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TRANSCRIPT
Collective Bargaining Agreement Between Eatonville Education Association and Eatonville School District 2012-2015
EEA Negotiation Team and Eatonville School District 6/13/2012
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TABLE OF CONTENTS
ARTICLE I, AGREEMENT CONDITIONS
Preamble.................................................................................................................................................................1
Recognition .............................................................................................................................................................1
Status of Agreement.................................................................................................................................................1
Compliance of Agreement........................................................................................................................................1
Conformity to Law....................................................................................................................................................1
Collaboration Meetings ............................................................................................................................................1
Typing/Printing/Distribution of Agreement ................................................................................................................1
No Strike/No Lockout...............................................................................................................................................2
Work Days ..............................................................................................................................................................2
ARTICLE II, ASSOCIATION/MANAGEMENT RIGHTS AND RESPONSIBILITIES ...............................................................2
Management Rights.................................................................................................................................................2
Association Rights and Responsibilities ....................................................................................................................2
Membership Communication....................................................................................................................................2
Availability of Information..........................................................................................................................................2
Suspension of Rights ...............................................................................................................................................2
Payroll Deductions ..................................................................................................................................................2
Association Meetings ...............................................................................................................................................3
ARTICLE III, TEACHER RIGHTS ..........................................................................................................................................3
Individual Rights ......................................................................................................................................................3
Employee Responsibilities .......................................................................................................................................3
Academic Freedom .................................................................................................................................................3
Personnel Files .......................................................................................................................................................4
Teacher Protection ..................................................................................................................................................4
Due Process ...........................................................................................................................................................4
Student Discipline ....................................................................................................................................................5
Classroom Visitation.................................................................................................................................................5
Salary Payment.......................................................................................................................................................5
Assignment and Transfer.........................................................................................................................................5
Teacher/Parent Conferences ..................................................................................................................................6
Principal Coverage .................................................................................................................................................6
Professional Services ..............................................................................................................................................6
Substitutes Hired For Class Size Adjustments ..........................................................................................................6
ARTICLE IV, STAFF DEVELOPMENT ..................................................................................................................................6
Early Release Days ................................................................................................................................................6
Trainers ..................................................................................................................................................................6
Teacher Substitutes .................................................................................................................................................6
Substitute Pool .........................................................................................................................................................7
ARTICLE V, GRIEVANCE PROCEDURE ..............................................................................................................................7
Definition..................................................................................................................................................................7
Procedure for Processing Grievances.....................................................................................................................7
Jurisdiction of Arbitrator............................................................................................................................................8
Time Limits...............................................................................................................................................................8
Accelerated Grievance Filing...................................................................................................................................8
Reprisals .................................................................................................................................................................8
Costs .......................................................................................................................................................................8
ARTICLE VI, CERTIFICATED STAFF EVALUATION ...........................................................................................................8
General Information .................................................................................................................................................8
Procedures for Evaluation .......................................................................................................................................9
Observation of New Employees ..............................................................................................................................9
Probation (Nonprovisional Employees) ................................................................................................................. 10
Professional Growth Option ................................................................................................................................... 10
ARTICLE VII, WORKING CONDITIONS .............................................................................................................................. 11
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Workday................................................................................................................................................................ 11
Preparation Time................................................................................................................................................... 11
School Nurse ........................................................................................................................................................ 11
Individual Teacher Contract .................................................................................................................................. 11
Calendar ............................................................................................................................................................... 11
Class Size ............................................................................................................................................................. 11
Selection Committees ............................................................................................................................................. 12
Special Programs .................................................................................................................................................. 12
Class Coverage at Administrative Request ............................................................................................................ 13
Substitutes ............................................................................................................................................................. 13 ARTICLE VIII, LEAVES ........................................................................................................................................................ 13
Sick Leave ............................................................................................................................................................ 13
Personal Leave..................................................................................................................................................... 14
Bereavement Leave.............................................................................................................................................. 14
Jury Duty and Subpoena Leave ........................................................................................................................... 14
Attendance Incentive Program............................................................................................................................... 15
Extended Leaves .................................................................................................................................................. 15
Sabbatical Leave................................................................................................................................................... 15
Association Leave ................................................................................................................................................. 16
Maternity Leave .................................................................................................................................................... 16
Family Medical Leave ........................................................................................................................................... 16
Exchange Teaching .............................................................................................................................................. 16
ARTICLE IX, ECONOMIC PROVISIONS ............................................................................................................................. 16
Salary, General..................................................................................................................................................... 16
Required Certificates ............................................................................................................................................. 16
Salary Placement and Advancement ..................................................................................................................... 16
Initial Placement ..................................................................................................................................................... 16
Date of Professional Credit .................................................................................................................................... 16
Experience Advancement ..................................................................................................................................... 17
Salary Reopener .................................................................................................................................................. 17
Length of Contract ................................................................................................................................................. 17
Scheduled Optional Per Diem Days ...................................................................................................................... 17
Three Optional Per Diem Work Days .................................................................................................................... 17
Changes in Payroll Deductions for Income Tax Purposes..................................................................................... 17
Incentive Pay ........................................................................................................................................................ 18
Overpayment ........................................................................................................................................................ 18
Restructuring Committee Work and Staff Development ........................................................................................... 18
Trainer Compensation........................................................................................................................................... 18
ARTICLE X, FRINGE BENEFITS......................................................................................................................................... 18
ARTICLE XI, REDUCTION IN FORCE ................................................................................................................................ 19
Personnel.............................................................................................................................................................. 19
Administrative Procedures ..................................................................................................................................... 19
ARTICLE XII, DURATION .................................................................................................................................................... 22
APPENDIX A, COMPLAINT BY THE AGGRIEVED ............................................................................................................. 23
APPENDIX B, DECISION OF SCHOOL PRINCIPAL OR IMMEDIATE SUPERVISOR ....................................................... 24
APPENDIX C, DECISION BY SUPERINTENDENT............................................................................................................. 25
APPENDIX D, DETERMINATION REGARDING ARBITRATION ........................................................................................ 26
APPENDIX E, DETERMINATION OF ARBITRATOR .......................................................................................................... 27
APPENDIX F, CLASSROOM TEACHER EVALUATIVE CRITERIA .................................................................................... 28
Instructional Skill .................................................................................................................................................... 28
Knowledge of Subject Matter ................................................................................................................................. 28
Professional Preparation and Scholarship ............................................................................................................. 28
Classroom Management........................................................................................................................................ 29
The Handling of Student Discipline and Attendant Problems .................................................................................. 29
Effort Toward Improvement When Needed............................................................................................................ 29
Interest in Teaching Pupils..................................................................................................................................... 30
Professional Responsibility .................................................................................................................................... 30
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CERTIFICATED SUPPORT PERSONNEL CRITERIA........................................................................................................ 30
Knowledge and Scholarship in Special Field ......................................................................................................... 30
Specialized Skills ................................................................................................................................................... 30
Management of Special and Technical Environment.............................................................................................. 31
Support Person as a Professional ......................................................................................................................... 31
Involvement in Assisting Pupils, Parents, and Educational Personnel .................................................................... 31
Interest in Students ................................................................................................................................................ 31
Professional Responsibility .................................................................................................................................... 32
CLASSROOM TEACHER EVALUATIVE CRITERIA REPORT............................................................................................ 33
CERTIFICATED SUPPORT PERSONNEL CRITERIA REPORT........................................................................................ 37
APPENDIX G, SALARY SCHEDULE ................................................................................................................................... 40
APPENDIX H, AGREEMENT FOR THE MEDIATION OF GRIEVANCES ........................................................................... 42
H-3, RULES FOR GRIEVANCE MEDIATION ...................................................................................................................... 44
APPENDIX I, SCHOOL CALENDAR .................................................................................................................................... 45
NOTES page…………………………………………………………………………………………………………………………. 4 6
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ARTICLE I
AGREEMENT CONDITIONS
I.l Preamble
This Agreement is entered into between the Eatonville School District Board of Directors, hereinafter referred to as "the District” and the
Eatonville Education Association, hereinafter referred to as "the Association", and referred to collectively as "the Parties".
I.2 Recognition
The District recognizes the Association as the sole and exclusive bargaining representative for all professional certificated personnel who
hold valid contracts with the District; are employed by the District on a daily, hourly, or flat rate basis; are on leave by Board action, but
not currently under contract; and long term substitutes (those who have been employed twenty (20) consecutive days or more, or who
have been employed thirty (30) days or more during any twelve (12) month period ending in a school year in which the substitu te is
available for work or in the immediately preceding school year), beginning on the twentieth (20th) consecutive day of employment, or on
the thirtieth (30th) day of employment within the twelve (12) month period. Such representation shall exclude the superintendent, admin-
istrative assistants to the superintendent, assistant superintendents, the business manager, the director of curriculum, instruction and
assessment, principals, vice principals, the director of special services, the vocational director, aides, substitutes other than long-term as
herein defined, contracted agency employees and consultants employed to assist with specific projects on a part-time basis. The term
"teacher" or "employee" when used hereinafter in this Agreement shall refer to all professional employ ees represented by the Association
in the bargaining unit as above defined.
I.3 Status of Agreement
The language of this Agreement shall supersede language in any rules, regulations, policies, or resolutions of the District which is
contrary to or inconsistent with its terms.
The District and Association shall form a joint committee to review, edit and recommend changes to the outdated bargaining ag reement
terms prior to the next contract negotiations for the bargaining committee.
At the end of two years, the parties agree to reopen the negotiations if the District’s unobligated fund balance exceeds six (6) percent at
year end closing. Any designated allocation to be deposited in a VEBA account, equally for each certificated staff under this agreement.
I.4 Compliance of Agreement
All individual regular personal service contracts shall be consistent with the terms and conditions of this Agreement or are subject to
amendment and adjustment to conform with the immediate successor Agreement.
I.5 Conformity to Law
This Agreement shall be governed and construed according to the Constitution and Laws of the State of Washington. If any provision of
this Agreement, or any application of this Agreement to any teacher or group of teachers covered hereby shall be found contrary to law
by a tribunal of competent jurisdiction, such provision or application shall have effect only to the extent permitted by law, and all other
provisions or applications of the Agreement shall continue in full force and effect.
If any provision of this Agreement is so held to be contrary to law, the Parties may commence negotiations on said provision as soon
thereafter as is reasonably possible.
I.6 Collaboration Meetings
An Association representative(s) shall meet with the Superintendent or his designee at a scheduled monthly meeting to discuss matters
covered by this Agreement and other issues as needed. The agenda will be in writing, will contain the items of concern and be
exchanged not less than 24 hours in advance. Such meetings may be postponed or canceled by either party. These meetings are not
intended to bypass administrative channels, the negotiations or the grievance procedure.
At the discretion of either party, additional meetings may be scheduled, at a mutually agreeable time, but not later than fiv e (5) working
days from the date the request is made.
I.7 Typing/Printing/Distribution of Agreement
Final Typing and printing of the agreement will be done by the district and costs will be shared equally.
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I.8 No Strike/No Lockout
The Association agrees that during the term of this Agreement, it will not cause or encourage its members to engage in any strike or other
work stoppage. The District agrees it will not lockout its Employees.
I.9 Work Days
The term "workdays" shall refer to the days of the teacher contract throughout this document unless specifically stated differently.
ARTICLE II
ASSOCIATION/MANAGEMENT RIGHTS AND RESPONSIBILITIES
II.1 Management Rights
All terms and conditions of employment not covered by this Agreement shall continue to be subject to the District's direction and control.
II.2 Association Rights and Responsibilities
1. Access: Duly authorized representatives of the Association shall be permitted to transact official Association business on school
property at all reasonable times provided that it does not interrupt normal school operations or assigned duties. It is the responsibility
of the above-mentioned Association representatives to report to the building principal's office prior to contacting members in individual
buildings.
2. Equipment and Facilities Use: The Association may use, after notification to the building administrator, school equipment including
typewriters, computers copy machines, and audio-visual equipment, providing that such equipment shall not be removed from
school property without permission of the building administrator and further provided that equipment requiring some exper tise and
sophisticated knowledge be operated only by competent operators and that repairs required by incorrect operation or care be paid
for by the Association. Expendable supplies in connection with such equipment use will be furnished or paid for by the Association.
School facilities may be used for Association meetings at reasonable times during non-duty hours provided that such meetings shall
not interfere with the normal school operations.
The Association will give prior notice to the building administrator of any such activity or property use. Pursuant to RCW
28A.320.510, the District has the right to require a reasonable rental for the use of School District facilities and equipment.
The Association shall be responsible for claims arising from accidents, theft, and loss or damage resulting from the use of facilities and
equipment.
II.3 Membership Communication
Inter-school mail facilities may be used for distribution of Association communications so long as such communications are labeled as
Association materials and contain the name of the authorizing Association official.
The Association may post notices of activities and matters of Association concern on designated teacher bulletin boards, one of which shall
be provided in each faculty lounge; Provided, that such notices are labeled as Association materials and contain the name of the
authorizing Association official.
II.4 Availability of Information
The District agrees to furnish to the Association in response to reasonable requests, all information, which is public record.
II.5 Suspension of Rights
In the event of a strike, sit down, slow down or picket against the District, the above granted rights and privileges shall be suspended for
the duration of such activities.
II.6 Payroll Deductions
All salaries are subject to mandatory payroll deductions i.e. : (1) State Teachers or State Employees Retirement Systems, (2 ) Federal
Withholding Tax, and (3) FICA (4) Medicare, (5) Labor and Industries-pension. Absences not provided for by leaves will be computed
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on a per diem based on the teacher's annual salary for each day's absence. Employees impacted by deducted days are encouraged to
consult with the payroll office as soon as he or she is aware of the situation.
The following deductions may be made if authorized by the individual and consistent with law. i.e.: (1) Additional withholding tax, (2)
Approved medical plans, (3) Salary insurance, (4) Tax-sheltered annuities, (5) School Employees Credit Union of Washington, (6) Other
District-approved insurance programs, (7) Dues, including WEA-PAC and EN-PAC, (8) U.S. Savings Bonds, (9) WEA Select Long
Term Care.
Direct deposits and/or payroll deductions may be made to any financial institution for which electronic deposits are available. Direct
deposits and payroll deductions can be implemented and/or changed at any time at the employee’s request.
II.7 Association Meetings
Association meetings may be set at 3:15 p.m. and Association members shall be dismissed in a timely manner to attend such meetings.
ARTICLE III
TEACHER RIGHTS
III.1 Individual Rights
Eatonville School District #404 complies with all state and federal rules and regulations and does not discriminate on the basis of sex,
race, creed, religion, color, national origin, age, honorably discharged veteran or military status, sexual orientation including gender
expression or identity, the presence of any sensory, mental, or physical disability, or the use of a trained dog guide or service an imal by
a person with a disability in its programs and activities. This holds true for all district employment and opportunities. Inquiries regarding
compliance and/or grievance procedures may be directed to the school district’s Title IX/Chapter 28A.640 RCW Officer and/or Section
504 / ADA Coordinator.
III.2 Employee Responsibilities
The Employee shall care for instructional materials and equipment and shall promptly report damage, loss or theft of equipment, furniture
or fixtures to his supervisor.
It shall be the responsibility of the teacher to follow the prescribed courses of study and to enforce the rules and regulations of the school
district, the State Superintendent of Public Instruction and the State Board of Education, and maintain and render the appropriate records
and reports.
Teachers shall have the right, and it shall be their duty, to direct and control within reasonable limits the studies of their pupils, taking into
consideration individual differences among pupils: Provided, that all pupils shall receive instruction in such prescribed courses of study as
are required by law and regulation.
Teachers shall be responsible for the evaluation of each pupil's educational growth and development and for making periodic reports to
parents or guardians and to the designated school administrator.
Teachers are required to make due preparation daily for their duties; preparation to include attendance at teachers' meetings and such
other professional work contributing to efficient school service as may be required by the principal, superintendent or board of directors.
III.3 Academic Freedom
Academic Freedom shall be guaranteed to teachers, and no special limitations except as governed by good taste, common sense and
law shall be placed upon study, investigation, presenting and interpreting facts and ideas concerning human society, the physical and
biological world and other branches of learning; however, teachers will not attempt to indoctrinate. The right to academic freedom herein
established shall include the right to support or oppose political causes and issues outside normal classroom activities. Academic freedom
includes a commitment to the democratic tradition, a concern for the welfare, growth, and development of children and an insistence on
objective scholarship.
Accordingly, the Board and Association agree as follows:
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The Board and Association recognize that the ability of pupils to progress and mature academically is a combined result of school,
home, economic and social environments and that the teacher alone cannot be held accountable for all aspects of the academic
achievement of the pupil in the classroom.
In discussing controversial issues, the Employee shall encourage students to express their own views, assuring that it be done in a
manner that gives due respect to one another's rights and opinions. When discussing controversial issues, the Employee shall respect
positions other than her/his own. Students shall be encouraged after class discussions and independent inquiry, to reach the ir own
conclusions regarding controversial issues.
III.4 Personnel Files
1. Materials in the Employee's personnel file maintained in the personnel office, which may serve as a basis for affecting employment
status, will be available for inspection by the affected Employee.
2. An Employee will have the right to comment on any material placed in the personnel file and to have such comments attached to the
material in question.
3. Information will be entered into an Employee's file under the following conditions:
a. The Employee will be notified, in writing within five (5) working days, that information has been placed in the file.
b. The Employee will be provided an opportunity to challenge the accuracy or appropriateness of the information.
c. The Employee will be provided an opportunity to enter a written statement of clarification or explanation of the information.
4. Any material that is placed in an Employee's file that violates the legal or contractual rights of the Employee shall be removed upon
written request of the Employee.
5. Any material deemed derogatory by an Employee shall be removed upon request of the Employee if it is dated four (4) years or
more prior to the request except in situations regarding the health and safety of students.
III.5 Teacher Protection
1. The School District shall provide Employees with insurance protection covering those Employees while engaged in the maintenance
of order and discipline and the protection of school personnel and students and the property thereof. Such insurance protection
must include at a minimum liability insurance covering injury to persons and property, and insurance protecting those Employees
from loss or damage of their personal property incurred while so engaged. (RCW 28A.400.370)
2. Any case of assault upon an Employee shall be promptly reported to his immediate supervisor.
3. Whenever an Employee is absent from employment or unable to perform currently contracted duties as a result of unwarranted
assault sustained in the course of employment, such absence will not be charged to accumulated sick leave.
4. Whenever a teacher is absent from employment and unable to perform contracted duties as a result of personal injury sustained in
the course of employment, the teacher will be paid full salary for the period of absence, for which he has available sick leave, less
the amount of any workman's compensation award made for disability due to said injury.
5. No disciplinary action shall be taken against a teacher as a result of a complaint by a parent or student unless the teacher is informed
of the complaint within ten (10) teacher working days.
III.6 Due Process
No Employee shall be disciplined (including warnings, reprimands, suspensions, reductions in rank or professional advantage,
discharge, non-renewals, terminations or other actions that would adversely affect the Employee) without just cause. Refer to
administrator manual for guidance.
The reasons for disciplinary action are to be written and placed in the Employee's personnel folder with a copy sent to the Employee.
An Employee shall be entitled to have a representative of the Association present during any disciplinary action excluding informal
warnings, criticism or suggestions for improvement, which independently do not form a basis for formal action. When a request for such
representation is made, no action shall be taken with respect to the Employee until such representative of the Association is present or until
two (2) working days have passed after such request. In cases where the health, safety and well being of students, other Emp loyees, or
District patrons necessitate immediate disciplinary action, the District will notify the Association in writing within five (5) working days.
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III.7 Student Discipline
In the maintenance of a sound learning environment, the district shall expect acceptable behavior on the part of all students who attend
schools in the District. Discipline shall be enforced fairly and consistently. The Board and the Superintendent shall support and uphold
teachers in their efforts to maintain discipline in the district and shall give immediate response to all teachers' requests regarding discipline
problems provided the teacher has followed established District policy. Copies of the District policy shall be provided each teacher on or
before the first student day.
In emergency situations regarding the exercise of authority by a teacher to control and maintain order and discipline, the teacher shall
use reasonable and professional judgment concerning matters not provided for by specific policies adopted by the Board and not
inconsistent with Federal and State laws and regulations.
Each teacher shall be entitled to appropriate assistance and support from building administrators in connection with discipline problems
relating to students.
Each teacher shall be advised within two (2) teacher working days of any complaint made to the principal or other School District
administrator regarding the teacher's discipline of students. The teacher shall be given the opportunity to present his or her version of the
incident and to meet with the complaining party in the event that a conference with the complaining party is arranged.
In cases of misconduct or insubordination, when the teacher deems it necessary he/she may recommend to the principal a pupil's
suspension or expulsion from school.
III.8 Classroom Visitation
1. All visitors to a school and/or classroom shall obtain the approval of the principal, and if the visit is to a classroom, the time will be ar-
ranged after the principal has conferred with the teacher.
2. The District will attempt to afford an opportunity for the teacher to confer with the classroom visitor before and/or after the visitation.
3. All unannounced visitors shall be reported to the principal's office.
III.9 Salary Payment
Salary payment will be made on the last OSPI designated business day of each month.
III.10 Assignment and Transfer
Employees will be assigned on the basis of the needs of the District, the Employee's qualifications, and the expressed preference of the
Employee. When it is not possible to meet all conditions, Employees will be assigned first, in accordance with the needs of the district;
second, where the Employee is most qualified; third, the expressed preference of the Employee.
Definitions:
Assignment – The initial placement of an employee to an initial position within a building or within a program (i.e. Special Education).
Reassignment – The changing of the employee's assignment within a building or a Program (i.e. Special Education).
Transfer – The changing of an employee's assignment to another building.
Involuntary Transfer – The changing of an employee's assignment to another building against the employee's wishes.
1. Openings on the certificated staff will be filled according to the following considerations:
a. Within each building, building certificated staff will be given first opportunity to be considered for internal openings. The District
will notify all building employees regarding open positions within five (5) days from the date positions are vacated. Eligib le
building employees must notify the District of their desire to fill building openings within five (5) days of notification.
b. During summer months, certificated positions will be posted in the District Office on Wednesday of each week.
c. An opening that exists after reassignments are completed shall be considered a vacancy.
d. Vacancies shall be posted at work sites, on District e-mail and web sites
2. The Association will be sent copies of "Positions Open" notices when school is not in session.
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3. Except in unusual circumstances, transfer will be made at the end of the semester.
4. Should it be necessary to transfer an Employee involuntarily from building to building or grade level and/or subject within buildings,
as much notification as possible will be given, in writing, by the Superintendent or designee to the Employee being transferred. No
employee shall be transferred to a position for which he/she is unqualified.
III.11 Teacher/Parent Conferences
The calendar committee shall schedule, at the end of the first quarter, four (4) one-half days to be scheduled at the elementary schools for
parent-teacher conferences. In the spring, from March 15-May 1, a half-day of substitute time may be provided for conferencing, when
the teacher demonstrates to the school principal that a minimum of four conferences are scheduled for the half-day.
At the end of the first quarter, two (2) 11AM-7PM days shall be scheduled at the High School and Middle School for parent-teacher
conferences. One (1) 11AM-7PM day in the spring shall be scheduled at the High School and Middle School for parent-teacher
conferences.
Less than 1.0 FTE, teacher attendance at parent-teacher conferences will be aligned with the teacher’s FTE to be scheduled with the
school principal.
III.12 Principal Coverage
If a teacher is required to spend extended time covering for a principal, a substitute teacher will be hired to cover the teacher's class.
III.13 Professional Services
Non-certificated staff can work with students if they are working under the direction of a certificated staff person. Only certificated
employees will teach and give grades, etc.
The one existing classified employee holding the pool position is "grand-fathered" from this provision.
III.14 Substitutes Hired For Class Size Adjustments
If a substitute is hired before school in anticipation of a large class size, the administration will make the decision to issue that person a reg-
ular contract within ten (10) school days. The Association will waive normal posting provisions so the employee may begin contract status
immediately upon the Administration's decision to hire. Retirement benefits and seniority begin at the beginning of the school year. The
benefit program and contract salary will be prorated from the official contract date.
ARTICLE IV
STAFF DEVELOPMENT
IV.1 Early Release Days
In addition to per diem days referenced in Article IX.9, three collaboratively planned early release days will be scheduled throughout the
school year for district-wide staff development activities.
A part time teacher that needs to be present at the training would be present per their FTE status. Should the teacher need to be present
for the entire training, the teacher will be compensated. Teacher attendance will be determined by the school principal.
IV.2 Trainers
An employee trained at the request and expense of the district shall meet with distr ict representative(s) to outline in writing the expectations
following the training (see IX.15 for pay rate).
IV.3 Teacher Substitutes
Each employee will be entitled a substitute for one staff development day as arranged with the building principal. In addition to the
aforementioned day, a certificated employee may receive up to two staff development sub days that are donated by another employee(s)
per year.
Section IV.3 may be suspended during school years impacted by a double levy failure.
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IV.4 Substitute Pool
A pool equal to one substitute day per building employee will be funded for building planned staff development activities and field trips.
This allocation could be used for activities conducted in two (2) or four (4) hour blocks outside the school day at $20.00 per hour.
Section IV.4 may be suspended during school years impacted by a double levy failure.
ARTICLE V
GRIEVANCE PROCEDURE
V.1 Definition
A grievance is an alleged misinterpretation of, misapplication of, or violation of terms and/or provisions of this Agreement.
A grievant shall mean an individual, a group of individuals and/or the Association.
Nothing contained herein shall be construed as limiting the right of any Employee having a complaint to discuss the matter informally with
any appropriate member of the administration.
V.2 Procedure for Processing Grievances
1. Immediate Supervisor: The Association acknowledges that it is usually most desirable for an employee and his/her
immediately involved supervisor to resolve problems through free and informal communications at the lowest level of the griev ance
process. The grievant and the Association representative or the Association may orally present a grievance to the immediate
supervisor. If the grievance is not settled orally, a written statement of grievance shall be presented to the immediate supervisor
within thirty (30) working days after the occurrence of the grievance.
The "Statement of Grievance" shall name the grievant(s) involved, the facts giving rise to the grievance, the provision(s) of the
Agreement alleged to be violated, and the remedy (specified relief) requested.
The immediate supervisor, upon receipt of the written grievance, shall sign and date the grievance form and shall give a copy of the
grievance form to the grievant(s), Association representative, Association President, and the Superintendent. The immediate
supervisor's answer shall include the reasons upon which the decision was based and within five (5) district working days of receiv-
ing the grievance, a copy of the grievance, his/her decision and all supportive ev idence shall concurrently be sent to the
grievant(s), Association representative, Association President and the superintendent. Grievances presented during non-school
time will be responded to within five (5) district working days, if both parties are available, but not later than five (5) district working
days after school has resumed.
2. Superintendent: If no satisfactory settlement is reached at Step 1, the grievance may be appealed to Step 2, Superintendent, or
her/his designated representative, within seven (7) working days of receipt of the decision rendered in Step 1.
The Superintendent or her/his designated representative shall arrange for a grievance meeting with the grievant(s) and/or
Association representative and that such meeting shall be scheduled within seven (7) working days of the receipt of the Step 2
appeal. The purpose of this meeting shall be to effect a resolution of the grievance.
The Superintendent or her/his designated representative shall provide a written decision, incorporating the reasons upon which the
decision was based, to the grievant(s), Association representative, Association President and immediate super visor within five (5)
working days from the conclusion of the meeting.
3. Grievance Mediation: If no satisfactory settlement is reached at Step 2, the grievance may be sent by mutual agreement to grievance
mediation within seven (7) working days after receiving the disposition of the Super intendent. (See Appendix H.)
4. Arbitration: If no satisfactory settlement is reached at Step 3, the Association, within fifteen (15) working days of the receipt of the Step
3 decision, may appeal the final decision of the Employer to the American Arbitration Association for arbitration under the voluntary
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rules. Any grievance arising out of or relating to the interpretation or application of the terms and/or provisions of this Agreement
may be submitted to arbitration unless specifically and expressly excluded within this article.
The Arbitrator shall hold a hearing within twenty (20) working days of his appointment. Ten (10) working days notice shall be given
to both Parties of the time and place of the hearing. The Arbitrator will issue his decision within twenty (20) days from the date final
written briefs have been submitted or, if revised by both Parties, twenty (20) days after the completion of the hearing.
The Arbitrator's decision will be in writing and will set forth his findings of fact, reasoning, and conclusions on the issues submitted to
him. The decision of the Arbitrator shall be final and binding upon the Employer, the Association and the grievant(s).
V.3 Jurisdiction of Arbitrator
The Arbitrator shall be without power or authority to add to, subtract from or alter any of the terms of this Agreement, or award damages.
(Make whole remedies including interest shall not be considered damages.)
The Arbitrator shall be without power or authority to make any decision, which requires the commission of an act that is prohibited by law.
The Arbitrator shall have no power or authority to rule on any of the following:
a. The termination of services of or failure to re-employ any provisional Employee.
b. The termination of services or failure to re-employ any Employee to a position on the supplemental salary schedule.
c. Any matter involving Employee evaluation, provided that Evaluation Procedure shall be subject to the Arbitrator's review.
d. Any matter involving Employee probation procedures, discharge, non-renewal, adverse effect or reduction in force.
V.4 Time Limits
Time limits provided in this procedure may be extended by mutual agreement when signed by the parties.
Failure on the part of the Employer at any step of this procedure to communicate the decision on a grievance within the specific time limit
shall permit the Association to lodge an appeal at the next step of this procedure.
Any grievance not advanced by the grievant from one step to the nex t within the time limits of that step shall be deemed resolved by the
Employee's answer at the previous step.
V.5 Accelerated Grievance Filing
In order to expedite grievance adjudication, the Parties agree that any Association grievances, class action grievances and grievances
involving the evaluation procedures may be lodged at Step 2 of this procedure.
Any grievance that has been filed prior to the termination date of this Contract may be processed to conclusion even if the Contract has
expired.
V.6 Reprisals
No reprisal of any kind will be taken by the Employer against any Employee because of his participation in any grievance.
V.7 Costs
The fees and expenses of the Arbitrator shall be shared equally by the Parties. All other expenses shall be borne by the Party incurring
them.
ARTICLE VI
CERTIFICATED STAFF EVALUATION
VI.1 General Information
Certificated classroom teachers and certificated support personnel holding non-administrative positions (collectively referred to as
"Employees" herein) shall be evaluated during each school year in accordance with the procedures and criteria set forth herein.
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1. Classroom teachers including music teachers, basic skills teachers, librarians, and learning center teachers will be evaluated in
accordance with the "Classroom Teacher Evaluative Criteria".
2. Certificated Support Personnel including counselors will be evaluated in accordance with "Certificated Support Personnel Evaluative
Criteria".
VI.2 Procedures for Evaluation
Within each school, the principal or building supervisor shall be responsible for the evaluation of Employees assigned to their building.
These building administrators may designate other administrative staff members to assist in the observation and evaluation pr ocess. Any
certificated Employee assigned to more than one school shall be evaluated by an evaluator appointed by the Superintendent. All
evaluators will adhere to the following procedures:
1. Within two (2) weeks after the beginning of school, each building administrator will hold a general certificated Employees' meeting
and/or individual conferences to review evaluative criteria and procedures. If necessary, the District and Association will meet to
discuss an extension of the two-week requirement.
2. During each school year, all classroom teachers and certificated support personnel shall be observed for the purposes of evaluation
at least twice in the performance of their assigned duties. Total observation time for each Employee for each school year shall not be
less than sixty (60) minutes.
Three (3) workdays or a mutually agreed amount of time prior to the first observation, a pre-observation conference will be held
between the Employee and the supervisor. The purpose of this meeting shall be to review the lesson plans, goals, and teaching
techniques to be used during the observation.
Following each observation, the principal or other evaluator shall document the result of the observation in writing and shall provide
the Employee with a copy thereof within three (3) working days after the observation. The certificated Employee shall sign the
observation indicating he or she has read it, had an opportunity to discuss it with the assigned evaluator, and received a copy. The
certificated Employee's signature does not imply agreement with the observation. If there is a disagreement between the Employee
and the observer as to the fairness and/or completeness of the statements contained in the observation, the employee may attach a
statement.
3. Within five (5) work days of the observation, the certificated Employee may request a post-observation conference during which the
observation and/or the certificated Employee's performance may be discussed. During this conference, the certificated Employee
may request clarification of the observation. The first formal observation shall be completed by December 15.
4. Each certificated Employee will be given an annual evaluation prior to the 15th of May. A private conference shall be held if re-
quested by the Employee or the evaluator. The certificated Employee shall sign the report indicating he or she has read it, had an
opportunity to discuss it with the assigned evaluator, and received a copy. The certificated Employee's signature does not imply
agreement with the report. If there is a disagreement between the Employee and the evaluator as to the fairness and/or com-
pleteness of the statements contained in the final report, both parties may attach a statement. An employee’s statement must be
submitted not later than June 15th of the evaluated school year. No evaluations will be conducted immediately prior to or after special
events or holidays, except for unexpected leaves and emergency situations.
5. All observations of the work performance of an employee shall be conducted openly and with full knowledge of the Employee.
6. Evaluations shall be for the purpose of the improvement of performance. All evaluations shall acknowledge the strengths and
deficiencies, if any, of the Employee and shall also acknowledge supportive information for the conclusions made by the evaluator.
7. At the beginning of each year, the Special Services Director, Principal, and teacher will meet and decide who will be the primary
evaluator of special education certificated teachers. If no agreement is reached, the Superintendent will make the decision.
VI.3 Observation of New Employees
All certificated Employees newly employed by the School District shall be observed at least once for a total observation time of thirty (30)
minutes during the first ninety (90) calendar days of their employment period and receive a written observation report within three (3)
working days after the observation.
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VI.4 Probation (Nonprovisional Employees)
1. Supervisor's Report: In the event that a principal or other supervisor determines on the basis of the evaluation criteria that the per-
formance of an Employee under his/her supervision is unsatisfactory, the supervisor shall report the same in writing to the
superintendent. The report shall include the following:
a. The evaluation report prepared pursuant to the provisions of sections VI.2 and VI.3.
b. A recommended specific and reasonable program designed to assist the Employee in improving his/her performance.
2. Establishment of Probationary Period: If the Superintendent concurs with the Supervisor's judgment that the performance of the
Employee is unsatisfactory, the Superintendent shall place the Employee in a probationary status beginning on or before January
15th and ending on or before May 1st. On or before January 15th, the Employee shall be given written notice of the action of the
Superintendent which notice shall contain the following information:
a. A definition of the problem or deficiency based on the criteria of the appropriate evaluation form.
b. A recommended specific and reasonable program for improvement.
c. A statement indicating the duration of the probationary period and that the purpose of the probationary period is to give the Em-
ployee the opportunity to demonstrate improvement in his/her area or areas of deficiency.
d. A set of expectations delineating what levels of performance would constitute acceptable performance in the problem areas
defined.
3. Evaluation During the Probationary Period: The principal or supervisor shall hold a personal conference with the probationary
Employee to discuss performance deficiencies and the remedial measures to be taken. When appropriate in the judgment of the
supervisor, the supervisor may authorize one additional supervisory certificated Employee to evaluate the probationer and to aid the
Employee in improving his/her areas of deficiency.
In the event that the probationary letter contains any area of deficiency not previously made known to and discussed with the
Employee, the Employee may submit a written, signed statement which shall be attached to the evaluation report and
recommendation. Within five (5) days from the receipt of the probationary letter, the Employee may request and will be given a
hearing with the Superintendent. The hearing shall be held within five (5) school days of receipt of the request from the Employee.
a. During the probationary period the principal, supervisor or other administrative evaluator shall meet with the probationary
employee at least twice monthly to supervise and make a written evaluation of the progress, if any, made by the Employee.
The evaluation form in Appendix F shall be used for documentation of evaluation reports during the probationary period.
b. The probationary Employee may be removed from probation at any time if he/she has demonstrated improvement to the
satisfaction of the principal or other supervisor in those areas specifically detailed in his/her notice of probation.
4. Supervisor's Post-Probation Report: The principal or other supervisor shall submit a written report to the superintendent at the end
of the probationary period which shall identify whether the performance of the probationary employee has improved and which shall
set forth one of the following recommendations for further action:
a. That the Employee has demonstrated necessary improvement in the stated areas of deficiency to justify the removal of the pro-
bationary status.
b. That the Employee has not demonstrated necessary improvement in the stated areas of deficiency and action should be taken
to non-renew the employment contract of the Employee.
5. Action by the Superintendent: Following a review of any report submitted pursuant to paragraphs VI.4, 3 and 4 above, the
Superintendent shall determine which of the alternative courses of action is proper and shall take appropriate action to implement
such determination.
VI.5 Professional Growth Option
The purpose of this option is to develop a meaningful professional growth plan. The professional growth option is voluntary. Those
participating in the PGO shall meet the following criteria:
1. Employees must have received four consecutive satisfactory annual evaluations in the Eatonville School District.
2. By no later than May 31st of the previous school year, the employee will indicate participation in the PGO, unless a later date of
initiation is mutually agreed upon between the employee and the administrator.
3. No more than one-third of those eligible in each worksite may participate in any given year.
4. The short form provided in Appendix F of this agreement will be used to evaluate employees in the PGO.
5. An individual may remain on the PGO for 2 years but must be evaluated via the traditional summative evaluation every third year.
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ARTICLE VII
WORKING CONDITIONS
VII.1 Workday
The Employee workday shall be 7-1/2 hours in length, with a duty-free 30-minute lunch break. Variations to 30/30 bar (thirty [30]
minutes before and thirty [30] minutes after school) for district or building staff development must be mutually agreed upon.
Elementary Employees shall not be assigned regular recess duty. They may be asked to cover recess in an emergency situation. The
absence of one (1) recess duty aide is not an emergency. The absence of two (2) recess duty aides shall be considered an emergency.
VII.2 Preparation Time
a. For all elementary full time classroom teachers, preparation time shall be at least one hundred fifty (150) minutes per each five (5)
days of employment.
b. Each kindergarten teacher will be provided with a substitute for one day per class to enable the teacher to assess students for
reports cards. This provision is dependent on levy passage.
c. Administration will work on length and consistency of elementary preparation time to make every effort to meet the goal of three (3)
45-minute and two (2) 30-minute blocks of time for a total of 195-minutes per week. The first meeting to evaluate the goal will be held
in October of 2012.
d. For all middle school and high school full time classroom teachers, preparation time will be one class period per day. The principal
will attempt to distribute covering class assignments equally among available staff.
e. The district will provide certificated teachers one half-day without students at the end of each quarter for grading and planning to
coincide with the trimester schedule when trimesters are implemented.
VII.3 School Nurse
The District will continue to have a full-time nurse contingent upon passage of the levy.
VII.4 Individual Teacher Contract
The District shall provide each certificated employee it intends to rehire a contract for the following school year by May 15.
Individual contracts for Employees of the District, if issued prior to the completion of negotiations, shall contain a rider allowing adjustments
as per the negotiated Agreement.
VII.5 Calendar
The Employee contract calendar year, or years, will be negotiated. There shall be no deviation from or change in this calendar except
by mutual agreement of the Board and the Association or as necessitated by a Superintendent-declared emergency. The District shall
reschedule emergency days after conferring with the Association.
Negotiations regarding the calendar will be scheduled so that agreement can be achieved by February 28th. Rescheduling the
emergency makeup days will be negotiated within five days of the emergency closure.
VII.6 Class Size
Recognizing the restrictions of state laws and the problems inherent in balancing class size in school districts with several small buildings,
the goal of the Eatonville School District and the Eatonville School Board is to have class sizes as small as possible.
The following building class size averages are considered the maximum allowable.
K-3 24
4-5 25
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6-12 27
Resource 30 caseloads
Self-contained 12 caseloads
If these averages are exceeded, representatives for the Association and Eatonville School District will decide on appropriate action within
five school days. Class size language will be renegotiated within thirty (30) working days of a double levy election defeat.
In classes where there exists physical limitations as to the number of safe, operating student work stations, class size shall be limited to the
number of students those work stations will accommodate. Should any station be limited by size, availability of student stations and/or
safety considerations, the building staff and administration shall jointly determine the maximum student capacity for that teaching station.
Among such classes are art, science laboratories, keyboarding or computer classes, industrial arts, home and family life, and although not
listed, classes in which instruction is largely dependent upon the use of special equipment, machines, or other mechanical devices or
special work stations of highly individualized nature.
VII.7 Selection Committees
There shall be a teacher elected by the affected faculty on all selection committees for the employment of principals/directors new to the
district.
VII.8 Special Programs
In order to facilitate communication and achievement of student instructional program goals, the District will comply with the following proce-
dures when planning for assessment and development of special instructional programs. In the ev ent of changes in State laws, regula-
tions or funding, the District and the Association will meet to implement necessary changes.
1. Evaluation Team Involvement in "Assessment"
In order to ensure the input and participation of teaching staff with respect to the needs of special education students, the District will
notify members of the Evaluation Team (ET) of their involvement in the assessment process. The following people will be invited to
participate on the ET: special education teacher providing the program, regular education teacher(s), appropriate support services
personnel and the School psychologist.
2. Individual Education Program Recommendations
Following assessment and upon completion of the Evaluation Report (to be completed by Director of Special Services or designee)
all teachers and support staff who have significant contact with the child/student shall be informed of:
a. Recommendations to the Individual Education Program (IEP) and related services needed, needs for specialized materials or
equipment, learning modalities, and student management strategies as determined to be significant to the student's program.
b. As per Washington State guidelines, each ET member shall review the summary analysis and verify their agreement or in the
case of disagreement be given the opportunity to submit a statement to be attached to the evaluation report reflecting their
disagreement.
3. IEP Conferences
All special education teachers, support services personnel and regular education classroom teachers who have academic contact
with students qualifying for special education programs will be notified in advance and be invited to attend IEP conferences.
Required participants include: district representative, regular classroom teacher and Special Education teacher; optional participants
(when services are required) are, OT, PT, SLP and member of the assessment team, parent or student (if 14 years or older).
Every attempt will be made to hold IEP conferences during normal working hours of the teachers. Each significant person will be
solicited for information that will help in the decision-making process for that student's program. That information would be presented
to the Evaluation Team for consideration. In the event the conference is held during class time, the District will make reasonable
attempts to cover classes of regular classroom teachers who wish to attend.
4. Transfers
The district shall, prior to transfer of a special education student, make an attempt to convene a staffing to discuss the student's
proposed placement.
Should it become evident that the formal staffing cannot be scheduled, all significant members of the decision-making process will be
solicited for input and informed of any decisions that affect the student's placement.
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5. Student Scheduling
To facilitate equitable distribution of Special Education students assigned to classes within specific grade levels, teachers will be
afforded the opportunity to take part in the decision-making process regarding classroom assignments. Classroom assignments
and/or class scheduling with teacher input will be accomplished by the end of the school year.
6. In-Service
Every three years the District will provide the opportunity for in-service to teachers in all schools regarding the referral, assessment
and IEP processes, and discipline procedures for handicapped students. Should additional training become necessary for teachers
who have special needs students in their classes (i.e. hearing/-visually impaired, health/orthopedically impaired, behav-
iorally/emotionally disabled), the district will provide in-service training for those teachers at their request. The District will also
provide training on the above subjects during new teacher orientation.
7. Staffings
By the end of the first month of every school year, the District will disperse information regarding all Special Education students
enrolled. This information may include: current levels of performance, behavioral concerns, reasonable evaluation methods and
expectations. All Special Education teachers, the Director of Special Services/District Psychologist, appropriate support services
personnel, and all regular education teachers hav ing significant contact with each student will be made aware of that information.
Dispersion of information will be during the regular school day; the District will make every reasonable effort to ensure that each stu-
dent's program will be addressed.
8. Remediation
Within each school, representative staff will be solicited for information and participation in the decision-making process to determine
appropriate remediation programs.
9. If needed, the District and Association shall establish a joint committee to review special education concerns and make
recommendations.
VII.9 Class Coverage at Administrative Request
Teachers who cover classes at administrative request will be compensated at the hourly rate 0.0008 of the Appendix G base per hour. A
substitute day will be considered six hours of actual teaching time. An hour class is considered any time in excess of 35 minutes. Every
effort will be made to hire a substitute teacher for a half-day or longer absence by a regular teacher. In the event no employee
volunteers for class coverage as requested by the administration, the District may assign a teacher to cover classes. The District shall be
limited to three (3) such assignments per academic year per assigned employee. An assignment shall be defined to include any
employee volunteering to cover classes as a result of an administrative request. Additionally, if an employee has been assigned and the
assignment is canceled, the canceled assignment shall serve as one of the three assignments. The District shall notify employees subject
to assignment at least five (5) workdays prior to the assignment. No employee shall be required to cover more than one (1) c lass per
day.
VII.10 Substitutes
A substitute who replaces an individual on leave for more than twenty (20) consecutive days shall be placed appropriately on the salary
schedule effective on the 21st day.
ARTICLE VIII
LEAVES
VIII.1 Sick Leave
Front loaded sick leave may be used in the case of absences necessitated by personal illness. In accordance with state law, earned sick
leave may be used for illness of a minor dependent child, seventeen (17) years of age or younger, living in the same household,
temporary disability or injury of the employee, or because of quarantine in the immediate family, or because of serious health condition of
an immediate family member, sick leave provisions shall apply (WAC).
Serious health condition means an illness, injury, impairment, physical or mental condition that requires the employee’s personal care and
support. The employer is responsible for designating if an employee’s absence counts as sick leave based on information from the
employee.
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Immediate family means spouse, child, stepchild, foster child, parent, stepparent, grandparent, sibling, stepsister or stepbr other, equivalent
-in-laws.
Disabilities immediately related to childbearing shall be considered temporary disabilities.
Each Employee shall be furnished an accounting of their accumulated sick leave at the beginning of the year. The sick leave provisions
are as follows:
1. Every person under contract for a full school year (180 days), in a position requiring certification shall be entitled to twelve (12) days
annual leave of absence for personal illness, temporary disability or personal injury. Such sick leave not taken during the year shall
be accumulated from year to year. A certificated Employee under contract as a part-time Employee for a period less than the full
school year shall be entitled to that proportion of twelve (12) days leave of absence for illness or injury as the total number of full days
contracted bears to one hundred eighty (180) days. Front loaded sick leave used in excess of earned sick leave, will be deducted
from the final paycheck upon separation of employment.
2. Pay for any period of absence shall be the same as the pay the Employee would have received by contract for regular services.
3. Personnel claiming sick leave benefits for more than five (5) consecutive days may be required to submit a written statement from a
regularly licensed physician which outlines the need for continued absence for medically approved reasons.
4. Employees are granted the right to donate sick leave to come to the aid of another employee represented by this agreement who is
suffering from an extraordinary or severe illness, injury, impairment or physical or mental condition which has caused or is likely to
cause the employee to take leave without pay or terminate his or her employment.
5. Sick leave is deducted in quarter day increments based upon a 7.5-hour workday.
6. Align shared leave with RCW 28A.400.380 and WAC 41.04.650-665.
Caution: Long Term Disability Insurance has a 60 day benefit waiting period.
VIII.2 Personal Leave
Personal leave of three (3) days shall be granted with pay. Such leave may be taken at the Employee's d iscretion and need not be
defined beyond the word "personal". One day may be carried forward to the next school year, not to exceed four (4) personal days in a
year.
Cash out provision of unused personal leave:
a. One to two absences of sick leave: cash out 3 personal days at sub rate of pay.
b. Three absences of sick leave; cash out 2 personal days at sub rate of pay.
c. Four or five absences of sick leave; cash out 1 personal day at sub rate of pay.
d. Turn in time sheets to principals during June checkout documenting 3 hours of outside work per each personal day of cash out and
receive the pay in August.
VIII.3 Bereavement Leave
1. Five (5) days leave, with pay, will be granted to an Employee who is absent due to the death of a spouse, child, step-child, parent,
step-parent, sibling, step-sister or step-brother.
2. Two (2) days leave, with pay, will be granted to an Employee who is absent due to the death of a relative or relative-in-law not
identified in Article VIII.3.1.
3. One (1) day bereavement leave, with pay, shall be granted to attend the funeral of other relatives or close personal friend.
4. Up to two (2) additional days to extend 1., 2., or 3. above or for other bereavement purposes will be allowed per year with the
understanding that the Employee will have substitute wages deducted.
VIII.4 Jury Duty and Subpoena Leave
Leaves of absence with pay are allowed for jury duty and for response to school related subpoenas.
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VIII.5 Attendance Incentive Program
1. Any Employee who wishes to cash in unused sick leave days may, at their option, do so in January of the respective school year.
Employees wishing to pursue this option will be subject to any or all provisions and limitations of applicable statutes and regulations in
effect at the time of signing this agreement.
2. Any Employee who is separated from District employment due to retirement or death during these respective periods may elect
(personally or by his/her personal representative, as appropriate) to convert accumulated unused sick leave days to monetary
compensation subject to any and all provisions and limitations of applicable statutes and regulations in effect at the time of
implementation. In lieu of cash compensation, the employee may elect to have post-retirement medical benefits in accordance with
state and federal law.
3. All payments by the District under this section shall be made as soon as reasonably practicable.
VIII.6 Extended Leaves
1. Leaves of absence for up to one year without pay will be granted when requested by the employee for reasons of study, travel,
health, recuperation, family care, working in a professionally related field, public service or teacher exchange programs.
Applications for leaves must be received prior to April 1 (except for the purpose of family care and employee health related issues)
in order to be considered. Applications will be acted upon at the April business meeting of the board of directors.
2. Employees on leave of absence must notify the District of their intent to return by March 1st of the leave year. Failure to notify the
District by March 1st will be considered notice of resignation.
3. The employee may request and the Board may grant up to one additional year of leave. No more than two consecutive years of
leave may be granted during a five year period except in cases of family care and employee health related issues.
4. Employees on leave maintain the same seniority rights held at the time of taking the leave and are subject to reduction in fo rce
procedures on the same basis as those currently employed.
5. Employees on leave may continue their group insurance premiums if they remit the total monthly cost of such premiums to the District
prior to date payment is due. Upon return from leave the employee will be returned to the same position or a similar one.
VIII.7 Sabbatical Leave
Certificated Employees with six or more years of continuous service with the Eatonville School District may be granted a year 's leave of
absence for the purpose of furthering professional growth by means of graduate study or by other means approved by the
Superintendent. The following policies are to be adhered to when granting sabbatical leaves:
1. The number on leave for study and travel shall be limited to two (2) percent of the total professional staff during any school term.
2. Applications outlining plans for the period of absence must be submitted to the Superintendent for consideration, suggestion and
approval.
3. Applications for sabbatical leave must be filed with the Superintendent not later than February 15 of the year in which the leave is to
become effective.
4. First priority will be given to any application for full-time graduate level studies.
5. The recipient shall receive a grant not to exceed two-thirds (2/3) the annual contracted salary for the year in which the sabbatical
leave is to be taken. It shall be paid in equal monthly installments during the year's leave of absence.
6. Seniority, retirement, and all other rights afforded by the District are retained. Any additional benefits granted to regular Employees
will automatically apply to those on sabbatical leave.
7. The recipient must agree to return to the service of Eatonville School District for a period of one (1) year following expira tion of the
sabbatical leave period or must return all or part of the sabbatical pay received, at the discretion of the Board of Directors.
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8. An Employee returning from leave shall be returned to the same position, a position of equal status, or may be promoted to other
positions.
VIII.8 Association Leave
The Eatonville Education Association will be allowed up to a cumulative total of twenty (20) days of absence each year for professional
meetings and business of the National, State, and Local Education Association. The Association will give five (5) days advance notice
whenever possible to the District of pending absence. No more than three (3) persons shall be gone at one time. The Associa tion will
reimburse the District at the substitute teacher pay rate for substitutes hired to cover such absences.
VIII.9 Maternity Leave
Maternity leave will be treated as any disability leave for accident, illness or injury as per the FMLA (Family Medical Leave Act) and the
WFCA (Washington Family Care Act).
VIII.10 Family Medical Leave
The provisions for the FMLA (Family Medical Leave Act) shall apply when appropriate.
VIII.11 Exchange Teaching
An employee may participate in teacher exchange programs under the aegis of the Office of the Superintendent of Public Instruction or
Fulbright Exchange Program, subject to board approval, provided that:
1. The exchange includes one (1) contract year, or the remainder of one contract year, and does not include parts or portions of two
(2) contract years.
2. The superintendent has determined that the exchange program would be beneficial to the employee and the District.
3. There would be no additional cost to the District.
4. The exchange teacher would be a suitable replacement.
ARTICLE IX
ECONOMIC PROVISIONS
IX.1 Salary, General
The salary schedule shall be patterned after the state allocation model, utilizing the Office of the Superintendent of Public Instruction
allocated base salary.
IX.2 Required Certificates
All certificates and credentials, or suitable proof of qualification shall be presented prior to and no later than the commencement of the
school year.
IX.3 Salary Placement and Advancement
The standards used by Office of the Superintendent of Public Instruction for placement and advancement credits/clock hours as
recognized by Office of the Superintendent of Public Instruction on the State Allocation Model (SAM) shall be applied.
IX.4 Initial Placement
a. To qualify for initial placement on the salary schedule, all certificated Employees must file official transcripts of college credit in the office
of the Superintendent before individual contracts can be validated. Upon request, applicants for employment shall be advised of
their initial placement on the salary schedule.
b. Placement in the appropriate column for educational attainment shall be determined by the number of quarter credits/clock hour
credits acquired after attainment of a Bachelor of Arts/Science degree or Standard Certificate or related job experience in Vocational
Education if the college recognizes such job experience toward a Vocational Education or Standard Certificate.
c. Military service experience credits shall be granted at the rate of one (1) year for each full year of active duty service to a maximum
of two (2) years experience credits, provided that the teacher requesting such credit must have been employed as a teacher at the
time he/she went into active duty status.
IX.5 Date of Professional Credit
To qualify for professional advancement, additional professional credits of the Employee must be submitted by transcript or grade slip to
the Superintendent by the third day of the school year to be reflected as a salary increase in the September warrant. If the transcript or
grade slip is submitted subsequent to the third day of school but on or before October 1, the salary increase will be retroactive to the first
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day of employment of the current school year. No salary adjustments or professional advancement for professional educational credits
will be made for that contract year for credits submitted after October 1.
IX.6 Experience Advancement
Each certificated Employee shall be entitled to advance one step for each year of teaching experience while under contract with the
District within the limitations of the adopted salary schedule. All teaching experience of less than 180 days shall be credited based on state
approved FTE calculations.
Experience advancement will be granted on a ratio of FTE worked to a maximum of 1. All experience given will be in compliance with
and funded by the apportionment office of public instruction.
IX.7 Salary Reopener
If the District is notified by either Office of the Superintendent of Public Instruction or the State of Washington that it may be out of compliance
with rules and regulations or laws relating to salary increases, the parties shall meet within five (5) working days of receipt of notice to
make reductions necessary to obtain compliance.
Salaries may be reopened by the Association or the District for negotiations in either of the following events: (1) the Legislature repeals
the present salary limitation as applied to the District, or (2) the present salary limitation laws are voided as applied to the District by a final
and binding court order. Flow through monies will be distributed as funded and received.
The parties acknowledge the necessity for the District to comply with state compensation limitations. The parties intend that nothing in the
Agreement shall operate to preclude the District from complying with state compensation laws nor to vest employees with compensation in
excess of that provided for by law.
In the event that the Legislature, during the term of this contract, authorizes additional funds for salary increases or insurance benefit
increases, the District and the Association shall negotiate the expenditure of such funds.
IX.8 Length of Contract
The length of the contract is 180 days for returning employees and 181 days for new employees plus any additional days allocated and
funded by the State. The additional day for new employees shall be used for orientation to district policies and procedures. Any locally
agreed upon extension of contract days shall be computed at full per diem of that individual's contracted rate of pay.
IX.9 Scheduled Optional Per Diem Days
Two scheduled optional per diem days prior to the start of school shall be held for district/building planned staff development activities in
accordance with the provisions of Article VII.5 of this agreement for all full-time and part-time employees. A third scheduled optional day
will be the day following the last student day A fourth optional per diem day contingent on adequate funding, and school board approval,
will be scheduled. Leave provisions shall not be applicable to per diem days.
Section IX.9 may be suspended during school years impacted by a double levy failure.
IX.10 Three Optional Per Diem Work Days
Three (3) optional per diem days will be paid at the employee's per diem rate of pay plus benefits. All optional per diem days are
prorated on FTE status. These optional days may be worked between August 1st and July 31st of each school year. All timesheets for
the school professional development year that ends on July 31st must be turned into the district office by August 15th for processing. Two
of the days may be worked at the employee’s discretion and logged in fifteen minute to seven and one-half hour increments. Upon
completion of seven and a half hours, each of these days may be submitted for per diem pay. Employees may submit a partial day if they
have not worked a full seven and a half hours by two (2) weeks after the close of the school year. At least one of these days, scheduled
in advance with the employee’s supervisor, shall be for professional development that will better assist students in meeting the essential
academic learning requirements and student assessment performance standards.
One optional per diem day may be used toward Professional Certification class time by teacher with Residency Certification.
Section IX.10 may be suspended during school years impacted by a double levy failure.
IX.11 Changes in Payroll Deductions For Income Tax Purposes
The District will make an IRS Section 457 plan provided by the Department of Retirement Services available to certificated employees.
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In addition to the aforementioned, upon written request of at least five participants, the District shall make IRS Section 403b and other IRS
Section 457 plan deductions that the employees authorize. This provision is subject to the limitations of district equipment and or
personnel.
IX.12 Incentive Pay
Each full-time certificated Employee will be eligible for up to $600.00 for teachers for IDEA (Instructional Development/Enhancement
Agreement). Part-time employees will participate at the level of their employment. Each building will form an IDEA committee made up of
one teacher elected by EEA members in the building plus one administrator. The employee will submit a proposal to the IDEA committee
on the IDEA form. All proposals, except staff development requests, must be submitted to the IDEA committee by May 15th and to the
district administration office by May 20th. Such activities as the following are eligible for IDEA reimbursement:
a. Expenses for classes, conferences and workshops (WIAA clinics excluded).
b. Supplemental contract to attend classes, conferences, and workshops.
c. Substitute costs for curriculum work, conferences, visitations and workshops held during the day if teaching time must be lost.
d. Travel expenses to include mileage, meals, hotel, airfare, etc. for conferences, classes, and workshops.
e. Materials and equipment for developed projects, including textbooks, supplies, subscriptions, stickers, incidentals, etc. Non-
consumable materials and equipment are property of the school district and must be added to the school inventory.
f. Beginning with the 2001-2002 academic year employees shall, at their discretion, be allowed to log time and after accumulating one
day (7 1/2 hrs) submit the log to the District for per diem reimbursement from funds remaining in their IDEA account.
g. When the employees IDEA balance reaches a trigger-point at $1,200.00, the District will request that the employee submit a written
statement or email describing the plan of how the employee will use the money. If no plan submitted, the amount above $1,200.00
will go into the building budget where the employee currently is employed. .
h. Participation in IDEA is voluntary.
i. New allocations may be suspended during school years impacted by a double levy failure. However, money already allocated in
individual accounts will be available for expenditure.
j. Incidental reimbursement shall be paid once per year. The request will be turned in by June 30th for payment at the end of July.
IX.13 Overpayment
In the event that it becomes necessary for an employee to reimburse the District due to overpayment errors, the reimbursement schedule
will be determined in consultation with the employee.
IX.14 Restructuring Committee Work and Staff Development
The District and Association agree to abide by Office of the Superintendent of Public Instruction regulations regarding funding allocations
for restructuring activities. The rate of base pay will be a minimum of $20.00 per hour for committee work or staff development.
IX.15 Trainer Compensation
The trainer compensation rate will be an hourly per diem rate with a $20.00 minimum.
ARTICLE X
FRINGE BENEFITS
X.1 The District shall provide the maximum amount provided by the legislature plus thirty (30) dollars per month according to FTE (without
HCA deduction) for dental and medical premiums.
Funds in excess of those expended for dental and medical premiums but less than the amount provided by the legislature and district per
month per FTE shall be pooled and applied equally to defray costs for employees whose premiums are in excess of the amount pr ovided
by the legislature per month per FTE.
Any premium costs in excess of funds provided in this provision shall be deducted from the respective individual's monthly pay warrant.
The District will accommodate changes in marital status and increases/decreases in families.
Fringe Benefits may be reopened by the Association or the District for negotiations in either of the following events: (1) the Legislature
repeals the present salary limitation laws as applied to the District; or (2) the present salary limitation laws are vo ided as applied to the
District by a final and binding court order. Flow through monies will be distributed as funded and received.
19
The parties acknowledge the necessity for the District to comply with state compensation limitations. The parties intend that nothing in the
Agreement shall operate to preclude the District from complying with state compensation laws nor to vest employees with compensation in
excess of that provided for by law.
Before September 15 each year of this agreement, the district and Association will co-sponsor and plan a Fringe Benefit presentation to
interested employees.
X.2 Mutually approved insurance programs will be made available to all certificated employees that may feature, but are not limited to, the
following:
Mandatory:
Dental
Long term disability
Optional:
Medical
Short term disability
Each January the District will host an insurance benefits review committee.
X.3 The District will establish a full IRS Section 125 “cafeteria” Plan according to federal law.
ARTICLE XI
REDUCTION IN FORCE
XI.1 Personnel
1. Programs, Services, and Staff Retention: Prior to May 15, the Board shall determine whether the District will maintain its educational
programs and services substantially at the same level for the following school year. If the Board adopts a modified educational
program due to financial reasons, it shall identify those certificated staff members who will be retained to implement such a modified
program and those certificated staff members, if any, whose contract will not be renewed.
2. Notice and Appeal: In the event the Board determines that probable cause for reduction in force exists, the non-renewed certificated
staff members shall receive a notice of probable cause pursuant to RCW 28A.405.300 or 28A.405.210. Said certificated staff
members, with the exception of the provisional employee(s), may appeal any said probable cause determination directly to the
Superior Court of Pierce County. Such appeal shall not impede the District from continuing its implementation.
3. Modification Recommendations: The Association may, upon request, make recommendations to the Board about possible program
and service modifications.
XI.2 Administrative Procedures
1. Staff Retention:
a. In the event there is modification of programs and services for financial reasons, the number of certificated personnel which is
required to implement the modified educational programs and services shall be determined as provided in this section.
b. In an effort to eliminate the necessity of non-renewal or involuntary terminations, every reasonable effort shall be made to
ascertain the number of certificated positions which will be open for the following year by reason of normal attrition as outlined
below. Such vacancies shall not be replaced except as indicated in #3 below.
1. Voluntary and mandatory certificated personnel requirements.
2. Normal certificated personnel resignations.
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3. Vacant positions will be filled by transferring currently employed certificated staff members within the district, unless, by
reason of certification, training, or experience no qualified person is available.
4. Greater than a 0.51 FTE can bump a full-time employee if the part-time position is eliminated.
c. To insure that the certificated staff recommended for retention will be qualified to complement the educational program
determined by the Board, all certificated employees must possess such valid Washington State certificate(s) with appropriate
endorsements as may be required by law for the position(s) under consideration. In addition, the following categories are
established to allow for the least disruption of the ongoing program and to provide for the least deviation from the present
assignment of personnel:
Teachers will be grouped district-wide in separate categories as follows:
Elementary Grade K - 5
Secondary Grade 6 - 12
Specialties: Defined as normally accepted academic major or minor areas
Special Services
d. Each Certificated Employee will, in accordance with the criteria set forth in paragraph c. above, be considered for retention in
the category or specialty held at the time of the implementation of these procedures and, in addition, in such additional
categories or specialties as any such Employee may designate in writing to the Superintendent, provided that, in o rder to
qualify for consideration in any such additional category or specialty, the Employee:
1. Must have had a minimum of one (1) year's full time professional experience teaching in each such additional category
or specialty, or
2. Must have the equivalent of a college major (45-quarter hours or 30 semester hours) or minor (15-quarter hours or 10
semester hours) in each such additional category or specialty.
Any written designations for consideration in additional categories or specialties shall be submitted within five (5) days after any
request for such information is made by the Superintendent. Employees will only be considered for additional categories or
specialties under this paragraph if they do not qualify for retention in the category of specialty held at the time of the
implementation of these procedures.
e. By January 20 of each school year the District will publish and distribute to all certificated employees and the Association a
seniority list ranking each employee from the least seniority to the greatest seniority based upon an employee’s experience on
the close of the previous school year and endorsements submitted by October 1st of the current school year. It shall be the
responsibility of each employee to verify his/her seniority ranking and promptly to report any dispute thereof in writing to the
District and Association. Each employee who, within fifteen (15) days after the posting, fails to notify the District and Association
that a dispute exists regarding his/her seniority ranking posted, shall be presumed to have concurred with the seniority ranking
ascribed to such employee on the posted list.
The finalized list shall be posted in each school and be provided to the Association forthwith. Such list shall include all
corrections, deletions and additions of personnel or their seniority ranking for the school year and shall be the only list used for
layoff and recall purposes resulting from that school year. Service and academic credits accrued after the posting of the final list
shall not be used to alter the employees’ seniority ranking until the ensuing school year.
f. Certificated Employees will be recommended for available positions within each category or specialty on the basis of District
affirmative action goals and seniority (total years of experience as a certificated employee in education). In order to determine
the number of years of service for seniority ranking, the District and Association agree that years of certificated service w ithin
public schools of the State of Washington, including paid leaves of absence within Eatonville School District No. 404, but
excluding substitute teaching experience comprise the seniority formula. Within each category or specialty, the senior
employee(s) shall be recommended for retention if the category or specialty is not eliminated. If a tie exists, the Employee with
the greatest teaching experience in the Eatonville School District shall be recommended for retention. If ties still exist, the
preference will be given to the Employee(s) which is/are the further to the right in horizontal placement on the salary schedule
21
as credited by the District Superintendent's office by October 1 on the current salary schedule. If ties still exist, the preferences
will be given to the employee(s) by placing numbered pieces of paper in a hat and each employee(s) within the tie situation
drawing a piece of paper with a number on it. The person(s) with the lower number(s) will be the person(s) considered for
retention.
g. In the event the Board determines that probable cause for reduction in force exists, each Certificated Employee in the district
shall be listed in conformance with 1.c., d., e. The list shall be ordered from the highest rating (with respect to the criteria) to the
lowest. Every Certificated Employee to whom this procedure applies shall be provided with the list upon which that Employee's
name appears, along with the number of Certificated Employees projected to operate the district's proposed program.
h. Any staff member may, in writing, and within five (5) working days of receipt of the list, file with the Superintendent his/her
objection to the ranking order. The Employee may request consideration for the modification of the ranking order based on the
information in the District's possession. Said individual must include in the request a full statement as to the facts on which
he/she contends the list should be modified. If the Superintendent rejects the individual's request for modification of the list, he
shall do so in writing and provide the individual and the Association with copies thereof.
i. Prior to May 15 of the year immediately preceding the school year in which the modified educational programs will take effect,
the name of the certificated personnel to be non-renewed or terminated, if any, shall be identified and submitted to the Board of
approval and action under RCW 28A.405.210.
j. All certificated personnel who are not recommended for retention in accordance with these administrative procedures shall be
terminated from employment and placed in an employment pool for possible re-employment. Employment pool personnel will
be given the opportunity to fill open positions within the categories or specialties for which they are qualified. If more than one
such Employee is qualified for an open position, the Employee which was last non-renewed or terminated shall be the first
offered such a position.
1. When a vacancy occurs for which any person in the employment pool qualifies, notification from the District to such
individual will be in certified or registered mail, or personal contact by the Superintendent or his designee. Such individual
will have five (5) calendar days from receipt of the letter or from the date of the personal contact to accept the position.
2. If an individual in the employment pool fails to accept a full-time position for which he/she is eligible, pursuant to this policy
such individual shall be dropped from the employment pool.
3. At the end of the school year in which any modified educational program is to be implemented, certificated staff members
remaining in the employment pool shall be offered contracts for available certificated positions for which they are qualified.
In the event that there are not sufficient vacant positions to offer contracts to all employment pool personnel, the
employment pool shall be re-established for one (1) additional year.
k. The District will utilize employment pool personnel as substitutes on a first priority basis.
l. Certificated personnel within the employment pool may pay their total medical insurance premium to the District, and in turn, the
District will forward the money to the appropriate medical payment center so that the member of the employment pool and
her/his dependents will be included within the group medical insurance, subject to approval of insurance carrier.
m. Any member of the employment pool who accepts or signs a full-time contract with an educational institution will disqualify him-
self/herself from the employment pool.
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ARTICLE XII
DURATION
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APPENDIX A
FORM A
COMPLAINT BY THE AGGRIEVED
(Type or Print)
Aggrieved Person Date of Formal Presentation
Home Address of Aggrieved Person
Telephone
School Immediate Supervisor
Years in School System Subject Area or Grade
Association Representative
STATEMENT OF GRIEVANCE: (See Article IV.2. Attach additional sheets if necessary.)
Provision(s) violated:
How violated:
When violated:
RELIEF SOUGHT:
Date Signature of Aggrieved
Date Received Signature of Immediate Supervisor
Distribution of Form by Supervisor:
Grievant
Association Representative
Association President
Superintendent
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APPENDIX B
FORM B
Step 1
Distribution of Form:
Grievant
Association Representative
Association President
Superintendent
DECISION OF SCHOOL PRINCIPAL
OR IMMEDIATE SUPERVISOR
(To be completed by school principal or immediate supervisor within 5 days after receipt of the grievance.)
Aggrieved Person Date of Formal Presentation
School School Principal/Immediate Supervisor
DECISION OF SCHOOL PRINCIPAL OR IMMEDIATE SUPERVISOR AND REASONS THEREFORE:
Date of Decision
Signature of Immediate Supervisor
AGGRIEVED PERSON'S RESPONSE:
I accept the above decision.
I hereby refer the above decision to the superintendent for review.
Date of Response
Signature of the Aggrieved
25
APPENDIX C
Form C
Step 2
Distribution of Form:
Grievant
Association Representative
Association President
Immediate Supervisor
DECISION BY SUPERINTENDENT
(To be completed by the Superintendent within 12 days after receipt of the grievance.)
Aggrieved Person Date of Formal Presentation
Date of Appeal Received by Superintendent
Date of Hearing Held by Superintendent
DECISION OF SUPERINTENDENT AND REASONS THEREFORE:
Date of Decision
Signature of Superintendent
AGGRIEVED PERSON'S RESPONSE: (To be completed by aggrieved within 5 days of decision.)
I accept the above decision by the Superintendent.
I hereby refer this grievance to the Association for further consideration under Article V.2.3 or V.2.4.
Date of Response
Signature of the Aggrieved
26
APPENDIX D
Form D
Step 3
Distribution of Form:
Association
Superintendent
Grievant
DETERMINATION REGARDING ARBITRATION
(To be completed by the Association President and Executive Board within 5 days of the receipt of request from aggrieved.)
Aggrieved Person Date of Formal Presentation
Association President
Date Request Received for Arbitration
DETERMINATION BY ASSOCIATION:
The Association, through its designated bodies, has determined that this grievance is not meritorious and/or that ٱ
submitting it to arbitration is not in the best interests of the school system.
The Association, through its designated bodies, has determined that this grievance is meritorious and that submitting it to ٱ
arbitration is in the best interests of the school system. The grievance therefore is hereby submitted to arbitration.
Date of Determination
Signature of Association President
SELECTION OF THE ARBITRATOR: (To be completed by the Superintendent and Association
President within 10 days after the request for arbitration.)
The parties have agreed upon and selected as
(Name of Arbitrator)
the Arbitrator to whom the appended grievance is hereby submitted.
Date of Designation
Signature of Superintendent
Signature of Association President
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APPENDIX E
FORM E
Step 3
Distribution of Form:
Association
Superintendent
Grievant
DETERMINATION OF ARBITRATOR
(To be completed by the Arbitrator within 20 days after close of hearings.)
Arbitrator
Aggrieved Person
Date of Formal Presentation
Date of Request for Arbitration
Date(s) of Arbitrator's Meeting(s)
DECISION OF ARBITRATOR AND REASONS THEREFORE:
(Decision shall be final and binding to grievant and the Board.)
Date of Decision
Signature of Arbitrator
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APPENDIX F F-1
CLASSROOM TEACHER EVALUATIVE CRITERIA
Criterion 1. Instructional Skill The teacher demonstrates competency in designing, conducting, and assessing educational experiences appropriate to
district and state learning goals..
AREAS OF EVALUATION
Design and Plan Instruction
• The teacher demonstrates competency in designing instruction based upon state essential learnings, district
curriculum and student needs.
Delivery of Instruction
• The teacher demonstrates competency in delivering instruction based on best practices utilizing a variety of
strategies that meet the various learning needs of students, including learning styles, multiple intelligences and
thinking skills.
Assessment of Learning
• The teacher demonstrates competency in assessing student learning by utilizing a variety of assessment tools and
utilizing the information to modify instruction and communicate achievement.
Possible Indicators:
a. Utilizes teaching techniques, which are consistent with the course objectives. Such techniques will:
1. make provisions for differences in the abilities among students;
2. provide for previous knowledge, abilities, and interests the class;
3. make effective use of instructional equipment, materials, and resource personnel;
4. provide a variety of activities in keeping with the maturity and attention span of the students;
5. implement lesson plans but permit flexibility.
b. Gives explanations, assignments, and directions clearly.
c. Makes reasonable and appropriate assignments.
d. Motivates students by making lessons interesting and challenging.
e. Helps students by making lessons interesting and challenging.
f. Evaluates daily lessons and units of study by assessing student achievement objectives.
Criterion 2. Knowledge of Subject Matter: The teacher demonstrates a working knowledge of educational theory, best instructional practices and subject
matter areas.
Possible Indicators:
a. Keeps abreast of new developments, ideas, and events in the subject matter area(s).
b. Possesses competence in subject matter.
c. Provides guidance and assistance for students.
d. Uses knowledge of individual student(s) to design learning experiences and facilitate learning.
e. Evaluates individual student progress regularly and maintains records for report cards and/or parent conferences.
Criterion 3. Professional Preparation and Scholarship The teacher exhibits evidence of having a theoretical background in teaching and learning. The
teacher engages in professional improvement and stays current in subject areas.
Possible Indicators:
29
a. Consider as abilities, interests, and performance levels of students in
planning for his or her classes.
b. Establishes immediate and long-range objectives.
c. Prepares effective plans to meet objectives.
d. Plans for continuing evaluation in lessons and units and utilizes the
results in planning subsequent lessons.
e. Provides adequate plans and classroom procedure outline for substitute
teachers.
f. Possesses and maintains appropriate academic background in assigned subject area.
g. Demonstrates commitment to professional activities (attendance at meetings, participation on special committees, etc.)
h. Demonstrates a commitment to the teaching profession and its code of
ethics.
i. Is punctual to school and required meetings.
Criterion 4. Classroom Management: The teacher demonstrates skills in organizing the physical and human elements conducive to learning in the
educational setting.
Possible Indicators:
a. Selects and prepares, prior to the needed class session, equipment and
material appropriate to the pupils, subject matter, and outcomes to be
achieved.
b. Maintains an orderly, attractive and stimulating classroom environment
and atmosphere.
c. Organizes individual, small group, or large group learning experiences
as appropriate to the pupil(s), subject matter, and outcomes desired.
Criterion 5. The Handling of Student Discipline and Attendant Problems The teacher demonstrates ability to manage student discipline in a positive
manner so students are assisted in moving toward self-discipline and acceptable behavior standards.
Possible Indicators:
a. Is able to recognize and correct conditions, which lead to disciplinary
problems.
b. Establishes clear parameters for student "in classroom" conduct and makes known these expectations.
c. Assists students toward developing courtesy, self-control, respect and responsibility.
d. Shows consistency and fairness in dealing with student behavior.
e. Resolves disciplinary problems in accordance with law, school board
policy, and administrative regulations and policies.
f. Assists in maintaining control and enforcing rules throughout the school.
Criterion 6. Effort Toward Improvement When Needed: The teacher demonstrates an awareness of strengths and weaknesses by efforts to improve or
enhance competence.
30
Possible Indicators:
a. Is responsive to constructive criticism.
b. Attempts to implement suggestions for improvement.
c. Initiates and selects continuing education and training in areas of weakness.
d. Seeks help from other certificated personnel.
Criterion 7. Interest in Teaching Pupils: The teacher shows respect for the personal worth and contribution of each student, enthusiastically encourages
students to seek learning, and listens and responds to student concerns. The certificated classroom teacher demonstrates enthusiasm for or enjoyment in
working with pupils.
Possible Indicators:
a. Develops a rapport with the student as an individual (in a professional manner).
b. Deals with personal information and communication in an ethical manner.
c. Provides guidance and assistance for students.
d. Uses knowledge of individual student(s) to design learning experiences and facilitate learning.
e. Evaluates individual student progress regularly and maintains records for report cards and/or parent conferences.
Criterion 8. Professional Responsibility: The teacher supports educational programs, goals, and team decisions within the building, district, community,
and carries his/her share of school responsibilities.
Possible Indicators:
a. Attends and actively participates with other staff members in faculty meetings
b. Attends and cooperatively participates along with other staff members in school improvement planning.
c. Implements along with other staff members in school improvement plan goals and objectives.
d. Deals with sensitive information and communications in an ethical manner.
CERTIFICATED SUPPORT PERSONNEL CRITERIA
Criterion 1. Knowledge and Scholarship in Special Field: Demonstrates a depth and breadth of knowledge of theory and content in the special field.
He/she demonstrates an understanding of and knowledge about common school education and the educational milieu grades K-12, and demonstrates
the ability to integrate the area of specialty into the total school or program.
Possible Indicators:
a. Relates and applies knowledge, research findings and theory derived from his/her discipline to the development of a program of
service.
b. Demonstrates an awareness of personal and professional limitations and has the ability and `knowledge to make appropriate
referrals.
Criterion 2. Specialized Skills: Each certificated support person demonstrates in his/her performance a competent level of skill and knowledge in
designing and conducting specialized programs of prevention, instruction, remediation and evaluation.
Possible Indicators:
a. Designs and conducts programs which provide specific and unique services within his/her discipline.
b. Demonstrates the ability to synthesize and integrate testing and non-testing data concerning the student.
c. Is able to develop goals and objectives which will facilitate the implementation of programs and services.
31
d. Demonstrates the ability to assist teachers and administrators integrate
information into the regular curricular program.
Criterion 3. Management of Special and Technical Environment: Each certificated support person demonstrates an acceptable level of performance in
managing and organizing the special materials, equipment and environment essential to the specialized programs.
Possible Indicators:
a. Selects and/or recommends testing or non-testing devices, materials, equipment appropriate to student needs.
b. Creates an environment which provides privacy and protects student and family information.
c. Utilizes teaching techniques which are consistent with the special field and district policies.
Such techniques will:
1. make provisions for differences in ability among students;
2. provide for the previous knowledge, abilities, and interests of
the class;
3. provide a variety of activities in keeping with the maturity and
attention span of the student(s).
Criterion 4. Support Person as a Professional: Each certificated support person demonstrates awareness of his/her limitations and strengths and
demonstrates continued professional growth.
Possible Indicators:
a. Demonstrates an awareness of the law as it relates to areas of specialization.
b. Demonstrates a commitment to professional activities by attendance at
local and state meetings, participation on special committees, etc.
c. Meets responsibilities in a punctual and reliable manner.
d. Maintains a professional relationship with colleagues, administrators
and parents.
e. Deals with personal information and communication in an ethical manner.
f. Assists in maintaining control and enforcing rules throughout the school.
Criterion 5. Involvement in Assisting Pupils, Parents, and Educational Personnel: Each certificated support person demonstrates an acceptable level of
performance in offering specialized assistance in identifying those needing specialized programs.
Possible Indicators:
a. Consults with other district personnel and parents concerning the development, coordination, and/or extension of services to those
needing specialized programs.
b. Aides other educational personnel in understanding his/her discipline and its classroom uses.
c. Encourages students to seek his/her expertise in helping solve their problems and/or need for information.
d. Willingly communicates with parents when needed.
e. Plans and develops programs to serve.
Criterion 6. Interest in Students: Shows respect for the personal worth and contribution of each student, enthusiastically encourages students to seek
learning, and listens and responds to student concerns.
Possible Indicators:
32
a. Develops a rapport with the student as an individual (in a professional manner).
b. Deals with personal information and communication in an ethical manner.
c. Provides guidance and assistance for students.
d. Uses knowledge of individual student(s) to design provide support and facilitate learning.
e. Evaluates individual student progress regularly and maintains records for services, reports, therapy, and/or parent conferences.
Criterion 7. Professional Responsibility: The certificated support professional actively participates in improvement of educational programs, goals, and
team decisions within the school, program, district, community, and carries his/her share of responsibilities.
Possible Indicators:
a. Attends and actively participates with other staff members in faculty meetings
b. Attends and cooperatively participates along with other staff members in school improvement planning.
c. Implements along with other staff members in school improvement plan goals and objectives.
d. Deals with sensitive information and communications in an ethical manner.
33
Type: Annual: Short Form Long Form
90 day Other
Name Date
School or Department Position Title
This form is designed to assist the administrator and employee in formulating and documenting an
accurate record of the individual's efforts toward professional growth. Its purpose is to help the
administrator and teacher understand, evaluate and/or improve teaching practices.
Prepared By Date
Certificated Employee Date
The employee may add an addendum to the appraisal if submitted no later than June 15th of the appraisal year.
EATONVILLE SCHOOL DISTRICT
CLASSROOM TEACHER EVALUATIVE CRITERIA REPORT
34
CLASSROOM TEACHER EVALUATIVE CRITERIA REPORT
Performance Factors Appraisal
Consider each factor separately by reading
carefully the factor definition and adopted
criteria and by interpreting the
performance
degree definitions only in the context of
that factor.
Meets and/or Exceeds Standard: Results
show attainment of primary work objectives in the
manner reasonably expected of a well-trained
individual in this classification
Appraisal on each factor should be made
independently of other factors. Indicate
your
appraisal on each factor by placing a
check in the appropriate box.
Approaches Standard: Results show
that expectations are frequently met.
Does Not Meet
Minimum Standard:
Attainment of primary
work objectives has not
been reached
PERFORMANCE DEGREES
1. INSTRUCTIONAL SKILL
The teacher demonstrates competency in designing, conducting,
and assessing educational experiences appropriate to district
and state learning goals.
Design and Plan Instruction
• The teacher demonstrates competency in designing
instruction based upon state essential learning objectives,
district curriculum and student needs.
Delivery of Instruction
• The teacher demonstrates competency in delivering
instruction based on best practices utilizing a variety of
strategies that meet the various learning needs of students,
including learning styles, multiple intelligences and thinking
skills.
Assessment of Learning
• The teacher demonstrates competency in assessing student
learning by utilizing a variety of assessment tools and
utilizing the information to modify instruction and
communicate achievement.
Comments: (required)
35
2 KNOWLEDGE OF SUBJECT MATTER
The teacher demonstrates a working knowledge of educational
theory, best instructional practices and subject matter areas.
Comments: (required)
3. PROFESSIONAL PREPARATION AND SCHOLARSHIP
The teacher exhibits evidence of having a theoretical
background in teaching and learning. The teacher engages in
professional improvement and stays current in subject areas.
Comments: (required)
4. CLASSROOM MANAGEMENT
The teacher demonstrates skills in organizing the physical and
human elements conducive to learning in the educational
setting.
Comments: (required)
5. THE HANDLING OF STUDENT DISCIPLINE AND ATTENDANT PROBLEMS
The teacher demonstrates ability to manage student discipline
in a positive manner so students are assisted in movi ng toward
self-discipline and acceptable behavior standards.
Comments: (required)
6. CONTINUOUS EFFORT TOWARD IMPROVEMENT
The teacher demonstrates an awareness of strengths and
weaknesses by efforts to improve or enhance competence.
Comments: (required)
7. INTEREST IN TEACHING STUDENTS
The teacher shows respect for the personal worth and
contribution of each student, enthusiastically encourages
students to seek learning, and listens and responds to student
concerns.
Comments: (required)
36
8. PROFESSIONAL RESPONSIBILITY
The teacher supports educational programs, goals, and team
decisions within the building, district, community, and carries
his/her share of school responsibilities.
Comments: (required)
This evaluation is based in whole or in part upon observations for the purpose of evaluation that occurred
on the dates and for the durations indicated as follows:
It is my judgment, based on the adopted criteria, which this teacher’s overall performance has been:
Satisfactory / Unsatisfactory
Date Evaluator’s Signature My signature below indicates that I have seen this evaluation. It does not necessarily indicate agreement with the findings. Date Signature of Teacher
37
Type: Annual: Short Form Long Form
90 Day Other
Name Date
School or Department Position Title
This form is designed to assist the administrator and employee in formulating and documenting an
accurate record of the individual's efforts toward professional growth. Its purpose is to help the
administrator and Certificated Support professional understand, evaluate and/or improve professional
practices.
Prepared By Date
Certificated Employee Date
The employee may add an addendum to the appraisal if submitted no later than June 15th of the appraisal year.
EATONVILLE SCHOOL DISTRICT
CERTIFICATED SUPPORT PERSONNEL EVALUATIVE CRITERIA REPORT
38
CERTIFICATED SUPPORT PERSONNEL CRITERIA REPORT
Performance Factors Appraisal
Consider each factor separately by reading
carefully the factor definition and adopted
criteria and by interpreting the
performance
degree definitions only in the context of
that factor.
Meets and/or Exceeds Standard: Results
show attainment of primary work objectives in the
manner reasonably expected of a well-trained
individual in this classification
Appraisal on each factor should be made
independently of other factors. Indicate
your
appraisal on each factor by placing a
check in the appropriate box.
Approaches Standard: Results show
that expectations are frequently met.
Does Not Meet
Minimum Standard:
Attainment of primary
work objectives has not
been reached
PERFORMANCE DEGREES
1. KNOWLEDGE AND SCHOLARSHIP IN SPECIAL FIELD
Demonstrates a depth and breadth of knowledge of theory and
content in the special field. He/she demonstrates an understanding
of and knowledge about common school education and the
educational milieu grades K-12, and demonstrates the ability to
integrate the area of specialty into the total school or program.
Comments: (required)
2 SPECIALIZED SKILLS
Demonstrates in his/her performance a competent level of skill and
knowledge in designing and conducting specialized programs of
prevention, instruction, remediation and evaluation.
Comments: (required)
3. MANAGEMENT OF SPECIAL AND TECHNICAL ENVIRONMENT
Demonstrates an acceptable level of performance in managing and
organizing the special materials, equipment and environment
essential to the specialized programs.
Comments: (required)
4. SUPPORT PERSON AS A PROFESSIONAL
Demonstrates awareness of his/her limitations and strengths and
demonstrates continued professional growth.
Comments: (required)
39
5. INVOLVEMENT IN ASSISTING PUPILS, PARENTS, AND EDUCATIONAL PERSON-
NEL
Demonstrates an acceptable level of performance in offering
specialized assistance in identifying those needing specialized
programs.
Comments: (required)
6. INTEREST IN STUDENTS
Shows respect for the personal worth and contribution of each
student, enthusiastically encourages students to seek learning, and
listens and responds to student concerns.
Comments: (required)
7. PROFESSIONAL RESPONSIBILITY
Actively participates in improvement of educational programs, goals,
and team decisions within the school, program, district, community,
and carries his/her share of responsibilities.
Comments: (required)
This evaluation is based in whole or in part upon observations for the purpose of evaluation that occurred
on the dates and for the durations indicated as follows:
It is my judgment, based on the adopted criteria, that this certificated support professional’s overall
performance has been:
Satisfactory / Unsatisfactory
Date Evaluator’s Signature My signature below indicates that I have seen this evaluation. It does not necessarily indicate agreement with the findings.Date Date Signature of Certificated Support Employee
40
APPENDIX G
Washington K–12 Salary Allocation Schedule for Certificated Instructional Staff
The following schedule is used to determine state salary allocations for certificated instructional staff (i. e., teachers and
educational staff associates) for 283 of 295 Washington State public school districts. The remaining 12 public school
districts receive somewhat higher allocations due to a higher base salary.
The state schedule determines ALLOCATIONS of state funds. ACTUAL SALARIES ARE DETERMINED IN LOCAL
NEGOTIATIONS. Questions regarding individual employee compensation should be directed to the local school district
personnel or payroll office.
Years of
Service
BA+0
BA+15
BA+30
BA+45
BA+90
BA+135
MA+0
MA+45
MA+90
or PhD
0 33,401 34,303 35,238 36,175 39,180 41,116 40,045 43,051 44,989
1 33,851 34,765 35,712 36,690 39,727 41,652 40,490 43,527 45,452
2 34,279 35,202 36,159 37,212 40,241 42,186 40,938 43,966 45,912
3 34,720 35,653 36,620 37,706 40,729 42,722 41,363 44,384 46,377
4 35,153 36,127 37,099 38,224 41,264 43,271 41,808 44,849 46,857
5 35,600 36,578 37,561 38,748 41,777 43,824 42,261 45,291 47,339
6 36,060 37,017 38,032 39,279 42,293 44,352 42,725 45,740 47,797
7 36,868 37,839 38,868 40,182 43,241 45,356 43,594 46,652 48,768
8 38,050 39,074 40,127 41,550 44,651 46,844 44,961 48,063 50,254
9 40,353 41,459 42,933 46,106 48,373 46,343 49,518 51,785
10 42,806 44,387 47,602 49,945 47,798 51,014 53,356
11 45,883 49,169 51,558 49,295 52,581 54,969
12 47,332 50,777 53,238 50,850 54,188 56,650
13 52,425 54,959 52,460 55,836 58,370
14 54,081 56,745 54,117 57,600 60,157
15 55,488 58,221 55,523 59,098 61,721
16 or more 56,597 59,385 56,634 60,279 62,955
As used in this subsection, the column headings “BA+(N)” refer to the number of credits earned since receiving the baccalaureate
degree.
For credits earned after the baccalaureate degree but before the masters degree, any credits in excess of forty-five credits may be
counted after the masters degree. Thus, as used in this subsection, the column headings “MA+(N)” refer to the total of:
(i) Credits earned since receiving the masters degree; and
(ii) Any credits in excess of forty-five credits that were earned after the baccalaureate degree but before the masters
degree.
For the purposes of this section:
(a) “BA” means a baccalaureate degree.
(b) “MA” means a masters degree.
(c) “PHD” means a doctorate degree.
(d) “Years of service” shall be calculated under the same rules adopted by the superintendent of public instruction.
(e) “Credits” means college quarter hour credits and equivalent in-service credits computed in accordance with RCW
28A.415.020 and RCW 28A.415.023.
No more than ninety college quarter-hour credits received by any employee after the baccalaureate degree may be used to
determine compensation allocations under the state salary allocation schedule and LEAP documents referenced in this act, or any
replacement schedules and documents, unless:
(a) The employee has a masters degree; or
(b) The credits were used in generating state salary allocations before January 1, 1992.
Table of Total Base Salaries for K–12 Certificated Instructional Staff for 2011–12 and 2012–13
41
The salary allocation schedules established in this section are for allocation purposes only except as provided in RCW
28A.400.200(2).
______________________________________________________________________________________
Source: Engrossed Substitute House Bill 1087, Sec. 503 (May 2011).
42
APPENDIX H
AGREEMENT FOR THE MEDIATION OF GRIEVANCES
Notwithstanding the provisions of the collective bargaining agreement, the parties agree to a procedure for the mediation of grievances in accordance with the following: 1. A grievance may be referred to mediation if the Association is not satisfied with the disposition of
the grievance at step three of the grievance procedure contained within the collective bargaining agreement, or if no written decision has been received from the District within the time limits prescribed in step three.
2. The Association must notify the District in writing within five (5) working days of the conclusion of
step three whether or not the District agrees to the mediation of the grievance no later than two (2) working days prior to the Association's contractual deadline for the submission of a grievance to arbitration or within five (5) working days of receipt of the written notification, whichever is sooner.
3. The District and the Association must mutually agree to submit a grievance to mediation. If the
parties agree to submit a grievance to mediation, then the timelines and procedures contained within the grievance procedure of the collective bargaining agreement which provides for the submission of a grievance to binding arbitration shall be held in abeyance until such time as written notification of appeal is provided by the Association to the District in accordance with the District shall serve as the date from which the timelines and procedures contained within the collective bargaining agreement which provide for the submission of a grievance to binding arbitration shall be enforced.
4. Within five (5) working days following the agreement of the District and the Association to mediate
the grievance, the Association shall so notify Mediation Research and Education Project, Inc. (MREP). MREP shall schedule a mediation conference at the earliest possible date. Mediation conferences will take place at a mutually convenient location.
5. The grievant shall have the right to be present at the mediation conference. 6. There shall be one (1) person from each party designated as spokesperson for that party at the
mediation conference. 7. The mediator will have the authority to meet separately with either party, but will not have the
authority to compel the resolution of a grievance. 8. The presentation of facts and consideration shall not be limited to those presented at Step Two or
Three of the grievance procedure. Proceedings before the mediator shall be informal in nature. There shall be no formal evidence rules. No transcript or record of the mediation conference shall be made. The mediator shall attempt to assure that all necessary facts and considerations are revealed to him/her.
9. Written material presented to the mediator shall be returned to the party presenting that material at
the termination of the mediation conference, except that the mediator may retain one copy of the written grievance to be used solely for the purposes of statistical analysis.
43
H-2 10. In the event that a grievance which has been mediated is appealed to arbitration, the mediator may
not serve as arbitrator, nor may the mediator be placed on any panel from which an arbitrator is to be selected by the parties. In the arbitration proceedings, there shall be no reference to the fact that a mediation conference was or was not held. Nothing said or done by the mediator may be referenced or introduced into evidence at the arbitration hearing and nothing said or done by either party for the first time in the mediation conference may be used against it in arbitration.
11. If no settlement is reached in mediation, the grievance may be appealed to arbitration in
accordance with Article IV of the collective bargaining agreement between the parties. If the Association desires to appeal the grievance to arbitration, written notice of such appeal must be made within ten (10) working days following the termination of the mediation conference.
12. The mediator shall conduct no more than three (3) mediations per day. 13. Starting time for the mediation shall be agreed to by the District and the Association. 14. The parties have agreed upon the attached Rules for Mediation. 15. The fees and expenses of the mediator and the Administrative Office shall be shared equally by the
parties.
44
H-3
RULES FOR GRIEVANCE MEDIATION
MREP
1. Notification of the intent to mediate a grievance should be made to the Mediation Research and Education Project, Inc. (MREP).
2. The MREP will schedule a mediation conference as soon as possible upon receipt of notification of a
grievance or grievances to be mediated. 3. The MREP will appoint a mediator from a panel consisting of neutrals formally trained in the process of
grievance mediation. 4. The MREP will notify the mediator of his/her appointment and determine his/her willingness and ability
to serve.
45
APPENDIX I: EATONVILLE SCHOOL DISTRICT 2012-2013 CALENDAR
August
February
Aug 15 Football Starts
M T W Th F
M T W Th F
*Note: One Hour Late Start
Aug 20 All Other Fall Sports Start
1 2 3
1
Feb 15 No School (Possible Snow
Aug 28 New Teachers Contract Day
6 7 8 9 10
4 5 6* 7 8 Make-up Day )
Aug 29, 30 Per Diem Day s
13 14 15 16 17
11 12 13* 14 15
Feb 18 President's Day Holiday
20 21 22 23 24 18 19 20* 21 22
27 28 29 30 31
25 26 27* 28 1
8
*Note: One Hour Late Start
September
March
*Note: One Hour Late Start
Sept 3 Labor Day Holiday
M T W Th F
M T W Th F
Mar 12-13 HSPE test gr 10-12 Writing
Sept 5 First Day of School
1
Mar 14 HSPE test gr 10-12 Reading
Sept 5 No Late Start
3 4 5 6 7
4 5 6* 7 8
Mar 14 Elem 2nd Trimester Ends
10 11 12* 13 14
11 12 13 14 15
Early Dismissal -Elem Only
17 18 19* 20 21
18 19 20* 21 22
1
8 24 25 26* 27 28
25 26 27* 28 29 2
1
*Note: One Hour Late Start
Oct 10,11 No Classes nor Buses -
October
April
*Note: One Hour Late Start
Elementary Only for Conferences
M T W Th F
M T W Th F
Apr 1-5 Spring Break
Parent/Teacher/Student Involved
1 2 3* 4 5
1 2 3 4 5
Apr 11 EMS, EHS 3rd Quarter Ends
Conferences 11am-7pm Elem Only
8 9 10* 11 12
8 9 10* 11 12
Early Dismissal
15 16 17* 18 19
15 16 17* 18 19
Apr 11 Elem Spring Conferences
Oct 10 Late Start for EMS, EHS Only
22 23 24* 25 26
22 23 24* 25 26
Early Dismissal
2
3 29 30 31*
29 30 1
7 Apr 29-Jun 4 MSP Testing grades 3-8
*Note: One Hour Late Start
Nov 6 EMS,EHS 1st Quarter Ends
November
May
Early Dismissal-EMS,EHS Only M T W Th F
M T W Th F
*Note: One Hour Late Start
Nov 12 Veterans Day Holiday
1 2
1 2 3
Apr 29-Jun 4 MSP Testing grades 3-8
Nov 14,15 No Classes nor Buses
5 6 7* 8 9
6 7 8 9 10
May 3 Community Day -- Early
EHS/EMS Only for Conferences
12 13 14* 15 16
13 14 15 16 17
Dismissal - All Schools
Parent/Teacher/Student Involved
19 20 21 22 23
20 21 22 23 24
May 24 No School (Possible Snow
Conf. 11am-7pm EMS,EHS only 1
8 26 27 28* 29 30
27 28 29 30 31 2
1 Make-up Day )
Nov 14 Late Start Elem Only
May 27 Memorial Day Holiday
Nov 21 No School
Nov 22, 23 Thanksgiv ing Holiday
*Note: One Hour Late Start
December
June
*Note: One Hour Late Start
Dec 3 Elem 1st Trimester Ends M T W Th F
M T W Th F
Jun 15 EHS Graduation- at PLU 5pm
Early Dismissal-Elem only
3 4 5* 6 7
Jun 17 Early Dismissal - All Schools
Dec 19 - Jan 2 Winter Break
10 11 12* 13 14
3 4 5* 6 7
Jun 18 Last Day of School -
Dec 24, 25 Christmas Holiday
17 18 19 20 21
10 11 12* 13 14
Early Dismissal-All Schools
Dec 26 District Declared Holiday
24 25 26 27 28
17 18 19 20 21
Jun 19 Per Diem Day
1
2 31
24 25 26 27 28 1
2
*Note: One Hour Late Start
January
July
Jan 1 New Years Holiday
M T W Th F
M T W Th F
Jul 4 Independence Day Holiday
Jan 2 Winter Break
1 2 3 4
1 2 3 4 5
Jan 21 Martin Luther King Holiday
7 8 9* 10 11
8 9 10 11 12
Jan 30 EMS, EHS First Semester Ends 14 15 16* 17 18
15 16 17 18 19
Jan 31 EMS, EHS Only - Early
21 22 23* 24 25
22 23 24 25 26
Dismissal
2
0 28 29 30* 31
29 30 31
*NOTE: Wednesdays are All Schools - One Hour Late Start except Sept 5, Mar 13, May 1,8,15,22,29
Oct 10 is late start for EMS,EHS only and Nov 14 is late start for Elem only
46
NOTES