matters of mutual interest, to include, but not be limited to, the 7
administration of this Agreement, the definition of educational objectives, the determination 8
of the content of courses and the curriculum, and the selection of textbooks. 9
10
B. EFFECT OF AGREEMENT 11
12
Any prior or existing policies or regulations or understandings or agreements or practices, 13
whether formal or informal, which are inconsistent with this Agreement are hereby 14
superseded. 15
16
C. MAINTENANCE OF BENEFITS AND WAIVER 17
18
1. The District retains the right to make, modify, and enforce reasonable rules and 19
procedures not inconsistent with this Agreement. Provisions of District Policies and 20
Administrative Regulations within the scope of representation but not incorporated in this 21
Agreement may not be changed without consultation with the Association. Such 22
consultation shall take place on not more than two (2) days within ten (10) calendar days 23
from the date the notice of the proposed change is delivered by certified letter to the 24
office of the Association. If consultation does not result in a mutually satisfactory 25
resolution of the matter, the dispute may be submitted by either party to an impartial third 26
party for the purpose of making findings of fact and recommendations, which 27
recommendations shall be advisory only. At the request of either party, the parties shall 28
consult on one (1) additional day, within three (3) days of receipt of the factfinder’s 29
report before the policy is changed. To expedite the process, the parties agree to request 30
a panel of five (5) impartial third parties from the State Conciliation Service upon notice 31
of a proposed change to the Association. 32
33
2. If the State Conciliation Service does not provide an impartial third party pursuant to the 34
above procedures, or if the parties cannot secure an impartial third party within a 35
reasonable time, the parties shall act forthwith to secure the services of a qualified neutral 36
from the American Arbitration Association. 37
38
Within three (3) weekdays of the conclusion of the consultation period, excluding any 39
legal holidays, the parties shall meet for the purpose of selecting the impartial third party. 40
Each party shall alternately strike a name from the list. The last remaining name shall be 41
the impartial third party. The first party to strike shall be determined by chance. 42
July 1, 2014 64
Except for circumstances beyond the control of the parties, the services of the factfinder 1
shall be completed within twenty (20) calendar days after notice of the proposed change 2
to the Association and the District shall have the right to act thereafter. If more than the 3
twenty (20) day period is required as a result of circumstances beyond the control of the 4
parties, the time period shall be extended only to the extent necessitated by such 5
circumstances. Any failure by the Association to act in a timely fashion which makes it 6
impossible to complete the process in twenty (20) days shall constitute a waiver of 7
Association rights under this Article. 8
9
3. All mutually incurred costs shall be borne equally by the Association and the District. 10
Any separately incurred costs shall be borne by the incurring party. Except in 11
emergency, proposals to change District policies or regulations within the scope of 12
representation shall not be submitted to the Association during the spring or winter 13
recess. 14
15
4. This Article may be reopened for negotiation if the scope of representation under the 16
Rodda Act is amended by state statute. 17
18
D. MODIFICATIONS OF THIS AGREEMENT 19
20
Negotiations on any item may be reopened only by mutual agreement of the parties, but any 21
agreement, alteration, understanding, variation, waiver or modification of any of the terms or 22
provisions contained herein shall not be binding upon the parties hereto unless made and 23
executed in writing by the Association and the District. 24
25
E. DENIAL OF PRECEDENT 26
27
The inclusion or exclusion of any matter is without precedent or prejudice as to any future 28
position by the parties concerning the negotiability or non-negotiability of such matters. 29
30
F. NON-DISCRIMINATION 31
32
The parties to this Agreement shall not discriminate against any employee on the basis of 33
race, color, creed, age (over 40), sex (gender), sexual orientation and identity, religion, 34
national origin, political affiliation, marital status, physical or mental disability, medical 35
condition, genetic information and membership or participation in lawful activities of any 36
employee organization. 37
38
G. CONTRACT PRINTING 39
40
The District shall print 700 total copies of the new contract within sixty (60) days of 41
ratification by both parties, or within thirty (30) days of final approval of the draft contract by 42
MTA, whichever is later. Of the 700 copies, the District shall provide 200 to MTA for 43
distribution by MTA to the bargaining unit. The District and MTA will split the cost of 44
printing the contracts. 45
46
July 1, 2014 65
H. EL CERTIFICATION 1
2
All K-12 certificated employees who are required by the California Department of 3
Education, the Commission on Teacher Credentialing or the Stanislaus County Office of 4
Education to be EL Certified will be required to obtain EL Certification by June 30, 2011. 5
6
I. MAINTENANCE OF CERTIFICATION/CREDENTIALS 7
8
A certificated employee’s continued employment with the District is subject to the employee 9
maintaining the credentials and certificates held at the time of employment, or earned during 10
employment. Failure to maintain each such credential/certificate will be treated by the 11
District as a breach of contract and grounds for termination. At time of employment, new 12
hires will be counseled regarding maintenance of credentials. 13
July 1, 2014 66
ARTICLE XII
ORGANIZATION SECURITY AND PAYROLL DEDUCTIONS
1. Any employee who is a member of the Association who signs and delivers to the District 1
an assignment authorizing deduction of unified membership dues, initiation fees and 2
general assessments of the Association, or service fee (representation fee), shall have 3
such authorization continue in effect from year to year unless revoked in writing between 4
June 1 and September 1 of a given year. Any such revocation should be effective for the 5
next school year. Pursuant to such authorization, the District shall deduct such dues, fees 6
or assessments (or service fee) from the regular salary check, in ten (10) equal 7
installments each year, for the duration of this Agreement. 8
9
2. The District will provide bargaining unit employees new to the District with a copy of the 10
Collective Bargaining Agreement and the employee will sign a form, a copy of which 11
will be forwarded to the Association within ten (10) days of the employee reporting to 12
work. 13
14
3. Any employee who is a member of the Unit, who is not a member of the Association in 15
good standing, or who does not make application for membership within thirty (30) days 16
from the first day of active employment or July 1, 1981, whichever is later (except as 17
provided hereafter in the Optional Procedure), shall pay a service fee to the Association: 18
an amount equivalent to the United Membership dues, initiation fee and general 19
assessments uniformly required to be paid by members of the Association. 20
21
4. In the event an employee fails to comply with this Article, at the request of the 22
Association, the Superintendent or his/her designee shall notify the employee within ten 23
(10) days that he/she is not complying with his/her contractual obligation to the 24
Association and the District. A copy of such notice shall be sent to the Association. 25
26
5. The District shall deduct service fees from the salary or wage order of the employee who 27
is not a member of the Association, or has not complied with the Optional Procedure. 28
29
Any employee may pay service fees directly to the Association in lieu of having such 30
service fees deducted from the salary or wage order. 31
32
In the event that a unit member shall not pay such fee directly to the Association, or 33
authorize payment through payroll deduction, as provided in paragraph 1, the Association 34
shall so inform the District and the District shall immediately begin automatic payroll 35
deduction in the same manner as set forth in paragraph 1 of this Article. 36
37
Any payment to a charity must be made on an annual basis. 38
39
July 1, 2014 67
6. The parties further agree the obligation of this Article shall be grounded in the individual 1
contract issues after July 1, 1981, for employees, which shall state, “this contract is 2
subject to a collective bargaining agreement heretofore or hereafter negotiated by the 3
District and the exclusive bargaining representative of employees employed by the 4
District. The terms of such collective bargaining agreement are incorporated herein, and 5
by accepting this contract, you agree to be bound by all such terms, including Article XII, 6
Organizational Security and Payroll Deductions, provisions thereof.” 7
8
7. The District agrees promptly to remit such monies to the Association accompanied by an 9
alphabetical list of employees for whom such deductions have been made. 10
11
8. The Association agrees to furnish any information needed by the District to fulfill the 12
provisions of this Article. 13
14
9. Upon appropriate written authorization from the employee, the District shall deduct from 15
the salary of any employee and make appropriate remittance for annuities, credit union, 16
and savings bonds. Deductions for any other plans or programs shall be jointly approved 17
by the Association and the District. 18
19
10. Dues Check-off--Authorization in effect on date of the signing of this Agreement shall 20
remain in effect, but shall be subject to the conditions set forth in this Article. 21
22
11. The Modesto Teachers Association agrees to indemnify and hold the District harmless 23
from any and all claims arising from a bargaining unit member represented by the 24
Modesto Teachers Association concerning the implementation of Article XII provided 25
such implementation is done by the District in good faith and in a non-negligent manner. 26
In such case, the Modesto Teachers Association shall have the exclusive right to defend 27
such suits and to determine which matters shall be compromised, resisted, tried, or 28
appealed. 29
30
12. The District agrees to deduct dues or service fees pursuant to the schedule submitted by 31
MTA for employees who execute a form currently in use or any mutually agreed upon 32
form. The MTA is to submit the schedule each year by September 5. The schedule may 33
be amended once each school year with thirty (30) days notice. 34
35
OPTIONAL PROCEDURE 36
37
13. Exclusive optional procedure effective upon final ratification of the 1990-92 Collective 38
Bargaining Agreement applicable to employees hired to commence service to the District 39
thereafter and to employees employed before that date who were members of the 40
Association or who were paying a service fee to the Association. 41
42
Any employee of this unit who has bona fide religious beliefs which prohibit him/her 43
from joining or financially supporting employee organizations shall not be required to 44
join or financially support Modesto Teachers Association CTA/NEA. However, that 45
employee shall utilize the following Optional Procedure: 46
July 1, 2014 68
a. Submit a notarized statement to the Association with a copy to the employer by the 1
end of the first month (September) of each school year. The statement shall state that 2
the person does not desire to join or contribute to the Modesto Teachers Association 3
because of religious beliefs that prevent him/her from joining or contributing. 4
5
b. Make payment equal to unified membership dues to a non-religious, non-labor 6
organization exempted under Section 501(e) (3) of Title 26 of the Internal Revenue 7
Code. The list of designated charitable organizations is: Heart Fund, Cancer Fund, 8
Cystic Fibrosis Foundation or others approved by the Association. 9
10
c. Proof of such payment (i.e. payment to one of the charities on the list of designated 11
charities) shall be submitted to the Association with a copy to the District by the end 12
of the first month of each school year (September). 13
14
This procedure is applicable only to employees who have elected to not join in financial support 15
of Modesto Teachers Association CTA/NEA based on personal beliefs and who annually 16
continue to exercise that option. 17
July 1, 2014 69
ARTICLE XIII
TRANSFERS
Definition: A transfer is the movement of an employee to a different site or school. The District 1
may transfer staff members within the same district or between districts in accordance with 2
student, school, program and District needs and the guidelines in this Article. 3
4
For the purpose of this Article, District seniority is the first day the employee worked in 5
continuous service in the “combined” district (either the elementary or high school district). 6
7
In addition, any employee who has probationary or permanent status in either the elementary or 8
high school district who transfers between these two districts in the “combined” district shall 9
retain his/her probationary or permanent status and legally defined order of employment. 10
11
Teachers may not be transferred into the Alternative Education Programs without volunteering. 12
13
Assignments at each site shall be determined before any provision of the Transfer Article can be 14
implemented. 15
16
Once assignments have been made and after the start of the school year, teachers in categorically 17
funded programs will not be included in transfer for shifting and declining enrollment. 18
19
ADMINISTRATIVE TRANSFERS EXCLUSIVE OF SHIFTING/DECLINING ENROLLMENT 20
21
An administrative transfer shall only be made if either: 22
23
a) the staff member agrees to the transfer, or 24
25
b) pursuant to the following procedure: 26
27
1) The employee is notified in writing of his/her probable transfer prior to its submission 28
to the Superintendent or his/her designee. The employee shall be advised that he/she 29
has specified time requirements to meet. 30
31
2) If the employee so requests within five (5) working days after written notification, the 32
initiating administrator and employee shall meet within five (5) working days to 33
attempt to resolve existing differences. This meeting shall be held prior to the 34
submission of the recommendation to the Superintendent or his/her designee. The 35
employee shall have the right to be represented at the meeting. If the employee has 36
not given twenty-four (24) hours advance notice to the building administrator, the 37
building administrator may reschedule the meeting if he/she also wishes to have 38
assistance at the meeting. 39
40
3) Upon written request, the employee shall be provided with a written statement of the 41
reasons for the recommended transfer. 42
July 1, 2014 70
4) Following the meeting with the initiating administrator, the employee may, within 1
five (5) working days, request in writing a meeting with the Superintendent or his/her 2
designee to resolve remaining differences. This meeting shall be held prior to 3
authorizing the transfer. The employee shall have the right to representation at this 4
meeting. 5
6
In administrative transfers, reasonable efforts will be made to find a new assignment that is 7
satisfactory for the employee. 8
9
An employee who has declared in writing that he/she intends to retire at the close of the next 10
school year shall not be transferred except under circumstances that provide no other reasonable 11
alternative. Such written intent to retire may not be withdrawn once accepted by the Board 12
unless agreed to by the District. 13
14
Except for good cause, such as program changes, resignations, retirements or unexpected 15
changes that necessitate transfer, the District shall make a good faith effort to notify employees 16
by at least five (5) working days before the last day of school, of their involuntary transfer for the 17
subsequent year. If it becomes necessary to initiate a transfer after five (5) working days before 18
the last day of school, the employee shall be notified in keeping with b.1 above. 19
20
The above timelines apply to transfers which shall be effective the following school year. The 21
above timelines shall be shortened if such transfer is to occur during a given academic year. 22
23
ADMINISTRATIVE TRANSFERS NECESSITATED BY SHIFTING/DECLINING 24
ENROLLMENTS 25
26
a) The District shall determine whether or not overstaffing exists at each school. The 27
District shall determine the subject area(s) at each school where any such overstaffing 28
exists at grades 7-12. 29
30
b) When a school/department is determined to be overstaffed, no more teachers will be 31
transferred to open vacancies in the District than is necessary to bring the overstaffed 32
school/department into balance. 33
34
c) The District shall notify each certificated employee in the overstaffed school/subject 35
area where any such overstaffing exists at grades 7-12. 36
37
d) Volunteers shall be solicited by the District from the school(s) where any such 38
overstaffing exists at grades K-12. 39
40
e) If an employee at an overstaffed 7-12 school volunteers to transfer to a vacant position 41
at another site in the District, the District may deny the request to transfer if the District 42
cannot reschedule the remaining employees such that the overstaffed departments are 43
not reduced at least .5 FTE by the reshuffling. 44
45
July 1, 2014 71
f) If in grades 7-12, volunteers are not available to transfer to a vacancy at another site, the 1
least senior person by District-wide seniority (the first day the employee worked in 2
continuous service in the District) who is more than .5 FTE in the overstaffed 3
department will be transferred. 4
5
g) An employee shall be notified of probable transfer by the local site administrator in 6
keeping with the procedures described by Administrative Transfers. 7
8
h) Employees involved in involuntary transfers for the following school year, as defined in 9
this section, shall receive notice by May 1, or if after May 1, within a reasonable time 10
after the District has determined that overstaffing exists. 11
12
i) Time shall be arranged for employees involved in involuntary transfers to interview 13
appropriate administrative personnel involved with a known vacancy. Release time 14
will only be offered at the District’s discretion. 15
16
j) If, after a transfer has been accomplished, a position for which the transferred employee 17
is qualified subsequently opens in the school from which the employee was transferred, 18
the employee shall be given first priority for reinstatement within eighteen months from 19
the date of transfer if he/she so desires. If the specific assignment previously held 20
reopens in the initial school within eighteen months from the date of transfer, the 21
employee who was transferred shall be transferred back to the initial school upon 22
written request by the closing date for the vacancy. 23
24
k) If volunteers are not available to transfer to a vacancy at another site, the least senior 25
person will be transferred according to the following standard: 26
27
At grades K-6, seniority by District-wide seniority (the first day the employee worked in 28
continuous service in the District). 29
30
ADMINISTRATIVE TRANSFERS NECESSITATED BY SCHOOL CLOSURE 31
32
a) If a particular school is closed, those employees who are eligible for continuing 33
employment in the District shall have the same priority for filing vacant positions as 34
employees at the same school or schools at which the students for the closing school are 35
being placed for the coming school year. 36
37
b) Regular employees who are not assigned to the new school, as a result of the actions in 38
paragraph 1, and who are eligible for continuing employment in the District, shall, 39
based upon District seniority, be given first right of refusal for not more than the next 40
three (3) open positions for which he/she is qualified in the District. Employees not 41
placed by August 15 shall be assigned in accordance with the procedures for 42
Administrative Transfers Exclusive of Shifting/Declining Enrollment. 43
44
July 1, 2014 72
EMPLOYEE INITIATED TRANSFER 1
2
An employee may request a transfer to a specific posted vacancy within or between elementary 3
and high school districts. An employee requesting a transfer to a specific posted vacancy shall do 4
so in writing by the closing date. 5
6
SELECTION OF EXISTING EMPLOYEES 7
8
Among employees who are applying for the same position that are determined to be equally best 9
qualified (within five percent (5%) of the total possible points) by the District, the District shall 10
use District-wide seniority as defined below: 11
12
a) District-wide seniority is to be calculated from the first day the employee worked in 13
continuous service for the District in a bargaining unit position. 14
15
b) Employees with the same initial date of service shall have their seniority number 16
determined by lot. 17
18
c) The lottery shall be conducted in the presence of at least two (2) Association 19
representatives. Once the lottery is used to determine an employee’s seniority, that 20
seniority shall remain in effect for the employee while employed in the District. 21
22
d) If an employee works in a non-bargaining unit position within the District, that employee 23
does not accrue seniority for the purposes of this Article while working on such an 24
assignment. 25
26
e) An employee on an approved leave of absence, other than to a non-bargaining unit 27
position within the District, shall continue to earn seniority while on such leave. 28
29
f) An employee’s seniority shall accrue during layoff. 30
31
If an employee’s qualifications for a vacancy are substantially equal to an outside applicant’s, the 32
District shall assign the employee to the position. 33
34
The job-related selection criteria shall be established by the District prior to the initiation of the 35
selection process. These criteria shall be reasonably related to the expected performance for the 36
position. Each candidate is to be rated in writing in terms of the selection criteria during the 37
selection process. 38
39
Employees not selected, upon written request, shall receive an explanation of why they were not 40
selected. 41
42
The District may elect to not transfer an existing employee to a position if the District concludes 43
that a suitable replacement could not be found for the applicant’s position. If this occurs and the 44
applicant indicates a desire to be transferred in the subsequent school year, the District may not 45
deny the request if the applicant is selected as the best qualified. 46
July 1, 2014 73
Between April 1 and July 15 of the school year, a teacher may only accept one advertised 1
position. Only similar positions are limited (i.e. social studies, Beyer, to social studies, Davis). 2
3
NOTICE OF VACANCY 4
5
a) Within seven (7) calendar days after the requirements of a vacancy have been submitted 6
to the Associate Superintendent, Human Resources, it shall be disseminated and posted. 7
8
b) A short term absence of less than one (1) semester, caused by an employee being 9
granted a leave of absence, does not create a vacancy and is not subject to these posting 10
requirements. 11
12
c) A vacancy shall be defined for the purposes of this Article as a position: 13
14
1) of a semester or more in duration presently unfilled (including reasons of 15
resignation, death, discharge, illness, leave of absence, etc.). 16
2) currently filled but which shall be open in the future. 17
3) currently not in existence but which shall be open in the future. 18
19
d) In the case of leaves of absence or illness of one year or less, the employee shall be 20
reinstated at the expiration of the leave of absence to the position previously occupied, 21
or if that position no longer exists, as similar as possible position at that site. However, 22
even though the employee is returning from the leave of absence, the employee is 23
subject to the other transfer provisions. 24
25
e) Vacancy notices, including school and type, shall be disseminated to the Association 26
and posted on-line. When the vacancy is for the first semester, the posting period after 27
July 15 shall be five (5) days. When the vacancy is for the second semester, the posting 28
period after December 1 shall be five (5) days. The notice shall include the closing date 29
for current employees to make an application. No permanent appointment to an 30
announced vacancy shall be made until after the closing day for accepting applications. 31
32
f) The District will post vacancies on-line on an on-going basis. Notification shall be sent 33
to the Association Office. 34
35
TEMPORARY EMPLOYEES – TRANSFER/REASSIGNMENT 36
37
Temporary employees may be reappointed to open positions without reposting the vacancy. 38
Exception to this would be where an administrative transfer was necessitated by shifting and 39
declining enrollments. Such administrative transfers would be made before reappointments 40
would be made. 41
42
July 1, 2014 74
TRANSFERS – SPECIAL EDUCATION RESOURCE SPECIALISTS 1
2
a) The District shall have the right to transfer Resource Specialists between the elementary 3
and high school districts. The District shall notify the Resource Specialists of their intent 4
to transfer between districts. All Resource Specialist transfers between districts shall 5
become effective only at the beginning of the school year and shall be based on 6
shifting/declining enrollment. 7
8
b) The District shall determine whether or not overstaffing exists between the elementary 9
and high school district to the nearest whole FTE. 10
11
c) The District shall notify each Special Education Resource Specialist teacher in the 12
overstaffed district of the vacant positions in the non-overstaffed district. 13
14
d) Volunteers for the vacant positions shall be solicited by the administration in the district 15
where overstaffing exists. 16
17
e) The District may only involuntarily transfer whole FTE’s (e.g. 1 FTE, 2 FTE’s, etc.). The 18
District may voluntarily transfer fractional FTE’s, but under no circumstance shall there 19
be a split assignment between the two districts. 20
21
f) If there are no volunteers to transfer to the vacant positions, the Resource Specialist 22
teacher with the least seniority shall be transferred. 23
24
g) If more than one Resource Specialist teacher volunteers to transfer to a vacant position, 25
the Resource Specialist teacher with the greatest seniority shall be placed in the vacant 26
position. 27
28
h) Resource Specialist teachers involved in involuntary transfers shall be given first priority 29
for reinstatement within 24 months from the date of transfer if a vacancy occurs in the 30
district from which the Resource Specialist teacher was transferred. 31
32
i) Employees involved in involuntary transfers shall be notified as soon as the District has 33
determined overstaffing and completed the voluntary process. 34
35
TRANSFERS – FREMONT OPEN PLAN 36
37
Vacant positions in the Fremont Open Plan shall not be subject to the transfer, shifting 38
enrollment or internal posting requirements of the Collective Bargaining Agreement. All vacant 39
positions, regardless of the time of the year, shall be posted internally and externally. The 40
decision to hire an individual for a Fremont Open Plan position shall be made by the interview 41
committee which will be composed of five members, three of whom must be Fremont Open Plan 42
teachers. 43
July 1, 2014 75
ARTICLE XIV
REASSIGNMENT
Definition: Reassignment is a change in grade level (K-6), Department (7-12) or teaching 1 assignment (7-12) which does not require a transfer. 2 3 1. Site administrators shall provide an opportunity for staff involvement when planning 4
teaching assignments. 5 6
2. The local site administrator is responsible for final development of employee reassignments 7 within a building in a fair and equitable manner. Site administrators must consider 8 credentialing and NCLB requirements when making assignments. The District shall 9 provide an opportunity for meaningful participation and involvement of staff in the 10 fulfillment of this responsibility. 11 12
3. In grades K-6, principals may only reassign primary grade teachers to upper grades and 13 upper grade teachers to primary grades for compelling reasons. In the absence of 14 compelling reasons, the consent of the teacher is required. 15 16
4. No teacher will be required to teach a combination class two years in a row unless the 17 teacher agrees to such assignment. 18
19 5. Assignments will be given 20 calendar days before the end of the school year. 20 21 6. A good faith effort shall be made to notify employees of reassignment and to provide an 22
opportunity for employees to meet with the local site administrator. In the event the 23 employee is not available, the employee may designate in writing to the local site 24 administrator and the Human Resource Office a person who may speak on his/her behalf. 25 Such a notification of discussion shall not preclude the implementation of the change or 26 assignment. 27
28 7. Once an employee has been given notice of a reassignment, that reassignment shall not be 29
changed without good cause. When an employee objects to the change in any reassignment, 30 a good faith effort shall be made by the District to find an alternative solution. 31
32 8. Upon written request, submitted within five (5) working days of notification of the 33
reassignment, the employee shall receive within ten (10) working days a written explanation 34 of efforts made to find alternate solutions when a reassignment is necessary. 35
36 9. When reassignment is determined and implemented during an academic year which requires 37
an employee to instruct in a subject outside his/her field of training or experience, the 38 District shall provide financial assistance for an orientation, in-service training or release 39 time. The employee may recommend one or more of the activities. Application for 40 assistance shall be made to the supervising administrator. Type of assistance is subject to 41 the approval of the Superintendent’s Cabinet. 42
43
July 1, 2014 76
10. An employee holding a Standard Teaching Credential shall not be reassigned subjects other 1 than those designated by the credential except when authorized by the Board of Education. 2 An employee holding a General Secondary Credential shall not be required to teach in a 3 field other than his/her major or minor except when such reassignment is authorized by the 4 Board of Education. 5
6 11. The principal of a high school or junior high school shall be cognizant of the number of 7
different preparations assigned to the staff members under his/her jurisdiction and where 8 reasonably possible, limit assignments to no more than two (2) departments. This shall not 9 apply to areas of instruction involving mini-courses, alternate ways/methods, or other 10 special type programs. 11
12 12. Reassignment of employees who work in more than one school shall be made in a way that 13
minimizes travel time in accordance with program needs and insures duty free lunch periods 14 of at least thirty (30) minutes, and where applicable, preparation periods. 15
16 13. The Association and the District agree that teachers in grades 9-12 may be assigned to teach 17
six classes in the fall semester and four classes in the spring semester to help alleviate class 18 size problems. The following process shall be used for this reassignment. The principal 19 shall first ask for volunteers from qualified teachers in the department. If there are no 20 volunteers, the teacher with the least District-wide seniority may be assigned to six classes 21 in the fall and four classes in the spring. 22 23
14. K-6 Vacancies Occurring After Assignments 24 25 A. Once teacher assignments are determined at individual sites for the upcoming school 26
year, and when a vacancy opens after assignments are given and prior to July 15th, 27 teachers at the site may request assignment to the vacant position. 28
29 B. This process is limited to the first declared vacancy in a given year at a site. 30 31 C. This option is open only within primary grades for primary teachers and intermediate 32
grades for intermediate teachers, except that a grade 3 teacher may apply for a 4th grade 33 vacancy. A grade 4 teacher has rights to an intermediate grade level or grade 3. 34
35 D. If two or more teachers apply for the vacancy, the teacher with the greatest District 36
seniority will be granted the position. 37 38 E. Subsequent vacancies, including the vacancy created by the aforementioned process, 39
will be filled through the normal selection process. 40 41 15. K-6 Vacancies After July 15th 42
43 If a vacancy occurs after July 15th, the principal may assign an existing teacher on site, 44 voluntarily, to the vacant position or hire/appoint a new teacher, to the vacant position. The 45 principal must give due consideration to the assignment sheet request forms before making a 46 placement. 47
48
July 1, 2014 77
16. Resource Specialists 1 2 The Resource Specialists’ assignments will be determined based upon the following 3 guidelines: 4
5 A. Special Education Directors shall provide an opportunity for staff involvement when 6
planning Resource Specialists’ assignments. 7 8 B. Special Education Directors are responsible for the final development of reassignments 9
in a fair and equitable manner. The District shall provide an opportunity for 10 meaningful participation and involvement of Resource Specialists in the fulfillment of 11 this responsibility. 12
13 C. Assignments that remain unchanged from year to year will be filled by the Resource 14
Specialist who had the same assignment the previous year. This includes any portion 15 of an assignment of 50% or more at a given site. Example: If the allocation at a given 16 site falls from100% to 50%, the teacher has the right to retain their 50% position, but 17 will need to select an additional 50% assignment as spelled out below. 18
19 D. Resource Specialists, that have a change or partial change (see above) in their 20
assignment from one year to the next, will choose the assignment they want from a list 21 of vacant assignments provided by the District. If more than one Resource Specialist 22 chooses the same assignment, the Resource Specialist with the most District-wide 23 seniority will be placed in the position. 24
25 E. The District may reassign a Resource Specialist from their existing assignment for 26
compelling reasons. 27 28
F. Assignments will be given 20 calendar days before the end of the school year. 29 30 17. School Psychologists’ assignments will be determined based upon the following guidelines: 31 32
A. The Director of Special Education will determine in a fair and equitable manner the 33 amount of service and the schedules that need to be filled. 34
35 B. Assignments that remain unchanged from year to year will be filled by the psychologist 36
that had the same assignment the previous year. 37 38 C. For psychologists who have a change in their assignment from one year to the next, 39
they will choose the assignment they want from assignments that are not the same as in 40 the previous year, and if more than one psychologist chooses the same assignment, the 41 psychologist with the greatest District seniority will be placed in the position. 42
D. If the District does not think that a psychologist’s assignment is appropriate, they may 43 reassign the psychologist to a different position if there are compelling reasons. 44
45 E. Psychologists shall be on flexible schedules. If the psychologists and Directors cannot 46
agree to the particular days to be worked, then the Associate Superintendent, Human 47 Resources/Designee will set the schedule. 48
49
July 1, 2014 78
F. Psychologists shall be available to work 10 days (5 days prior to the start of the student 1 traditional schedule, and 5 days after the end of the traditional schedule). These days 2 will be based upon need determined by the Senior Director, SELPA. 3
4 G. High School Psychologists shall serve the transitions students based upon the home 5
high school of the student. 6 7 18. Speech, Language and Hearing Specialist 8 9
A. The Director of Special Education will determine in a fair and equitable manner the 10 amount of service and schedules that need to be filled. 11
12 B. Assignments that remain unchanged from year to year will be filled by the Speech, 13
Language and Hearing Specialist that had the same assignment the previous year. 14 15 C. Speech, Language and Hearing Specialists who have a change in their assignment from 16
one year to the next can choose the assignment they want from assignments that are not 17 the same as in the previous year. If more than one Speech, Language and Hearing 18 Specialist chooses the same assignment, the Speech, Language and Hearing Specialist 19 with the greatest District seniority will be placed in the position. 20 21
D. The District may reassign a Speech, Language and Hearing Specialist from their 22 existing assignment for compelling reasons. 23
24 Note: The Speech, Language and Hearing specialists will receive additional 25
compensation for LEA MEDI-CAL billing; this responsibility will be added to their 26 overall job duties. 27
28 19. Athletic Coaching positions will be filled using the following process: 29 30
A. The Principal shall determine coaching vacancies for the ensuing year. 31 32 B. The Principal may reappoint all certificated District employee coaches to their previous 33
coaching assignments. 34 35 C. The Principal will advertise (i.e. post as vacancies) all vacant positions throughout the 36
District. 37 38 D. If more than one certificated District employee coach applies for a position, the 39
Athletic Director and another coach designated by the Principal, and the 40 Principal/administrative designee will interview the candidates and make a selection 41 by consensus (no scoring or rating sheets). 42
43 E. Certificated District employees shall have first rights of refusal over walk-on coaches. 44 45 F. Active and retired teachers who are hired to coach for Modesto City Schools within ten 46
years of their last Modesto City Schools’ coaching assignment shall be given the same 47 years of service credit on the stipend hourly rate schedule that they had as of the last 48 time they coached for Modesto City Schools. No additional credit will be given for 49
July 1, 2014 79
experience outside Modesto City Schools. 1 2
G. Retired teacher/coaches who apply for coaching positions are to be considered “non-3 District” employees and shall not be given priority over active teachers or coaches. 4 5
20. Assignment of Athletic Teacher/Coaches (This section applies to certificated District 6 employees only) 7
8 A. Only teachers teaching six instructional periods (excluding a P.E. coaching assignment) 9
shall be paid the 8th period stipend. 10 11 B. All 9-12 teacher-coaches (full-time employees) who are assigned five instructional 12
periods (excluding a P.E. coaching assignment) plus a P.E. coaching assignment, shall 13 receive a portion of a sixth period stipend in addition to their coaching stipend for 14 coaching duties during the 8th period. No coach shall receive more than one sixth 15 period stipend per fall, winter or spring sport seasons. 16 17
21. New Teachers/District Pool 18 19
A. New teachers hired into a District “pool” may be placed in particular assignments by 20 the District. 21
22 B. Once new teachers are placed in a specific position, they will not be allowed to apply 23
for other vacancies until the following year. 24 25 22. Assignment of Optional Periods 26
27 A. The assignment of optional periods shall be as follows: 28
29 1) The principal seeks volunteers within the department in which the assignment is to 30
be made. 31 32 2) Volunteers must be appropriately credentialed and the immediate previous 33
evaluation must be satisfactory. 34 35 3) If there are a greater number of volunteers than available positions, the teachers will 36
have the first opportunity to resolve the assignment among themselves. 37 38 In the event that no resolution can be reached among the interested teachers, the 39 assignment(s) will be decided by a lottery. 40
41 4) If there are an insufficient number of volunteers within a department, the principal 42
will seek volunteers in the school at large who are appropriately credentialed and 43 their immediate previous evaluation was satisfactory. 44
45 If there are a greater number of volunteers than available positions, the 46 assignment(s) shall be resolved as in “3” above. 47 48
49
July 1, 2014 80
An assignment filled by a volunteer from another department shall be counted 1 against the department in which the assignment is being made, not the department 2 in which the volunteer teaches. (For example: a math teacher volunteers to fill a 3 science assignment for which there are no science volunteers. The assignment 4 counts against the science department, not the math department.) 5 6
5) If the principal can clearly demonstrate that there are no volunteers to fill the 7 assignment(s), the principal may hire outside the site or the District or reallocate the 8 optional period assignments to another department following the procedures 9 outlined above. 10 11 If the District fills the assignment(s) by hiring additional staff, the unassigned 12 optional period(s) are not to be allocated to other departments. 13
14 6) Sites may have no more than three (3) optional periods per department. If, after 15
assignments are made, a department has four (4) optional periods, the District will 16 hire an 80% (.80 FTE) in lieu of the four (4) optional periods in that department. 17
18 7) This process is to be used for the assignment of optional periods based on student 19
ballots and not for optional periods assigned for special purposes (e.g. Ag 20 Supervision, grant funded optionals, special education, Title I, CAHSEE 21 Remediation, etc.). 22
23 8) If a certificated employee is assigned an optional period and goes on leave or is 24
absent more than 30 days in a semester, the optional period will be assigned to 25 another certificated employee. 26
27 23. Department/Instructional Team Chairperson, 7-12 28
29 Department/Instructional Team Chairperson 7-12: Beginning with the 2012-13 school year, 30 7-12 Department/Instructional Team Chairperson positions will be established at each 7-12 31 school site. Compensation will be based on a percentage of the Stipend Base Rate and the 32 number of staff members in the department/team. 33
34 A. The site administrator will annually notify in writing team/department members of 35
his/her intention to fill Department/Instructional Team Chairperson positions and ask 36 team/department members to submit their recommendations for 37 Department/Instructional Team Chairpersons. 38 39
B. The team/department members’ recommendations shall be submitted in writing to the 40 administrator within ten (10) days of the site administrator’s notice of his/her intention 41 to fill Department/Instructional Team Chairpersons. 42
43 C. Department/Instructional Team Chairpersons shall be selected by the site administrator 44
after soliciting input from each team/department member. A copy of each 45 team/department members’ confidential written preference for Department/Instructional 46 Team Chairperson shall be sent to the Association Office by the District. The site 47 administrator shall give good faith consideration to the majority preference of the 48 team/department. 49
50
July 1, 2014 81
D. The specific instructional teams for each school site will be determined by the site 1 administration and a Site Leadership Team after receiving input from the faculty, with 2 final approval from the principal. 3
4 E. The site administrator will provide each teacher with a master list of the site’s 5
department/instructional teams. Each teacher will be in a department group and in an 6 instructional team. Teachers will be given the opportunity to indicate three (3) 7 preferences and each teacher will be assigned to one of three instructional teams 8 indicated as their preference. If the teacher fails to provide three (3) separate 9 preferences, the Site Administrator will assign the individual to any group. Staff will be 10 assigned to teams to ensure parity. 11
12 F. Teachers are contractually required to attend department and instructional team meetings 13
monthly. 14 15
G. 9-12 schools shall have maximum of 14 department/instructional teams. Individual sites 16 will select which programs will be represented. Instructional teams may be formed 17 around professional learning communities of programs or instructional areas including 18 but not limited to the following lists: five (5) from List A, 3-4 from List B, and 5-6 from 19 List C. 20
21 H. 7-8 school sites shall have a maximum of 7 department/instructional teams. Individual 22
sites will select which programs will be represented. Instructional teams may be formed 23 around professional communities of programs or instructional areas including but not 24 limited to the following lists: five (5) from List A and two (2) from List B or List C. 25
26 List A – Departments List B – Departments List C – Instructional Teams
English Language Arts Business Assessment and Evaluation Math Fine Arts Curriculum Science Foreign Language Instruction Social Science Industrial Arts School Culture and Support Special Education Media Arts Vision and Purpose P.E./Health AP/IB Performing Arts AVID Practical Arts CCSS Curriculum PLC Support Services Content Area and Literacy Language Institute Professional Development PLC School Change PLC SLC Team
27 I. Department/Instructional Team Chairpersons responsibility may include the following 28
duties: 29 30
1) Actively participate on the site leadership team. 31 32
2) Facilitate the review of student performance data and develop plans to increase 33 student learning. 34
35
July 1, 2014 82
3) Participate in developing and revising curriculum. 1 2
4) Assist with the orientation of new teachers. 3 4
5) Assist with student scheduling and placement of new students (specifically special 5 education). 6
7 6) Conduct regularly scheduled meetings with the department/instructional team. 8
9 7) Assist with the development of the Professional Learning Community (PLC). 10
11 8) Willingness to learn, adopt, and potentially assist teachers transition to the Common 12
Core State Standards (CCSS). 13 14
9) Lead a team of department or instructional team teachers. 15 16
10) Assist the administration with master schedule building. 17 18
11) Attend site leadership, lead teacher meetings. 19
July 1, 2014 83
ARTICLE XV
PEER ASSISTANCE AND REVIEW (PAR) PROGRAM
A. Peer Assistance and Review (PAR) Contract Article 1
2
The Modesto Teachers Association and Modesto City Schools District believe that a Peer 3
Assistance and Review Program (hereinafter called PAR) for permanent teachers provides 4
the best opportunity to insure there is a qualified teacher in every classroom. Both parties 5
agree to form a Peer Assistance and Review Committee to provide training, remediation, and 6
assistance to permanent teachers who are considered by the committee to qualify for PAR 7
based on the law, Board Policy, or the needs of an individual teacher. 8
9
B. PAR Committee 10 11
1. A PAR Committee will be established promptly after the effective date of this agreement. 12
The Committee will consist of eight (8) members, including five (5) members appointed 13
by the Association. The District will appoint three (3) other members. The five (5) 14
appointed teachers shall serve for one (1) year and may be reappointed at the discretion 15
of the MTA President. The Committee will elect its Chairperson by majority vote. 16
17
2. A teacher committee member shall receive an hourly rate of $50.00 per hour not to 18
exceed $1500.00 in total for the year and shall be subject to COLA increases 19
commencing with the 2004-05 school year. 20
21
3. The PAR Committee will hold its meetings after normal school hours. 22
23
4. The PAR Committee shall be responsible for the following: 24
25
a. Selecting Consulting Teachers. 26
b. Providing training for Consulting Teachers in cooperation with the Director of 27
Human Resources. 28
c. Sending written notification of participation in the PAR Program to 29
participating Consulting Teachers, and the site principal in cooperation with 30
the Human Resources Department. 31 d. Reviewing the assignment of consulting teacher(s). 32
e. The District, in consultation with the Committee will establish procedures for 33
application as a Consulting Teacher and the site principal in cooperation with 34
the Human Resources Department. 35
f. Reviewing the final report by the Consulting teacher and making 36
recommendations to the Board regarding a Referred Participating Teacher’s 37
progress in the PAR Program. 38
g. Reviewing the performance of the Consulting Teachers in conjunction with 39
the Director of Human Resources. 40
h. Annually evaluating the impact of the program for program improvement and 41
forwarding said report to the Board of Education. 42
43
July 1, 2014 84
5. The Committee, with the approval of the Board of Education, may remove a Consulting 1
Teacher from the position because of the specific needs of PAR and/or inadequate 2
performance as a Consulting Teacher. Prior to such removal, the Committee will provide 3
the Consulting Teacher with a written statement of the reasons for the removal, and, at 4
the request of the Consulting Teacher, will meet with him or her to discuss said reasons. 5
6
6. PAR Committee members will also serve as Induction Advisory Committee members for 7
the duration of their appointment. 8 9 C. PAR Program 10 11
1. Referred Teacher Participants (RTP) 12
13
a. A Referred Teacher Participant is a teacher with permanent status who 14
receives an unsatisfactory overall rating on the year-end evaluation (related to 15
instructional skills, classroom management, knowledge of subject matter, or 16
other related aspects of teaching performance). Permanent teachers may not 17
be referred to PAR for an isolated problem with his or her teaching 18 performance if the overall evaluation is satisfactory. A teacher may not be 19
referred to PAR for attendance problems, repeated tardiness, failure to 20
complete required attendance or grade reports or to comply with other similar 21
administrative requirements or directives. The purpose of such participation 22
is to help the RTP correct the job-related deficiencies and achieve a 23
satisfactory level of teaching performance. 24
25
b. The PAR Committee shall make a good faith effort to assign a Consulting 26
Teacher to the RTP prior to September 1st. At the request of the RTP 27
Consulting Teacher, Director of Human Resources, or on its own initiative, 28
the Committee may assign a different Consulting Teacher to work with the 29
RTP at any time during the year. 30
31
c. The Consulting Teacher shall use such methods as he or she deems 32
appropriate to help the RTP correct the job-related deficiencies and achieve a 33
satisfactory level of teaching performance. The Consulting Teacher will 34
submit periodic (no less than one every three months) written Status Reports 35
to the Committee and Director of Human Resources. The Consulting Teacher 36
will continue to provide assistance to the RTP until he or she receives a 37
satisfactory evaluation. The Consulting Teacher will submit a written Final 38
Report to the Committee and Director of Human Resources. A copy of each 39
report and the Final Report of the Consulting Teacher will be submitted to, 40
and discussed with, the RTP before it is submitted to the Committee. The 41
RTP will have the right to submit to the Committee a written response to each 42
Status Report and to the Final Report of the Consulting Teacher. The RTP has 43
the right to meet with the Committee before it makes a final recommendation 44
to the Board of Education. 45
46
July 1, 2014 85
d. At all levels of the process, the RTP has the right to be represented by the 1
Association Representative of his or her choice. 2
3
e. After consideration by the PAR Committee, the results of the RTP’s 4
participation in the PAR Program shall be forwarded to the Board of 5
Education. 6
7
f. The results of the RTP’s participation in the program shall be placed in his or 8
her personnel file. 9
10
2. Consulting Teachers 11
12
a. A Consulting Teacher is a teacher who provides assistance to a Referred 13
Teacher pursuant to PAR. The minimum qualifications for a Consulting 14
Teacher are as follows: 15
16
1) A teaching certificate for the educational level of the Referred Teacher 17
(e.g., elementary, middle level/junior high, secondary); 18
19
2) At least three (3) years in the District; and 20
21
3) Consulting Teachers should have at least three years recent teaching 22
experience in the curriculum area, 7-12, or grade level, K-6, of the 23
Participating Teacher. 24
25
b. In order to fill a position of Consulting Teacher, a notice of vacancy, prepared 26
and posted on-line by District personnel staff, which includes the 27
qualifications for the position. Notice of vacancies shall be sent to the 28
Association Office. The committee will make recommendations to the Board 29
of Education for Consulting Teachers from among qualified applicants 30
through an examination of the qualifications submitted, three letters of 31
recommendation from certificated staff, and an interview with the Committee. 32
33
c. The number of Consulting Teachers will be determined by the Committee 34
based on the needs of the program. 35
36
d. The term of a Consulting Teacher will be two (2) years, and a teacher may not 37
serve in the position for more than two (2) consecutive terms. 38
39
e. Consulting Teachers will receive a stipend for each RTP they coach, but may 40
not be assigned more than two (2) RTPs. 41
42
D. Director of Human Resources 43
44
The Director of Human Resources will manage all aspects of the BTSA/PAR Programs. 45
This includes overseeing the work of each Consulting Teacher and Support Provider. The 46
July 1, 2014 86
Director of Human Resources will monitor the performance of each Consulting Teacher and 1
report to the Committee such information each semester. A copy of the written report and all 2
written documentation relied upon by the Director of Human Resources in making said 3
report, will be submitted to the Consulting Teacher and he or she will have the right to 4
submit a written response to such report. The contents of said reports shall be held by the 5
Committee and may not be used in any dismissal or disciplinary proceeding against the 6
Consulting Teacher. The Director of Human Resources will also, along with the Committee 7
and District, develop appropriate staff development programs for Participating Teachers as 8
well as teachers not participating in the PAR Program. 9
10
E. Application of Agreement 11 12
Except as otherwise expressly provided in this Article, the Association, the school district, 13
and all bargaining unit members, reserve any and all rights granted to, and remain subject to 14
any and all obligations imposed upon them by law, regulation, school district policy, or the 15
agreement. 16
17
F. Duration 18
19
The PAR Program will continue in effect from school year to school year, unless either the 20
Association or the Board of Education gives written notice to the other party by May 1 of its 21
intention to terminate the PAR Program as of the end of that school year. 22
23
G. Pre PAR 24
25
Permanent employees may voluntarily participate in Pre PAR during a year in which they are 26
not being evaluated. Participation in Pre PAR for an individual must be agreed upon by the 27
employee, PAR Committee and the District. 28
29
Teachers providing assistance will be compensated for up to 48 hours per year. The hourly 30
rate of pay is based upon the BTSA stipend amount divided by 48 hours. 31
July 1, 2014 87
ARTICLE XVI
BEGINNING TEACHER SUPPORT AND ASSESSMENT INDUCTION PROGRAM
A. BTSA Induction Program 1
2
The BTSA Program is an induction program implemented under the guidelines of SB 2042. 3
The Modesto Teachers Association and Modesto City Schools agree that the program 4
supports qualifying teachers in obtaining their professional credential and providing quality 5
teachers in every classroom. 6
7
a) Participating Teachers (PT) are: 8
9
1) teachers in their first or second year of teaching experience with a Preliminary 10
or Clear teaching credential 11
2) out-of-state teachers with 0-5 years of experience 12
3) out-of-state teachers with 6 or more years of experience who volunteer to 13
participate in BTSA 14
4) teachers who are otherwise identified by the CTC as being required to 15
participate in an induction program in order to fulfill requirements for the 16
Professional Clear Credential 17
18
b) Program Participation 19
20
Participation in the Modesto City Schools’ BTSA Induction program shall remain 21
voluntary. However, under the provisions of SB 2042, teachers may be required by the 22
California Commission on Teacher Credentialing (CTC) to participate in an approved 23
induction program, BTSA, in order to earn their Professional Clear Credential. 24
Qualifying teachers who are not required by the CTC to complete the induction 25
requirements specifically for earning the professional clear credential, have the option to 26
participate in the BTSA Induction Program. 27
28
c) Support Provider (SP) 29
30
1. A Support Provider is a teacher who provides coaching and assistance to probationary 31
and temporary teachers in their first two years of teaching, or are otherwise identified 32
as required to participate according to the California Commission on Teacher 33
Credentialing regulations for credentialing. The minimum qualifications for a 34
Support Provider are as follows: 35
36
a. A teaching certificate for the educational level of assignment of the new teacher. 37
b. At least two (2) years in the District. 38
c. At least two (2) years recent teaching experience in the subject area or within two 39
grade levels of the new teacher’s assignment. 40
July 1, 2014 88
2. In order to fill a position of Support Provider, a notice of vacancy, which includes the 1
qualifications for the position, will be posted on-line. Notification shall be sent to the 2
Association Office. The Director of Human Resources, in collaboration with the PAR 3
Committee will make recommendations to the Board of Education for Support 4
Providers from among the qualified applicants through an examination of the 5
qualifications submitted, three letters of recommendation from certificated staff, and 6
an interview process like the interview process for regular classroom teachers. Two of 7
the interview team members must be PAR Committee members appointed by MTA. 8
9
3. The number of Support Providers will be determined by the Director of Human 10
Resources, based on the needs of the program. 11
12
4. The Director of Human Resources will match PT and Support Provider by school, 13
subject matter (7-12) and grade level (K-6) whenever possible. 14
15
5. Support Providers will receive a stipend per PT assigned and shall be assigned 1-3 16
PTs. Support Providers will be provided with reasonable release time to observe PTs, 17
if substitutes are available. 18
19
6. All Site Support Providers with satisfactory completion of Support Provider job 20
requirements, who wish to continue in the next year, will be reappointed if determined 21
by the Director of Human Resources in consultation with PAR Committee members. 22
23
B. Director of Human Resources 24
25
1. The Director of Human Resources will manage all aspects of the BTSA Induction 26
Program. The Director of Human Resources will, in cooperation with District staff and 27
the PAR Committee members, develop appropriate staff development programs for 28
Participating Teachers. 29
30
2. The Director of Human Resources will be a management position. 31
32
C. Application of Agreement 33
34
Except as otherwise expressly provided in this Article, the Association, the District and all 35
bargaining unit members, reserve any and all rights granted to, and remain subject to any and 36
all obligations imposed upon them by law, regulation, school district policy, or the 37
agreement. 38
39
D. Duration 40
41
The BTSA Induction Program will continue in effect from school year to school year, unless 42
either the Association or the Board of Education give written notice to the other party by 43
May 1 of its intention to terminate the BTSA Induction Program as of the end of that school 44
year. 45
July 1, 2014 89
ARTICLE XVII
CHILD DEVELOPMENT
A. SALARY 1
2
1. The salary schedules for Child Development Teachers shall be established as separate 3
salary schedules and include a range for Master’s Degree. 4
5
a. Head Start Child Development Teachers shall be paid on the Head Start Salary 6
Schedule. 7
8
b. State Child Development Teachers shall be paid on the Child Development Salary 9
Schedule. Beginning with the 2013-14 school year, the 2008-09 Child Development 10
Program State Preschool rate will be reinstated. 11
12
c. The designated salary schedules will be reflected on the Child Development Head 13
Start Teacher job description and the Child Development State Teacher job 14
description. 15
16
d. 1) Child Development teachers shall be allowed to accrue compensatory time or be 17
paid their hourly rate commensurate with their current hourly placement when 18
covering another class and/or substituting on a workday before or after their work 19
hours. 20
21
2) Child Development teachers shall be paid the substitute rate on the corresponding 22
salary schedule during all other time, including preparation time, when covering 23
and/or substituting in a Child Development class. 24
25
3) No more than 8 hours per day or 20 hours per week of additional hourly time shall 26
be worked by a Child Development teacher. Compensatory time may be accrued 27
when being paid to cover and/or substitute. 28
29
e. For the 2013-14 school year only, agreed upon by April 1, 2014 and paid before June 30
30, 2014, State Preschool Teachers will receive a 1% one-time, “off the salary 31
schedule” payment. 32
33
2. Child Development Specialists shall be paid from the Child Development Specialists’ 34
Salary Schedule. 35
36
a. Child Development Specialists shall post a monthly schedule, subject to change based 37
upon the needs of the program, which includes an equal distribution of time at all 38
assigned sites. 39
40
July 1, 2014 90
3. Longevity Stipend: For all Child Development Teachers and Child Development 1
Specialists under this provision, longevity steps will be paid at the completion of 11, 15, 2
and 20 years of service. 3
4
4. Substitute pay for Substitute Child Development Teachers shall be based on Column 1, 5
Step 1 of the current salary schedule. Substitute Child Development Teachers, as per 6
Title 22 Section 101152 of Community Care Licensing Regulations, shall have a 7
minimum of 6 units in Child Development and/or Early Childhood Education on file 8
with Human Resources. 9
10
a. Taken from Article XIX, Section VIII, Subsection B: 11
i. Child Development substitute teachers will work the number of hours as 12
specified on SubFinder and will be paid for the number of hours worked. 13
ii. In the event that the teacher is absent for more than thirty consecutive calendar 14
days, the substitute teacher will work the same number of hours as the teacher’s 15
contract and will assume full responsibilities for home visits, parent conferences, 16
and parent education and parent involvement requirements. 17
iii. Child Development Programs do not pay more than the basic rate for long-term 18
assignment. 19
iv. In the event that the teacher is absent for more than thirty consecutive calendar 20
days, the substitute teacher in a Child Development Program must meet 21
requirements as defined in the CTC Child Development Matrix. 22
v. Substitute rates for Child Development substitutes shall be based on Step 1, 23
Range 1 of their corresponding salary schedules. 24
vi. Regular Child Development teachers who substitute during their prep time shall 25
be paid on Step 1, Range 1 of their corresponding salary schedule. 26
27
b. Child Development Program teachers who are on laid-off status shall have the first 28
right of refusal for all substitute jobs, and shall be called in the order of their District 29
seniority. 30
31
c. After the 20th day of continuous substitute teaching at the same site, laid-off teachers 32
shall earn their per diem salary starting on their 21st day of service. 33
34
d. If placed on a long-term assignment of 30 days or more, laid-off teachers shall earn 35
their per diem salary from the first day of service. 36
37
B. HOURS OF EMPLOYMENT 38
39
1. Head Start Child Development Teachers 40
41
The workday for Head Start members of the bargaining unit shall be 450 minutes per day 42
including recess, preparation and a duty-free lunch of at least 30 minutes. Teachers whose 43
work contract is beyond the 450 minutes will have their salary factored to reflect the 44
additional hours. 45
July 1, 2014 91
Full-Day Head Start Teachers: Full-day Head Start Teachers shall have 360 minutes of 1
student contact time. 2
3
Part-Day Head Start Teachers: Part-day Head Start Teachers shall have 210 minutes of 4
student contact time. 5
6
2. State Child Development Teachers 7
8
a. Part-Day Preschool Teachers: The workday for Part-Day Preschool members of the 9
bargaining unit shall be 390 minutes per day including preparation, recess and a duty-10
free lunch of at least 30 minutes, and 180 minutes of student contact time. Teachers 11
whose work contract is beyond 390 minutes will have their salary factored to reflect 12
the additional hours. 13
14
b. The workday for the Child Development Specialists shall be 8 hours per day and will 15
include a 30-minute duty-free lunch. 16
17
3. Work Year for Child Development Teachers 18
19
All Child Development Teachers shall implement the approved Child Development 20
Program Calendar which is based on the responsibility days listed below and includes 21
staff development, staff work and student attendance days. All time off shall be reported 22
to the Child Development Department through the District’s SubFinder System. 23
24
Head Start Teachers 25
26
Full-Day 226 Responsibility Days 27
Part-Day 183 Responsibility Days 28
(172 Student Days/3 Staff Development Days/ 29
8 Staff Work Days) 30
31
Preschool Teachers 32
33
Part-Day 183 Responsibility Days 34
(177 Student Days/1 Staff Development Day/ 35
5 Staff Work Days) 36
37
Cal-SAFE Teachers 182 Responsibility Days 38
39
Child Development Specialist 219 Responsibility Days 40
41
Staff Development Days 42
43
All Child Development Teachers shall have staff development days included in their 44
contracted days of: Part-day Head Start and Full-day Head Start Programs – three (3) days; 45
July 1, 2014 92
Part-day State Preschool – one (1) day. Staff Development days shall be established in one-1
half (½) or whole day increments. Staff Development Days are mandatory attendance and 2
established at the discretion of the Director of Child Development Programs to provide 3
training and professional development to staff. 4
5
The District will provide both Cardio-Pulmonary Resuscitation (CPR) and Basic First Aid 6
(FA) training during staff development days. In order to meet Title 22 Regulations and the 7
standards set forth by the California Emergency Medical Services Authority (EMSA) and 8
commonly accepted best practices for the child development field, all Child Development 9
Teachers shall maintain current CPR/FA certification. The District will attempt to maintain 10
the current every-other-year CPR/FA certification process currently utilized. If the District-11
sponsored training is not attended, it shall be the employee’s responsibility to obtain the 12
certification and submit proof of such. 13
14
Staff Work Days 15
16
All Child Development Teachers shall have staff work days included in their contracted days 17
of: Part-day Head Start and Full-day Head Start Programs – eight (8) days; Part-day State 18
Preschool – five (5) days. Staff Work days are student non-attendance days and shall be 19
established in one-half (½) or whole day increments. 20
21
Staff work days are established for, but not limited to, start-up; close-out; orientation; 22
classroom set-up and home visit activities; program planning; networking; curriculum 23
planning and implementation; developmental screening of students; and parent conferences. 24
Not more than one (1) of the established staff work days will be for staff to close out the year. 25
26
Staff/Faculty Meetings 27
28
The total number of Child Development staff/faculty meetings shall not exceed one (1) per 29
month per program. The one meeting does not include individual teacher responsibilities, 30
such as IEPs, SSTs, CSTs, case conferencing, etc., nor do they include grade or site level 31
meetings. Child Development Administration may schedule up to three (3) additional 32
staff/faculty meetings throughout the school year. A draft agenda for required meetings will 33
be sent at least forty-eight (48) hours in advance, excluding weekends and holidays. The 34
District will publish required meeting dates and times on the annual Child Development 35
Planning Calendar and Monthly Reminder Calendars. The duration of meetings outlined in 36
this section shall be a maximum of 1.5 hours, which will include 15 minutes for MTA. 37
Staff/Faculty meetings are established to provide and receive information and input to and 38
from staff. Staff/Faculty meetings may also contain Staff Development time. 39
40
Compensatory Time 41
42
Time spent in activities that exceed the normal work hours will be given in compensatory 43
time by the District to all Child Development Teachers. The Director of Child Development 44
Programs/designee must approve in advance the accrual and use of compensatory time unless 45
July 1, 2014 93
there is an unforeseen emergency. 1
2
Full-Day Child Development Teachers will accumulate their compensatory time and when 3
the number of hours equals their daily contract hours, they will be credited time for a full day 4
and a substitute will be provided. Full-Day Teachers will be allowed to accrue and use 5
compensatory time without substitute coverage. Part-Day Child Development Teachers will 6
accumulate their compensatory time which must be taken during preparation time. 7
Compensatory time must be taken in the current year. 8
9
Professional Responsibilities 10
11
All Child Development Teachers shall hold and maintain, at a minimum, the Child 12
Development Teacher Permit or above (not an Associate Teacher) issued by the California 13
Commission on Teacher Credentialing. 14
15
All Child Development Teachers shall: provide development screening for students within 16
the first 30 days for Head Start or the first 60 days for State Preschool; provide ongoing 17
student assessments with collection and reporting periods – three (3) for Head Start and two 18
(2) for State Preschool; including federal or state mandated assessments and implement an 19
additional research based assessment such as Preschool Early Literacy Indicator (PELI); 20
implement the comprehensive CDP curriculum; post weekly lesson plans; provide home 21
visits (two (2) for Head Start and one (1) optional home visit for State Preschool); and 22
provide two (2) parent conferences. 23
24
Effective July 1, 2010, all newly-hired Child Development Teachers (Head Start and State) 25
shall possess, at a minimum, a Bachelor’s Degree. All current Child Development staff will 26
be grandfathered unless the state/federal requirements change. State Part-Day Teachers who 27
change sites, but stay within the same program, will maintain their grandfathered status. 28
29
C. EVALUATION 30
31
The evaluation cycle for all Child Development Teachers (State), who receive satisfactory 32
evaluations, will be every third year except for 1st and 2nd year teachers. The evaluation 33
criteria will follow the procedures outlined in Article VIII. First and 2nd year teachers will be 34
evaluated annually. Child Development Teachers shall be treated as permanent employees, 35
for evaluation purposes only, after two years in one program or combination of programs 36
covered in this Article. 37
38
The annual evaluation of Head Start Teachers (Federal), during the period not covered in the 39
previous paragraph, in accordance with Federal Guidelines, shall be conducted using the 40
approved alternative checklist form by Child Development Administration. 41
42
A memo or an e-mail issued by an administrator is between the teacher and administrator and 43
may not be shared with other staff or administrators. 44
July 1, 2014 94
D. TRANSFER/REASSIGNMENT 1
2
1. Employees of Child Development Programs may be transferred or reassigned based upon 3
Articles XIII and XIV. 4
5
2. Prior to any transfer or reassignment, the administration shall discuss the proposed 6
transfer or reassignment with the employee(s) to be transferred or reassigned. 7
8
3. A written statement of reasons shall be provided upon request if an employee is 9
transferred or reassigned involuntarily. 10
11
E. CLASS SIZE 12
13
Class size shall be maintained to meet State and Federal regulations concerning number of 14
students per teacher and adult ratios. 15
16
F. LEAVES OF ABSENCE 17
18
Employees of Child Development Programs shall be provided the same leaves of absence as 19
K-12 teachers (Article V). 20
21
G. CHILD DEVELOPMENT EMPLOYMENT 22
23
Child Development experience shall be recognized for placement on the Head Start Salary 24
Schedule, Child Development Salary Schedule and/or Child Development Specialist’s Salary 25
to a maximum placement of Step 6. 26
27
Accumulated and unused sick leave shall be transferred to the K-12 program if a Child 28
Development employee is employed in the K-12 program without a break in service. 29
Absence from service for less than one year shall not be counted as a break in service for sick 30
leave transfer purposes. 31
32
MCS Child Development teaching experience within the last ten (10) years, where the 33
employee has at least a B.A. Degree, shall be counted towards placement on the K-12 salary 34
schedule. Each two (2) years of satisfactory Child Development teaching experience shall 35
count for one (1) year salary step placement, up to a maximum of five (5) years in placement 36
on the K-12 teachers’ salary schedule, consistent with Article IX Salary, Section E. 37
38
Teachers shall be given an individual, yearly budget for the purchase of non-perishable 39
classroom supplies. 40
41
Ordering of both non-perishable and perishable items shall be at the teacher’s discretion, 42
pending administrative approval. Actual purchase and distribution shall be done mostly by 43
site staff. 44
45
July 1, 2014 95
A monthly accounting of teacher’s purchases shall be provided by the CDP Office. 1
2
H. STATE, FEDERAL, and LOCAL LAWS, REGULATIONS and REQUIREMENTS 3
4
All regulations, laws, requirements and mandates outlined and/or specified by State, Federal, 5
local bodies with jurisdiction over Child Development operations and/or administration shall 6
supersede and invalidate any article or section within this bargaining unit agreement if in 7
direct contradiction or if standards are unmet. This includes but is not limited to Community 8
Care Licensing (Title 22 and Health Code), California Department of Education (Education 9
Code), Child Development Division (Title 5), California Commission on Teacher 10
Credentialing, Fire Marshall, Public Health, and Head Start Performance Standards. 11
12
I. INCLUSION BY REFERENCE 13
14
The Articles noted below from the currently approved Collective Bargaining Agreement are 15
incorporated into this Agreement. 16
17
ARTICLE TITLE 1. Article I Agreement 2. Article III Contractual Grievance Procedure 3. Article IX Salary
Introduction and Sections C, E, G, M (5,6) and Q 4. Article X Health and Welfare Benefits 5. Article XI Miscellaneous-Maintenance of Benefits 6. Article XII Organization Security and Payroll Deductions 7. Article XV Peer Assistance and Review (PAR) Program 8. Article XVIII Rights for Unit Employees 9. Article XIX Substitute Employees 10. Article XXIII Savings
July 1, 2014 96
ARTICLE XVIII
RIGHTS FOR UNIT EMPLOYEES In respect to non-permanent employees, the District pledges that it will inform the employee in 1
writing of the employee’s status as probationary or temporary and provide a written contract of 2
employment. 3
4
At the same time, the District will inform the employee in writing of the difference and legal 5
significance of probationary versus temporary, as well as any credential requirements and 6
requirements of the CBEST Test. 7
8
Hourly Independent Study teachers hired to contracted Independent Study positions shall be 9
given probationary status consistent with other general fund programs and shall be given credit 10
for units and years of service already earned in the Independent Study Program. 11
July 1, 2014 97
ARTICLE XIX
SUBSTITUTE EMPLOYEES I. EMPLOYMENT 1
2
A. Legal Status 3
4
Governing Boards of school districts shall classify as substitute employees those 5
persons employed in positions requiring certification qualifications to fill positions of 6
regularly employed persons absent from service. Substitute service may apply toward 7
permanent status subject to standards in Education Code Section 44918, but shall not 8
apply toward salary schedule placement. 9
10
B. Chest X-Ray or Intra-dermal Skin Test 11
12
A chest x-ray or approved intra-dermal skin test is required of every employee of the 13
school district and must be renewed every four years. 14
15
C. Substitute List 16
17
A new substitute list is developed annually. Persons who substitute one year and who 18
are interested in substituting the following year must complete a new information sheet 19
after June 1 each year. 20
21
II. EMPLOYMENT PROCEDURE 22
23
A. Applicant Selection 24
25
All applications for substitute employment are to be submitted in person to the Human 26
Resources Office, Modesto City Schools, 426 Locust Street. The following documents 27
must also be completed and/or submitted: 28
29
1. Copy of valid California teaching credential 30
2. Tuberculosis x-ray or intra-dermal skin test report 31
3. State Teachers’ Retirement System enrollment form 32
4. W-4 Form 33
5. Child Abuse Form 34
6. Loyalty Oath 35
7. I-9 Form 36
8. DOJ Fingerprint Clearance 37
38
July 1, 2014 98
B. Minimum Credential Qualifications 1
2
Applicants for substitute teaching must possess a valid California teaching credential 3
or license. If more than a 30-day assignment (20-day for special education), the 4
applicant must hold a valid credential for subject area, grade level, or specialized areas 5
of instruction. 6
7
III. TEACHER INPUT ON SUBSTITUTE ASSIGNMENT 8
9
Temporary, probationary or permanent teachers may express a preference for a particular 10
substitute teacher to be assigned during their absence. If the regular teacher has a concern 11
over the services of a given substitute teacher’s performance, he/she may call the situation 12
to the site administrator’s attention. The site administrator shall investigate such concerns. 13
It is not the bargaining unit members’ role to evaluate each other; rather, it is the role of 14
management to evaluate. 15
16
IV. AUTHORITY TO DENY SUBSTITUTE SERVICE 17
18
1. The site administrator may recommend to the Associate Superintendent, Human 19
Resources or his/her designee that the right of a person on the substitute list to serve as 20
a substitute teacher be denied at their school or for a particular teacher based upon any 21
reason which, in the opinion of the administrator, relates to the welfare of the school, 22
workers of the school, or the pupils of the school. 23
24
2. The Associate Superintendent, Human Resources, or his/her designee, may remove a 25
person’s name from the substitute list based upon any reason which relates to the 26
welfare of the school, workers of the school, or the pupils of the school. 27
28
V. AUTOMATIC SEPARATION 29
30
1. End of Assignment 31
32
Substitutes are employed for a maximum of one school year only and are automatically 33
terminated at the end of the school year. The District may employ a substitute in the 34
subsequent school year based on District discretion and the substitute providing 35
reasonable assurance of returning. 36
37
2. Lapse of Credential 38
39
If a substitute’s credential lapses or otherwise becomes invalid, the substitute is 40
automatically terminated. 41
42
43
July 1, 2014 99
VI. PERFORMANCE OBSERVATION 1
2
The site administrator or his/her designee shall conduct at least one observation of the 3
substitute’s performance if the substitute is employed to serve for at least eleven days. If 4
the observation indicates the substitute’s performance is deficient, a copy of the observation 5
report shall be delivered to the substitute within five school days after the deficient 6
performance was observed. If the substitute requests a meeting to discuss the performance 7
observation, the site administrator or designee shall arrange the meeting and participate in 8
it. The substitute may arrange to have an Association representative accompany him/her in 9
the meeting. The substitute may file a written response to the observation report, and such 10
response shall be attached to the report. 11
12
VII. TERMINATION DURING SERVICE 13
14
A. If the site administrator or designee determines, based upon personal observation or an 15
investigation, that the conduct of a substitute has been such as to adversely affect the 16
welfare of the school, co-workers at the school, or any pupils at the school, he/she may 17
relieve the substitute of duty and in such instance the site administrator or designee 18
shall report the action and reason for it to the Associate Superintendent, Human 19
Resources. Except in emergencies, prior to relieving the substitute, the site 20
administrator or designee shall discuss his/her concerns with the substitute and shall 21
take into account, in making the final determination, any responses of the substitute. If 22
a substitute is relieved of duty and no modification of the action is made by the 23
Associate Superintendent, Human Resources, or the Board of Education, the decision 24
and in the absence of modification of the action by the Associate Superintendent, 25
Human Resources, or the Board of Education, the recommendation of the site 26
administrator or designee shall be final and binding. The administration’s 27
determination of the sufficiency of the reason for relieving the substitute of duty shall 28
be conclusive. 29
30
B. In addition to the authority of the site administrator or designee set forth in A, above, 31
the Board of Education, under Education Code Section 44953, may terminate the 32
service of a substitute employee at any time and there shall be no right of appeal. 33
34
VIII. SUBSTITUTE PAY/ASSIGNMENTS 35
36
A base rate is established for day-to-day substitute teachers (1 to 10 days). A teacher 37
serving continuously in a short-term assignment (between 11 and 30 days) will receive 38
compensation as specifically identified in the substitute salary schedule daily rate. A 39
teacher serving continuously in a long-term assignment (beyond 30 days) will receive 40
compensation above the short-term rate as specifically identified in the substitute salary 41
schedule daily rate. 42
43
Emergency credentialed substitutes cannot serve in the same classroom more than thirty 44
days during the school year.45
July 1, 2014 100
High School and Junior High School 1
2
1. Teachers substituting three periods or more on any one day will be paid the full 3
day’s pay. 4
5
2. Teachers substituting for less than three periods on any one day will be paid one-6
half day’s pay. 7
8
A. Elementary (K-6) 9
10
1. Teachers substituting more than one-half the actual teaching time will be paid the 11
full day’s pay. 12
13
2. Any assignment that is for less than half the actual teaching time will be paid one-14
half day’s pay. 15
16
B. Child Development Programs 17
18
Child Development substitute teachers will work the number of hours as specified on 19
SubFinder and will be paid for the number of hours worked. 20
21
In the event that the teacher is absent for more than thirty consecutive calendar days, 22
the substitute teacher will work the same number of hours as the teacher’s contract and 23
will assume full responsibilities for home visits, parent conferences, and parent 24
education and parent involvement requirements. 25
26
Child Development Programs do not pay more than the basic rate for long-term 27
assignment. 28
29
In the event that the teacher is absent for more than thirty consecutive calendar days, 30
the substitute teacher in a Child Development Program must meet requirements as 31
defined in the CTC Child Development Matrix. 32
33
Substitute rates for Child Development substitutes shall be based on Step 1, Range 1 34
of their corresponding salary schedules. 35
36
C. Jury Duty 37
38
If a substitute is assigned to substitute for a teacher who is on jury duty, the substitute 39
will be so notified at the time of the assignment. Sometimes this will be only for half-40
day assignment. 41
42
Should the regular teacher return to school prior to the end of the school day, the 43
substitute will be paid one-half or full day according to sections A, B, or C. 44 45
July 1, 2014 101
D. Payroll Dates 1
2
At the end of each substitute teaching assignment, the substitute is to sign a payroll 3
claim at the school site. If the claim is submitted to the Payroll Department by the 5th 4
of the following month, the substitute will be paid by the 15th. Claims submitted after 5
the 5th will not be paid until the 15th of the next month. All checks are mailed; 6
therefore, it is important that all address changes be reported to the Human Resources 7
Office. 8
July 1, 2014 102
ARTICLE XX
SUMMER SCHOOL
1. K-6 Traditional: 1
2
a. The K-6 summer school year shall be 19 instructional days plus one workday. 3
4
b. K-6 teachers will have no more than 4 hours and 20 minutes of instructional time per day. 5
6
c. K-6 teachers will be paid based on the summer school salary schedule for 5 hours per day. 7
8
d. K-6 teachers will work and be paid for 5 hours prior to the beginning of the student 9
attendance days (teacher workday). 10
11
2. 7-8 Traditional: 12
13
a. The 7-8 summer school year shall be 19 instructional days plus one workday. 14
15
b. 7-8 teachers will have no more than 3 hours and 50 minutes of instructional time per day. 16
17
c. 7-8 teachers will be paid based on the summer school salary schedule for 4 hours and 30 18
minutes per day. 19
20
d. 7-8 teachers will work and be paid for 4 hours and 30 minutes prior to the beginning of 21
student attendance days (teacher workday). 22
23
3. 9-12 Traditional: 24
25
a. The 9-12 summer school year shall be 19 instructional days plus one workday. 26
27
b. 9-12 teachers will have no more than 3 hours and 50 minutes of instructional time per day. 28
29
c. 9-12 teachers will be paid based on the summer school salary for 4 hours and 30 minutes 30
per day. 31
32
d. 9-12 teachers will work and be paid for 4 hours and 30 minutes prior to the beginning of 33
student attendance days (teacher workday). 34
35
4. The SDC/LH/SH K-12 summer school mirrors the conditions listed above for the 36
corresponding grade range. 37
38
5. Summer school teachers who are District employees may share summer school contracts at 39
the discretion of the site administrator. If the site administrator denies the requested share 40
contract, he/she must give a written reason for the denial. 41
July 1, 2014 103
6. Summer School teachers shall be prohibited from taking vacation during the summer school 1
period. A violation will affect the teacher’s re-employment rights for the following year, and 2
the teacher shall lose the first right of refusal to summer school jobs. 3
4
7. Two summer school teachers may share one assignment as long as service is consecutive, at 5
the discretion of the District. 6
7
8. Summer School enrollments shall be limited to: 8
9
High School – 45 10
Junior High Remedial* – 36 11
Elementary Remedial* – 25 12
13
Summer School class sizes shall be limited to: 14
15
High School – 39 16
Junior High Remedial – 34 17
Elementary Remedial – 25 18
19
The above class sizes shall be in full effect by the end of the first week. 20
21
* Remedial – Make-up classes of core classes failed and needed to pass to go to the next 22
grade level and/or to graduate. Classes to make up failed minimum competencies. 23
24
9. No students shall be enrolled after the fourth instructional day. 25
26
10. The District will make a good faith effort to reappoint all previous year summer school 27
teachers (if they have acceptable observation(s) the previous summer) to assignments that are 28
substantially the same, prior to advertising vacancies. 29
30
11. Summer School evaluations will include one student achievement level for remedial classes 31
only for new MCS employees. The student achievement level will be in accordance with 32
Board Policy 4115. 33
34
12. If a permanent District teacher received a satisfactory observation/evaluation in last year’s 35
regular school assignment, the teacher will not have to be observed/evaluated. If the 36
employee is new to MCS, teacher will need to be observed/evaluated. 37
38
13. New teachers receiving an unsatisfactory observation/evaluation would require a second 39
observation. At the end of summer school, there needs to be at least one satisfactory 40
observation/evaluation to be considered for the following year’s summer school. 41
42
14. The District may offer on-line summer school offerings in addition to, or in place of, 43
traditional class offerings that may vary in time and days. 44
July 1, 2014 104
ARTICLE XXI
INTERN PROGRAM The Association and District agree to implement an intern program based on the provisions of 1
the Education Code. 2
3
1. Interns will be appointed to teaching vacancies only after the District determines that there 4
is an insufficient number of certificated applicants who meet the District’s specified 5
employment criteria. 6
7
2. The District will determine placement of interns based on District need. 8
9
3. The District will designate a school-based supervisor to observe and counsel the intern on a 10
regular basis to give feedback to the University Supervisor regarding the intern’s 11
performance. 12
13
4. The District, in consultation with the Association, will select a school-based cooperating 14
teacher to provide the intern with guidance and support during their internship. The 15
school-based cooperating teacher will be paid a yearly stipend of $2,250.00. When 16
selecting the cooperating teacher, priority should be given to the department or grade level, 17
then the site and then District-wide. 18
19
5. Continuation of an intern’s assignment is contingent upon a recommendation of satisfactory 20
teaching competence by the District supervisor and sponsoring agency supervisor. 21
Termination of an assignment, based on unsatisfactory performance, is at District discretion 22
and is the responsibility of the District and the supervising agency. 23
24
6. Interns will be evaluated each year using the District’s narrative evaluation process. 25
26
7. The District may terminate the intern training agreement with sponsoring agencies at 27
anytime if it is found that continuation would be detrimental to the District, staff or 28
students. The District’s determination is final. 29
30
8. Interns’ salary will be equivalent to 92% on Step 1, Column 1 of the Certificated Salary 31
Schedule. 32
33
9. The District will provide staff development activities and other resources as part of the 34
intern’s training. 35
36
10. Interns shall be members of the MTA bargaining unit and subject to all dues regulations. 37
38
11. MTA and Modesto City Schools agree to consult on matters pertinent to the District’s 39
Internship Program. 40
41
12. Interns may continue in assignment for the duration of the internship program provided that 42
annual observations/evaluations are satisfactory. 43
July 1, 2014 105
13. University Interns shall have no rights to the reduction in force process in Education Code 1
section 44949. 2
July 1, 2014 106
ARTICLE XXII
ADDITIONAL PROGRAMS
A. The following programs may be implemented by the District: 1
2
Academic Intervention 3
Adult Education 4
Credit Recovery Online Program (class.com) 5
Enhancing Education through Technology 6
Extended Summer School, 7-12 7
Home and Hospital (Regular Education) 8
Home or Hospital (Special Education) 9
Independent Study 10
Independent Study (Full-time) 11
In-School Suspension 12
Modesto Virtual Academy Program 13
Remediation Intersession 14
Tutoring/Peer Assistance 15
16
B. Remediation Intersession and Extended Summer School Program teachers will be paid on 17
the Hourly Direct Instructional Program Schedule. 18
19
C. The number of sessions per day and the number of weeks the sessions will be offered 20
during intersession will be determined by site needs and/or funding. 21
22
D. Academic Intervention and Extended Summer School teachers will be paid one hour for 23
every hour of instruction. 24
25
E. Home and Hospital teachers will be paid one hour preparation time per student served. 26
27
F. A regular teacher with the District may work no more than 4 hours per school day or 28
20 hours per week, in total, in any of the hourly programs listed in this section. 29
July 1, 2014 107
PROGRAM TITLE: Academic Intervention Program ELIGIBILITY: K-6 Elementary Schools PROGRAM To provide supplemental educational opportunities for SUMMARY: pupils through instruction during the school year outside
the regular school day. To increase the instructional time in core academic areas. PROGRAM The instruction must supplement the regular REQUIREMENTS: instructional program in the core academic areas. Instruction may be provided before school, after school,
or on Saturdays. TEACHER Plan, prepare, teach, evaluate student learning, and RESPONSIBILITIES: keep records as required. SALARY: Hourly Direct Instructional Program Schedule. Paid hourly up to a maximum of 3 hours a day.
July 1, 2014 108
PROGRAM TITLE: Adult Education ELIGIBILITY: Any student who is 16 years of age or older. PROGRAM A wide variety of classes are offered to provide SUMMARY: sufficient courses to meet the Adult and Comprehensive
High School diploma requirements through adult concurrent enrollment. These include English, science, social science, mathematics, etc. In addition, courses to prepare for the General Educational Development (GED) test, Citizenship Program, and some Industrial Trade Programs are offered. Teachers provide instruction after the regular school day for various amounts of hours.
PROGRAM Teacher develops course material with principal and REQUIREMENTS: district support and supervision. A monthly register of
student attendance is maintained. A teacher is responsible for testing, grading work, and other activities associated with the class.
TEACHER Plan, prepare, teach, evaluate student learning, and RESPONSIBILITIES: keep records as required. SALARY: Hourly Direct Instructional Program Schedule
July 1, 2014 109
PROGRAM TITLE: Credit Recovery Online Program ELIGIBILITY: 7-12 Middle/High Schools PROGRAM SUMMARY: To provide supplemental educational opportunities for pupils through instruction and/or support during the school
year, outside the regular school day. To increase the instructional time and/or support instruction
in the core academic areas. PROGRAM The instruction/support must supplement the regular REQUIREMENTS: instructional program in the core academic areas. Instruction/support may be provided before school, after
school, or on Saturdays. TEACHER Teach/assist/reinforce student learning in the core academic RESPONSIBILITIES: areas, evaluate student learning, and keep records as
required. Instructional settings will include large group, small group,
and/or individual instruction as needed. SALARY: Hourly Direct Program Schedule. Paid hourly up to a maximum of 3 hours a day.
July 1, 2014 110
PROGRAM TITLE: Enhancing Education through Technology (EETT) GRADE LEVEL: Grades 7-12 PROGRAM SUMMARY: Assist other teachers with the Computers-On-Wheels
(COWs). PROGRAM Work with teachers outside of the school day. REQUIREMENTS: OVERALL Under general supervision, the EETT teacher will assist RESPONSIBILITY: with the implementation of the EETT ARRA Competitive
Grant. TEACHER RESPONSIBILITIES:
1. Help other teachers import students and set up courses in SkillsTutor and CatchupMath.
2. Monitor and store the Computers-On-Wheels (COWs).
3. Help teachers deploy the COWs in classes.
4. Help distribute, collect and scan the pre and post student technology surveys using Edusoft.
5. Facilitate collaborative site meetings to discuss the program goals’ progress.
6. Facilitate curriculum planning sessions to develop instructional strategies and lesson planning that integrate the two programs.
7. Monitor equipment “check-out” and return.
8. Report equipment in need of repair to the Help Desk and appropriate administrator.
SALARY: Optional Period
July 1, 2014 111
PROGRAM TITLE: Extended Summer School ELIBIGILITY: Grades 7-12 PROGRAM To provide supplemental educational opportunities for SUMMARY: pupils outside the regular school day during the school
year. To provide make-up opportunities for students behind
credits for graduation or who need to make-up a course requirement.
To improve academic achievement in low performing
schools. PROGRAM The instruction will be offered in mathematics, science, REQUIREMENTS: social science/history, English/language arts, foreign
language, fine arts, computer education or any course that provides credit toward graduation.
Instruction may not exceed 180 minutes per session. Pupil attendance is voluntary. TEACHER Plan, prepare, teach, evaluate student learning, and keep RESPONSIBILITIES: records as required. SALARY: Hourly Direct Instructional Program Schedule-Academic
Intervention. Paid hourly up to a maximum of 3 hours per day.
July 1, 2014 112
PROGRAM TITLE: Home and Hospital (Regular Education) ELIGIBILITY: Students with medical problems. PROGRAM: Students with a doctor’s note indicating short-term SUMMARY: medical needs are referred to Home and Hospital. Credits
are given by the student’s home school based on program completion.
PROGRAM The site administrator will determine the placement of REQUIREMENTS: students in the Home and Hospital Program and assign the
Home and Hospital teacher. The Home and Hospital teacher develops coursework for the student in collaboration with regular classroom teacher for the first ten days of Home and Hospital. If the student is on Home and Hospital for more than five days, the Home and Hospital teacher will be responsible for developing coursework. The coursework developed by the Home and Hospital teacher is to be equivalent to the courses the student was enrolled in while attending school in the regular program. The Home and Hospital teacher delivers instruction at a site convenient to the student and parents. The teacher maintains monthly register of meetings, corrects work, administers tests, and provides assistance.
TEACHER Plan, prepare, teach, evaluate student learning, and RESPONSIBILITIES: keep records as required. All preparation and instruction is
to take place outside the teacher’s regular workday. The teacher shall serve one student at a time for up to five (5) hours per week. The Home and Hospital teacher may not claim more than 20 hours a week during the regular school year if they are a full-time teacher with the District.
SALARY: Hourly Direct Instructional Program Schedule. The teacher
will be paid hour for hour for instruction and up to one hour of preparation time per student.
July 1, 2014 113
PROGRAM TITLE: Home or Hospital (Special Education) ELIGIBILITY: Placement in Home and Hospital is determined by the IEP. PROGRAM SUMMARY: The Home and Hospital Program serves Special Education
students at either a home or hospital setting based upon the Individualized Education Plan Team’s recommendation for services, including frequency and duration.
PROGRAM The Home and Hospital Program is designed to serve REQUIREMENTS: students with exceptional needs with a medical condition
such as those related to surgery, accident, short-term illness, or medical treatment for a chronic illness or as determined by the IEP. The Program Manager will assign the student to a Special Education credentialed Home and Hospital teacher. The curriculum developed for the student will be equivalent to the courses the student was enrolled in before being placed in the Home and Hospital Program.
TEACHER Plan, prepare, teach, evaluate student learning, and RESPONSIBILITIES: keep records as required. All preparation and instruction is
to take place outside the teacher’s regular workday. The teacher shall serve one student at a time for up to five (5) hours of instruction per week. The teacher may not claim more than 20 hours a week during the regular work year.
SALARY: Hourly Direct Instructional Program Schedule. The teacher
will be paid hour for hour for instruction and can claim up to one hour of preparation per student.
July 1, 2014 114
PROGRAM TITLE: Independent Study ELIGIBILITY: K-12 students/adults
PROGRAM SUMMARY: Students are provided an alternative education program
K-12 and meets with a teacher one hour per week and completes independently, with parent (etc.) assistance, at least 25 hours of classroom work. The Independent Study teacher will follow district-approved course descriptions and guidelines to deliver the educational program agreed to contractually between the parents and school district.
PROGRAM The teacher develops a program of study in collaboration REQUIREMENTS: with the counseling staff at Elliott. Teacher maintains a
monthly register of meetings, corrects work, administers tests and provides assistance. In special cases, teachers will travel to sites other than Elliott for student safety or other significant reasons.
TEACHER Plan, prepare, teach, evaluate student learning, and RESPONSIBILITIES: keep records as required.
a. A teacher that is a regular teacher with the District may work no more than 4 hours Independent Study per school day, or an average of 20 hours a week.
b. A teacher that only works in the Independent Study Program may work up to 45 hours a week.
c. Resource teachers, teaching resource students, will be responsible for completing all IEPs, testing, and annual reviews for these students.
SALARY: Hourly Direct Instructional Program Schedule.
July 1, 2014 115
PROGRAM TITLE: Independent Study (Full-Time) ELIGIBILITY: K-12 students/adults
PROGRAM SUMMARY: Students are provided an alternative education program
K-12 and meets with a teacher one hour per week and completes independently, with parent (etc.) assistance, at least 25 hours of classroom work. The Independent Study teacher will follow district-approved course descriptions and guidelines to deliver the educational program agreed to contractually between the parents and school district. A full-time Independent Study teacher shall carry 30 students per week (6 hours per day/5 days per week).
PROGRAM The teacher develops a program of study in collaboration REQUIREMENTS: with the counseling staff at Elliott. The teacher maintains a
monthly register of meetings, corrects work, administers tests and provides assistance.
TEACHER Plan, prepare, teach, evaluate student learning, and RESPONSIBILITIES: keep records as required. SALARY: Independent Study Salary Schedule. Six hours per day,
times 180 instructional days, plus $500 to cover preparation and/or other meetings.
July 1, 2014 116
PROGRAM TITLE: In-School Suspension (ISS) GRADE LEVEL: Grades 9-12 PROGRAM SUMMARY: Supervision of students in suspension center during class
periods. PROGRAM Maintaining orderly, safe learning environment. REQUIREMENTS:
OVERALL Under general supervision, the ISS teacher will supervise RESPONSIBILITY: and monitor the behavior of students who are assigned to
in-school suspension and assist in the maintenance of an orderly and safe learning environment.
TEACHER RESPONSIBILITIES:
1. Supervise students in the “in-school suspension” program.
2. Establish efficient classroom management procedures, and enforce classroom, school and District rules in the ISS room as directed by the Principal/designee.
3. Disseminate and collect students’ assignments and materials that are provided by the students’ teachers.
4. Provide instruction and materials as needed to ensure students have work to do while in the ISS room.
5. Assist in clerical duties (e.g., roll-taking, grade recording in ISS reported to regular education teacher, student achievement and/or behavior reports, attendance reports, and teacher referral processing).
6. Effectively communicate and maintain cooperative relationships with those contacted in the course of work.
7. Conflict mediation. 8. Make parent contact regarding ISS when appropriate. 9. Provide certificated supervision as needed (staff,
emergency, IEP, rally). 10. Assist the Principal/designee as needed.
SALARY: Optional Period
July 1, 2014 117
PROGRAM TITLE: Modesto Virtual Academy Program ELIGIBILITY: 7-12 Middle/High Schools PROGRAM SUMMARY: To provide supplemental educational opportunities for pupils through instruction and/or support during the school
year, outside the regular school day. To increase the instructional time and/or support instruction
in the core academic areas. PROGRAM The instruction/support must supplement the regular REQUIREMENTS: instructional program in the core academic areas. Instruction/support may be provided before school, after
school, or on Saturdays. TEACHER Teach/assist/reinforce student learning in the core academic RESPONSIBILITIES: areas, evaluate student learning, and keep records as
required. Instructional settings will include large group, small group,
and/or individual instruction as needed. SALARY: Hourly Direct Program Schedule. Paid hourly up to a maximum of 3 hours a day.
July 1, 2014 118
PROGRAM TITLE: Remediation Intersession ELIGIBILITY: Grades K-6 PROGRAM SUMMARY: Students who do not meet promotion criteria or may be retained are provided remediation during April, May June
or July, depending on the track they are assigned. PROGRAM Minimum of three hours of attendance is required. REQUIREMENTS: TEACHER Plan, prepare, teach, evaluate student learning, and RESPONSIBILITIES: keep records as required. SALARY: Hourly Direct Instructional Program Schedule – Academic
Intervention. Three hours per session, 2 hours and 45 minutes of
instruction, 15 minute non-instructional time, excluding lunch.
July 1, 2014 119
PROGRAM TITLE: Tutoring/Peer Assistance Program ELIGIBILITY: 7-12 Middle/High Schools PROGRAM SUMMARY: To provide supplemental educational opportunities for pupils through instruction and/or support during the school
year, outside the regular school day. To increase the instructional time and/or support instruction
in the core academic areas. PROGRAM The instruction/support must supplement the regular REQUIREMENTS: instructional program in the core academic areas. Instruction/support may be provided before school, after
school, or on Saturdays. TEACHER Teach/assist/reinforce student learning in the core academic RESPONSIBILITIES: areas, evaluate student learning, and keep records as
required. Instructional settings will include large group, small group,
and/or individual instruction as needed. SALARY: Hourly Direct Program Schedule. Paid hourly up to a maximum of 3 hours a day.
July 1, 2014 120
ARTICLE XXIII
SAVINGS
If any provision of this Agreement or any application thereof to any employee is held by the 1
Public Employment Relations Board or a state or federal court contrary to law, then such 2
provision or application shall be deemed invalid, to the extent required by such decision, but all 3
other provisions or applications shall continue in full force and effect. 4
July 1, 2014 121
ARTICLE XXIV
EMPLOYEE SAFETY
I. Assaults on Employees 1
2
Certificated employees shall, immediately and in writing, report cases of assault, threatened 3
assault, or sexual harassment suffered by them in connection with their employment. Such 4
reports will be investigated and appropriate action taken. Such reports will be held 5
confidential. 6
7
II. Safe Working Conditions 8
9
A. Bargaining unit members shall not be required to work in unsafe conditions or to perform 10
tasks that endanger their health, safety or wellbeing. 11
12
B. Upon notification, the District shall investigate and eliminate or correct any unsafe or 13
hazardous condition as soon as possible. 14
15
C. Any certificated employee who observes a working condition that he/she believes to be 16
unsafe or unhealthy, shall report such condition in writing, including the reasons for 17
believing it to be unsafe or unhealthy to his/her immediate supervisor. The priority of the 18
District shall be to investigate and remedy health and safety items. 19
20
D. Employees will follow all safety directives of the District. Employees will attend or will 21
be compensated to attend any required trainings that are part of the essential functions of 22
their primary job responsibilities. 23
24
E. An employee shall not be required to transport pupils in his/her vehicle, unless 25
necessitated by emergency circumstances. 26
EXHIBIT A
122
MODESTO CITY SCHOOLS
- and -
MODESTO TEACHERS ASSOCIATION
GRIEVANCE FORM MTA Grievance No.________________ Date of Written Grievance___________ Date of Violation___________________________ Date of Informal Discussion__________________ Grievant’s Name__________________________________________________________ (Please Print) Address_________________________________________________________________ (Street) (City) (State) (Zip) School___________________________________ Step I: Principal or Supervisor Name_________________________________ Step II: Superintendent Name_________________________________ Grievance: (Indicate a description of the problem or grievance, the provisions of the Agreement, Board policies, administrative regulations, practices or laws which have been violated or misapplied, and the remedy requested.) NOTE: This same form may be used when there is a grievance not covered by the
contractual grievance definition – see Board Policy. STATEMENT OF GRIEVANCE: __________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________
123
REMEDY REQUESTED:_________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ _________________________________ _________________________________ Association Approved for Processing Signature of Grievant (use additional sheet if more signatures) Additional comments from Grievant (if any) when appealing to Superintendent. ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ Date Received by District____________________ Signature of Receiving Administrator_________________________________________ Distribution of Copies: Association Receiving Administrator Grievant MCS 10/88
EXHIBIT B
124
MODESTO CITY SCHOOLS
- and -
MODESTO TEACHERS ASSOCIATION
GRIEVANCE DISPOSITION FORM Grievant’s Name___________________ MTA Grievance No.________________ Date_____________________________ Step: ________Principal or Supervisor ________Superintendent DISPOSITION OF GRIEVANCE: _________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ _________________________________ _________________________________ Date Received by Grievant Signature of Administrator _________________________________ _________________________________ Signature of Grievant Title Distribution of Copies: Association Grievant Administrative Copy MCS 10/88
EXHIBIT C
125
2014-15
HIGH SCHOOL BELL SCHEDULES
REGULAR SCHEDULE
Period From To Period From To
0 7:00 7:49 0 7:00 7:49
1 7:55 8:44 1 7:55 8:44
2 8:50 9:39 2 8:50 9:39
3 9:45 10:34 3 9:45 10:34
Lunch 4 10:40 11:15 4 10:40 11:29
5 11:21 12:10 Lunch 5 11:35 12:10
6 12:16 1:05 6 12:16 1:05
7 1:11 2:00 7 1:11 2:00
8 2:06 2:59 8 2:06 2:59
MINIMUM DAY/EARLY RELEASE SCHEDULE
Period From To Period From To
0 7:12 7:49 0 7:12 7:49
1 7:55 8:32 1 7:55 8:32
2 8:38 9:15 2 8:38 9:15
3 9:21 9:58 3 9:21 9:58
Lunch 4 10:04 10:39 4 10:04 10:41
5 10:45 11:22 Lunch 5 10:47 11:22
6 11:28 12:05 6 11:28 12:05
7 12:11 12:48 7 12:11 12:48
8* 12:54 1:31 8* 12:54 1:31
*8th Period does not meet on Early Release
*8th Period does meet on Minimum Days
EXHIBIT D GREGORI HIGH SCHOOL BELL SCHEDULE
2014-15
126
REGULAR BLOCK SCHEDULE
Period From To
0 7:00 7:49
1 or 2 7:55 9:37
3 or 4 9:46 11:28
Lunch 11:34 12:12
5 or 6 12:18 2:00
7 2:09 3:02
REGULAR SCHEDULE
Period From To
0 7:00 7:49
1 7:55 8:44
2 8:50 9:39
3 9:45 10:34
4 10:40 11:29
Lunch 11:35 12:10
5 12:16 1:05
6 1:11 2:00
7 2:06 2:59
MINIMUM DAY/EARLY RELEASE SCHEDULE
Period From To
0 7:12 7:49
1 7:55 8:32
2 8:38 9:15
3 9:21 9:58
4 10:04 10:41
Lunch 10:47 11:22
5 11:28 12:05
6 12:11 12:48
7* 12:54 1:31
*7th Period does not meet on Early Release
*7th Period does meet on Minimum Days
EXHIBIT E
127
2014-15
JUNIOR HIGH/MIDDLE SCHOOL BELL SCHEDULES
REGULAR SCHEDULE
Period From To Period From To
0 8:07 8:56 0 8:07 8:56
1 & Sponsor 9:00 9:53 1 & Sponsor 9:00 9:53
2 9:57 10:46 2 9:57 10:46
3 10:50 11:39 3 10:50 11:39
Lunch 4 11:43 12:18 4 11:43 12:32
5 12:22 1:11 Lunch 5 12:36 1:11
6 1:15 2:04 6 1:15 2:04
7 2:08 2:57 7 2:08 2:57
8 3:01 3:50 8 3:01 3:50
MINIMUM DAY/EARLY RELEASE SCHEDULE
Period From To Period From To
0 8:17 8:56 0 8:17 8:56
1 & Sponsor 9:00 9:39 1 & Sponsor 9:00 9:39
2 9:43 10:22 2 9:43 10:22
3 10:26 11:05 3 10:26 11:05
Lunch 4 11:09 11:39 4 11:09 11:48
5 11:43 12:22 Lunch 5 11:52 12:22
6 12:26 1:05 6 12:26 1:05
7 1:09 1:48 7 1:09 1:48
8* 1:52 2:31 8* 1:52 2:31
*8th Period does not meet on Early Release
*8th Period does meet on Minimum Days
EXHIBIT F
AM PM Grades 1-3 Grades 4-6 Grades 1-3 Grades 4-6Beard 8:35 - 11:55 8:40 - 2:51 8:40 - 2:51 8:40 - 1:31 8:40 - 1:31
Bret Harte 8:25 - 11:45 11:10 - 2:30 8:30 - 2:30 8:30 - 2:30 8:30 - 1:20 8:30 - 1:20
Burbank 8:23 - 11:43 11:28 - 2:48 8:45 - 2:48 8:45 - 2:48 8:45 - 1:28 8:45 - 1:28
El Vista 8:27 - 11:47 11:32 - 2:52 8:40 - 2:51 8:40 - 2:51 8:40 - 1:31 8:40 - 1:31
Enslen 8:25 - 11:45 11:17 - 2:37 8:30 - 2:37 8:30 - 2:37 8:30 - 1:17 8:30 - 1:17
Everett 8:25 -11:45 11:30 - 2:50 8:40 - 2:40 8:40 - 2:40 8:40 - 1:20 8:40 - 1:20
Fairview 8:35 - 11:55 11:31 - 2:51 8:40 - 2:51 8:40 - 2:51 8:40 - 1:31 8:40 - 1:31
Franklin 8:50 - 12:10 11:39 - 2:59 8:55 - 2:59 8:55 - 2:59 8:55 - 1:39 8:55 - 1:39
Fremont 8:30 - 11:50 11:20 - 2:40 8:35 - 2:40 8:35 - 2:40 8:35 - 1:20 8:35 - 1:20
Fremont Open 8:40 - 12:00 1st Gr 8:40-2:45 8:35 - 2:40 8:35 - 2:40 8:35 - 1:20 8:35 - 1:20
Garrison 8:40 - 12:00 11:35 - 2:55 8:45 - 2:55 8:45 - 2:55 8:45 - 1:35 8:45 - 1:35
Kirschen 8:00 - 11:20 11:16 - 2:36 8:35 - 2:36 8:35 - 2:36 8:35 - 1:16 8:35 - 1:16
Lakewood 8:45 - 12:05 11:40 - 3:00 9:00 - 3:00 9:00 - 3:00 9:00 - 1:40 9:00 - 1:40
Marshall 8:35 - 11:55 11:27 - 2:47 8:40 - 2:47 8:40 - 2:47 8:40 - 1:27 8:40 - 1:27
Martone 8:35 - 11:55 11:31 - 2:51 8:40 - 2:51 8:40 - 2:51 8:40 - 1:31 8:40 - 1:31
Muir 8:35 - 11:55 11:31 - 2:51 8:40 - 2:51 8:40 - 2:51 8:40 - 1:31 8:40 - 1:31
Robertson Rd 8:27 - 12:47 10:58 - 3:18 8:27 - 3:18 8:27 - 3:18 8:34 - 2:04 8:34 - 2:04
Rose Avenue 8:25 - 11:45 11:15 - 2:35 8:30 - 2:35 8:30 - 2:35 8:30 - 1:15 8:30 - 1:15
Shackelford 8:20 - 11:40 11:10 -2:30 8:25 - 2:30 8:25 - 2:30 8:25 - 1:10 8:25 - 1:10
Sonoma 8:50 - 12:10 11:42 - 3:02 8:55 - 3:02 8:55 - 3:02 8:55 - 1:42 8:55 - 1:42
Tuolumne 8:21 - 11:41 11:26 - 2:46 8:35 - 2:37 8:35 - 2:37 8:35 - 1:17 8:35 - 1:17
Wilson 8:25 - 11:45 11:20 - 2:40 8:30 - 2:40 8:30 - 2:40 8:30 - 1:20 8:30 - 1:20
Wright 8:13 - 11:33 11:18 - 2:38 8:26 - 2:30 8:26 - 2:30 8:26 - 1:10 8:26 - 1:10
TK-KINDERGARTEN REGULAR SCHEDULE MINIMUM DAYSchool
128
129
CERTIFICATED EVALUATION FORMS
EXHIBITS: PAGE
G: Classroom Observation Short-Form Narrative 130 H: Classroom Observation Short-Form Narrative Post-Observation 132
Conference Form
I: Form A – Instructional Certificated Employee Evaluation – 133 Classroom Observation Form
J: Form B – Instructional Certificated Employee Evaluation – 136 Post- Observation Conference Form
K: Form I – Instructional Certificated Employee Evaluation 138 L: Form II – Instructional Certificated Employee Evaluation 140 M: Form A – Non-Instructional Cert. Personnel Eval. – 141
Observation Resume N: Form B – Non-Instructional Certificated Employee Evaluation – 144
Post-Observation Conference Form O: Form I – Non-Instructional Certificated Personnel Evaluation 145 P: Form II – Non-Instructional Certificated Personnel Evaluation 147
Original – Evaluator Copy – Evaluatee REVISED: 7/1/08
Modesto City Schools CLASSROOM OBSERVATION SHORT-FORM NARRATIVE
Evaluatee Evaluator
Date of Observation Time of Observation To
School Subjects Being Taught
Number of Students Grade Level Observation Evaluatee Initiated Evaluator Initiated Unscheduled
Teaching Standard
1. ENGAGING & SUPPORTING ALL STUDENTS IN LEARNING
Evaluator Comments:
2. CREATING & MAINTAINING EFFECTIVE ENVIRONMENTS FOR STUDENT LEARNING
Evaluator Comments:
3. UNDERSTANDING & ORGANIZING SUBJECT MATTER FOR STUDENT LEARNING
Evaluator Comments:
EXHIBIT G
130
Original – Evaluator Copy – Evaluatee REVISED: 7/1/08
4. PLANNING INSTRUCTION & DESIGNING LEARNING EXPERIENCES FOR ALL STUDENTS
Evaluator Comments:
5. ASSESSING STUDENT LEARNING
Evaluator Comments:
Unsatisfactory Satisfactory
OVERALL ASSESSMENT OF ALL TEACHING STANDARDS Evaluator Comments:
The evaluatee’s signature verifies a review of this observation, but does not necessarily constitute agreement. Evaluatee: Evaluator: Date: Date: Evaluatee Comments:
131
MODESTO CITY SCHOOLS
Classroom Observation Short Form Narrative Post-Observation Conference Form
Evaluatee Evaluator
Other Participant if any Date Evaluatee’s signature does not constitute endorsement of the observer’s notations but is a recognition that discussion has taken place.
Original – Evaluator Copy – Evaluatee REVISED: 7/1/08
Evaluatee Date of Observation I. Evaluator’s Specific Suggestions/General Comments/Recommendations/Commendations:
II. Evaluatee’s Comments:
EXHIBIT H
132
MODESTO CITY SCHOOLS Form A – Instructional Certificated Employee Evaluation
CLASSROOM OBSERVATION FORM
Page 1 of 3 Original: Evaluatee Copy: Evaluator REVISED: 7/1/08
Evaluatee Evaluator
Date of Observation Time of Observation To .
School Subjects Being Taught
Number of Students Grade Level Observation Evaluatee Initiated Evaluator Initiated Unscheduled NARRATIVE:
EXHIBIT I
133
MODESTO CITY SCHOOLS Form A – Instructional Certificated Employee Evaluation
CLASSROOM OBSERVATION FORM
Page 2 of 3 Original: Evaluatee Copy: Evaluator REVISED: 7/1/08
NARRATIVE: (continued)
134
MODESTO CITY SCHOOLS Form A – Instructional Certificated Employee Evaluation
CLASSROOM OBSERVATION FORM
Page 3 of 3 Original: Evaluatee Copy: Evaluator REVISED: 7/1/08
LESSON ANALYSIS:
135
MODESTO CITY SCHOOLS Form B –Instructional Certificated Employee Evaluation
POST-OBSERVATION CONFERENCE FORM
Evaluatee Evaluator
Other Participant if any Date Evaluatee’s signature does not constitute endorsement of the observer’s notations but is a recognition that discussion has taken place.
Page 1 of 2 Original: Evaluatee Copy: Evaluator REVISED: 7/1/08
Evaluatee Date of Observation Form may include:
I. Evaluator’s Reactions II. Evaluator’s Specific Suggestions/General Comments/ Recommendations/Commendations III. Evaluatee’s Comments
EXHIBIT J
136
MODESTO CITY SCHOOLS Form B –Instructional Certificated Employee Evaluation
POST-OBSERVATION CONFERENCE FORM
Evaluatee Evaluator
Other Participant if any Date Evaluatee’s signature does not constitute endorsement of the observer’s notations but is a recognition that discussion has taken place.
Page 2 of 2 Original: Evaluatee Copy: Evaluator REVISED: 7/1/08
137
MODESTO CITY SCHOOLS Instructional Certificated Employee Evaluation – Form I
Page 1 of 2 Original: Human Resources Copy: Evaluatee Copy: Evaluator REVISED: 7/1/08
Evaluatee Status Academic Year
Assignment School(s)
Evaluator 1. COMPLETION OF INITIAL CONSULTATION
We have completed the preliminary procedures in compliance with Modesto City Schools’ evaluation guidelines and have reached agreement.
Evaluatee’s Signature
Evaluator’s Signature
Other Participant if Any Date
2. CALIFORNIA STANDARDS FOR THE TEACHING PROFESSION
2.1 Engage students in learning. 2.2 Create and maintain effective learning environment.
2.3 Understand and organize subject matter.
2.4 Plan instruction and design learning experiences.
2.5 Assess learning.
2.6 Develop as a professional educator.
3. NON-INSTRUCTIONAL DUTIES
3.1 Perform non-instructional tasks as required by state law and District policy.
3.2 Attend school and District meetings related to his/her assignments.
3.3 Share equally in the sponsorship or the supervision of out-of-classroom student activities.
EVALUATOR’S COMMENTS: EVALUATEE’S COMMENTS:
EXHIBIT K
138
MODESTO CITY SCHOOLS Instructional Certificated Employee Evaluation – Form I
Page 2 of 2 Original: Human Resources Copy: Evaluatee Copy: Evaluator REVISED: 7/1/08
4. ASSESSMENT OF STUDENT PROGRESS
EVALUATOR’S COMMENTS: EVALUATEE’S COMMENTS:
5. COMPLETION OF EVALUATION PROCESS
STATUS OVERALL EVALUATION PERMANENT/PROBATIONARY TEMPORARY SATISFACTORY
75% OR MORE UNSATISFACTORY LESS THAN
RECOMMENDATION PERMANENT/PROBATIONARY TEMPORARY
RE-EMPLOYMENT RE-EMPLOYMENT RE-ASSIGNMENT DO NOT REHIRE DISMISSAL PAR REFERRAL
WE HAVE COMPLETED THE EVALUATION PROCESS IN COMPLIANCE WITH MODESTO CITY SCHOOLS GUIDELINES. DATES OF OBSERVATIONS:
EVALUATEE’S SIGNATURE EVALUATOR’S SIGNATURE
OTHER PARTICIPANT, IF ANY DATE THE EVALUATEE’S SIGNATURE MERELY ACKNOWLEDGES COMPLETION OF THE EVALUATION PROCESS.
139
MODESTO CITY SCHOOLS Instructional Certificated Employee Evaluation – Form II
Standards of Expected Student Achievement and Assessment of Personnel Competence
Copy: Evaluatee – Initial Consultation Copy: Evaluator Copy: Evaluatee – Final Consultation REVISED: 7/1/08
Evaluatee School(s) Academic Year Description of expected student achievement based on content standards:
Means of assessment and nature of evidence to be provided:
Anticipated date of completion: Statement of student progress:
Mitigating factors:
Expected student achievement Met Not Met Comments:
Description of expected student achievement based on content standards:
Means of assessment and nature of evidence to be provided:
Anticipated date of completion: Statement of student progress:
Mitigating factors:
Expected student achievement Met Not Met Comments:
EVALUATEE’S SIGNATURE EVALUATOR’S SIGNATURE
OTHER PARTICIPANT, IF ANY DATE
EXHIBIT L
140
MODESTO CITY SCHOOLS Form A – Non-Instructional Certificated Personnel Evaluation
OBSERVATION RESUME
Page 1 of 3 Original: Evaluatee Copy: Evaluator REVISED: 7/1/08
Evaluatee Evaluator
Assignment Date of “Observation” Observation Evaluatee Initiated Evaluator Initiated Unscheduled OBSERVATION:
EXHIBIT M
141
MODESTO CITY SCHOOLS Form A – Non-Instructional Certificated Personnel Evaluation
OBSERVATION RESUME
Page 2 of 3 Original: Evaluatee Copy: Evaluator REVISED: 7/1/08
OBSERVATION: (continued)
142
MODESTO CITY SCHOOLS Form A – Non-Instructional Certificated Personnel Evaluation
OBSERVATION RESUME
Page 3 of 3 Original: Evaluatee Copy: Evaluator REVISED: 7/1/08
INITIAL REACTION:
143
MODESTO CITY SCHOOLS Form B – Non-Instructional Certificated Employee Evaluation
POST-OBSERVATION CONFERENCE FORM
Evaluatee Evaluator
Other Participant if any Date Evaluatee’s signature does not constitute endorsement of the observer’s notations but is a recognition that discussion has taken place.
Page 1 of 1 Original: Evaluatee Copy: Evaluator REVISED: 7/1/08
Evaluatee Date of Observation Form may include:
I. Evaluator’s Reactions II. Evaluator’s Specific Suggestions/General Comments/Recommendations/ Commendations III. Evaluatee’s Comments
EXHIBIT N
144
MODESTO CITY SCHOOLS Non-Instructional Certificated Personnel Evaluation – Form I
Page 1 of 2 Original: Human Resources Copy: Evaluatee Copy: Evaluator REVISED: 7/1/08
Evaluatee Status Academic Year
Assignment School(s)
Evaluator 1. COMPLETION OF INITIAL CONSULTATION
We have completed the preliminary procedures in compliance with Modesto City Schools’ evaluation guidelines and have reached agreement.
Evaluatee’s Signature
Evaluator’s Signature
Other Participant if Any Date
2. PERFORMANCE OF DUTIES
2.0 DEFINED IN HIS/HER ASSIGNMENT
2.1 PERFORMS JOB RESPONSIBILITIES AS ESTABLISHED BY STATE LAW OR ADOPTED BY THE SCHOOL DISTRICT.
2.2 ATTENDS SCHOOL AND DISTRICT MEETINGS RELATED TO HIS/HER ASSIGNMENT. 2.3 SHARES EQUALLY WITH THE ENTIRE STAFF IN THE SPONSORSHIP OR SUPERVISION OF OUT-OF-
CLASSROOM STUDENT ACTIVITIES. 2.4 DEVELOP AS A PROFESSIONAL EDUCATOR.
2.5 EVALUATOR’S COMMENTS
2.6 EVALUATEE’S COMMENTS
EXHIBIT O
145
MODESTO CITY SCHOOLS Non-Instructional Certificated Personnel Evaluation – Form I
Page 2 of 2 Original: Human Resources Copy: Evaluatee Copy: Evaluator REVISED: 7/1/08
3. ASSESSMENT OF FULFILLMENT OF JOB RESPONSIBILITIES
EVALUATOR’S COMMENTS EVALUATEE’S COMMENTS
4. COMPLETION OF EVALUATION PROCESS
STATUS OVERALL EVALUATION PERMANENT/PROBATIONARY TEMPORARY SATISFACTORY
75% OR MORE UNSATISFACTORY LESS THAN
RECOMMENDATION PERMANENT/PROBATIONARY TEMPORARY
RE-EMPLOYMENT RE-EMPLOYMENT RE-ASSIGNMENT DO NOT REHIRE DISMISSAL PAR REFERRAL
WE HAVE COMPLETED THE EVALUATION PROCESS IN COMPLIANCE WITH MODESTO CITY SCHOOLS GUIDELINES. DATES OF OBSERVATIONS:
EVALUATEE’S SIGNATURE EVALUATOR’S SIGNATURE
OTHER PARTICIPANT, IF ANY DATE THE EVALUATEE’S SIGNATURE MERELY ACKNOWLEDGES COMPLETION OF THE EVALUATION PROCESS.
146
MODESTO CITY SCHOOLS Non-Instructional Certificated Personnel Evaluation – Form II Job Responsibilities and Assessment of Personnel Competence
Copy: Evaluatee – Initial Consultation Copy: Evaluator Copy: Evaluatee – Final Consultation REVISED: 7/1/08
Evaluatee Assignment Academic Year Description of job responsibility to be fulfilled:
Means of assessment and nature of evidence to be provided:
Anticipated date of completion: Statement of fulfillment of job responsibility:
Mitigating factors:
Fulfillment Met Not Met Comments:
Description of job responsibility to be fulfilled:
Means of assessment and nature of evidence to be provided:
Anticipated date of completion: Statement of fulfillment of job responsibility:
Mitigating factors:
Fulfillment Met Not Met Comments:
EVALUATEE’S SIGNATURE EVALUATOR’S SIGNATURE
OTHER PARTICIPANT, IF ANY DATE
EXHIBIT P
147
Effective 07/01/14 Page 1 Business Services/AZ
CERTIFICATED SALARY SCHEDULES 2014-2015
TABLE OF CONTENTS
Page I. Salary Placement Determination .......................................................................... 2 II. Elementary and High School Teachers – Schedule A – Annual Salary ................ 3 III. Elementary and High School Teachers – Schedule A1 – Daily Rate………….. ... 4 IV. Elementary and High School Teachers – Schedule A2 – Hourly Rate ................. 5 V. Child Development – State Preschool ................................................................ 6 VI. Child Development – Head Start .......................................................................... 7 VII. Child Development Specialist ............................................................................... 8 VIII. BTSA Coordinator ................................................................................................ 9 IX. Cal-Safe Teachers ............................................................................................. 10 X. G230 Academy ................................................................................................... 11 XI. Independent Study (Full-Time Contracted) ......................................................... 12 XII. School Psychologists .......................................................................................... 13 XIII. Language, Speech and Hearing Specialists ....................................................... 14 XIV. Hourly Direct Instructional Programs .................................................................. 15 XV. Interns ................................................................................................................ 16 XVI. Substitutes .......................................................................................................... 17 XVII. 7-8 After-School and Coaching Stipends ........................................................... 18 XVIII. 9-12 Coaches Stipends ...................................................................................... 19 XIX. Extra Duty Stipends ............................................................................................ 20
149
Effective 07/01/14 Page 2 Business Services/AZ
PLACEMENT ON THE SALARY SCHEDULE FOR EMPLOYEES IS BASED UPON EDUCATIONAL TRAINING AND PRIOR TEACHING EXPERIENCE IN
ACCORDANCE WITH THE FOLLOWING: FOR EMPLOYEES NEW TO THE DISTRICT: TEACHING EXPERIENCE is granted on the basis of one step for each year of verified prior certificated teaching experience to a maximum of seven (7) years. Actual initial placement is not to exceed a total of eight (8) steps. A year of experience shall represent no less than seventy-five percent (75%) of the days of required service for one given year. EXPERIENCE SHALL BE WITHIN THE LAST TEN (10) YEARS. (e.g. Employee with three years’ experience is placed at step four, seven years at step eight) (If a teaching credential could have been obtained prior to the date the credential was actually granted, the date the credential could have been obtained shall be used to determine teaching experience placement on the salary schedule. The burden of proof shall be on the employee to establish that the academic requirements were met to obtain a teaching credential.) Maximum placement for provisional credentialed personnel is step 6. Upon application, prior experience related closely to the local teaching assignment, when fully verified, shall be credited on the basis of one step for each two years within the past ten years. Experience credit cannot exceed three steps. The BA Degree or equivalent or a regular credential shall have been earned before the related work experience. UNITS Credit is granted toward salary advancement for units earned after receiving the Bachelor’s Degree including post-graduate units received prior to Bachelor’s Degree, as shown on an official transcript from a college or university only if they are: 1. Earned at accredited colleges or universities with at least a “C” grade or equivalent or earned at non-
accredited colleges or universities with at least a “C” grade or equivalent and are accepted for credit on the official transcripts of accredited colleges or universities.
2. Clearly and substantially supportive of the employee’s assignment or the employee’s district approved goal.
With prior District approval, credit may be granted toward salary schedule advancement for lower division units and upper division or graduate units not covered under the above, earned with at least a “C” grade or equivalent after the date of receiving the Bachelor’s Degree as shown on an official transcript from a college or university. FILING OF UNITS – Official transcripts received in the Human Resources Office no later than October 1 shall count toward reclassification beginning January 1 of the current school year. Official transcripts received in the Human Resources Office after October 1 but no later than April 1 shall count toward reclassification for the following school year. All step (years of service) changes will occur at the beginning of the school year. The regular school year is the first work day through the last day of school. Transcripts shall not be returned to the employee and become the property of the Modesto City Schools as a part of the employee’s personnel file. For employees new to the District, transcripts must be received in the Human Resources Office within 30 days of acceptance of the position. ANNUAL INCREMENT – Seventy-five percent (75%) of the annual required days of service shall be served to qualify for the annual increment. Employees placed on Column 1 cannot advance beyond step 6 unless they have submitted official transcripts reflecting 12 approved upper division graduate units beyond the B.A. Degree.
150
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A
W/M
A
B
A +
12
BA
+ 2
4 B
A +
36
BA
+ 4
8 B
A +
60
BA
+ 7
2
BA
+ 2
4 B
A +
36
BA
+ 4
8 B
A +
60
BA
+ 7
2 ST
EP
Col
umn
1 C
olum
n 2
Col
umn
3 C
olum
n 4
Col
umn
5 C
olum
n 6
STEP
C
olum
n 2
Col
umn
3 C
olum
n 4
Col
umn
5 C
olum
n 6
1
2
89
.62
28
9.6
3 2
90
.77
---
---
---
1
28
9.6
3 2
94
.41
---
---
---
2
28
9.6
3 2
89
.63
30
0.4
1 3
16
.77
---
---
2
28
9.8
9 3
04
.10
32
0.4
3 --
- --
- 3
2
89
.63
29
5.8
9 3
10
.08
32
6.4
1 3
44
.89
---
3
29
9.5
6 3
13
.74
33
0.1
1 3
48
.55
---
4
29
3.5
7 3
05
.57
31
9.7
3 3
36
.06
35
5.8
6 3
75
.27
4
30
9.2
5 3
23
.42
33
9.7
3 3
58
.26
37
8.9
6 5
3
03
.24
31
5.2
3 3
29
.41
34
5.7
2 3
64
.24
38
4.9
5 5
3
18
.90
33
3.0
9 3
49
.42
36
7.9
0 3
88
.62
6
31
2.9
3 3
24
.91
33
9.0
6 3
55
.38
37
3.8
8 3
94
.66
6
32
8.5
3 3
42
.75
35
9.0
8 3
77
.57
39
8.3
3 7
3
22
.56
33
4.5
6 3
48
.74
36
5.0
3 3
83
.57
40
4.3
0 7
3
38
.23
35
2.4
3 3
68
.75
38
7.2
4 4
07
.95
8
33
2.2
2 3
44
.24
35
8.3
6 3
74
.72
39
3.1
9 4
13
.92
8
34
7.9
0 3
62
.08
37
8.4
5 3
96
.95
41
7.6
1 9
--
- 3
53
.90
36
8.0
6 3
84
.35
40
2.8
6 4
23
.62
9
35
7.5
7 3
71
.75
38
8.0
4 4
06
.57
42
7.2
9 1
0 --
- 3
63
.55
37
7.7
1 3
94
.02
41
2.5
4 4
33
.23
10
36
7.2
5 3
81
.39
39
7.7
0 4
16
.24
43
6.9
6 1
1 --
- --
- 3
87
.37
40
3.7
1 4
22
.19
44
2.9
4 1
1 --
- 3
91
.06
40
7.3
8 4
25
.85
44
6.6
2 1
2 --
- --
- 3
97
.05
41
3.3
7 4
31
.83
45
2.5
8 1
2 --
- 4
00
.69
41
7.0
5 4
35
.55
45
6.2
6 1
3 --
- --
- --
- 4
23
.04
44
1.5
6 4
62
.26
13
---
---
42
6.6
9 4
45
.23
46
5.9
6 1
4 --
- --
- --
- --
- 4
51
.22
47
1.9
3 1
4 --
- --
- --
- 4
58
.52
47
9.2
2 1
8 3
41
.76
37
3.0
9 4
06
.60
43
2.5
9 4
60
.77
48
1.4
8 1
8 3
76
.79
41
0.2
4 4
36
.24
46
8.0
6 4
88
.76
21
35
1.3
1 3
82
.64
41
6.1
5 4
42
.14
47
0.3
1 4
91
.02
21
38
6.3
4 4
19
.78
44
5.7
8 4
77
.61
49
8.3
1 2
4 3
64
.51
39
5.8
3 4
29
.34
45
5.3
3 4
83
.51
50
4.2
2 2
4 3
99
.54
43
2.9
8 4
58
.98
49
0.8
1 5
11
.50
27
38
0.7
0 4
12
.03
44
5.5
4 4
71
.52
49
9.7
0 5
20
.42
27
41
5.7
4 4
49
.17
47
5.1
7 5
07
.00
52
7.7
0 3
1 3
89
.89
42
1.2
2 4
54
.72
48
0.7
1 5
08
.89
52
9.6
0 3
1 4
24
.92
45
8.3
6 4
84
.36
51
6.1
8 5
36
.89
B
oa
rd A
ppro
ved
: 0
6/0
2/2
014
Th
is s
che
dule
re
pre
sent
s a
1.5
% in
cre
ase
ove
r th
e 2
013
-14
sch
ed
ule
.
152
Eff
ect
ive
07
/01
/14
Pa
ge
5
Bu
sine
ss S
erv
ice
s/A
Z
MO
DES
TO C
ITY
SCH
OO
LS
ELEM
ENTA
RY
AN
D H
IGH
SC
HO
OL
TEA
CH
ERS'
SAL
AR
Y SC
HED
ULE
20
14-2
015
SCH
EDU
LE A
2– H
OU
RLY
RAT
E
W/M
A
W/M
A
W/M
A
W/M
A
W/M
A
B
A +
12
BA
+ 2
4 B
A +
36
BA
+ 4
8 B
A +
60
BA
+ 7
2
BA
+ 2
4 B
A +
36
BA
+ 4
8 B
A +
60
BA
+ 7
2 ST
EP
Col
umn
1 C
olum
n 2
Col
umn
3 C
olum
n 4
Col
umn
5 C
olum
n 6
STEP
C
olum
n 2
Col
umn
3 C
olum
n 4
Col
umn
5 C
olum
n 6
1
4
8.2
7 4
8.2
7 4
8.4
6 --
- --
- --
- 1
4
8.2
7 4
9.0
7 --
- --
- --
- 2
4
8.2
7 4
8.2
7 5
0.0
7 5
2.8
0 --
- --
- 2
4
8.3
2 5
0.6
8 5
3.4
1 --
- --
- 3
4
8.2
7 4
9.3
2 5
1.6
8 5
4.4
0 5
7.4
8 --
- 3
4
9.9
3 5
2.2
9 5
5.0
2 5
8.0
9 --
- 4
4
8.9
3 5
0.9
3 5
3.2
9 5
6.0
1 5
9.3
1 6
2.5
5 4
5
1.5
4 5
3.9
0 5
6.6
2 5
9.7
1 6
3.1
6 5
5
0.5
4 5
2.5
4 5
4.9
0 5
7.6
2 6
0.7
1 6
4.1
6 5
5
3.1
5 5
5.5
2 5
8.2
4 6
1.3
2 6
4.7
7 6
5
2.1
6 5
4.1
5 5
6.5
1 5
9.2
3 6
2.3
1 6
5.7
8 6
5
4.7
6 5
7.1
3 5
9.8
5 6
2.9
3 6
6.3
9 7
5
3.7
6 5
5.7
6 5
8.1
2 6
0.8
4 6
3.9
3 6
7.3
8 7
5
6.3
7 5
8.7
4 6
1.4
6 6
4.5
4 6
7.9
9 8
5
5.3
7 5
7.3
7 5
9.7
3 6
2.4
5 6
5.5
3 6
8.9
9 8
5
7.9
8 6
0.3
5 6
3.0
8 6
6.1
6 6
9.6
0 9
--
- 5
8.9
8 6
1.3
4 6
4.0
6 6
7.1
4 7
0.6
0 9
5
9.6
0 6
1.9
6 6
4.6
7 6
7.7
6 7
1.2
2 1
0 --
- 6
0.5
9 6
2.9
5 6
5.6
7 6
8.7
6 7
2.2
1 1
0 6
1.2
1 6
3.5
7 6
6.2
8 6
9.3
7 7
2.8
3 1
1 --
- --
- 6
4.5
6 6
7.2
9 7
0.3
7 7
3.8
2 1
1 --
- 6
5.1
8 6
7.9
0 7
0.9
8 7
4.4
4 1
2 --
- --
- 6
6.1
8 6
8.9
0 7
1.9
7 7
5.4
3 1
2 --
- 6
6.7
8 6
9.5
1 7
2.5
9 7
6.0
4 1
3 --
- --
- --
- 7
0.5
1 7
3.5
9 7
7.0
4 1
3 --
- --
- 7
1.1
2 7
4.2
1 7
7.6
6 1
4 --
- --
- --
- --
- 7
5.2
0 7
8.6
6 1
4 --
- --
- --
- 7
6.4
2 7
9.8
7 1
8 5
6.9
6 6
2.1
8 6
7.7
7 7
2.1
0 7
6.8
0 8
0.2
5 1
8 6
2.8
0 6
8.3
7 7
2.7
1 7
8.0
1 8
1.4
6 2
1 5
8.5
5 6
3.7
7 6
9.3
6 7
3.6
9 7
8.3
9 8
1.8
4 2
1 6
4.3
9 6
9.9
6 7
4.3
0 7
9.6
0 8
3.0
5 2
4 6
0.7
5 6
5.9
7 7
1.5
6 7
5.8
9 8
0.5
9 8
4.0
4 2
4 6
6.5
9 7
2.1
6 7
6.5
0 8
1.8
0 8
5.2
5 2
7 6
3.4
5 6
8.6
7 7
4.2
6 7
8.5
9 8
3.2
8 8
6.7
4 2
7 6
9.2
9 7
4.8
6 7
9.2
0 8
4.5
0 8
7.9
5 3
1 6
4.9
8 7
0.2
0 7
5.7
9 8
0.1
2 8
4.8
2 8
8.2
7 3
1 7
0.8
2 7
6.3
9 8
0.7
3 8
6.0
3 8
9.4
8
B
oa
rd A
ppro
ved
: 0
6/0
2/2
014
Th
is s
che
dule
re
pre
sent
s a
1.5
% in
cre
ase
ove
r th
e 2
013
-14
sch
ed
ule
.
153
Effective 07/01/14 Page 6 Business Services/AZ
MODESTO CITY SCHOOLS CHILD DEVELOPMENT – STATE PRESCHOOL SALARY SCHEDULE
2014-2015
Step
30-59 Units 60-89
Units 90+ Units BA
Degree MA Degree
Step 1 18.41 20.08 21.93 23.95 26.17 Step 2 19.22 20.99 22.91 25.03 27.35 Step 3 20.08 21.93 23.95 26.17 28.60 Step 4 20.99 22.91 25.03 27.35 29.91 Step 5 21.93 23.95 26.17 28.60 31.27 Step 6 22.91 25.03 27.35 29.91 32.68
STIPENDS:
$ 514 = Completion of 11 Years of Service $ 1,650 = Completion of 15 Years of Service $ 2,000 = Completion of 20 Years of Service
$ 1,750 = Site Liaison
ANNUAL SALARY:
Example: (183 days, 6-hour employee) 183 x 6 x $18.41 = $20,214
SUBSTITUTES: Pay for Child Development State Preschool substitute teachers shall be based on Column 1, Step 1 of current salary schedule.
Board Approved: 06/02/2014
This schedule represents a 0% change over the 2013-14 schedule.
154
Effective 07/01/14 Page 7 Business Services/AZ
MODESTO CITY SCHOOLS CHILD DEVELOPMENT – HEAD START SALARY SCHEDULE
2014-2015
Step 30-59 Units 60-89
Units 90+ Units BA
Degree MA Degree
Step 1 19.38 21.14 23.08 25.21 27.54 Step 2 20.23 22.09 24.12 26.35 28.80 Step 3 21.14 23.08 25.21 27.55 30.06 Step 4 22.09 24.12 26.35 28.79 31.48 Step 5 23.08 25.21 27.55 30.11 32.92 Step 6 24.12 26.35 28.79 31.48 34.40
STIPENDS:
$ 514 = Completion of 11 Years of Service $ 1,650 = Completion of 15 Years of Service $ 2,000 = Completion of 20 Years of Service
$ 1,750 = Site Liaison
ANNUAL SALARY:
Example: (183 days, 7-hour employee) 183 x 7 x $19.38 = $24,826
SUBSTITUTES: Pay for Child Development Head Start substitute teachers shall be based on Column 1, Step 1 of current salary schedule.
Board Approved: 06/02/2014
This schedule represents a 0% change over the 2013-14 schedule.
155
Effective 07/01/14 Page 8 Business Services/AZ
MODESTO CITY SCHOOLS CHILD DEVELOPMENT SPECIALIST SALARY SCHEDULE
2014-2015
Step Range 1 MA Degree Step 1 28.47 31.11 Step 2 29.76 32.52 Step 3 31.11 34.00 Step 4 32.52 35.55 Step 5 34.00 37.18 Step 6 35.55 38.88
STIPENDS:
$ 514 = Completion of 11 Years of Service $ 1,650 = Completion of 15 Years of Service $ 2,000 = Completion of 20 Years of Service
ANNUAL SALARY:
Example: (183 days, 7-hour employee) 183 x 7 x $28.47 = $36,470 SUBSTITUTES: Pay for Child Development Specialist substitutes shall be based on Range 1, Step 1 of current salary schedule.
Board Approved: 06/02/2014 UPDATED 07/22/2014 This schedule represents a 0% change over the 2013-14 schedule.
156
Eff
ect
ive
07
/01
/14
Pa
ge
9
Bu
sine
ss S
erv
ice
s/A
Z
MO
DES
TO C
ITY
SCH
OO
LS
BTS
A C
OO
RD
INA
TOR
SA
LAR
Y SC
HED
ULE
20
14-2
015
W
/MA
W
/MA
W
/MA
W
/MA
W
/MA
BA
+ 1
2 B
A +
24
BA
+ 3
6 B
A +
48
BA
+ 6
0 B
A +
72
B
A +
24
BA
+36
B
A +
48
BA
+ 6
0 B
A +
72
STEP
C
olum
n 1
Col
umn
2 C
olum
n 3
Col
umn
4 C
olum
n 5
Col
umn
6 ST
EP
Col
umn
2 C
olum
n 3
Col
umn
4 C
olum
n 5
Col
umn
6
1
56
,476
5
6,4
78
56
,700
--
- --
- --
- 1
5
6,4
78
57
,410
--
- --
- --
-
2
56
,478
5
6,4
78
58
,580
6
1,7
70
---
---
2
56
,529
5
9,3
00
62
,484
--
- --
-
3
56
,478
5
7,6
99
60
,466
6
3,6
50
67
,254
--
- 3
5
8,4
14
61
,179
6
4,3
71
6
7,9
67
---
4
57
,246
5
9,5
86
62
,347
6
5,5
32
69
,393
73
,17
8 4
6
0,3
04
63
,067
6
6,2
47
6
9,8
61
7
3,8
97
5
59
,132
6
1,4
70
64
,235
6
7,4
15
71
,027
75
,06
5 5
6
2,1
86
64
,953
6
8,1
37
7
1,7
41
7
5,7
81
6
61
,021
6
3,3
57
66
,117
6
9,2
99
72
,907
76
,95
9 6
6
4,0
63
66
,836
7
0,0
21
7
3,6
26
7
7,6
74
7
62
,899
6
5,2
39
68
,004
7
1,1
81
74
,796
78
,83
9 7
6
5,9
55
68
,724
7
1,9
06
7
5,5
12
7
9,5
50
8
64
,783
6
7,1
27
69
,880
7
3,0
70
76
,672
80
,71
4 8
6
7,8
41
70
,606
7
3,7
98
7
7,4
05
8
1,4
34
9
---
69
,011
7
1,7
72
74
,948
7
8,5
58
8
2,6
06
9
69
,726
7
2,4
91
75
,668
79
,28
1
83
,32
2
10
---
70
,892
7
3,6
53
76
,834
8
0,4
45
8
4,4
80
10
71
,614
7
4,3
71
77
,552
81
,16
7
85
,20
7
11
---
---
75
,537
7
8,7
23
82
,327
86
,37
3 1
1 --
- 7
6,2
57
79
,439
83
,04
1
87
,09
1
12
---
---
77
,425
8
0,6
07
84
,207
88
,25
3 1
2 --
- 7
8,1
35
81
,325
84
,93
2
88
,97
1
13
---
---
---
82
,493
8
6,1
04
9
0,1
41
13
---
---
83
,205
86
,82
0
90
,86
2
14
---
---
---
---
87
,988
92
,02
6 1
4 --
- --
- --
-
89
,41
1
93
,44
8
18
66
,643
7
2,7
53
79
,287
8
4,3
55
89
,850
93
,88
9 1
8 7
3,4
74
79
,997
8
5,0
67
9
1,2
72
9
5,3
08
21
68
,505
7
4,6
15
81
,149
8
6,2
17
91
,710
95
,74
9 2
1 7
5,3
36
81
,857
8
6,9
27
9
3,1
34
9
7,1
70
24
71
,079
7
7,1
87
83
,721
8
8,7
89
94
,284
98
,32
3 2
4 7
7,9
10
84
,431
8
9,5
01
9
5,7
08
9
9,7
43
27
74
,237
8
0,3
46
86
,880
9
1,9
46
97
,442
1
01
,48
2 2
7 8
1,0
69
87
,588
9
2,6
58
9
8,8
65
10
2,9
02
31
76
,029
8
2,1
38
88
,670
9
3,7
38
99
,234
1
03
,27
2 3
1 8
2,8
59
89
,380
9
4,4
50
10
0,6
55
10
4,6
94
DO
CTO
RAT
E D
EGR
EE S
TIPE
ND
-- M
A PL
AC
EMEN
T +
1,8
60
BT
SA
Co
ord
ina
tor
(19
5 re
spon
sibi
lity
da
ys)
Bo
ard
App
rove
d:
06
/02
/201
4
Th
is s
che
dule
re
pre
sent
s a
1.5
% in
cre
ase
ove
r th
e 2
013
-14
sch
ed
ule
.
157
Effective 07/01/14 Page 10 Business Services/AZ
MODESTO CITY SCHOOLS CAL-SAFE TEACHERS SALARY SCHEDULE
2014-2015
Step Range 1 Range 2 Range 3 Range 4 MA Degree
Step 1 18.69 20.38 22.26 24.31 26.56 Step 2 19.51 21.30 23.25 25.41 27.77 Step 3 20.38 22.26 24.31 26.56 28.99 Step 4 21.30 23.25 25.41 27.76 30.36 Step 5 22.26 24.31 26.56 29.03 31.74 Step 6 23.25 25.41 27.76 30.36 33.17
DOCTORATE DEGREE STIPEND -- MA PLACEMENT + 1,860 ANNUAL ANNUAL SALARY: Example: (185 days, 6-hour employee) 185 x 6 x $18.69 = $20,746
SUBSTITUTES: Pay for Cal-Safe substitute teachers shall be based on Range 1, Step 1 of current salary schedule. Board Approved: 06/02/2014 UPDATED 07/22/2014 This schedule represents a 0% change over the 2013-14 schedule.
158
Effective 07/01/14 Page 11 Business Services/AZ
MODESTO CITY SCHOOLS SCHOOL PSYCHOLOGISTS SALARY SCHEDULE
2014-2015
Step 1 82,503 Step 2 84,491 Step 3 86,543 Step 4 88,665 Step 5 90,753 Step 18 92,519 Step 21 94,285 Step 24 96,726 Step 27 99,723 Step 31 101,422
DOCTORATE DEGREE STIPEND = + 1,860 School Psychologist (190 responsibility days, 8 hr/day)
SUBSTITUTES: Per diem rate based on Step 1 of current School Psychologist Salary Schedule.
Board Approved: 06/02/2014 This schedule represents a 1.5% increase over the 2013-14 schedule.
159
Eff
ect
ive
07
/01
/14
Pa
ge
12
Bu
sine
ss S
erv
ice
s/A
Z
MO
DES
TO C
ITY
SCH
OO
LS
G23
0 A
CA
DEM
Y - E
LEM
ENTA
RY
AN
D H
IGH
SC
HO
OL
TEA
CH
ERS'
SA
LAR
Y SC
HED
ULE
20
14-2
015
W
/MA
W
/MA
W
/MA
W
/MA
W
/MA
BA
+ 1
2 B
A +
24
BA
+ 3
6 B
A +
48
BA
+ 6
0 B
A +
72
B
A +
24
BA
+36
B
A +
48
BA
+ 6
0 B
A +
72
STEP
C
olum
n 1
Col
umn
2 C
olum
n 3
Col
umn
4 C
olum
n 5
Col
umn
6 ST
EP
Col
umn
2 C
olum
n 3
Col
umn
4 C
olum
n 5
Col
umn
6
1
62
,527
6
2,5
30
62
,775
--
- --
- --
- 1
6
2,5
30
63
,560
--
- --
- --
-
2
62
,530
6
2,5
30
64
,856
68
,38
9 --
- --
- 2
6
2,5
85
65
,653
69
,17
8 --
- --
-
3
62
,530
6
3,8
82
66
,944
70
,47
0
74
,46
0 --
- 3
6
4,6
73
67
,735
71
,26
7
75
,25
0 --
-
4
63
,380
6
5,9
73
69
,027
72
,55
4
76
,55
0
81
,01
8 4
6
6,7
67
69
,825
73
,34
6
77
,34
8
81
,81
6
5
65
,469
6
8,0
56
71
,117
74
,64
0
78
,63
7
83
,10
8 5
6
8,8
48
71
,911
75
,43
8
79
,42
7
83
,90
1
6
67
,559
7
0,1
48
73
,203
76
,72
4
80
,71
9
85
,20
4 6
7
0,9
28
73
,998
77
,52
3
81
,51
7
85
,99
7
7
69
,638
7
2,2
28
75
,292
78
,80
8
82
,81
1
87
,28
7 7
7
3,0
22
76
,087
79
,61
1
83
,60
4
88
,07
5
8
71
,725
7
4,3
19
77
,367
80
,90
0
84
,88
8
89
,36
2 8
7
5,1
10
78
,171
81
,70
4
85
,70
1
90
,15
9
9
---
76
,406
7
9,4
63
8
2,9
78
8
6,9
75
9
1,4
58
9
77
,198
8
0,2
59
8
3,7
75
8
7,7
76
9
2,2
50
10
---
78
,488
8
1,5
47
8
5,0
66
8
9,0
65
9
3,5
32
10
79
,288
8
2,3
40
8
5,8
61
8
9,8
64
9
4,3
37
11
---
---
83
,632
87
,15
8
91
,15
1
95
,62
7 1
1 --
- 8
4,4
29
8
7,9
52
9
1,9
40
9
7,4
36
12
---
---
85
,722
89
,24
6
93
,23
5
97
,71
1 1
2 --
- 8
6,5
06
9
0,0
40
9
4,0
33
9
8,5
06
13
---
---
---
9
1,3
33
9
5,3
31
9
9,7
99
13
---
---
9
2,1
20
9
6,1
24
10
0,5
98
14
---
---
---
---
9
7,4
16
10
1,8
88
14
---
---
---
9
8,9
92
10
3,4
61
18
73
,491
8
0,2
54
87
,488
93
,09
9
99
,18
2 1
03
,65
4 1
8 8
1,0
54
88
,273
93
,88
6 1
00
,75
8 1
05
,22
7
21
75
,257
8
2,0
20
89
,254
94
,86
5 1
00
,94
8 1
05
,42
0 2
1 8
2,8
20
90
,039
95
,65
3 1
02
,52
4 1
06
,99
3
24
77
,698
8
4,4
61
91
,695
97
,30
6 1
03
,38
9 1
07
,86
1 2
4 8
5,2
61
92
,480
98
,09
4 1
04
,96
5 1
09
,43
4
27
80
,695
8
7,4
57
94
,691
1
00
,30
2 1
06
,38
5 1
10
,85
7 2
7 8
8,2
57
95
,476
1
01
,09
0 1
07
,96
1 1
12
,43
1
31
82
,394
8
9,1
57
96
,390
1
02
,00
1 1
08
,08
4 1
12
,55
6 3
1 8
9,9
56
97
,175
1
02
,78
9 1
09
,66
1 1
14
,13
0
DO
CTO
RAT
E D
EGR
EE S
TIPE
ND
-- M
A PL
AC
EMEN
T +
1,8
60
G2
30
Aca
dem
y T
ea
che
rs (
185
re
spo
nsi
bili
ty d
ays
, 8 h
rs/d
ay)
Bo
ard
App
rove
d:
06
/02
/201
4
Th
is s
che
dule
re
pre
sent
s a
1.5
% in
cre
ase
ove
r th
e 2
013
-14
sch
ed
ule
.
160
Eff
ect
ive
07
/01
/14
Pa
ge
13
Bu
sine
ss S
erv
ice
s/A
Z
MO
DES
TO C
ITY
SCH
OO
LS
IND
EPEN
DEN
T ST
UD
Y SA
LAR
Y SC
HED
ULE
(F
ULL
-TIM
E C
ON
TRA
CTE
D)
2014
-201
5
W/M
A
W
/MA
W/M
A
W
/MA
W/M
A
B
A +
12
BA
+ 2
4 B
A +
24
BA
+ 3
6 B
A +
36
BA
+ 4
8 B
A +
48
BA
+ 6
0 B
A +
60
BA
+ 7
2 B
A +
72
STEP
C
olum
n C
olum
n C
olum
n C
olum
n C
olum
n C
olum
n C
olum
n C
olum
n C
olum
n C
olum
n C
olum
n
1 2
2M
3 3M
4
4M
5 5M
6
6M
1
28
,869
3
0,3
84
30
,846
3
2,1
71
32
,624
3
4,2
14
34
,702
3
6,5
54
37
,030
3
9,1
95
39
,633
2
3
0,0
84
31
,586
3
2,0
34
33
,374
3
3,8
50
35
,439
3
5,8
66
37
,781
3
8,2
55
40
,421
4
0,8
60
3
31
,322
3
2,8
48
33
,299
3
4,5
89
35
,039
3
6,6
55
37
,118
3
8,9
69
39
,420
4
1,5
48
42
,100
4
3
3,2
00
34
,026
3
4,5
15
35
,802
3
6,2
78
37
,881
3
8,3
69
40
,185
4
0,6
48
42
,813
4
3,2
26
5
33
,700
3
5,2
53
35
,702
3
7,0
30
37
,468
3
9,0
95
39
,558
4
1,4
12
41
,899
4
4,0
39
44
,502
1
0 3
5,3
99
36
,952
3
7,4
01
38
,729
3
9,1
67
40
,794
4
1,2
57
43
,111
4
3,5
98
45
,738
4
6,2
01
PRO
VISI
ON
S O
F TH
E SC
HED
ULE
:
1 T
his
sch
edu
le a
ppl
ies
to fu
ll-tim
e,
Con
tra
cte
d In
dep
end
en
t S
tud
y T
ea
che
rs,
inst
ruct
ion
al c
ale
nd
ar
onl
y.
2 A
n e
mp
loye
e s
hal
l ad
van
ce o
ne s
tep
at s
ucce
ssfu
l com
ple
tion
of
each
ye
ar.
3
At
the
initi
atio
n o
f th
e n
ew
sch
ed
ule
, cu
rre
nt e
xpe
rie
nce
to
a m
axi
mu
m o
f S
tep
5 s
ha
ll be
giv
en
fo
r p
revi
ou
s e
xpe
rie
nce
in h
ourl
y d
irect
in
stru
ctio
nal
pro
gra
ms.
Exp
eri
en
ce s
hall
be
with
Mo
de
sto
City
Sch
oo
ls.
4
Exp
eri
en
ce in
hou
rly
dir
ect i
nst
ruct
ion
al p
rog
ram
s sh
all
be
with
in th
e la
st te
n y
ea
rs.
Bo
ard
App
rove
d:
06
/02
/201
4
Th
is s
che
dule
re
pre
sent
s a
1.5
% in
cre
ase
ove
r th
e 2
013
-14
sch
ed
ule
.
161
Eff
ect
ive
07
/01
/14
Pa
ge
14
Bu
sine
ss S
erv
ice
s/A
Z
Bo
ard
App
rove
d:
06
/02
/201
4 T
his
sch
edu
le r
ep
rese
nts
a 1
.5%
incr
eas
e o
ver
the
20
13-1
4 s
che
du
le.
M
OD
ESTO
CIT
Y SC
HO
OLS
LA
NG
UA
GE,
SPE
ECH
AN
D H
EAR
ING
SPE
CIA
LIST
S SA
LAR
Y SC
HED
ULE
20
14-2
015
W
/MA
W
/MA
W
/MA
W
/MA
W
/MA
B
A +
24
BA
+ 3
6 B
A +
48
BA
+ 6
0 B
A +
72
BA
+ 2
4 B
A +
36
BA
+ 4
8 B
A +
60
BA
+ 7
2 ST
EP
C
olum
n 2
Col
umn
3 C
olum
n 4
Col
umn
5 C
olum
n 6
ST
EP
Col
umn
2 C
olum
n 3
Col
umn
4 C
olum
n 5
Col
umn
6
1
58
,826
5
9,0
37
63
,848
--
- --
-
1
58
,874
6
1,5
03
64
,525
--
- --
-
2
5
9,9
84
60
,821
6
5,6
31
69
,049
--
-
2
60
,662
6
3,2
87
66
,314
69
,72
6 --
-
3
6
1,7
77
62
,610
6
7,4
17
70
,841
74
,66
9
3
62
,457
6
5,0
78
68
,095
71
,52
4
75
,35
3
4
6
3,5
61
64
,395
6
9,2
04
72
,628
76
,46
1
4
64
,240
6
6,8
65
69
,888
73
,30
5
77
,14
0
5
6
5,3
55
66
,185
7
0,9
90
74
,413
78
,25
7
5
66
,024
6
8,6
54
71
,674
75
,09
7
78
,93
6
6
6
7,1
37
67
,973
7
2,7
76
76
,205
80
,04
2
6
67
,817
7
0,4
44
73
,464
76
,88
4
80
,71
7
7
6
8,9
30
69
,762
7
4,5
68
77
,986
81
,81
9
7
69
,607
7
2,2
30
75
,257
78
,68
2
82
,50
2
8
7
0,7
17
71
,541
7
6,3
49
79
,774
83
,61
6
8
71
,395
7
4,0
19
77
,032
80
,46
0
84
,29
5
9
7
2,5
00
73
,337
7
8,1
38
81
,564
85
,39
3
9
73
,186
7
5,8
02
78
,819
82
,25
0
86
,08
2
10
--
- 7
5,1
22
79
,931
8
3,3
52
8
7,1
87
1
0 --
- 7
7,5
92
80
,611
84
,02
8
87
,86
9
11
--
- 7
6,9
09
81
,719
8
5,1
32
8
8,9
74
1
1 --
- 7
9,3
73
82
,400
85
,82
0
89
,65
5
12
--
- 7
8,7
00
83
,508
8
6,9
34
9
0,7
62
1
2 --
- --
- 8
4,1
83
8
7,6
13
9
1,4
46
13
--
- --
- --
- 8
8,7
20
9
2,7
18
1
3 --
- --
- --
-
90
,07
0
94
,07
2
18
7
4,2
67
80
,466
8
5,2
74
90
,486
94
,48
4
18
74
,952
8
1,1
39
85
,949
91
,83
6
95
,83
8
21
7
6,0
33
82
,232
8
7,0
40
92
,252
96
,25
0
21
76
,718
8
2,9
05
87
,715
93
,60
2
97
,60
4
24
7
8,4
74
84
,673
8
9,4
81
94
,693
98
,69
2
24
79
,159
8
5,3
46
90
,156
96
,04
3 1
00
,04
6
27
8
1,4
70
87
,670
9
2,4
78
97
,690
1
01
,68
8
27
82
,155
8
8,3
43
93
,153
99
,04
0 1
03
,04
2
31
8
3,1
69
89
,369
9
4,1
77
99
,389
1
03
,38
7
31
83
,854
9
0,0
42
94
,852
1
00
,73
9 1
04
,74
1
DO
CTO
RAT
E D
EGR
EE S
TIPE
ND
-- M
A PL
AC
EMEN
T +
1,8
60
La
ng
uag
e, S
pe
ech
, He
arin
g S
pe
cia
list
(18
5 r
esp
on
sib
ility
day
s)
162
Eff
ect
ive
07
/01
/14
Pa
ge
15
Bu
sine
ss S
erv
ice
s/A
Z
MO
DES
TO C
ITY
SCH
OO
LS
HO
UR
LY D
IREC
T IN
STR
UC
TIO
NA
L PR
OG
RA
MS
SCH
EDU
LE
2014
-201
5
W
/MA
W/M
A
W
/MA
W/M
A
W
/MA
BA
+ 1
2 B
A +
24
BA
+ 2
4 B
A +
36
BA
+ 3
6 B
A +
48
BA
+ 4
8 B
A +
60
BA
+ 6
0 B
A +
72
BA
+ 7
2 ST
EP
Col
umn
Col
umn
Col
umn
Col
umn
Col
umn
Col
umn
Col
umn
Col
umn
Col
umn
Col
umn
Col
umn
1
2 2M
3
3M
4 4M
5
5M
6 6M
1
2
5.0
3 2
6.3
7 2
6.7
8 2
7.9
6 2
8.3
5 2
9.7
6 3
0.1
9 3
1.8
3 3
2.2
5 3
4.1
7 3
4.5
6 2
2
6.1
1 2
7.4
3 2
7.8
3 2
9.0
2 2
9.4
4 3
0.8
4 3
1.2
3 3
2.9
1 3
3.3
4 3
5.2
5 3
5.6
4 3
2
7.2
0 2
8.5
6 2
8.9
5 3
0.0
9 3
0.4
9 3
1.9
2 3
2.3
3 3
3.9
7 3
4.3
6 3
6.2
6 3
6.7
4 4
2
8.3
0 2
9.5
9 3
0.0
3 3
1.1
7 3
1.5
8 3
3.0
1 3
3.4
3 3
5.0
5 3
5.4
6 3
7.3
6 3
7.7
4 5
2
9.3
1 3
0.6
8 3
1.0
7 3
2.2
5 3
2.6
4 3
4.0
8 3
4.5
0 3
6.1
2 3
6.5
6 3
8.4
5 3
8.8
6
PR
OVI
SIO
NS
OF
THE
SCH
EDU
LE:
1 T
he
sch
edu
le a
pplie
s to
Ad
ult E
du
catio
n, A
dul
t E
duc
atio
n-S
umm
er
Sch
oo
l, E
xte
nd
ed S
um
me
r S
cho
ol,
7-1
2,
Hom
e &
Hos
pita
l-Re
gula
r E
d,
Hom
e &
H
osp
ital-
Spe
cia
l Ed,
Ind
ep
ende
nt
Stu
dy,
Aca
dem
ic In
terv
en
tion
, R
OP
Eve
nin
g S
cho
ol,
Sum
me
r S
cho
ol a
nd
Tu
torin
g/P
eer
Ass
ista
nce
Pro
gra
m.
2 S
eve
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163
Effective 07/01/14 Page 16 Business Services/AZ
MODESTO CITY SCHOOLS INTERN SALARY SCHEDULE
2014-2015
INTERN $49,293
Intern salary based on 92% of step 1, column 1 of Schedule A
Board Approved: 06/02/2014
This schedule represents a 1.5% increase over the 2013-14 schedule.
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MODESTO CITY SCHOOLS SUBSTITUTE SALARY SCHEDULE
2014-2015
30 Day Credential Regular
Credential
REGULAR PROGRAM Daily Hourly Daily Hourly
One to ten days in same assignment $113.63 $22.73 * $116.94 $23.39 *
Day 11 through 30 in same assignment $123.65 $126.99 $25.40 **
Day 31 through end of same assignment N/A $168.75
* Substitute hourly rate is 1/5 of the daily rate ** CELDT Testing
OTHER SUBSTITUTES: Regular
Credential Daily COUNSELORS
One to ten days in same assignment $125.13
Day 11 through 30 in same assignment $135.87
Day 31 through end of same assignment $180.56
LANGUAGE, SPEECH AND HEARING SPECIALISTS $317.98 SCHOOL PSYCHOLOGISTS $434.23
Board Approved: 06/02/2014 UPDATED 07/22/2014
This schedule represents a 0 % change over the 2013-14 schedule.
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MODESTO CITY SCHOOLS 7-8 AFTER-SCHOOL COACHING STIPEND
2014-2015
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
$ 8.57 $ 8.97 $ 9.37 $ 9.89 $ 10.36
Board Approved: 06/02/2014 This schedule represents full restoration plus a 1.5% increase.
MODESTO CITY SCHOOLS 7-8 COACHING STIPENDS
2014-2015
SPORT DAYS/HOURS
Basketball, Boys’, 7-8 93 Basketball, Girls’ 7-8 93 Co-Ed Track 62 Soccer or Football, Flag, 7-8 77.5 Volleyball, Girls’, 7-8 77.5
Board Approved: 06/02/2014 This schedule represents full restoration plus a 1.5% increase.
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MODESTO CITY SCHOOLS 9-12 COACHING STIPENDS
2014-2015
6th Period Sports Assignment $ 3,697
SPORT Based on 180 Days Rate Baseball 38% $ 1,405 Basketball - Boys 39% $ 1,442 Basketball - Girls 39% $ 1,442 Cross Country 25% $ 924 Football 31% $ 1,146 Golf - Boys 33% $ 1,220 Golf - Girls 22% $ 813 Soccer - Boys 25% $ 924 Soccer - Girls 39% $ 1,442 Softball 39% $ 1,442 Spirit-leading 75% $ 2,773 Swimming 21% $ 776 Tennis - Boys 38% $ 1,405 Tennis - Girls 25% $ 924 Track 38% $ 1,405 Volleyball 27% $ 998 Water Polo 26% $ 961 Wrestling 34% $ 1,257
Board Approved: 06/02/2014
This schedule represents full restoration plus a 1.5% increase.
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MODESTO CITY SCHOOLS EXTRA DUTY STIPEND SCHEDULES
2014-2015
STIPEND BASE RATE (for stipends based on percentages): $ 32,147 Base Rate = 60% of Salary Schedule A – Step 1, Column 1
K-6 GRADES Assistant to Principal 20 or more certificated employees 4.0% $ 1,286 Assistant to Principal 19 or less certificated employees 3.5% $ 1,125 Open Plan 12% $ 3,858 Web Page Design/Main K-6 3.5% $ 1,125
7-8 GRADES Department/Instructional Team Chairperson – 2 Teachers 2% $ 643 Department/Instructional Team Chairperson – 3 Teachers 3% $ 964 Department/Instructional Team Chairperson – 4 Teachers 4% $ 1,286 Department/Instructional Team Chairperson – 5 Teachers 5% $ 1,607 Department/Instructional Team Chairperson – 6 Teachers 6% $ 1,929 Department/Instructional Team Chairperson – 7 Teachers 7% $ 2,250 Department/Instructional Team Chairperson – 8 Teachers 8% $ 2,572
9-12 GRADES (Including Alternative Education) Counselor (.5 FTE or more = 100% Stipend; less than .5 FTE = 50% of stipend) 11% $ 3,536 Department/Instructional Team Chairperson – 5 or less Teachers 5% $ 1,607 Department/Instructional Team Chairperson – 6 to 10 Teachers 6% $ 1,929 Department/Instructional Team Chairperson – 11 or more Teachers 8% $ 2,572 Web Page Design/Main 9-12 3.5% $ 1,125 Work Experience 7.5% $ 2,411
DISTRICT-WIDE STIPENDS – These stipends are not applicable if the individual is on a full release Athletic Director $ 10,536 District Chairperson, Instrumental Music, Grades K-6 $ 3,418 District Chairperson, Instrumental Music, Grades 7-12 $ 3,418 District Chairperson, Library Services $ 3,418 District Chairperson, Vocal Music, Grades K-6 $ 3,418 District Nursing Chairperson $ 3,383
MISCELLANEOUS STIPENDS Academic Decathlon 17.5% $ 5,626 AVID Site Coordinator 5.5% $ 1,768 Board Multimedia Teacher 15.5% $ 4,983 BTSA Support Provider (prorated based on # of teachers assigned) 7% $ 2,250 Eighth Period Assignment 27.5% $ 8,840 Intern Support Provider 7% $ 2,250 Mock Trial 17% $ 5,465
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EXTRA DUTY STIPEND SCHEDULES (continued) 2014-2015
MISCELLANEOUS STIPENDS (continued) PAR Consulting Teacher - Referred Teacher Participants 10% $ 3,215 Sixth Period Assignment 7.5% $ 2,411 Sixth Period Sports Assignment 11.5% $ 3,697 Teacher/Special Projects 7.5% $ 2,411 TUPE (flat rate) $ 2,000 Vocational Student Organization Stipend 5% $ 1,607
MISCELLANEOUS HOURLY Accompanist $ 18.12 Accompanist-Performances $ 90.71 Crowd Control (does not handle money) paid at 85% of rate $ 13.34 Crowd Control (money responsibility) $ 15.69 Curriculum Development $ 26.24 GATE Psychological Testing $ 45.93 In-Service Participant $ 19.81 Peer Assistance and Review Committee Member (not to exceed $1,500/year) $ 56.20 Pre Peer Assistance and Review (not to exceed 48 hours) $ 47.99 Saturday School Teacher $ 25.11
STIPEND HOURLY RATES (for stipends based on hours):
CERTIFICATED CONTRACT TEACHERS:
Step Years Rate/Hour 1 1-4 $ 6.29 2 5-8 $ 7.87 3 9-12 $ 9.44 4 13+ $ 11.02
WALK-ON / NON-CERTIFICATED: $ 5.60
K-6 GRADES # Hrs Chorus 217 Geography Bee 100 Orchestra 217 Safety Patrol 227 Science Olympiad 100 Student Council 150
7-8 GRADES # Hrs Athletic Director After School Recreation 100 Awards Night 20 Recognition Programs 50 Student Council 200 Vocal or Instrumental Music 130 Yearbook 160
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EXTRA DUTY STIPEND SCHEDULES (continued) 2014-2015
9-12 GRADES # Hrs Asst. Band Director 155 Dance 200 Dramatics 320 Frosh Cheer Advisor 130 High Transitions Coordinator 150 Leadership/Student Council 110 Newspaper 180 Science Olympiad 275 Speech 320 Spirit Staff Coordinator 250 Vocal or Instrumental Music 380 (2) Positions per Comprehensive School/(1) Position Alternative Ed Yearbook 180
ALTERNATIVE EDUCATION SPORTS STIPENDS # Hrs Basketball (1 Position) 160 Softball (1 Position) 90
9-12 SPORTS COMBINED # Hrs Athletic Director, 9-12 sites 300 Track Assistant (2 Positions) 271 Track Head (1 Position) 271
WOMEN’S SPORTS # Hrs Head Coach receives an additional……………………………………………………………………….... $ 729 (Varsity coaches are to receive head coaching stipend when in charge of a sports program having three levels of teams) Basketball, Freshman (1 Position) 216 Basketball, Sophomore (1 Position) 243 Basketball, Varsity Head (1 Position) 293 Cross Country (1 Position) 197 Golf (1 Position) 232 Soccer, Frosh/Soph (1 Position) 160 Soccer, Varsity (1 Position) 200 Softball, Freshman (1 Position) 200 Softball, Sophomore (1 Position) 250 Softball, Varsity Head (1 Position) 250 Swimming, Frosh/Soph (1 Position) 157 Swimming, Varsity (1 Position) 250 Tennis (1 Position) 175 Volleyball , Freshman (1 Position) 157 Volleyball, Sophomore (1 Position) 180 Volleyball, Varsity Head (1 Position) 210 Water Polo, Frosh/Soph (1 Position) 160 Water Polo, Varsity (1 Position) 251
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EXTRA DUTY STIPEND SCHEDULES (continued) 2014-2015
MEN’S SPORTS # Hrs Head Coach receives an additional……………………………………………………………………….... $ 729 Head Football Coach receives an additional……………………………………………………………… $ 1,506 (Varsity coaches are to receive head coaching stipend when in charge of a sports program having three levels of teams) Baseball, Freshman (1 Position) 200 Baseball, Sophomore (1 Position) 250 Baseball, Varsity Head (1 Position) 250 Basketball, Freshman (1 Position) 216 Basketball, Sophomore (1 Position) 243 Basketball, Varsity Head (1 Position) 293 Cross Country (1 Position) 197 Football, Freshman Assistant (2 Positions) 215 Football, Freshman Head (1 Position) 250 Football, Sophomore Assistant (2 Positions) 290 Football, Sophomore Head (1 Position) 300 Football, Varsity Assistant (2 Positions) 300 Football, Varsity Head (1 Position) 300 Golf (1 Position) 232 Soccer, Frosh/Soph (1 Position) 160 Soccer, Varsity (1 Position) 200 Swimming, Frosh/Soph (1 Position) 157 Swimming, Varsity (1 Position) 250 Tennis (1 Position) 175 Water Polo, Frosh/Soph (1 Position) 160 Water Polo, Varsity (1 Position) 251 Wrestling, Frosh/Soph (1 Position) 350 Wrestling, Varsity (1 Position) 404 *Athletic Director, 9-12 sites – 10% More Than Head Football Coach 300 (Based on Years of Service as Director and/or Coaching prior to Director Appointment) Example: Nine Years as Athletic Director, 9-12 – 300 Hrs @ $9.44/Hr $ 2,832 Head Football Coach Additional Stipend + $ 1,506 Subtotal $ 4,338 10% Additional Stipend as Athletic Director, 9-12 + $ 434 Total Athletic Director, 9-12 Stipend per Example $ 4,772 TOTAL ATHLETIC STIPENDS ARE NOT TO EXCEED THE NUMBER OF POSITIONS LISTED ABOVE Board Approved: 06/02/2014 This schedule represents full restoration plus a 1.5% increase.
171