Bus Drivers:

1. the right to direct employees of the School District;

2. to hire, promote, transfer, assign and retain employees in positions in the School District, and to suspend, discharge or take other disciplinary action against employees as permitted under Title 18A;

3. to relieve employees from duty as defined under Title 18A;

4. to maintain the efficiency of the School District operations entrusted to them;

5. to determine the general policy by which such operations are to be conducted; and

6. to take whatever actions may be necessary to carry out the mission of the School District in situations of emergency.

1. Whenever the Superintendent of Schools decides to submit a recommendation to the Board to withhold a salary increment, the employee to be so deprived shall be put on notice of this recommendation.

1. Arrangements shall be made to afford said employee a reasonable opportunity to speak in his/her own behalf before the Board. Such a meeting before the Board shall not constitute a plenary hearing.

1. The Board will not take necessary formal action until a date subsequent to the above meeting.

1. If the resultant action of the Board is to withhold an increment, it shall, within ten (10) days, give written notice of said action, together with the reasons, to the employee concerned.

In the event there is a disagreement concerning any of the practices on discipline between the building administrator and the committee, each may present its position to the Superintendent whose decision on the matter shall be final.

Unused sick leave days shall be accumulated from year to year with no maximum limit. Effective July 1, 2000, unused personal days may be accumulated as unused sick leave at the rate of one half (1/2 sick day accumulated for each personal day not used in a given year. At the beginning of the school year, each employee will receive, within forty-five (45) calendar days of the opening of school, a written notice of his/her total unused vacation and accumulated sick days.

Any employee with more than 240 days of sick leave as of June 30, 1992, may continue to collect sick days and be paid for same at the rate of 33 1/3 % provided that the maximum amount upon which reimbursement may be calculated shall not exceed the balance of unused sick leave days as of June 30, 1994.

Any employee with fewer than 240 days of sick leave is eligible to be paid for unused sick leave to a maximum of 240 sick days at the rate of 33 1/3% provided they were employed prior to June 30, 1992.

Anyone who becomes employed subsequent to June 30, 1992 is eligible to receive compensation for unused sick leave at the rate of 33 1/3% up to a maximum of 120 days. Eligibility will begin with the 4th year of continuous service.

Payment of this severance money shall be made in (a) two equal payments over two school fiscal years, effective with the first year that the unit member leaves the District, (b) two equal payments over two school fiscal years, effective with the second year after the unit member leaves the District, (c) two equal payments over two school fiscal years, beginning with the third year after the unit member leaves the District or (d) three equal payments over three school fiscal years, effective with the first or the second year after the unit member leaves the District.

1. In the event of the death of an employee, prior to severance and collection of this payment, said payment shall be made to the estate of said employee: provided, however, that this estate payment shall only apply to employees with ten (10) or more years of service in Mahwah, and further provided that application for said payment be made to the Board of Education within twelve (12) months next following the death of said employee.

1. In addition, employees who take a pension retirement (TPAF or PERS) will be given the opportunity of continuing coverage under the dental and prescription insurance , if provided by the Board as separate plans, at their own expense until they reach the age of sixty-five (65).

Four (4) days' personal leave of absence for legal, business, household or family matters which require absence during work days. Application to the employee's principal or other immediate supervisor for temporary leave shall be made at least two (2) days before taking such leave (except in the case of emergencies) and the applicant for such leave shall be required to state one of the reasons above for taking such leave. Effective July 1, 2006, unused personal days may be accumulated as unused sick leave at the rate of one (1) sick day accumulated for each personal day not used in a given year. Personal days may not be taken without written permission from the Superintendent on days preceding or following holidays or vacation periods.
Time necessary for appearance, as required by legal process, in any legal proceedings connected with the teacher's employment or with the school system.

Time necessary for jury duty.

Up to three (3) days for the purpose of visiting other schools or attending meetings or conferences of an educational nature at the discretion of the Principal. Following such a conference and/or visiting other schools, a written report must be submitted to the principal. The length of the report is not required to be more than one page typed doubled spaced.

Up to a total of three (3) days for official representatives of the Association to attend conferences and conventions of state and national affiliated organizations with a week's prior notice to the Superintendent or his/her representative.

Up to five (5) school days at the end of the school year (for teachers only), as may be required to attend summer school classes and/or to travel to the place where such classes are to be held at the discretion of the Superintendent. This leave may be extended in the case of scholarships, grants, fellowships or similar matters at the discretion of the Superintendent.

Bereavement Days:

a. Up to five (5) work days at any one time for the death of an employee's spouse/partner, child, parent, brother, sister, parents-in-law or grandchild.

b. Up to three (3) work days in the event of the death of an employee’s grandparents.

c. Up to two (2) work days in the event of the death of an employee’s other relatives.

d. One (1) day for the death of non-family members.

Other leaves of absence with pay may be granted by the Superintendent, with Board approval, for good reason.

Any employee adopting an infant child shall receive similar leave which shall commence upon receiving de facto custody of said infant, or earlier if necessary to fulfill the requirements of adoption. No teacher on maternity leave shall, on the basis of said leave, be denied the opportunity to substitute in the Mahwah School District in the area of certification.

Upon returning from leave granted pursuant to section A of this Article, a teacher will not receive seniority credit during the leave. Placement on the salary guide will be at the step where the teacher was at the commencement of the leave, unless he/she completed five (5) months and one (1) day of service of a school year in which case the teacher shall receive credit as if he/she had worked the full year.

A unit member shall not receive increment credit for time spent on a leave granted pursuant to sections B, C, or D of this Article, nor shall such time count toward the fulfillment of the time requirements for acquiring tenure.

All benefits to which an employee was entitled at the time this leave of absence commenced, including unused accumulated sick leave and credits toward sabbatical eligibility, shall be restored to him/her upon his/her return, and he/she shall be assigned to the same position which he/she held at the time said leave commenced, if available or, if not, to a substantially equivalent position.

All employees on an extended leave of absence must give notice of return by March 1 of the school year preceding their return.

Premiums on behalf of the employee shall be made retroactively or prospectively to assure uninterrupted participation and coverage.

The Board of Education, and/or its representatives, assumes no responsibility either expressed or implied or otherwise for the performance, errors, omissions or representations the company may make to the unit or a unit member with reference to the plan.

1. The Board shall pay the full premium for a ten ($10.00), fifteen ($15.00) and twenty-five ($25.00) co-pay prescription plan for generic, preferred brand and non-preferred brand drugs, respectively, for each employee and his/her dependents, if dependants are covered, as provided in Article 8 A above. For employees enrolled in the PPO, the co-pay shall be $20.00 per office visit and for all out-of-network or traditional plans, the deductible will be two hundred dollars ($200.00) per individual and three hundred dollars ($300.00) for family coverage.

1. The Board shall make payment of insurance premiums to provide insurance coverage for the full twelve (12) month period, commencing each July 1st.

1. Health insurance coverage shall continue for employees who are called up to active military service.

1. Effective on the first day of the month which is more than forty-five (45) days after final ratification of this Agreement, there shall be a voluntary health insurance waiver plan for employees eligible to receive family or husband-wife coverage.

1. Each year, the Board shall provide appropriate forms to all employees covered by family or husband-wife coverage. Said form will contain a final return date.

2. Employees who voluntarily elect to waive coverage shall be entitled to receive fifty (50%) percent of the premium cost of the waived insurance.

3. Payment of the monies in 2. above shall be made by separate check on the last workday of the school year in which the insurance coverage is not in effect.

4. Employees must waive such insurance for a full year (July 1st through June 30th) to be eligible for said payment. Notification must be given to the Business Office no later than April 1.

5. Employees who have no other comprehensive family or husband-wife insurance shall not be permitted to waive coverage.

6. An employee who waives coverage may re-enroll for the next year during the open enrollment period.

7. Any employee who initially waives coverage and then needs to re-enroll shall:

Notify the business office immediately.

The business office will arrange for coverage with the current carrier.

If the current plan does not accept the person, the District will find a comparable plan and pay the premium up to the current amount paid for employees in the plan. Additional costs above the current cost incurred will be the responsibility of the employee.

The employee will be re-enrolled in the District's plan at the first permissible date.

An employee who re-enrolls (either in the District plan or who is reimbursed in the open enrollment plan) will receive no incentive for that year.

8. The parties agree that all of the terms of this Article shall be in effect through April 1, 1997, but shall expire at that time unless both parties indicate, in writing, their willingness to continue these provisions. In the absence of such a written indication, these provisions shall become null and void.

If an eligible employee does not become a member of the Association during any membership year (i.e., from September 1 to the following August 31) which is covered in whole or in part by this Agreement, said employee will be required to pay a representation fee to the Association for that membership year to offset the costs of services rendered by the Association as majority representative.

Prior to the beginning of each membership year, the Association will notify the Board in writing of the amount of the regular membership dues, initiation fees and assessments charged by the Association to its own members for the membership year. The representation fee to be paid by non-members will be 85% of dues and assessments charged to members of the Association.

The Board agrees to deduct from the salary of any eligible employee who is not a member of the Association for the current membership year the full amount of the representation fee set forth in Section B above and promptly will transmit the amount so deducted to the Association.

The Board agrees to deduct the representation fee in equal installments, as nearly as possible, from the paychecks paid to each eligible employee during the remainder of the membership year in question. The deductions will begin thirty (30) days after the eligible employee begins his or her employment in a bargaining unit position. Agency fee deductions begin the second half of the school year.

If an eligible employee who is required to pay a representation fee terminates his/her employment with the Board before the Association has received the full amount of the representation fee to which it is entitled under this Article, the Board will deduct the unpaid portion of the fee from the last paycheck paid to said eligible employee during the membership year in question and promptly forward same to the Association.

Except as otherwise provided in this Article, the mechanics for the deduction of representation fees and the transmission of such fees to the Association will, as nearly as possible, be the same as those used for the deduction and transmission of regular membership dues to the Association.

The Association will indemnify and hold the Board harmless against any and all claims, demands, suits and other forms of liability, including liability for reasonable counsel fees and other legal costs and expenses that may arise out of, or by reason of any action taken or not taken by the Board in conformance with this provision.

The purpose of this procedure shall be to secure at the lowest possible administrative level equitable solutions to problems which may from time to time arise affecting the welfare or working conditions of the unit members. Both parties agree that these proceedings shall be kept as informal and confidential as may be appropriate at any level of the procedure.

1. GRIEVANCE--A "grievance" is a claim based upon an event or condition which affects the working conditions, salary or condition of employment; however, a decision not to re-employ a non-tenured teacher shall not be considered a grievance.

2. AGGRIEVED PERSON--An "aggrieved person" is the person or persons making the claim and/or his/her representative.

3. CALENDAR DAYS--All time limits in the procedure are determined by "calendar days."

1. Any individual member of the unit shall have the right to appeal the interpretation, application or violation of policies, agreements or administrative decisions affecting him/her through the procedures outlined below.

2. With respect to his/her grievance, the aggrieved person shall be assured freedom from restraint, interference, coercion, discrimination or reprisal.

3. The aggrieved person shall have the right to representation of his/her own choosing at the Superintendent's level and above in the procedure, after first having discussed the grievance with his/her supervisor, if relevant, and then his/her principal.

4. The aggrieved person and/or his/her representative shall have access to all written records within his/her own personnel folder.

1. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level are considered as a maximum and every­ effort should be made by both parties to expedite the process. The time limits specified may, however, be extended by mutual agreement.

2. If the aggrieved person fails to meet the allotted time limits, then the grievance shall be deemed to be settled according to the status quo and no further objections shall be raised by the aggrieved party regarding the alleged grievance condition.

3. If the party appealed to, for determination of the grievance in Levels I, II or III below, fails to respond within the specified time limits as described in this Agreement, then the grievance shall be deemed moved to the next level.

1. The Board and the Association agree that there shall be no discrimination in the application of this Agreement in accordance with any/all federal, state and local laws or ordinances.

1. Copies of this Agreement shall be printed at the expense of the Association and the Board, with each party paying an amount of the cost corresponding to the amount of copies needed.

1. Whenever any notice is required to be given by either of the parties to this Agreement to the other, pursuant to the provision(s) of this Agreement, either party shall do so by registered letter at the following addresses:

1. If by Association Administrative Offices
to the Board at: 60 Ridge Road
Mahwah, New Jersey 07430-2094

2. If by Board Mahwah Education Association

P. O. Box 841
Mahwah, New Jersey 07430

1. A copy of the annual audit report for the Mahwah District budget shall be made available to the President of the M.E.A. at the time of its public release each year and no later than December 15.

1. Mail addressed to any employee shall not be opened by any person except the addressee.

1. Where employees drive their own cars on school business authorized by the Superintendent or his designee, they shall be compensated at the current rate approved by the IRS for deduction of business travel expenses.

The Board and the Association recognize and agree that the teachers' responsibility to their students and their profession generally entails the performance of duties and the expenditure of time beyond the normal working day. Within regular school hours, teachers are entitled to defined work schedules on which they can rely. Schedules will be fairly and evenly maintained throughout the school system, except in emergencies.

The teacher's work year shall consist of not less than one hundred eighty (180) school days as required by law. The work year of teachers employed on a ten (10) month basis (other than new personnel who may be required at attend additional days of orientation) shall not exceed one hundred eighty-six (186) days if required. The work year shall include days when pupils are in attendance, orientation days, and any other day on which the teacher's attendance is required. In the event that it is necessary to close school due to inclement weather or other emergency, the snow days built into the school calendar shall be first utilized. In the event that snow days built into the school calendar are not used, the school calendar shall be amended so that the teachers’ work year shall not exceed one hundred eighty- six (186) days.

Teachers will be required to be present at least 15 minutes before the start of the student day and 15 minutes after the close of the student day, unless other arrangements are made, equaling a total of 30 minutes.

Teachers are expected to devote to their assignments the time necessary to meet their responsibilities. They shall indicate their presence for duty by placing their initials in the appropriate column of the faculty "Sign In and Sign Out" roster, or in any other manner recommended by the staff and approved by the principal. No teacher is required to work beyond the regular work day or work year, as stipulated in this Agreement, without compensation. Unit member participation in extra-service activities shall be compensated according to the rate of pay in the attached schedules.

Preparing lesson plans, report cards, constructing tests, correcting tests, offering remedial help, counseling with students and parents and other work directly related to his/her classroom teaching shall be considered to be part of the teacher's contractual duties, and no additional compensation shall be provided for these activities. Curriculum work shall be compensated at the negotiated rate and when possible done outside the school day.

Teachers may be required to return to school not more than three evenings during the school year.

Teachers may not, after the first year of experience in Mahwah, be required to remain after school for longer than three-quarters (3/4) of an hour, in addition to the regular work day, to attend an educational meeting one day a week. Teachers will be required to remain at the school one hour for one faculty or curricular meeting per month. Wednesdays are to be reserved for such staff meetings, unless another meeting day and time are unanimously agreed upon by the principal and staff.

The non-teaching duties of teachers are stipulated in Article 18.

Exceptions to the provisions of Article 15 may be made in cases of emergency with the consent of the teacher and of the school principal. Such an agreement shall be reduced to writing and signed by the teacher and his/her principal. Copies of this agreement shall be sent to the Superintendent and to the M.E.A. President.

Classroom teachers will not be required to score standardized tests or state-mandated tests which are designed for machine scoring. The teacher’s responsibility is in the administration and evaluation of all tests, both standardized and teacher-made.

All teachers shall have at least five (5) periods per week free from pupil contact. The Administration shall make a concerted effort to schedule one (1) period each day free from pupil contact. This period shall be used for professional purposes by the teacher. A reasonable amount of time shall be included in the above period for the teacher to take care of his/her personal needs.

In an emergency (when the Administration has tried to employ a substitute but has been unsuccessful) a teacher may be assigned to cover one or more periods at the negotiated rate.

All teachers assigned to more than one (1) building will have a reasonable amount of transition time. This will be in addition to the regularly scheduled preparation period.

All teachers shall have released time during regular school days to have administratively scheduled conferences with parents including IEP and I&RS meetings. Single sessions or substitutes may be used to free teachers for these conferences. The school calendar shall designate the days and hours of the conferences. In any event, the school day for the teacher shall not exceed the total number of hours as designated in Section B. of this Article.

Any teacher who does bus duty/lunch duty will be compensated at the negotiated rate.

1. High school teachers will be assigned five (5) instructional periods, one supervisory period, a duty-free lunch, and two preparation periods. When administratively possible, teachers will not be assigned to teach more than three classes in a row. Teachers will have at least one preparation period per day. Teachers will operate on a rotating four (4) week flexible schedule. During the four (4) weeks of the of a cycle, teachers will have an average of 1050 minutes per week of instructional time. During any week within the four (4) week cycle, the instructional time may be less than or exceed the 1050 minutes. The total instructional time for the four (4) week cycle shall not exceed a total of 4200 minute (an average of 210 minutes per week.) Middle school staff will provide pupils with 1,125 minutes of instruction per week (225 minutes per day).

1. Any teacher who consents and is assigned to teach one extra period each day shall be compensated at the rate of one-sixth (1/6) of their annual contracted salary. If this additional assignment is less than five periods per week, the extra compensation shall be prorated.

1. Yearbook and Literary Magazine advisors who are assigned to five (5) instructional periods, one supervisory period, a duty-free lunch, and two preparation periods shall be compensated at the rate of one-twelfth (1/12) of their annual contracted salary.

1. Where administratively possible, teachers shall not be required to teach classes requiring more than two preparations per day. Teachers shall not be required to change their teaching stations more than two (2) times during the school day.

1. All grade 6-12 teachers will have one period per day for a duty-free lunch.

Teachers employed on a ten (10) month basis shall be paid in equal installments on dates to be determined through negotiation between the M.E.A. and a Board representative.

When a payday falls on or during a school holiday, vacation or weekend, teachers shall receive their paychecks on the last previous working day.

Teachers shall receive their final checks when they have been checked out by the building principal and/or appropriate supervisor and have fulfilled their required obligations to the School District.

Assignments made after August 15 shall allow the teacher the same rights as stated previously. An aide and/or substitute may be employed to assist the teacher for the first two (2) weeks of school. If the Board elects to employ an aide or substitute, this assistance will allow compensatory time and assistance for the teacher to make the necessary preparations and changes to his/her new assignment.

1. A teacher work area containing adequate equipment to aid in the preparation of instructional materials;

2. Desk, book storage, and filing cabinet space for use by each teacher.

An allowance of $1,350, $1,400, $1,450 will be paid by the Board toward the cost of tuition for the 2006-2007, 2007-2008 and 2008-2009 school years, respectively. No more than six (6) credits will be reimbursed in one year. Courses must have prior approval of the Superintendent or his designee and be toward the attainment of an educational or professional goal. Approved courses will include interactive distance-learning courses that, through the technology, allow the MEA member to interact with the instructor and other students in the class. Teachers in the Middle School and special education teachers K-12 shall be allowed to use tuition reimbursement for undergraduate credits needed to comply with certification standards under the Elementary Secondary Education Act/No Child Left Behind Act. Six of these credits may be used for column movement.

Reimbursement for courses taken will be made when a bursar's receipt and a purchase order with proof of payment are presented to the Superintendent after six (6) weeks from the first meeting of the course. Any teacher who fails to receive a "B" or a "Pass" grade where a "Pass or Fail" grading system prevails shall have the amount of reimbursement deducted from his/her pay. All requests for tuition reimbursement for the current school year must be received by the Superintendent no later than June 15.

Tuition reimbursement, on recommendation of the teacher's principal, and in the sole discretion of the Superintendent, will be allowed for non-graduate or non-credit courses (sometimes labeled C.E.U.'s), when the professional meets the following requirements:

The course or seminar content is directly related to the teacher's current instructional assignment.

The teacher does not request credit towards salary guide lateral column changes.

The teacher has funds available within the negotiated annual reimbursement limits.

The teacher has been a member of the Mahwah professional staff for at least 3 years.

The teacher has completed and been credited, in Mahwah, for a least a Master's, plus fifteen hours of graduate level advanced study, Column E, Schedule A.

Up to $100.00 from tuition reimbursement may be applied for training conferences, workshops and seminars. Teachers at MA-60 may use up to $300.00 per year. This cannot be applied towards courses offered by the PDI. Courses must have prior approval of the building principal and the Superintendent or his designee.

The Sabbatical Advisory Committee shall make recommendations to the Superintendent using the following criteria:

The anticipated benefit to the teacher to the extent that such leave will strengthen his/her expertise in his/her given position.

The anticipated benefits to the students to whom this teacher relates.

If the Committee determines that the proposals are equal, seniority will prevail.

In the event that an applicant's proposal does not meet the requirements as set forth in the criteria numbered 1 and 2 of this paragraph, he/she shall be given the opportunity to revise his/her proposal with the recommendation of the Advisory Committee in order to fulfill the above mentioned criteria.

In all cases, the Superintendent shall make final recommendations to the Board.

Secretarial personnel shall be employed on a ten (10) month contract from September 1 to June 30, or an eleven (11) month contract for the period July 1 to June 30, or a twelve (12) month contract from July 1 to June 30, in accordance with the fiscal year of the School District. Determination of the length of the contract year and duties, as determined by immediate supervisors and agreed to by the Superintendent, is subject to the approval of the Board. Summer hours for secretaries shall be thirty-two and one half (32.5) hours per week with a half-hour (1/2) lunch per day.

The work week shall consist of 35 hours from Monday through Friday, 7 hours per day. An unpaid hour per day may be taken for lunch. A secretary may ask, at the option of his/her immediate supervisor, for a half (1/2) hour lunch and one 15 minute coffee break in the morning with another 15 minute coffee break in the afternoon. Any secretary working over 40 hours in any week shall be paid at the rate of one and one half times per hourly rate.

Whenever it is possible, no secretary shall be assigned or scheduled to work in any position outside his/her hired competency. If, in an emergency, a secretary is assigned to a higher classification level, he/she will receive the salary commensurate to that level if so assigned for five (5) or more consecutive days, retroactive to the first day. A reduction in salary will occur when that secretary resumes his/her responsibilities at the original classification level.

Any change on the part of the employer or supervisor to transfer a secretary to a higher classification level shall result in the employee receiving the higher salary following Board action.

Every secretarial employee shall be entitled to paid holidays recognized by the Board of Education, as follows: 10 paid holidays for 10-month employees, 11 paid holidays for 11-month employees; and 12 paid holidays for 12-month employees within the contract period. These holidays would remain constant: Labor Day, Thanksgiving and the day after, Christmas Day and the day before, New Year's Day, Good Friday, Memorial Day, and Independence Day. The holiday schedule for each succeeding year of this contract will be established by June 1.

Any legal holiday falling on a weekend shall be granted on the Friday before the holiday or the Monday after the holiday. The precise dates are to be established when the school calendar is approved by the Board of Education.

Vacation schedules are to be established in advance and approved by the immediate supervisor and the Superintendent. Unused vacation time may be applied up to December 31st of that calendar year. Reimbursement will be made for unused vacation time during the fiscal year. Vacation time is non-cumulative.

Every secretarial employee shall be entitled to one day of paid vacation for each month of employment under his/her agreement term (10 work days for 10-month employees, 11 work days for 11-month employees; 12 work days for 12-month employees).

During the fifth year of continuous, unbroken service to the District, and thereafter, persons with 10-month contracts shall be entitled to fifteen (15) days of vacation per year, persons with 11-month contracts shall be entitled to sixteen (16) days of vacation per year, and persons with 12-month contracts shall be entitled to seventeen (17) days of vacation per year.

During the eighth year of continuous, unbroken service to the District, and thereafter, persons with 10 month contracts shall be entitled to twenty (20) days of vacation per year, persons with 11 month contracts shall be entitled to twenty-two (22) days of vacation per year, and persons with 12-month contracts shall be entitled to twenty-four (24) days of vacation per year.

Employees who leave the School District prior to completion of their annual contract and who have expended more of their vacation allowance than they have earned through employment within their contracted year shall have the unearned expended vacation days deducted from their last salary payment.

In the event of inclement weather, all secretaries in the school district shall be allowed to leave along with other staff members

The President of the Mahwah Education Association shall be notified of any secretarial vacancy or the creation of a new secretarial position within the school system before other applicants are considered. This notification shall be given one week following the Board's acceptance of a resignation or the creation of a new position. No position shall be filled or eliminated prior to notifying the President of the M.E.A.

When an involuntary transfer or reassignment is necessary, a secretary's personal preference, length of service in the Mahwah school system, length of service in a particular school building, including among other things, State and/or federal laws, may be considered.

A secretary shall have the opportunity to meet with his/her immediate supervisor to discuss the transfer or reassignment prior to the official date of transfer by Board action.

Final approval for employment, voluntary transfer and reassignment is subject to the Superintendent's recommendation and Board action.

Any secretary who is an officer, or representative of the Representative Assembly of the M.E.A. shall be excused from his/her assigned duties to attend meetings of the M.E.A. during the school year. The secretary shall be permitted to leave his/her office at 3:30 p.m. in order to be present at the meeting. The secretary shall give his/her immediate supervisor adequate notice unless meeting is deemed an emergency.

Any secretary wishing to terminate his/her employment voluntarily must give the Board at least two weeks' prior notice. Notice shall be in writing with reasons stated. In an emergency, the Board may shorten this notification period.

The responsibility of the secretary's immediate supervisor.

The priority assigned to certain general responsibilities of a skilled nature.

The relative significance of positions having district-wide responsibility.

High School Attendance Clerk

Differential shift - 3 p.m. - 11 p.m.

2006-2007 $1,050.00
2007-2008 $1,100.00
2008-2009 $1,150.00

When an employee is required to return after his regular shift has ended and before his next shift has begun, he shall be guaranteed payment for three and one-half (3-1/2) hours as a minimum at the negotiated rate of pay, snow days are not included.

Any member of the District’s custodial/maintenance department is eligible to secure a CDL from the State of New Jersey. Only those people requested by the Board to secure said license will be reimbursed for same. The District will schedule during the employee’s work day sufficient time for training on District-owned equipment. The District will also permit the maintenance employee to use District-owned equipment in taking the behind-the-wheel test. In addition, the District will reimburse maintenance personnel the current fee necessary to maintain the CDL.

Employees with seniority shall be given preference regarding the vacation schedule. Those employees having four (4) weeks of vacation will only be permitted to use three (3) of them during July and August. However, the Supervisor of Buildings and Grounds, under unusual circumstances, may grant an employee a four (4) week vacation during July and August. Vacation days are non-cumulative.

The following shall be the vacation schedule for 12-month employees:

After 6 months, one day for each month's service for months 7,8,9,10,11,12.

Unused vacation time will be compensated by:

monetary reimbursement based on the employee's calculated daily rate, or

extended vacation time to be applied up to December 31st of that calendar year, or

the Board if the employee is asked, in writing by the Superintendent, to work and defer taking vacation.

The Administration shall choose the option applicable and so notify the employee within thirty (30) days following the end of the current school year.

After twenty (20) months of employment in the District, the paraprofessional shall accrue seniority in the job they are working in, retroactive to the initial date of hire. In the event of a RIF, an employee shall be able to bump in their job category based upon seniority. In the event this person is the least senior person in the category, he/she will be able to bump the least senior person in another category for which he/she qualified. Regardless of category, no paraprofessional can bump a one-to-one special education paraprofessional.

Major Areas of Responsibility	Unsatisfactory	Satisfactory	Superior
Carries out all assigned tasks with a high level of competence.
Exhibits interpersonal skills sufficient to maintain a building/District team.
Shows sensitivity in dealing with the public.
Maintains confidentiality where appropriate.
Appears for work on time and neatly attired.
Overall Rating

Unsatisfactory	Needs To Improve	Satisfactory	Superior
1.	Efficiently maintains assigned area
2.	Completes all assigned tasks
3.	Performance under pressure, emergencies
4.	Exhibits interpersonal skills:
	(a) With co-workers
	(b) With general staff
5.	Attendance
6.	Personal appearance
7.	Special Comments
8.	Overall rating

Foster a deeper understanding of subject matter, a greater understanding of learning, and greater appreciation of student needs.

Encourage teachers to question assumptions, reflect on their practice, challenge research findings, and evaluate alternatives.

Promote trust among teachers, supervisors, and administrators that allows exciting and productive relationships.

The purpose of the pre-observation conference is for both parties to become aware of the nature of the teaching-learning situation to be observed and evaluated.

The teacher shall be responsible for making the supervisor aware of what the teacher is planning to teach. The teacher shall not be required to provide written lesson plans at the Pre-observation Conference.

The Pre-observation Conference shall be scheduled during the regular school day.

The teacher shall have his/her lesson plans available for the supervisor.

A tenured teacher has the right to additional observations. Upon the teacher’s request, these observations will be conducted by a supervisor other than the one(s) who conducted previous observations during the current evaluation period.

The supervisor shall not interfere, unless invited by the teacher, with the teacher’s instruction during the observation.

A Post-observation Conference is to allow for the clarification and exchange of information regarding the instruction observed. It is also a time for the supervisor to give the teacher a general idea of what the observation report will contain.

The Post-observation Conference is to be held prior to the writing of the finalized classroom observation report by the supervisor.

The Post-observation Conference shall be held within five (5) school days, or, if the teacher or supervisor is absent, at the earliest possible time after the observation.

Two copies of the Observation Report, signed by the supervisor making the observation, shall be given to the teacher as soon as possible after the Post-observation Conference, but in any case, within seven (7) school days after the Post-observation Conference (unless the supervisor is absent during the 7-day period).

The Observation Report shall be in the format annexed hereto as Appendix I; provided, however, that the observational criteria contained therein shall at all times be at the discretion of the Board.

The teacher shall acknowledge receipt of the Observation Report by signing one copy and returning it to the supervisor who wrote the report within five (5) school days of receipt thereof. Signature of the Observation Report shall not be construed as agreement by the teacher with the contents.

At the time the Observation Report is returned, the teacher may include or append any comments thereon. Such comments shall be signed and dated by the teacher.

If the teacher refuses to sign a copy of the Report within the time period specified, a copy of the Report shall be inserted into the teacher’s personnel file with a dated notation that the teacher failed to sign and return the Report within the time period specified.

Failure of a teacher to make comments or to return an Observation Report within the time specified shall constitute a waiver of the teacher’s right thereafter to add comments on the face of the report.

The completed Observation Report shall be seen first by the teacher before a copy is sent to the Superintendent’s office for filing.

The Annual Written Performance Report shall be in the format annexed hereto as Appendix II;

The Annual Written Performance Report shall be prepared by a certified supervisor who has participated in the evaluation of the teaching staff member and shall include but not be limited to:

Performance areas of strength;

Performance areas needing improvement developed by the supervisor and the teaching staff member;

An individual Professional Improvement Plan developed by the supervisor and the teaching staff member. The Professional Improvement Plan, as required by law, shall be written on a separate sheet and attached to the Annual Written Performance Report.A summary of available indicators of pupil progress and growth and a statement of how these indicators relate to the effectiveness of the overall program and the performance of the individual teaching staff member.

Performance data which has not been included in the report prepared by the supervisor may be submitted to the supervisor by the person being evaluated within (10) working days after the signing of the report.


Teachers may respond, in writing, within 10 school days. Failure of a teacher to make comments within 10 days shall constitute a waiver of the teacher’s right.

An Annual Summary Conference shall be held between the teacher and the supervisor or supervisors responsible for preparing the Annual Performance Report. The topic discussed at said Annual Summary Conference shall include those topics required by law and the position description. This conference will occur prior to the writing of the Annual Performance Report

The final report shall be signed by the responsible supervisor(s) and two copies of such signed report be given to the teacher within seven (7) school days after the Annual Summary Conference, unless the teacher or supervisor is absent or otherwise unavailable during such period.

The teacher shall acknowledge receipt of the Annual Performance Report by signing one copy thereof and returning it to the responsible supervisor within five (5) school days of having received it. Signature of the Annual Performance Report shall not be construed as agreement with the comments thereof.

At the time the Annual Performance Report is returned, the teacher may include any comments thereon.

If the teacher refuses to return a signed copy of the Annual Performance Report within five (5) days of its receipt, a copy of said report shall be placed in the teacher’s personnel file with the notation that the teacher failed to sign and return said report (and the date of such notation).

Refusal of a teacher to make comments or to return an Annual Performance Report within the time specified shall constitute a waiver of the teacher’s right thereafter to make comments on the face of the Report included in the personnel file.

The annual summary evaluations for non-tenured teachers will be based on the time period between April 30 of one year and April 30 of the succeeding year. All non-tenured teachers will receive their annual summary evaluations by April 30. All other teachers will receive their annual evaluations by May 31. The annual summary evaluation for these teachers will be based on the period between June 1 and May 31 of the succeeding year.

Demonstrates knowledge of District and Core Curriculum Standards and Cumulative Progress Indicators.
Demonstrates knowledge of and appropriate use of technology.
Demonstrates knowledge of subject matter theory and content.
Demonstrates knowledge of general education theory and practice.
Presents information accurately.

Uses established local and the Core Curriculum Standards and Cumulative Progress Indicators as well as established local and state curriculum objectives in planning lessons.
Incorporates appropriate technology into the classroom setting.
Writes lesson plans that show thoughtful preparation for unit and day.
Plans lessons that have clearly defined objectives, are at the correct level of difficulty, follow logical sequence, and ensure adequate time on task.
Plans a variety of activities relevant to the objectives to assure proper learning and practice.
Has appropriate materials.
Reflects method of assessment in plans.
Uses pupil achievement to guide planning and instructional process.
Provides for differences in students’ rates of learning and accomplishment.
Adapts teaching materials and methods to the needs of groups or individual pupils.
Reflects homework assignments in lesson plans.
Gathers and uses appropriate data and information regarding individuals and/or groups.
Reads and implements Individual Education Plan, 504 accommodations, PAC recommendations.

Introduces the lesson clearly and effectively, stating its purpose, arousing interest, establishing rapport.
Teaches to stated objective, which is relevant and fits the students’ instructional levels.
Develops a lesson that progresses in a logical, incremental, and clear sequence.
Monitors student learning as the lesson progresses and adjusts when necessary.
Has high expectations relative to scholarship (appropriate to the class), clearly stated and understood.
Changes activities and pace when appropriate for maintaining learners’ interest and proper growth.
Moves from the known to the unknown.
Uses effective questioning skills: to increase students’ higher level thinking by moving students from (knowledge, comprehension, application to analysis, synthesis, evaluation).
Presents questions, which are relevant to the objective.
Allows sufficient wait time for students to respond thoughtfully.
Gives adequate and appropriate examples of concepts being taught.
Provides sufficient practice of the application of concepts being taught.
Differentiates instruction to provide for individual learning styles, attention, and performance.
Uses appropriate supplemental and instructional materials, including technology.
Summarizes lesson and achieves closure.
Introduces next day’s lesson.
Explains homework that is of proper length, complexity, and value.
Provides and encourages time on task.
Helps learners recognize the purpose and importance of topics, skills, or activities.
Demonstrates enthusiasm for the subject.
Involves students in planning and conducting class activities.
Supervises and plans for paraprofessionals and volunteers.
Presents material to students in clear, concise, and comprehensible language.
Uses modeling to demonstrate concepts, skills and techniques.

Has reasonable expectations for student behavior.
Maintains control of student behavior.
Establishes a discipline plan, system, and set of procedures
Utilizes flexible grouping where appropriate.
Delivers positive reinforcers.
Delivers appropriate consequences when necessary.
Consistently applies discipline practices and procedures to all students.
Manages transitions effectively with little waste of instructional time.
Is a positive model for students in speech, appearance, enthusiasm, and attitude.
Maintains an atmosphere of courtesy and cooperation.
Recognizes, analyzes, and attempts to correct causes of group or individual unrest.
Manages small and large groups effectively.
Insures proper use and care of equipment and materials.
Maintains a safe, healthful, and attractive classroom.
Establishes an atmosphere of mutual respect between student and teacher, as well as student and student.

Maintains accurate, complete student records.
Furnishes report card grades, progress reports, attendance forms, and other information as requested and on time.
Provides budget and inventory information as requested and on time.
Cooperates in gathering and reporting data.

Makes contributions to improvements such as textbook selection, policy, program, and procedure revision.
Takes part in professionally-related meetings.
Demonstrates interest in co-curricular activities.
Cooperates with colleagues to maintain a positive professional atmosphere.
Helps build group morale in carrying out policies and programs.
Performs supervisory duties in accordance with guidelines.
Participates in collegial visits.

Observes school policies and regulations, district philosophy and objectives both within and outside the classroom and complies with State and Federal regulations.
Observes the professional code of ethics.
Uses correct spelling and grammar, legible handwriting, and proper writing form.
Handles information and records in a discreet manner.
Follows the chain of command when discussing areas of professional concern.
Accepts change in a positive, professional manner.
Uses tact and honesty in interactions with colleagues, students, and parents.
Is prompt in all areas of responsibility.
Is able to solve professionally-related problems independently.
Performs according to guidelines activities for stipend and non-stipend co-curricular activities.
11. Maintains regular attendance.

Communicates student performance effectively through reports and/or conferences.
Informs families about the instructional program.
Encourages families to participate in the instructional program.

Researches new instructional materials and uses innovative materials with students and/or staff.
Participates in organizations, conferences, study, or travel related to instructional responsibilities.
Makes steady growth towards achieving the state mandated “100 hours” of professional development.
Maintains accurate records of professional development.

1. Regular visits by a mentor teacher to a provisional teacher. The mentor will provide feedback, coaching and support.
2. A professional improvement plan developed collaboratively by the teacher, supervisor, and/or administrator.
3. Supervisors and administrators may make brief, informal visits to the classroom.

1. A minimum of three classroom observations by supervisors and/or administrators. Of these, at least two should be observations involving pre and post-observation conferences.
2. Three visits to colleagues as agreed upon by supervisors and/or administrators.
3. Supervisors and administrators may make brief, informal visits to the classroom.
4. A professional improvement plan developed collaboratively by the teacher, supervisor, and/or administrator.

1. A minimum of two classroom observations by supervisors and/or administrators. These two will be followed by a post-observation conference and may be preceded by a pre-observation at the request of either the teacher, the supervisor or the administrator.

1. Two visits by teachers to colleagues as agreed upon by supervisors and/or administrators. In grades six through twelve these visits will occur during the visiting teacher’s preparation period.

1. Supervisors and administrators may make brief, informal visits to the classroom.

1. A professional improvement plan developed collaboratively by the teacher, supervisor, and/or administrator.

TEACHER:	DATE:
SUPERVISOR:	TIME:
SUBJECT/GRADE:	SCHOOL:
LESSON:

COMMENTS:

TEACHER:	DATE (ANN. CONF.)
SCHOOL:	DATE (REPORT)
SUBJECT GRADE:
EVALUATOR(S):

• Examples of student work or achievement
• Classroom materials prepared by the teacher
• Videotaped classroom lesson(s)
• Copy of teachers PIP
• Personal beliefs about teaching and learning
• Reflections on each marking period
• Participation in workshops and other professional development efforts
• Short and long term teaching goals

Supervisor’s Role

1. At the Annual Summary Conference and again at the beginning of the year confirm the goals, student outcomes and timelines
2. Observe the problem in the classroom
3. Review the research while in progress
4. Complete the Alternative Classroom Observation Report

Humanities: The relationship among art, mathematics and music in selected works in the visual and performing arts. (A core work for such a project is Hofstedter’s Godel, Escher, and Bach.)

Teacher:

Supervisor:

Date/Time of Observation:

Check the Professional Project:

PortfoliosCollegial Partnership

Interactive JournalsMentoring

Action ResearchPeer Coaching

Curriculum ProjectOther Options

SCHEDULE B SECRETARIAL SALARY GUIDES
10 Month
Year 1 2006-2007Year 2 2007-2008Year 3 2008-2009
StepABCStepABCStepABC
122,93123,49324,280122,95423,51724,305122,97723,54024,329
224,28024,87725,712224,30524,90225,737224,32924,92725,763
325,71226,34327,228325,73726,37027,255325,76326,39627,283
427,22827,89828,835427,25527,92628,864427,28327,95428,893
528,83529,54630,540528,86429,57530,570528,89329,60530,601
630,54031,12632,345630,57031,15732,378630,60131,18832,410
732,03732,87034,260732,06932,80834,294732,10132,84134,329
833,84134,72036,289833,65034,55236,326833,68434,59336,362
935,75436,58038,082935,45436,40238,120935,31536,33738,158
1037,44338,41239,9641037,36738,26240,0041037,11938,18740,044
1139,21740,23041,6241139,05640,09441,6661139,03240,04741,707
121240,83041,91243,4041240,72141,87943,447
11 Month
Year 1 2006-2007Year 2 2007-2008Year 3 2008-2009
StepABCStepABCStepABC
125,18025,74326,531125,20525,76826,557125,23125,79426,584
226,66527,26127,996226,69127,28828,024226,71827,31628,052
328,10728,73729,617328,13528,76529,646328,16328,79429,676
429,63030,50831,222429,65930,53931,253429,68930,56931,285
531,23532,06333,091531,26632,41933,124531,29832,45133,157
632,77533,70334,782632,80833,97435,094632,84034,38735,129
734,39235,27736,404734,42735,61436,785734,46135,94237,165
836,09036,92938,128836,12637,18838,407836,16237,58238,856
937,87338,66339,896937,91138,84040,131937,94939,15640,478
1039,74440,48541,7741039,78340,57441,8991039,82340,80842,202
1141,50042,39743,7461141,54242,39643,7771141,58342,54243,970
121243,25044,30845,7491243,25044,36445,848
12 Month
Year 1 2006-2007Year 2 2007-2008Year 3 2008-2009
StepABCStepABCStepABC
127,42927,99228,780127,45728,02028,809127,48428,04828,837
229,04929,64630,480229,07829,67530,511229,10729,70530,541
330,62431,25232,132330,65431,28332,164330,68531,31532,196
432,28332,94733,876432,31632,98033,910432,34833,01333,944
534,03534,73535,715534,06934,76935,750534,10334,80435,786
635,71536,44937,478635,75036,48637,516635,78636,52237,553
737,47838,25039,331737,51638,28839,371737,55338,32739,410
839,13140,14141,275839,17040,18141,317839,20940,22141,358
941,27542,12643,317941,31742,16843,361941,35842,21043,404
1043,31744,21145,3971043,36144,25545,4421043,40444,30045,488
1145,17846,26047,5391145,22346,30647,5801145,26846,35347,628
121247,19848,39049,7221247,24548,43849,880

	06 - 07				07 - 08				08 - 09
Salary Guide				Salary Guide				Salary Guide
Step	Cust.	Maint.		Step	Cust.	Maint.		Step	Cust.	Maint.
1	26,726	31,326		1	28,369	32,969		1	28,902	33,502
2	27,676	32,276		2	28,869	33,469		2	29,402	34,002
3	28,676	33,276		3	29,369	33,969		3	29,902	34,502
4	29,726	34,326		4	29,869	34,469		4	30,402	35,002
5	30,826	35,426		5	31,259	35,859		5	31,877	36,477
6	31,976	36,576		6	32,654	37,254		6	33,352	37,952
7	33,176	37,776		7	34,054	38,654		7	34,827	39,427
8	34,426	39,026		8	35,454	40,054		8	36,302	40,902
9	35,726	40,326		9	36,854	41,454		9	37,777	42,377
10	37,076	41,676		10	38,254	42,854		10	39,252	43,852
11	38,476	43,076		11	39,654	44,254		11	40,727	45,327
12	39,926	44,526		12	41,059	45,659		12	42,202	46,802
OG1	44,196	58,521		OG1	45,696	60,021		OG1	47,196	61,521
OG2	45,726			OG2	47,226			OG2	48,726
OG3	50,861			OG3	52,361			OG3	53,861
OG4	53,381			OG4	54,881			OG4	56,381

		2006-2007				2007-2008				2008-2009
1		11.58		1		11.58		1		11.58
2		12.46		2		12.46		2		12.46
3		13.34		3		13.34		3		13.34
4		14.26		4		14.26		4		14.26
5		15.10		5		15.10		5		15.10
6		15.99		6		15.99		6		15.99
7		16.90		7		16.90		7		16.90
8		17.79		8		17.79		8		17.79
9		18.40		9		18.40		9		18.40
10		19.05		10		19.05		10		19.05
11		19.85		11		19.85		11		19.85
OFF 1		20.28		OFF 1		20.28		OFF 1		20.28
OFF 2		21.15		OFF 2		21.15		OFF 2		21.15
OFF 3		22.56		OFF 3		22.56		OFF 3		22.86

2006-2007	2007-2008	2008-2009
	HS	30+BA HS30+BA HS30+BA
1	11.85	12.1012.70 111.8512.1012.35 111.8512.1012.35
2	12.52	12.7713.02 212.5212.7713.02 212.5212.7713.02
3	13.44	13.6913.94 313.4413.6913.94 313.4413.6913.94
4	14.40	14.6514.90 414.4014.6514.90 414.4014.6514.90
5	15.28	15.5315.78 515.2815.5315.78 515.2815.5315.78
6	16.21	16.4616.71 616.2116.4616.71 616.2116.4616.71
7	16.91	17.1617.66 716.9117.1617.66 716.9117.1617.66
8	17.84	18.0918.59 817.8418.0918.59 817.8418.0918.59
9	18.74	18.9919.49 918.7418.9919.49 918.7418.9919.49
10	19.62	19.8720.12 1019.6219.8720.12 1019.6219.8720.12
11	20.03	20.2820.53 1120.2520.2820.53 1120.2520.2820.53
OFF 1	20.99	21.2421.49 OFF 121.0021.2421.49 OFF 121.2521.2421.49
OFF 2	21.20	21.6421.99 OFF 221.5021.6421.99 OFF 221.7521.6422.25
OFF 3	22.99	23.6423.85 OFF 323.3023.9024.10 OFF 323.3023.9024.10
		OFF 424.1524.6525.00

2006-2007	2007-2008	2008-2009
Step	Hourly Rate	StepHourly RateStepHourly Rate
1	$20.19	1$20.461$21.01
2	$21.79	2$21.962$22.64
3	$23.39	3$23.463$24.27
4	$24.99	4$24.964$25.90
5	$26.59	5$26.465$27.53
6	$28.19	6$27.966$29.16
		7$29.467$30.79

2006-2007		2007-2008		2008-2009
Step	K-8	9-12		K-89-12K-89-12
1-2	26,395	34,500		28,600 36,500 29,800 38,500
3	28,895	37,526		29,200 37,850 31,470 40,100
4	29,395	39,192		30,607 40,808 31,970 41,800
5	29,895	39,859		31,107 41,475 33,270 44,359
6	30,195	40,526		31,607 42,145 33,770 44,800
7	31,499	41,998		32,255 43,603 34,070 45,692
8	32,654	43,538		33,858 45,143 35,349 47,131
9	33,859	45,144		35,063 46,749 36,482 48,641
10	35,114	46,817		36,318 48,423 37,665 50,219
11	36,419	48,557		37,623 50,163 38,898 51,863
12	37,875	50,364		38,980 51,969 40,181 53,573