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CERTIFIED

EMPLOYEE HANDBOOK

2013-2014

Madison School District #38 5601 N. 16th Street Phoenix, AZ 85016

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Certified Employee Handbook

ALPHABETIC INDEX TOPIC PAGE Absence Reporting/Arrangements for Subs ....... 7 Absent Without Leave/Job Abandonment .......... 8 Assignments ....................................................... 8 Benefits – Employer-paid ................................. 17 Change of Name/Address/Phone Number......... 8 Class Size ........................................................ 31 College Credits/Lane Movement ...................... 17 Committees and Meetings ............................... 31 Communicable Diseases ................................. 32 Continuing and Non-continuing Status ............... 8 Custody Issues ................................................. 33 Disciplinary Action Against Professional Staff .... 9 District Office Directory....................................... 3 District Site Directory .......................................... 2 Dress Code ...................................................... 33 Equal Employment Opportunity Employer.......... 9 Evaluation of Teachers....................................... 9 Extra Duty Pay .................................................. 18 Facility Representatives .................................. 18 Fingerprinting ................................................... 10 Flexible Spending Accounts ............................. 18 FMLA (Family and Medical Leave Act) ............ 18 Garnishment ..................................................... 18 Grievance ......................................................... 33 Guest Teacher Responsibilities ....................... 11 Harassment/Nondiscrimination ........................ 33 IBN Team ........................................................... 1 ID Badge .......................................................... 11 Insurance - Disability ....................................... 19 Insurance - Medical, Dental, and Life .............. 19 Introduction ......................................................... 1 Jury Duty or Military Leave ............................... 20 Leave ................................................................ 20 Leave: Life Passage Events ............................ 22 Leave: Personal Leave .................................... 21

TOPIC PAGE Leave of Absence ............................................ 22 MDCTA ............................................................ 34 Multiple School Assignments ........................... 34 National Board Certification ............................. 23 Parent/Teacher Conferences ........................... 34 Pay for Performance ........................................ 23 Paychecks ........................................................ 23 Personnel Records .......................................... 11 Procurement .................................................... 35 Professional Growth ......................................... 35 Professional Staff Hiring .................................. 11 Professional Staff Workload (Prof Day) ........... 35 Public Complaints about Personnel ................. 36 Reduction in Teaching Staff ............................. 12 Resignation ...................................................... 12 Retirement ....................................................... 24 Sabbatical Leave .............................................. 25 Salary Range ................................................... 26 School Year ...................................................... 36 SharePoint ....................................................... 36 Smoking/Substance Abuse .............................. 36 Special Subject Full-Time Teacher .................. 37 Staff Development ........................................... 37 Supplementary Pay .......................................... 26 Suspension/Dismissal ...................................... 12 Tax Sheltered Annuity (TSA) ........................... 26 Teacher Collaboration Time (TCT) .................. 37 Transfers .......................................................... 13 Trip Reduction Program ................................... 37 Tutoring ............................................................ 27 Workers’ Compensation .................................. 27 Working Conditions .......................................... 38

SECTION 1 – EMPLOYMENT ........................... 5 SECTION 2 – COMPENSATION/BENEFITS .. 15 SECTION 3 – GENERAL INFORMATION ...... 29 APPENDIX ....................................................... 39 � Absence Reporting Instructions .................... 41 � Blackout Days ............................................... 43 � Calendar - School Year ................................. 44 � Governing Board Policy Index – G ................ 45 � IBN Agreement ............................................. 46 � MDCTA Contacts .......................................... 48 � Medical Rates ............................................... 50 � Pay Schedule - Extra Duty ............................ 51 � Pay Schedules - Certified .............................. 52

� Performance Based Compensation (P4P) ... 55 � Pre-Approval for Out-of-District Courses/

Standards of Acceptable Credit ............... 62 � Reduction in Force (RIF) GCQA-E ............... 64 � Request for Lane Movement ........................ 68 � Strategic Plan ............................................... 69 � Teacher Evaluation Instrument ..................... 73 � Teacher Lesson Plan Template .................... 84 � TSA Vendor List ............................................ 85 � Salary Range – Certified ............................... 86 � Salary Range – ECP & LPN/RN ................... 87 � Salary Range – OT/PT/Speech/Psych ......... 88

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Certified Employee Handbook

SECTION INDEX TOPIC PAGE Introduction ......................................................... 1 IBN Team ........................................................... 1 District Site Directory .......................................... 2 District Office Directory....................................... 3 SECTION 1 – EMPLOYMENT ........................... 5 Absence Reporting/Arrangements for Subs ....... 7 Absent Without Leave/Job Abandonment .......... 8 Assignments ....................................................... 8 Change of Name/Address/Phone Number......... 8 Continuing and Non-continuing Status ............... 8 Disciplinary Action Against Professional Staff .... 9 Equal Employment Opportunity Employer.......... 9 Evaluation of Teachers....................................... 9 Fingerprinting ................................................... 10 Guest Teacher Responsibilities ....................... 11 ID Badge .......................................................... 11 Personnel Records ........................................... 11 Professional Staff Hiring ................................... 11 Reduction in Teaching Staff ............................. 12 Resignation ...................................................... 12 Suspension/Dismissal ...................................... 12 Transfers .......................................................... 13 SECTION 2 – COMPENSATION/BENEFITS .. 15 Benefits – Employer-paid ................................. 17 College Credits/Lane Movement ...................... 17 Extra Duty Pay .................................................. 18 Facility Representatives .................................. 18 Flexible Spending Accounts ............................. 18 FMLA (Family and Medical Leave Act) ............ 18 Garnishment ..................................................... 18 Insurance - Disability ....................................... 19 Insurance - Medical, Dental, and Life .............. 19 Jury Duty or Military Leave ............................... 20 Leave ................................................................ 20 Leave: Personal Leave .................................... 21 Leave: Life Passage Events ............................ 22 Leave of Absence ............................................. 22 National Board Certification .............................. 23 Pay for Performance ........................................ 23 Paychecks ........................................................ 23 Retirement ........................................................ 24 Sabbatical Leave .............................................. 25 Salary Range .................................................... 26 Supplementary Pay .......................................... 26 Tax Sheltered Annuity (TSA) ............................ 26 Tutoring ............................................................ 27 Workers’ Compensation ................................... 27

TOPIC PAGE SECTION 3 – GENERAL INFORMATION ...... 29 Class Size ........................................................ 31 Committees and Meetings ............................... 31 Communicable Diseases ................................. 32 Custody Issues................................................. 33 Dress Code ...................................................... 33 Grievance ......................................................... 33 Harassment/Nondiscrimination ........................ 33 MDCTA ............................................................ 34 Multiple School Assignments ........................... 34 Parent/Teacher Conferences ........................... 34 Procurement .................................................... 35 Professional Growth ......................................... 35 Professional Staff Workload (Prof Day) ........... 35 Public Complaints about Personnel ................. 36 School Year ...................................................... 36 SharePoint ....................................................... 36 Smoking/Substance Abuse .............................. 36 Special Subject Full-Time Teacher .................. 37 Staff Development ........................................... 37 Teacher Collaboration Time (TCT) .................. 37 Trip Reduction Program ................................... 37 Working Conditions .......................................... 38 APPENDIX ....................................................... 39 � Absence Reporting Instructions .................... 41 � Blackout Days ............................................... 43 � Calendar - School Year ................................ 44 � Governing Board Policy Index – G................ 45 � IBN Agreement ............................................. 46 � MDCTA Contacts .......................................... 48 � Medical Rates ............................................... 50 � Pay Schedule - Extra Duty ............................ 51 � Pay Schedules – Certified............................. 52 � Performance Based Compensation (P4P) ... 55 � Pre-Approval for Out-of-District Courses/

Standards of Acceptable Credit ............... 62 � Reduction in Force (RIF) GCQA-E ............... 64 � Request for Lane Movement ........................ 68 � Strategic Plan ............................................... 69 � Teacher Evaluation Instrument ..................... 73 � Teacher Lesson Plan Template .................... 84 � TSA Vendor List ............................................ 85 � Salary Range – Certified ............................... 86 � Salary Range – ECP & LPN/RN ................... 87 � Salary Range – OT/PT/Speech/Psych ......... 88

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CERTIFIED EMPLOYEE HANDBOOK 2013-2014

INTRODUCTION

This handbook represents a summary of existing Governing Board policies and regulations applicable to Madison Elementary School District #38 (“District”) certificated employees. These procedures are intended only as guidelines for employees and administration. This handbook is provided for information and direction only. The procedures, practices, policies, and benefits described here may be modified or discontinued from time to time. The District reserves the right to make changes, with or without notice, at any time. In the event that the procedures summarized in this handbook conflict with or are different from District or Governing Board policies, practices, regulations or intent, or State statute, the District or Governing Board policies, practices, regulations and intent and State statute shall prevail. The Governing Board has authority to alter Governing Board policies and regulations, and such amendments shall supersede the procedures outlined in this handbook.

2013 Interest Based Negotiations (IBN) Team

MDCTA: Cheryl Allen Teacher Simis Lindsay Farr Teacher Park Amy Ball Teacher MTA Amanda Dahl Teacher Madison #1

Classified: Carol Corrington Food Service Manager Simis Doug Armstrong Plant Manager Simis Barbara Syas Bus Driver M&T Linda Mauck School Secretary Park

Administrative: Dr. Tim Ham Superintendent District Office Lori Garvey Asst. Supt., Admin. Services District Office Barbara Marshall Asst. Supt., Educational Services District Office Deb Huffaker Administrator, Human Resources District Office

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Madison School District #38

DISTRICT SITE DIRECTORY MADISON #1 5

th – 8

th 5525 N. 16

th Street 8:30 – 3:40

Phoenix, AZ 85016 Principal: Ms. Pam Warren

School Office .............................. 602-664-7100 Health Office............................... 602-664-7120 Cafeteria ..................................... 602-664-7197 MCC Room................................. 602-664-7170 Fax ............................................. 602-664-7199

MADISON SIMIS #3 Pre – 4th

7302 N. 10

th Street 7:45 – 2:30

Phoenix, AZ 85020 Principal: Dr. Joyce Flowers

School Office .............................. 602-664-7300 Health Office............................... 602-664-7320 Cafeteria ..................................... 602-664-7397 MAC Room ................................. 602-664-7370 Fax ............................................. 602-664-7399

MADISON PARK #5 5th

– 8th

1431 E. Campbell 8:30 – 3:40 Phoenix, AZ 85014 Principal: Mr. Todd Stevens

School Office .............................. 602-664-7500 Health Office............................... 602-664-7520 Cafeteria ..................................... 602-664-7597 MCC Room................................. 602-664-7570 Fax ............................................. 602-664-7599

MADISON HEIGHTS #8 Pre – 4th

7150 N. 22

nd Street 7:45 – 2:30

Phoenix, AZ 85020 Principal: Ms. Priscilla Gossett

School Office .............................. 602-664-7800 Health Office............................... 602-664-7820 Cafeteria ..................................... 602-664-7897 MAC Room ................................. 602-664-7870 Fax ............................................. 602-664-7899

MAINTENANCE & TRANSPORTATION

1130 E. Bethany Home Road Phoenix, AZ 85014

Maintenance Office .................... 602-664-7700 Maintenance Fax ........................ 602-664-7799 Transportation Office .................. 602-664-7701 Transportation Fax ..................... 602-664-7777

MADISON CAMELVIEW #2 Pre – 4th

2002 E. Campbell 7:45 – 2:30 Phoenix, AZ 85016 Principal: Mr. Michael Winters

School Office .............................. 602-664-7200 Health Office .............................. 602-664-7220 Cafeteria .................................... 602-664-7297 MAC Room ................................ 602-664-7270 Fax ............................................. 602-664-7299

MADISON ROSE LANE #4 Pre – 4th

1155 E. Rose Lane 7:45 – 2:30 Phoenix, AZ 85014 Principal: Dr. Peter Morkert


MADISON MEADOWS #6 5th

– 8th

225 W. Ocotillo 8:30 – 3:40 Phoenix, AZ 85013 Principal: Ms. Susan Doyle

School Office .............................. 602-664-7600 Health Office .............................. 602-664-7620 Cafeteria .................................... 602-664-7697 MCC Room ................................ 602-664-7670 Fax ............................................. 602-664-7699

MADISON TRADITIONAL ACADEMY Pre – 8th 925 E. Maryland Avenue 8:00 – 3:00 Phoenix, AZ 85014 Principal: Mr. Michael Duff


DISTRICT OFFICE 5601 N. 16

th Street

Phoenix, AZ 85016

Office .......................................... 602-664-7900 FAX – Admin Srv & Comm Ed ... 602-664-7999 FAX - Educ Services .................. 602-664-7998 FAX - Superintendent ................ 602-664-7996

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DISTRICT OFFICE DIRECTORY

Superintendent.................................................................. Dr. Tim Ham ..................... 664-7903 Executive Secretary, Superintendent’s Office ................. Chris Wingo ....................... 664-7903 Assistant Superintendent for Administrative Services .. Lori Garvey ....................... 664-7913 Administrative Secretary, Administrative Services .......... Terri Divers ........................ 664-7913 Assistant Superintendent for Educational Services ...... Barbara Marshall ............. 664-7929 Administrative Secretary, Educational Services .............. Nadene Alderman .............. 664-7929 ELD Coach ..................................................................... Jane Scott ......................... 664-7952 ELD Technician .............................................................. Gladys Martinez ................. 664-7906 Director for Communications & Marketing ..................... Jay Mann .......................... 664-7943 Communications Specialist ............................................ Jacqueline Gouin ............... 664-7944 Printer ............................................................................ Dale Davis ......................... 664-7951 Director for Community Education .................................. Diane Selby ...................... 664-7935 Accounting Coordinator, Community Education ............. Quisha Ryan ...................... 664-7939 Front Desk, Community Education ................................. Michelle Lifshitz ................. 664-7956 Program Coordinator, Community Education ................. Tiffany Passow .................. 664-7937 Director for Continuous Improvement & Assessment ... Jason Piontkowski .......... 664-7933 Administrative Secretary, CIA ......................................... Cynthia Dael ...................... 664-7925 Administrator for Curriculum & Instruction .................... Terrie Barnes ................... 664-7914 Instructional Materials Center ......................................... Rosalinda Cruz-Flores ....... 664-7934 Science Resource Center ............................................... John Tavcar ....................... 664-7989 Director for Finance .......................................................... Claudia Barreras .............. 664-7916 Accounting Coordinator, Finance Department ................ Jennifer Warren ................. 664-7905 Accounts Payable ........................................................... Connie Billings ................... 664-7918 Payroll/Benefits Supervisor ............................................ Ella Conroy ........................ 664-7908 Benefits/Payroll .............................................................. Lilly Lopez .......................... 664-7960 Payroll/Benefits .............................................................. Priscilla Aranda .................. 664-7976 Purchasing Supervisor ................................................... Valerie Gere ...................... 664-7990 Warehouse ..................................................................... Frank Lopez ...................... 664-7950 Director for Food and Nutrition Services ........................ Kristin Soulsby ................ 664-7910 Food Services Supervisor .............................................. Janene Smith..................... 664-7909 Food Services Secretary, ............................................... Laura Monrroy ................... 664-7919 Administrator for Human Resources ............................... Deb Huffaker .................... 664-7920 Human Resources Technician - Certified ....................... Jennifer Damante .............. 664-7938 Human Resources Technician - Classified ..................... Doris Ruvo ......................... 664-7921 District Office Receptionist ............................................. Mary Srajer ........................ 664-7955 Director for Information Services .................................... Justin Wright ................... 664-7904 Administrative Computer Support Technician ................. Paula Yancy ...................... 664-7922 Student Support/SAIS .................................................... Linda Mauck ...................... 664-7907 Technology Project Manager .......................................... Jenny Dodson .................... 664-7971 Technology Supervisor ................................................... Steve Kenny ...................... 664-7924 Technology Systems/Network Admin ............................. Tari Spire ........................... 664-7940 Instructional Technology Specialist ................................ Kim Thomas ...................... 664-7543 Director for Initiatives ....................................................... Casey George .................. 664-7931 Director for Special Education ......................................... Susan Benjamin ............... 664-7912 Administrative Secretary, Special Education .................. Christy Crosser .................. 664-7927 IEP Specialist ................................................................. Betsy Kirby ........................ 664-7959 Student Records ............................................................ Anmarie Stone ................... 664-7958

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SECTION 1

EMPLOYMENT

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SECTION 1 – EMPLOYMENT

ABSENCE REPORTING AND ARRANGEMENTS FOR SUBSTITUTES Each employee is responsible for notifying the eSchool Solutions Substitute and Employee Management System of all absences at the earliest possible time, regardless of whether a substitute is needed. The employee must report the absence online at subs.msd38.org or by calling the absence line at 602-664-7987.

The absence may be reported any time prior to the day of the absence. On the day of the absence, the sub system will only allow an absence to be reported prior to the end of that school/work day. The exact time for each site is determined by scheduled school or work hours. After that deadline, school staff must report the absence to the school secretary to be entered into the sub system. Non-school staff report the absence to Human Resources for entry into the sub system.

The employee must complete a Leave Form for each scheduled and unscheduled absence. After obtaining the supervisor’s signature on the form, the employee should keep a copy and route the original as indicated. The Leave Form may be accessed on SharePoint.

For an absence that has not been approved in advance, the employee must call their administrator/supervisor no later than one hour prior to the start of their professional day. A Leave Form would be completed upon their return to work. An employee with a late reported unscheduled absence must notify Payroll so the absence will be entered in the employee’s leave bank. Absence totals in the sub system and the leave bank must balance, so it is essential for employees to follow each required step for absence reporting.

Scheduled absence:

1. Notify eSchool Solutions 2. Complete a Leave Form

Unscheduled absence:

1. Notify eSchool Solutions

a. Notify directly if reported no later than end of school/work day on day of absence

b. Notify through school secretary or Human Resources if reported later than end of school/work day on day of absence

2. Notify Payroll to update leave bank if absence was reported later than end of school/work day on day of absence

3. Complete a Leave Form upon return to work 4. Call administrator/supervisor no later than one hour prior to start of professional day

A Guest Teacher Evaluation sheet should be left with the employee’s lesson plans with instructions to the Guest Teacher to fill it out and return to front office. Upon the employee’s return, they should fill out the Guest Teacher Rating Sheet and return to front office. An employee with excessive absences is subject to being placed on an improvement plan and/or receiving discipline, up to and including termination. See Appendix – Absence Reporting Instructions. (Policy GCGB-R)

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ABSENT WITHOUT LEAVE/JOB ABANDONMENT An employee shall be deemed “absent without leave” when absent from work because of: (1) A reason that conforms to a policy currently in effect but the maximum days provided for in that policy has been exceeded; or (2) A reason that does not conform to any policy currently in effect; or (3) Failure to report to work without prior notification to the Superintendent or designee. No employee shall be compensated for time lost due to being absent without leave. (Policy GCC) An employee who has missed work for three consecutive workdays and has not notified the supervisor or designee, or received prior approval for leave, may be subject to termination for job abandonment. ASSIGNMENTS The Superintendent will determine all professional staff assignments. Such assignments shall be based on the needs of the district. No right to school, grade or subject assignment shall be inferred from the standard teacher's contract. The Superintendent delegates to principals the responsibility for the assignment of teachers within the school. Assignments shall be in accordance with all other policies of the district. If staffing changes are necessary after the end of the school year, principals shall consult with the teacher(s) affected. If the teacher(s) is not available for consultation, written communication shall be mailed giving the necessary change and the reason for that teacher's selection for reassignment. No teacher shall be required to take an assignment for which he/she is not properly qualified and certified. (Policy GCK, GCK-R) CHANGE OF NAME/ADDRESS/PHONE NUMBER Employees who have a change in name, address or phone number should complete a change form as soon as possible and submit it to Human Resources. Change forms are available from the front office at each site. It is necessary for the District Office to have current contact information for each employee to ensure timely delivery of payroll, benefits, and employment documents. CONTINUING AND NON-CONTINUING STATUS Certified teachers who have not been employed by the district for more than the major portion of three consecutive school years are, for purposes of policy, referred to as non-continuing teachers. A non-continuing teacher who receives notice of the district’s intention not to offer a teaching contract does not have the right to a hearing. Notice of intention not to reemploy must be sent on or before May 14. Continuing status shall be obtained upon the offering and formal acceptance of the fourth consecutive full-time teaching contract. Administrators are not covered under the terms of the teacher appointment and termination statutes and do not gain credit toward continuing status while occupying administrative positions. (A.R.S. §15-536.A, B, C; Policy GCJ)

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DISCIPLINARY ACTION AGAINST PROFESSIONAL STAFF The Governing Board prescribes and enforces rules for disciplinary action against professional staff members who engage in conduct that is a violation of the rules, regulations, or policies of the Governing Board but is not cause for dismissal of the staff member or for revocation of their certificate. (Policy GCQF) Employee Right to Representation:

a. Prior to any meeting with a certificated employee which could lead to discipline or an evaluation leading to a Professional Improvement Plan, the supervisor shall indicate to the employee the subject to be discussed.

b. The certificated employee has the right to have a MDCTA representative present if they are a member of the local association. If they are not a member of MDCTA, then any district colleague of their choosing shall be allowed.

c. If during the course of a meeting where there is no representation the certificated employee feels the need for representation, the meeting shall be suspended until such time that a representative can be present, provided the representative shall be available within three (3) working days of the date of the requested representation and the delay does not conflict with statutory timelines or policy.

An employee with excessive absences is subject to being placed on an improvement plan and/or receiving discipline, up to and including termination. The district does not condone misconduct, fraud, or theft of district property. Criminal charges may be filed against any employee who engages in such activity. EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER Madison School District does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, or sexual orientation in employment or in any of its educational programs or in the provision of benefits and services to students. The district is an Equal Employment Opportunity Employer. Sources of protected rights: Title VII of the Civil Rights Act of 1964 (race, color, religion, sex, national origin); the Age Discrimination in Employment Act of 1967 (age); Americans with Disabilities Act of 1990 (disability). EVALUATION OF TEACHERS The process of evaluation for professional staff members is to improve the quality of instruction and the learning experiences of students and to strengthen the abilities of professional staff. The evaluation process should be a continuous, constructive, and cooperative experience between the teacher and the evaluator. The evaluation process should be personalized for the individual teacher and should eliminate comparison of one teacher's performance with that of another. The principal holds the ultimate responsibility for the evaluation of all teachers assigned on a full-time basis to his/her school. The principal may, in writing, delegate the evaluation of specific teachers to the assistant principal or district administrator. Prior to October 1, a teacher may request, in writing, a change of evaluator. If the teacher is on an improvement plan, they may not request a specific change. However, they may request an additional evaluator, not of their choice.

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Prior to October 1, the administrator at each school will hold a meeting with all teachers to be evaluated to review the process. Evaluations should take place between September 1 and May 1 unless a teacher begins or ends the year on an Improvement Plan. (Policy GCO) Continuing Teachers: No less than one summative evaluation, with two informal

evaluations, per year. Non-continuing Teachers: No less than two summative evaluations, with two informal

evaluations, per year (one each semester). Lesson Planning Lesson Planning is essential to teaching and learning in every classroom. It is expected that planning occur on a daily basis to ensure high quality teaching and learning. Daily lesson plans will be available for viewing by the site administrators at any time. There will be a total of two (2) formal lesson plans turned in utilizing the district lesson plan components for the year. Before an announced/scheduled observation, one lesson plan needs to be submitted at the time of the scheduled pre-conference. Following an unannounced observation, the lesson plan from the time of observation needs to be submitted at least one day prior to the scheduled post-conference for scoring with the evaluation instrument. It is at the discretion of the site administrator to require additional lesson plans for new teachers or teachers who are not yet proficient with lesson planning. See Appendix – Teacher Evaluation Instrument and Teacher Lesson Plan Template. Ground Rules for Improvement Plan Rules to be used any time an improvement plan is written for a teacher by a supervisor: a. There will be a thorough discussion of expectations of this position regarding skills and

experience. b. A plan will be in writing, which is mutually developed and agreed upon between the teacher

and principal. It will include written documentation of any deficiencies, which will be provided by the principal.

c. There will be agreement between the teacher and principal on how to document skills and meet the required qualifications.

d. There is an appeal process available with the superintendent if the teacher does not agree with the principal about his/her plan.

FINGERPRINTING All certified personnel to be hired by the district shall be fingerprinted through the Department of Public Safety as part of their certification procedures. Candidates shall certify on the prescribed notarized forms whether they are awaiting trial on or have ever been convicted of or admitted committing any criminal offense as outlined in district policy. The district may refuse to hire or may review or terminate personnel who have been convicted of or admitted committing any of these criminal offenses or a similar offense in another jurisdiction. (Policy GCFC)

The employee is responsible for the fingerprinting fee. Certified employees must bring a cashier’s check, money order, or business check payable to Department of Public Safety. Fingerprinting is done by Human Resources most Wednesdays from 3:00 to 4:00 p.m. Contact Human Resources to verify fee amount and date availability.

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GUEST TEACHER RESPONSIBILITIES All guest teachers in Madison School District are called to duty by the Human Resources office only. Guest teachers are expected to fulfill the duties and responsibilities of regular teachers. Guest teachers will report to the school office at the beginning of each day to receive instructions and lesson plans. At the end of the day the guest teacher will provide the school office with a report of the day's activities and sign the employment sheet as required for remuneration. ID BADGE A district ID badge will be issued upon employment at no charge. All employees are required to wear their ID badge at all times while at any district site. Any employee who loses his/her badge must contact the Human Resources office for a replacement. The employee will be charged a replacement fee. ID badges are available from Human Resources most Wednesdays from 3:00 to 4:30 p.m. Contact Human Resources to verify date availability. PERSONNEL RECORDS The District will maintain a complete and current file for each district employee. Employees will be advised of, and will be permitted to review and comment on all information of a derogatory nature to be placed in their personnel file. Employees may review their own files by making a written request to Human Resources. It is the duty and responsibility of each teacher to be certified and to keep his/her certification current. (Policy GBJ) PROFESSIONAL STAFF HIRING All employees are hired by the Governing Board upon recommendation of the Superintendent. To aid in obtaining the most qualified personnel, the Board adopts the following general criteria, which shall be utilized in the selection process for initial employment: • There will be no discrimination in the hiring process due to race, color, religion, sex, national

origin, age, disability, or sexual orientation of an otherwise qualified individual. • An elementary school candidate should have a major or equivalent in elementary education

or in the special area of assignment. • Candidates for all teaching positions shall be able to deliver quality instruction. • Each candidate must provide evidence of meeting state requirements for certification. • All new hires must be Highly Qualified and appropriately certified for the position for which

they are hired. Any employee's misstatement of fact that is material to qualifications for employment or the determination of salary shall be considered by the Board to constitute grounds for dismissal. The Superintendent shall develop and implement procedures that include the following in the employment process: • Before employment, require documented, good faith efforts to contact previous employers

or a person to obtain information and recommendations that may be relevant to the person's fitness for employment.

• Require contact with the Department of Education to obtain information contained in the person's certification record that may be relevant to the person's fitness for employment.

• Provide for fingerprinting of employees covered under this policy and A.R.S. 15-512 and for fingerprint checks pursuant to A.R.S. 41-1750.

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The No Child Left Behind act requires the district to notify parents of students whose teacher is not considered highly qualified according to the criteria set forth by law. The district will notify parents of students in those classrooms that their child’s teacher is not highly qualified. Each teacher is responsible for meeting the requirements of being highly qualified. (Policy GCF, GCF-R, GCFC) The district provides liability insurance to protect employees against general liability resulting from the discharge of their duties. (Policy EI) REDUCTION IN TEACHING STAFF The Governing Board may eliminate teachers in the District in order to effectuate economies in the operation of the District or to improve the efficient conduct and administration of the schools of the District. The number and type of positions required to implement the District's educational program will be determined annually by the Board after recommendation from the Superintendent. The Board will follow the guidelines below when implementing a reduction in force: � Normal attrition will be relied upon as the first means of reducing the number of positions. � If attrition does not accomplish the required reduction in staff, the Superintendent shall

submit to the Board recommendations for the termination of specific staff members. Factors to be considered in recommending the release of specific teachers shall include, but shall not necessarily be limited to the following: 1. All certified teachers will be required to fill out a Reduction in Force Rubric before March

1 each year. 2. Staffing needs to continue educational programs at the highest level of effectiveness. 3. Educational and other qualifications, including federal and state requirements, that are

needed to accomplish the District's educational programs and mission. 4. Job performance competency and effectiveness as recorded in written evaluations and

other evidence of a teacher's performance and compliance with District policies and mandates.

5. Overall teaching experience in relevant grade levels and subjects, including experience at other comparable educational institutions or in other comparable programs.

Employment retention priority for teachers shall not be based upon tenure or seniority as compliant with A.R.S. §15-502. Teachers to be released shall be notified no later than May 14. See Appendix - Reduction in Force (RIF) GCQA-E/Professional Attributes. RESIGNATION All resignations of certified personnel shall be presented in writing to the Board for approval. A release from an uncompleted contract may be granted contingent upon the availability of a highly qualified, appropriately certified teacher as a replacement. Exit surveys shall be offered in electronic or hard copy format. Human Resources will collect and compile data and forward results to MDCTA and administration. (Policy GCQC) SUSPENSION/DISMISSAL Suspension and dismissal of professional staff members will be governed by State law. A certificated teacher who has been employed by the school district for more than the major portion of three consecutive school years who receives notice of intent to dismiss or suspend without pay for a period of time greater than ten school days shall have the right to a hearing and decision by the governing board. (Policy GCQF; A.R.S. §15-539.A, C, G)

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TRANSFERS The procedure for transfer of professional staff members will be based on the needs of the instructional program. Assignments may be changed to serve the best interests of the district and students. Professional staff members may apply for transfer or reassignment whether or not a vacancy exists. Generally, transfers will not be approved during the school year unless the needs of the district dictate such approval. Teachers' names shall be arranged on a seniority list based on length of service with the district. Length of service shall mean the number of continuous years of service, exclusive of unpaid leaves of absence. A partial year in excess of 90 contract days shall be considered a full year. All teacher assignments shall be based on this list in accordance with procedures outlined in district regulations. (Policy GCK, GCK-R)

Transfers: On-Campus Reassignment Participation: Teachers may only apply for open positions at their site. On-campus reassignments cannot hinder the placement of surplus teachers and those returning from a leave of absence. Surplus teachers may apply for openings at their site during the on-campus reassignment period. Guidelines: • Staffing list will be posted with a list of requirements and qualifications for open positions

for the site. • Applicant is to notify site principal of interest in open position. • Site principal will schedule interview. • Site principal will make selection and notify applicant of decision. Transfers: Current Full-Time Employees, Part-Year/Part-Time Participation: • Teachers employed during the current school year on part-time contracts. • Teachers whose full-time contracts start after the first working day of the current school

year.

Guidelines: • Notify site principal of interest in open position. • Site principal will schedule interview. • Site principal will make selection and notify applicant of decision.

Transfers: Placement of Surplus and Leave of Absence Teachers Participation: • Teachers who were surplused due to reductions in the number of positions district-wide. • Teachers returning from a year’s leave of absence. Guidelines: • Applicant is to notify site principal of interest in open position. • Site principal will schedule interview. • Site principal will make selection and notify applicant of decision.

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Transfers: Voluntary Transfers (Will begin after surplus and leave of absence teachers have been placed.) Participation: Teachers who have attained continuing teacher status and those not working on improvement plans are eligible to apply for voluntary transfer. Non-continuing teachers may apply for voluntary transfer with the approval of current site administrator and prospective site principal of interest in open position.

Guidelines: • List of vacancies will be posted via email and on the district website during the voluntary

transfer period. • Postings will include a list of requirements and qualifications. • Postings will be posted for 3 working days. • Applicants will submit a Voluntary Transfer Request Form to their current principal for

signature (GCK-EB). • It is the responsibility of the applicant to submit the signed form to the site principal with

the opening. • The applicant sends a copy of the signed Voluntary Transfer Request Form to Human

Resources. • All applicants who turn in the Voluntary Transfer Request Form during the timeframe of

February 15-28 will be interviewed for the requested position. • Voluntary transfer opportunities close the last day of school. • Candidates whose request for transfer is not granted will receive from the interviewing

principal written notification as to the reason for non-selection. • Successful candidates will be notified. • The criteria for selection will be as follows: A. Certification/Endorsement D. Interviews B. Highly Qualified E. Seniority C. Evaluations F. Final placement is at discretion of the principal

An employee who feels that there has been a procedural violation has the right to appeal through the grievance process. It is the teacher’s responsibility to contact Human Resources to be apprised of vacancies. Voluntary transfer opportunities close the last day of school. (Policy GCK-EA, GCK-EB)

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SECTION 2

COMPENSATION & BENEFITS

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SECTION 2 – COMPENSATION & BENEFITS BENEFITS - EMPLOYER-PAID State Retirement District matches 11.30% employee contributions. Long Term Disability District matches 0.24% employee contributions. LTD covered under

AZ State Retirement. Social Security District matches 7.65% deductions for all employees. Health/Life/STD District pays for benefited employees (see chart above). Workers’ Compensation District pays premium based on percentage of gross salary for all

staff. COLLEGE CREDITS/LANE MOVEMENT Teachers are placed in the proper lane and advanced from one lane to another by the accumulation of district approved semester hours of college credit, with transcript. Accumulation of college credits will be in line with the teacher salary range. The evaluation of college credits shall be in accordance with the specific regulations established by the district. Initial Lane Placement: Employees new to the district will be placed within a lane based on highest degree at the time of hire. Should said employee have hours beyond this degree, including graduate level (500 or above) coursework, the Human Resource Administrator or designee will determine if hours shall be considered for initial placement on the salary range. College transcripts must be provided. It is at the discretion of the Human Resource Administrator or designee if a course completed prior to the commencement of employment shall be approved. Lane Movement: After initial salary range placement, any employee interested in professional development from an accredited institution for salary range lane advancement must have courses approved by the Assistant Superintendent or designee prior to beginning any coursework. This includes all classes taken through any university. A Request for Lane Movement form must be submitted to Human Resources by February 1 of each year for movement across the salary range for the next fiscal year. Transcripts are due by September 30 of the contract year for which advancement is requested. If requesting an advancement of more than one lane, in addition to the Request for Lane Movement, a written request must be submitted to the Assistant Superintendent for Educational Services. (Policy GCI-RB, GCI-EA) See Appendix – Request for Lane Movement. Credit for out-of-district courses taken for movement across the salary range will be granted provided the employee has submitted a Pre-Approval for Out-of-District Courses form prior to taking the course. (Policy GCI-RB, GCI-EB) For a copy of the form and Standards of Acceptable Credit, see Appendix – Pre-Approval for Out-of-District Courses/Standards. Teachers shall only be compensated for pre-approved graduate hours completed after a Master’s degree for movement from Lanes III through VI. Salary advancement will only be granted for one lane per year for Lanes IV, V, and VI, pending available funding.

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EXTRA DUTY PAY Certain extra duties will be paid on a scale recommended by the Superintendent and reviewed/adopted by the Governing Board on a yearly basis. (Policy GDBC) Stipends for Athletic Directors and Club Advisors will be paid over the course of the contract. A Personnel Action Report (PAR) must be submitted to payroll. Coaching addendums will be paid out over the course of the season following submittal of a signed PAR to Human Resources/Payroll. See Appendix – Pay Schedule-Extra Duty. FACILITY REPRESENTATIVES Facility representatives work at non-school sponsored facility usage events, e.g., RAMMS, Brophy Lacrosse, Cub Scouts, Girl Scouts. An employee who works as a facility representative will be required to complete job training for this position. The hourly rate is $11.99 regardless of classified or certified status. FLEXIBLE SPENDING ACCOUNTS Employees who are eligible for district medical insurance are also eligible to participate in a Flexible Spending Account under Internal Revenue Code Section 125. The employee may set aside pre-tax income to pay for eligible unreimbursed medical or dependent care expenses. The maximum amount for medical expenses is $5,000. The maximum amount for dependent care expenses is $5,000. Participation does not continue from year to year. Employees must enroll during open enrollment for each year of participation. New hires may enroll within 30 days of hire for a pro-rated maximum amount. Changes cannot be made during the plan year unless the employee has an eligible change in family status. Any funds remaining in the account at the end of the year will be forfeited. FMLA (FAMILY AND MEDICAL LEAVE ACT) An employee who has worked for the district for at least 12 months, and at least 1,250 hours during the previous 12 months, may request up to 12 weeks of unpaid, job-protected leave during a 12-month period for any of the following reasons: • Birth and care of an employee’s newborn child • Placement of a child with the employee for adoption or foster care • Caring for an employee’s child, spouse, or parent who has a serious health condition • The employee’s own serious health condition that makes the employee unable to perform the functions of the job (Policy GCCC) An employee receiving paid leave (sick, vacation, etc.) during FMLA absence will continue to accrue leave; an employee on unpaid FMLA absence does not accrue leave. The employee must exhaust all available leave before being on unpaid FMLA leave. The district maintains health insurance coverage for an employee on FMLA leave whenever such insurance was provided before the leave was taken and on the same terms as if the employee had continued to work. If the employee does not return to work after FMLA leave expires, the employee may receive insurance through COBRA. GARNISHMENT When a garnishment notice is received from the County School Superintendent, the business office will immediately notify the employee. The entire warrant will be returned to the Maricopa County Treasurer’s Office and collection made in accordance with legal requirements. (Policy DKB)

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INSURANCE - DISABILITY The district provides Short-term Disability coverage to permanent employees working .50 FTE or more. District-paid STD coverage provides income protection if an employee is disabled due to a covered non-occupational injury, illness, or pregnancy for more than 90 consecutive days. Coverage is effective on the 91

st day up to the 180

th day. Employees may purchase

supplemental STD insurance which is effective on the 6th day up to the 90

th day of a covered

condition. Employees working .50 FTE or more on permanent assignment receive Long-term Disability coverage through the Arizona State Retirement System. The LTD plan provides income protection during disability resulting from a covered injury, illness or pregnancy if the employee is totally disabled for over 180 consecutive days. INSURANCE - MEDICAL, DENTAL, AND LIFE Madison School District provides medical insurance to permanent certified employees contracted for .50 FTE or more. Dependent coverage is available at the employee’s expense. Eligibility for coverage is the first day of the month following the date of hire. The employee must submit an enrollment form to initiate coverage. An employee with a hire date of the first day of the month is eligible for coverage to commence on that date with timely submission of the appropriate enrollment form. The coverage period for the medical plan is July 1 through June 30. See Appendix – Medical Rates.

Dental plans are also available and are paid by the employee. The coverage period for the dental plan is July 1 through June 30.

A teacher who resigns from the district and has completed his/her contract may buy health insurance coverage from the district for July and August by giving back five days of leave, no pro ration. If the teacher does not have five days of leave to buy coverage, coverage will terminate on June 30. If a teacher resigns in July or August, the district will terminate coverage as of June 30 unless the teacher purchases coverage with five days of leave. If the teacher has any voluntary deductions (i.e., dental, dependent medical, AFLAC, etc.) he/she is responsible for the cost of coverage for July and August.

The district provides a life insurance policy in the amount of the employee’s contract amount for all employees working 30 hours (.75 FTE) or more per week. Optional insurance carries over from year to year. Changes to health insurance and dental insurance coverage can only be made during open enrollment unless the employee has a change in family status (e.g., marriage, birth, death). Employees on paid leave receive full insurance benefits. Employees on unpaid leave may purchase insurance, and are responsible for premium payments. (See FMLA for separate rules governing FMLA leave.) Employees who resign or terminate employment will receive information from AEI regarding available COBRA benefits for medical, dental and vision coverage. Coverage through the district will end on the last day of the month of resignation or termination.

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JURY DUTY OR MILITARY LEAVE An employee who is required to serve jury duty during normal work hours must submit a Leave Form and attach a copy of the jury summons. After serving on jury duty, the employee must submit confirmation from the court that jury duty was served in order to be paid by the district. A copy of any juror pay received from the court must be submitted to payroll. Juror pay from the court (not including mileage) will be reimbursed to the district by payroll deduction. If the employee is released from jury duty in time to complete at least half a normal work day, the employee is expected to report for duty for the remainder of that work day. The employee is not charged for jury duty absence from accrued leave. If a teacher is instructed to call the court mid-morning of the jury duty day to see if he/she is required to report, the teacher calls in for a substitute for the day, reports to work, and calls the juror line at the time instructed. If required to report, submit confirmation after serving. If not required to report, utilize the substitute where needed for the remainder of the day, or the sub may work a half day. An employee who is a member of the Military Reserve or National Guard is entitled to leave of absence without loss of pay or time when engaged in a two-week field training. Such leave will not count as experience to advance on the salary range. An employee called up for long-term military leave must take unpaid leave of absence. Persons volunteering for military service, except in time of declared war, will not be considered for long-term military leave of absence. It is the responsibility of the employee to notify their supervisor when notice of military duty is received. (Policy GCCD) LEAVE Teachers working .50 FTE or more accrue 12 leave days per contract year. Less than full contract year employees accrue leave on a pro-rata basis. Leave is granted and deducted in multiples of full or half days. Teachers accrue 0.6 leave days in each of the first 20 pay periods. Leave accruals shown on pay stubs for contracted employees reflect the accrued balance as of the end of the prior pay period. Unused leave accumulates from year to year. An employee receiving paid leave continues to accrue leave. An employee on unpaid leave does not accrue leave. Leave may be used for personal illness, family illness, bereavement, religious holidays, or personal leave. Leave may include other excused absences, such as medical or dental appointments that cannot be scheduled on non-duty days. An employee who is off work due to illness may be required to submit a physician’s note verifying the illness. The employee should recognize that it is in their best interest to secure documentation when absent. An employee who is experiencing a significant medical event may qualify for FMLA and should contact Human Resources. In absences for family illness, all accumulated leave is available if the person is an immediate family member. If the absence is to exceed one week, employee shall notify principal of the anticipated length of absence, and keep principal informed thereafter. In the case of illness of a relative other than immediate family, employees will be allowed absence for a maximum of six days chargeable to leave. Upon request of the employee, hardship cases shall be referred to the Human Resources Administrator for consideration.

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Leave may only be used on a budgeted workday during the employee’s regular work assignment during which the leave is earned. (Example: an employee working a summer position may not use leave accrued during a school year assignment.) An employee must be on paid status the day before and after a holiday to be paid for the holiday. Employees must exhaust available leave prior to taking a pay dock for an absence. Absences paid beyond accrued leave will be docked in the next pay period following an overuse. Upon resignation, termination, or retirement, an employee with at least four years of continuous district service will receive pay for accumulated leave days, up to a maximum of 120 days. A benefitted employee with at least four years of continuous district service who transfers to a non-benefited position (not accruing leave) would be eligible for the leave payout. Payout for accumulated leave:

4 to less than 10 years 25% of daily rate of pay 10 to less than15 years 50% of daily rate of pay 15 to less than 20 years 75% of daily rate of pay 20 years and over 100% of daily rate of pay

An employee who changes job classifications from certified to classified or from classified to certified will retain their accumulated leave and accrue leave in the new position, if eligible. When the employee leaves the district, total years of service will be granted and the payout for accumulated leave will be paid at the current job level pay. Any employee who willfully violates or misuses the district’s leave policy or misrepresents any statement or condition will be subject to discipline, which may include reprimand, suspension, and/or dismissal. (Policy GCCA, GCCB) Bereavement Employees are allowed absence for bereavement up to a maximum of six days per occurrence. Bereavement leave for longer than six days requires approval of the Human Resources Administrator. Bereavement leave is available regardless of the relationship of the deceased person to the employee. Bereavement is taken from accrued leave. Documentation may be required for a bereavement absence. Religious Leave Employees will be allowed days of absence chargeable to accrued leave (not personal leave) for religious observances. The employee must submit a Leave Form to the school principal or supervisor during the first week of the semester in which the religious holiday occurs, and indicate the name of the religious holiday.

Leave: Personal Leave An employee may use available leave time for personal, legal, or business matters that require absence during school hours. Personal leave days are deducted from the annual leave allocation. The employee must submit a Leave Form to the principal or immediate supervisor at least one full day prior to the absence. The administrator must ascertain the probability that a qualified substitute is available prior to approving the absence. As soon as the administrator has approved the request, the employee is responsible for notifying the

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Human Resources department of details concerning the required substitute. The request shall be forwarded to Human Resources with the administrator’s recommendation. If an employee has more than one supervisor, each one must approve the request for a personal leave day. Personal leave may not be used on a duty day before or after a holiday. Personal leave days may not be approved when the anticipated employees’ absences in any employee category at a given school would exceed two. The building administrator may approve a personal day for up to two employees per non-blackout day at their respective sites. The building administrator may approve exceptions for special circumstances. With due consideration of the immediately preceding paragraph, the Superintendent will have discretion to approve leave without pay during orientation week, parent-teacher conference days, the first week of school, the last week of school, or on the last duty day before or the first duty day after a holiday or vacation. (See Life Passage Events.) Employees may take up to and including four consecutive personal days per semester. An employee may request five or more days for extenuating circumstances if he/she has not taken five or more consecutive personal leave days within the past three years. Teachers are not allowed to use personal leave on blackout days. The Educational Services department publishes a list of blackout days, which are days designated by the Governing Board and days when substitutes are limited due to the number of teachers out for staff development. Teachers are not allowed to take personal leave on TCT days. (Policy GCCB) See Appendix – Blackout Days. Leave: Life Passage Events Personal leave during the first and last weeks of school, before and after school holidays, and all other blackout days are considered for paid leave for family “Life Passage” events, including but not limited to the following:

• Anniversaries • Baptisms • Child’s first day of school • Weddings • Christenings • Taking child to college • Family Reunions • Bar/Bat Mitzvahs

Other “Life Passage” events will be considered upon application. Application for paid personal leave for any of the aforementioned days will be reviewed as follows: � Employee will submit a request in writing to the school principal or supervisor a

minimum of 30 days prior to the date requested. The request is to include the ‘life passage’ event and date.

� A Madison School District Leave Form must be attached to the written request. � If applicable, application must be accompanied by Substitute Teacher commitment

statement. � Within 5 working days of review by the school principal or supervisor, the employee will

be notified in writing of the decision. An appeal of the decision may be made to the Human Resources Administrator. Submittal of a request does not guarantee approval.

LEAVE OF ABSENCE A leave of absence must be applied for in writing to the Governing Board through Human Resources. Leave of absence will be granted when it is deemed to be reasonable, for a good cause, and not detrimental to education within the district. Leave of absence for personal reasons will be unpaid. Leave granted for reason of illness may begin the day after the date on

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which all leave has been exhausted. The maximum time allowed for a leave of absence is one year. An employee who has not returned to work following the time granted will be terminated. LOA time is not credited towards years of service. A certified employee requesting a leave of absence for the following school year must submit a request in writing to Human Resources by March 1. When leave is granted, all rights and benefits are retained and will be available on return to employment. The district cannot, however, guarantee return to original assignment. An employee receiving a leave of absence is required to give written notice of intent to return at the beginning of the next school year on or before February 1 of the leave year. An employee on unpaid LOA does not accrue leave and is responsible for insurance premiums. The employee may receive insurance through COBRA. Reinstatement of district-paid medical coverage for eligible employees following unpaid LOA is effective the first day of the month following return to work. The returning employee must notify the benefits department to initiate reinstatement. NATIONAL BOARD CERTIFICATION Madison School District and MDCTA support teachers seeking National Board Certification (NBC) from the National Board for Professional Teaching Standards. NBC encourages teachers to be responsible for their own professional growth by integrating educational practices that elevate the quality of the teaching profession. This program and the NBC addendums are reviewed annually during the Interest Based Negotiations process. Individuals interested in applying for NBC should contact the Educational Services office. � The NBC addendum for the 2013-2014 school year is $2,000. � Teachers who attain their National Board Certification during the 2013-2014 school year will

receive an addendum of $1,000. Each teacher who is an official candidate for National Board Certification status will be allowed two days of professional leave for the completion of parts of the required writing components under the following criteria: � Tuesdays and Thursdays will be the only available leave days for this work. � Arrangements must be made at least two weeks prior to a requested writing day. � If the NBC candidate/teacher has a preferred substitute who is available on the requested

date, please indicate when applying for leave. � Obtain school administrator’s signature of approval prior to submitting Leave Form and

mark it as Professional leave. PAY FOR PERFORMANCE Pay for performance plans are available at each school for school-wide performance pay. See Appendix – Performance Based Compensation System. PAYCHECKS Employees are paid biweekly according to the pay schedule set by the district payroll office. Each employee is responsible to check their pay stub to verify the accuracy of earnings and benefit deductions, especially following any change in assignment. Every effort is made to process payroll accurately. An employee who believes an error has been made should notify payroll promptly. Overpayments will be docked from future pays or otherwise returned by the employee. Underpayments will be corrected. Direct deposit of paychecks is available to each employee by submitting a Direct Deposit Authorization, available on SharePoint. Direct Deposit is a secure method of receiving wages

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and eliminates the wait time required for receiving a live check. An employee enrolled in Direct Deposit must notify Payroll no later than 15 calendar days prior to the next pay date if they close their direct deposit bank account. A $25 fee will be charged by payroll deduction if the deposit is returned by the bank and a replacement check is required. To avoid the fee, an employee should notify Payroll of the change and leave the old account open until the final direct deposit is received. Contract employees working less than 52 weeks may elect one of the following pay options. Any change to the election must be made prior to the first duty day of the fiscal year. An employee who does not submit an election will be paid on the 26 Pay (BOC) Option.

1. 26 Pay (BOC) Option: 1/26 of annual salary paid biweekly throughout the school year, with balance of contract paid in one lump sum at the end of the contract.

2. 26 Pay (Spread) Option: 1/26 of annual salary paid biweekly throughout the school year, continuing through the summer.

3. 22 Pay Option: 1/22 of annual salary paid biweekly throughout the school year for all contract days.

Payroll deductions are as follows. Optional deductions, once in effect, will continue until canceled or changed in writing by the employee. (Policy DKB)

REQUIRED Deductions OPTIONAL Deductions

� Federal Withholding � Arizona State Withholding Tax � Social Security (OASI/FICA) � Arizona State Retirement System

(ASRS) � ASRS Long Term Disability

(ASRS LTD)

� Dental Benefits � Flex Spending Plan � Vision Insurance � AFLAC Insurance � Term Life Insurance � United Way

� Health Insurance for dependents � Deferred Compensation 457 Plan � Tax Sheltered Annuity 403(b) � Short Term Disability (STD) � Credit Union/Direct Deposit � AEA/MDCTA Professional Dues

RETIREMENT Application for retirement should be submitted to Human Resources by February 1 of the fiscal year of retirement. Normal retirement is the earliest an employee may retire with a full benefit, as calculated by the Arizona State Retirement System benefit formula. For members hired on or before June 30, 2011, a normal retirement date occurs under the earliest of the following situations:

• At age 65. • At age 62 with 10 or more years of credited service. • At any combination of age plus years of credited service totaling 80 points.

For members hired on or after July 1, 2011, a normal retirement date occurs under the earliest of the following situations:

• At age 65. • At age 62 with 25 or more years of credited service. • At age 55 with 30 or more years of credited service.

There is no point-based retirement date option for members who join ASRS on or after July 1, 2011. Early retirement may be taken with a reduced benefit, as calculated by the ASRS benefit formula. Early retirement may occur at age 50 or after, with five or more years of credited service. (Policy GCQE)

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Retirement: Insurance Retirees may enroll in an ASRS insurance plan at their own expense or in the district’s retiree insurance plan up until age 65, at their own expense. Retirement: Leave Buy Back Upon resignation, termination, or retirement, an employee with at least four years of continuous district service will receive pay for accumulated leave days, up to a maximum of 120 days. Payouts for accumulated leave:

4 to less than 10 years 25% of daily rate of pay 10 to less than15 years 50% of daily rate of pay 15 to less than 20 years 75% of daily rate of pay 20 years and over 100% of daily rate of pay

Retirement: Phased Retirement Program Employees who are eligible to retire under ASRS normal retirement may, with approval, participate in a Phased Retirement Program (PRP). The deadline to apply for retirement under this option is February 1 of the fiscal year of retirement. The employee must have a satisfactory performance evaluation prior to retirement and have a supervisor recommendation. A PRP retiree may return to work full time at the district as an employee of smartschoolsplus. The retiree earns approximately 85% percentage of his/her exit salary, and is responsible for the ASRS alternative contribution rate. Retirement: Returning Retirees Certified employees who retire from the district may join the substitute pool and be called as needed by the district. District retirees signing a half school year or longer contract may be compensated up to their daily salary at the time of retirement, calculated to the length of the new contract. They will accrue non-cumulative sick leave based upon the length of the contract. There is no guarantee of contract renewal. Employees who have retired with the Arizona State Retirement System and return to work for the District will be responsible for the alternative contribution rate paid to ASRS pursuant to A.R.S. Section 38-766.02.

SABBATICAL LEAVE Sabbatical leave may be granted to teachers to continue their professional education on the basis of improvement of professional preparation and/or the educational program of the district, current assignment of the individual, value of the leave to the district, and funds that are available. To qualify, the teacher must have been employed by the district for a period of seven consecutive years, and he/she may not have previously been granted a sabbatical leave by the Governing Board. Sabbatical leaves may not exceed a period of one year. Teachers must apply in writing to the superintendent no later than February 1 preceding the year or semester for which leave is requested. (Policy GCCF)

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SALARY RANGE The salary range for teachers in the Madison School District is based on preparation, experience and professional growth in service. The salary range pertains to personnel holding provisional, basic or standard certificates at the elementary or secondary levels. New teachers entering the system with prior teaching service, who have met academic and professional qualifications for Arizona State Department of Education certification, will be given a maximum credit of up to five years for substantiated experience. For difficult to fill positions, full experience may be given with Superintendent approval. Previous verified experience recognized for the purpose of placement on the salary range is defined as any previous full-time certificated teaching in a K-12 institution within the previous ten years. No new hire will exceed the maximum range in any educational column. For a teacher to receive credit for previous teaching experience, the teacher must furnish the office of the Superintendent full information concerning the previous teaching records. When the experience has been verified, credit will be given by the district. Special circumstances will be reviewed at the discretion of the Human Resources Administrator. Any Madison classroom teacher who leaves the district for up to a one-year period of time and is rehired by the district will retain the years of service accrued prior to leaving the district. This reinstatement of years of service will not be granted, however, if the former employee accepted a teaching position during the one-year absence from Madison School District. (Policy GCBA) The salary ranges for all employees are set each year by the Governing Board through an "Interest Based Negotiations" process where recommendations are made to the Superintendent and the Board. Certified personnel are represented by their recognized organization. (Policy HA-R) SUPPLEMENTARY PAY When Madison parent-teacher and/or other Madison-connected organizations hire district employees for district-approved special services on school premises outside their normal duties, payment is to be made by Madison School District. Employer-paid benefits must be deducted from the amount covered by the organization. When approval has been given for school-connected and/or other private agencies to use district facilities in the summer, the sponsoring organization shall directly pay personnel who are not on the district’s payroll. (Policy GCBC-R) TAX SHELTERED ANNUITY (TSA) Employees may participate in a Tax-Sheltered Annuity 403(b) and/or 457(b) plan through a district-approved TSA vendor. Participants make pretax contributions to a TSA through payroll deduction, which allows the employee to reduce taxable income while saving for retirement. Employees may contact an approved TSA vendor for information about employer-sponsored retirement plans. The district does not make any recommendations regarding selection of a TSA vendor or plan. A Salary Reduction Agreement, available from the district office, must be submitted to the payroll department. See Appendix – TSA Vendor List.

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TUTORING School buildings are not to be used for private tutoring or classes for which students pay a fee to staff members unless a rental contract has been entered into with the district. Staff members are not permitted to provide tutoring for pay to any students who attend or are registered in any of their own classes. (Policy GCRD) WORKERS’ COMPENSATION District employees injured while in the course and scope of employment are protected under Arizona workers’ compensation laws. The employee must report the injury immediately to their supervisor or to the school health associate, District Office, or other administrator if the employee’s supervisor is not available. A Supervisor’s Incident Report must be submitted to the District Office for every injury, even if the employee does not need medical treatment. Failure to report an injury in a timely fashion may result in the claim being denied. The Supervisor’s Incident Report and instruction sheet for injured employees are available from: School Health Office C.E. Site Coordinator M&T Secretary

School Secretary C.E. Program Manager Transportation Supervisor School Plant Manager Food Service Manager D.O. Admin Services

If medical treatment is needed, the employee must obtain treatment at the approved Occupational Clinic. This facility specializes in treating industrial injuries and does not charge a fee/co-pay for a valid work-related injury. The employee’s supervisor will assist the injured employee in getting to the clinic, if necessary. Emergency care should be sought for life-threatening injuries. Prompt treatment is important for recovery and for a claim being accepted for benefits. Notify Terri Divers in Administrative Services immediately if an ambulance is called in response to an incident involving an employee injury. Medical treatment received for an industrial injury is on the employee’s time. The employee should schedule appointments for outside of work hours or use accrued leave for time missed from work. The employee may, at the supervisor’s discretion and with approval by Administrative Services, be given up to a regular day’s pay for the date of injury without being charged for leave. Copies of status reports from each doctor visit are to be submitted to the District Office. An employee who misses work due to an injury must keep their supervisor and the District Office informed of their status on a regular basis. An injured employee who has been placed in off-work or modified work status is expected to keep follow-up appointments until released to regular duty. A doctor’s release is required when returning to work after being placed in off-work or modified work status. An employee placed on work restrictions during treatment of an industrial injury may be given a transitional work assignment as part of the district’s Return-to-Work program. An employee on modified or off-work status for an extended time may be scheduled for an Independent Medical Exam (IME) by the carrier. The employee is required to submit to the IME as a condition of employment. The employee will be charged a missed exam fee if a scheduled IME appointment is not kept. An injured employee may be required to complete an Injury Review Process (IRP) report with the supervisor or Administrative Services representative.

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Madison School District is proactive in providing proper tools for the job. It is the employee’s responsibility to use tools appropriately and safely. Employees are expected to dress appropriately for their job assignment and workstation in order to maintain a safe environment and avoid injury. Appropriate dress includes proper clothing and footwear. Safe Practice Guidelines

• Don’t take chances • Ask questions when in doubt concerning safety • Safety rule violations may result in disciplinary action • Unsafe conditions must be reported

Industrial Leave Compensation Schedule: Time Missed Industrial Compensation District Compensation

1 to 7 calendar days None Regular pay from accrued leave 8 to 13 calendar days 2/3 of regular pay 1/3 of regular pay from accrued leave 14 or more calendar days 2/3 of regular pay,

retroactive to 1st day

1/3 of regular pay from accrued leave

If an employee receives industrial compensation while off work, the regular salary from the district is reduced by two-thirds, with one-third paid by the district from the employee’s accrued leave. If the employee does not have sufficient accrued leave, a leave of absence may be requested. An employee who will be off work for more than three consecutive calendar days and is eligible for FMLA should immediately request FMLA leave. The employee must provide the District Office with a copy of each industrial compensation payment received. An employee may not receive a combined amount of industrial compensation and district wages which exceeds the employee’s regular pay. An employee who receives industrial compensation for days covered by district paid time off work must reimburse the district for any overpayment. An equivalent amount of leave used will be credited back to the employee’s leave bank. (A.R.S. § 23-908; Policy GBGC, EBBB-RA)

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SECTION 3

GENERAL INFORMATION

31

SECTION 3 – GENERAL INFORMATION CLASS SIZE Staffing shall be based on the suggested average of 26 students in kindergarten, 29 in first and second grades, 32 in third and fourth grades, and 36 in fifth through eighth grade homerooms. This reflects the policy of 10% plus one in each grade. Special Education classes may vary according to program. English Language Development class size may vary due to the state ELD model. (Policy IIB-R) COMMITTEES AND MEETINGS Committees The Board encourages employee participation in the decision making for the district. When necessary and applicable, the Superintendent will establish committees to recommend policies and rules for the best functioning of the district. (Policy GBB)

Committees may be formed to meet district goals. The district will limit after school curriculum meetings to two hours. Professional committee participation during the school year is considered part of the professional day. If committees convene during summer, compensation should be received by teachers. Compensation for all committees will be treated equally and will be the same hourly rate as the after-school activities program.

Site Professional Council (SPC) A site professional council will be organized in each district school for the purpose of discussing matters of local concern. The Chairperson of the SPC will be a MDCTA member. Committee members do not have to be MDCTA members. Each site professional council will hold regularly scheduled meetings (special meetings will be held as needed).

Any member of the certified staff at the school may contact a member of the site professional council to request that an item of local concern be discussed and appropriate action taken. (Policy CE-R)

District Professional Council (DPC) The Madison School District Professional Council, comprised of the Superintendent and the Recognized Organization Site Professional Council, will hold regularly scheduled meetings (special meetings may be called when necessary) for the purpose of discussing matters of general district concern, discussing proposals for change or revision in policies or regulations, and discussing unresolved matters referred from the site professional councils. (Policy CE-R)

Site Based Management (SBM) In order to place the decision making as close to the learner as possible, make use of the talents within the community and of all staff members at the schools, principals shall administer the local schools according to the tenets of the shared decision-making procedures (Site Based Management). The agreements through shared decision making shall not be interpreted or applied to deprive teachers of professional advantage heretofore enjoyed unless expressly stated.

32

In order to ensure that site based management will be effective and successful, time and monies for collaborating and planning will be provided. A SBM Monitoring Committee is part of the Site Based Management Framework. (Policy CFD, W/W 1993)

Meetings Faculty/Grade Level Meetings Meetings will be scheduled when necessary and will be kept to pertinent and productive agendas as determined by the principal and staff. Tuesday will be designated for faculty meetings. When a meeting is called, the time needs to be used effectively for all. MDCTA Meetings The fourth Monday of each month will be set aside for MDCTA meetings. The Administration will not schedule conflicting mandatory meetings except in an emergency on that day. Teacher study groups and classes will not be offered on the fourth Monday, whenever possible. In the event this becomes necessary on a temporary basis, District Professional Council will be notified prior to the event if it is scheduled by the Administration. Any conflicting meetings on the fourth Monday will be considered optional. Professional Staff Meetings The Superintendent will arrange for and hold staff meetings as the need may arise. This authority may be delegated to principals. All teachers are required to attend any such meetings unless officially excused by the principal or the Superintendent prior to the meeting. Notice of meetings with agendas shall be published two days prior to the time of meeting. All meetings shall be set in a purposeful manner and kept to a length consistent with the importance and purpose of the meeting. (Policy GCMC)

COMMUNICABLE DISEASES Inquiries or concerns by staff members or others regarding communicable diseases or a staff member who is known or believed to have a communicable disease shall be directed to the Human Resources Administrator or the school health associate. The district shall make reasonable efforts to maintain the confidentiality of staff members’ medical conditions. A staff member who has a chronic communicable disease, such as tuberculosis or HIV/AIDS, shall not be excluded unless a significant risk is presented to the health and safety of others, which cannot be eliminated by reasonable accommodation. The district shall consult with legal counsel and health professionals, as necessary, to ensure that exclusion of a staff member with a chronic communicable disease will not violate the staff member’s rights. If an outbreak of a communicable disease occurs in a school setting, the Superintendent or the school health associate shall promptly inform staff members who are known to have special vulnerability to infection. The district does not assume any duty to notify an employee of health risks caused by the presence of a communicable disease in the school setting unless the at-risk employee has notified the district of the conditions when notification is needed. (Policy GBGCB)

33

CUSTODY ISSUES An employee asked to testify on behalf of one parent of a district student must insist that such testimony can only be given after having been served with a lawful subpoena. Testimony will be limited to factual matters in which the employee has a license or professional capacity to serve. The employee must immediately notify the principal upon receipt of a subpoena in reference to any student. The employee should check the student’s records to see if any special custody situations exist. DRESS CODE All staff members are expected to dress and maintain a general appearance that reflects their position and does not detract from the educational program of the school. Employees must always consider that their employment places them in the position of role models for students. The Governing Board expects the dress and appearance of all staff to be professional in nature and to set a standard for student attire. Although employees have the basic freedom to express their individuality, basic expectations must be met. Staff members are expected to observe standards of dress and grooming appropriate for a professional in a school setting. (GBEB-RB) Minimally, professional standards of dress shall observe the following guidelines:

• Clothing should be free of frays, holes, or tears and should not expose undergarments, breasts, excessive cleavage, chests, or midriffs.

• Spaghetti straps and tank tops are not appropriate unless worn with a jacket or shirt. • Clothing shall not display profanity or profane or obscene gestures, nor shall it support

alcohol, cigarettes, drugs, or sexual activity. Clothing should be free of political messages while staff members are on duty.

• Skirts, skorts and dresses should be mid-thigh or longer. • Shorts and exercise clothing are not appropriate except for physical education teachers

and for certain field trips (to be approved by principal). • Capris and dress slacks are acceptable. • Rubber or foam flip-flops are not acceptable footwear. • No visible piercing with jewelry, other than earrings. • Each site will work with site Professional Council and Building Administration to

determine whether/when blue jeans are appropriate. GRIEVANCE A grievance is a complaint by a district employee alleging a violation or misinterpretation, as to the employee, of any district policy or regulation that directly and specifically governs the employee’s terms and conditions of employment. The suspension or dismissal of employees is not a grievable matter. Assignment, reassignment, or transfer of an employee to another position or duties is not grievable beyond the Superintendent unless there is a reduction in compensation or the Superintendent requests that it go to the Board. Failure to file a grievance within 15 days after the employee knew, or should have known, of the circumstances upon which the grievance is based shall constitute a waiver of that grievance. (Policy GBK, GBK-R) HARASSMENT/NONDISCRIMINATION All individuals associated with the district, including but not necessarily limited to, the Governing Board, administration, staff, students, and members of the public while on campus, are expected to conduct themselves at all times so as to provide an atmosphere free from sexual harassment. Any person who engages in sexual harassment while acting as a member of the school community or while on school property will be in violation of this policy.

34

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when made by a member of the school staff to a student or to another staff member, or when made by a student to another student.

Anyone subjected to sexual harassment, or who knows of the occurrence of such conduct, should immediately inform the Human Resources Administrator. (Policy ACA) The Board is committed to a policy of nondiscrimination in relation to race, color, religion, sex, national origin, age, and disability. This policy will prevail in all matters concerning staff members, students, the public, educational programs and services, and individuals with whom the Board does business. Any person who feels unlawfully discriminated against or to have been the victim of unlawful discrimination by an agent or employee of the District or who knows of such discrimination against another person should file a complaint with the Superintendent. (Policy AC, AC-R) MDCTA The Madison District Classroom Teachers' Association became a local affiliate of the Arizona Education Association in 1954. Teachers of the Madison School District join and support each other in MDCTA. Any employee interested in joining MDCTA may contact the MDCTA president. See Appendix – MDCTA Contacts. MULTIPLE SCHOOL ASSIGNMENTS Full-time teachers may not be assigned to more than two schools per day and will be entitled to reimbursement for travel between those schools. Preparation time and lunch shall be provided on the same basis as for non-traveling teachers. (Policy GCK-R) PARENT/TEACHER CONFERENCES Parent-teacher conferences will be held in the fall and spring. Half day release times will be designated for parent-teacher conferences. Student grades for the 2013-2014 school year are due no later than 5:00 p.m. on the dates listed below. PowerSchool rounds up. Grades are to be entered as a whole number with no decimal. Example: 90.3 would be 90; 94.5 would be 95.

Quarter End of Grading Period Grades Due by 5:00 p.m. 1

st October 4, 2013 October 4, 2013

2nd

December 20, 2013 December 20, 2013 3

rd February 28, 2014 February 28, 2014

4th May 16, 2014 May 13, 2014

Teacher Planning Days: A half-day at the end of the first, second, and third quarters will be used for planning/preparation time for Parent-Teacher conferences. These days are deemed as instructional days and teachers are expected to be on campus until the end of the regular instructional day. See Appendix – Calendar for dates. The Superintendent will establish procedures to allow parents of students to schedule conferences with teachers at other times during the year. (Policy IKACA)

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Back to School Nights will be held during the first three weeks of the school year. At that time the teacher outlines the instructional program for the coming year. Report cards to parents concerning student achievement will be made every nine weeks by the teacher, and additional written reports will be made when necessary. Teachers will confer with parents when necessary concerning academic progress and discipline of students. (Policy IKA) PROCUREMENT All employees are required to follow procurement procedures for any district purchase. Key points are listed below. For additional information on correct procedures, staff should check with the school secretary or the finance department. • Never order, purchase, or receive any materials, services, or equipment without a valid

purchase order! Failure to comply may result in disciplinary action up to and including termination of employment.

• The district is not authorized to pay any invoice that is not preceded by a valid purchase order.

• The district is not authorized to reimburse any employee for any expenditure not associated with a valid purchase order or without prior authorization and written approval from the business office.

PROFESSIONAL GROWTH Teachers are encouraged to annually develop professional growth by attendance on a district committee, conference/workshop, standing school committee which meets on a regular basis, or by completing attendance at a district or university level education-related class. PROFESSIONAL STAFF WORKLOAD (PROFESSIONAL DAY) The schedule for each teacher shall be the responsibility of the principal, under the direction of the Superintendent. Principals are to schedule a contiguous thirty-minute lunch period free of duty for every teacher. When this is not possible, the principal will work out an equitable lunch period for all teachers and notify the Superintendent. Every teacher shall be granted five preparation periods per five-day work week; every effort shall be made to have these occur on a daily basis. Teachers will assume all responsibilities relative to assigned duties, classroom planning and maintenance, coordination with other personnel, parent and student conferences, attendance at meetings, and other professional responsibilities. Classroom planning is meant to include full professional planning, assessment, remediation, and/or enrichment in order to provide a quality instructional program for Madison students (reflect Response to Intervention practices). The teacher's day incorporates not only responsibility to serve on district and local committees but also to be present for in-service education workshops included in the official district calendar, recommended by site professional councils, district professional councils, district curriculum committee, or as specified by the Governing Board. The professional day (for teachers not assigned to supervisory duty) will be established as beginning 15 minutes prior to the first bell ringing to send students to class and 15 minutes after student dismissal.

36

In order to ensure the safety of students and the security of school campuses, principals may assign equitable duties before school, during the school day, or after school. Employees of the district may be required by the Superintendent or immediate supervisor to be present at certain activities (registration of students, graduation programs, closing of school activities, etc.). (Policy GCM, GCMD) PUBLIC COMPLAINTS ABOUT PERSONNEL Complaints concerning district personnel should be directed to the employee first. The employee will have a minimum of five working days in which to reply to the complaint at each administrative level at which the matter is reviewed. If the complainant is dissatisfied with the results, the complaint shall be reviewed by the employee’s supervisor. The supervisor will hold a meeting with both parties to resolve the problem. The employee will be notified of the meeting and any subsequent meetings in advance to allow time to select an observer of the employee’s choice. Depending on the severity of the complaint, it can go directly to Human Resources. There is provision in the policy for the complaint to go to the Superintendent or designee for resolution if dissatisfied at the school level. If dissatisfied at the district level, the complaint may go to the Superintendent. The matter may be referred to the Board within ten working days following the Superintendent’s decision. (Policy KEB-R) SCHOOL YEAR Teacher contracts will be 205 days. For 2013-2014, the contract starts July 31, 2013, and includes each Monday through Friday until May 16, 2014, including holidays and 183 working days, with the exception of the following non-duty days: March 17, 18, and 19, 2014. Students will attend school 180 days. See Appendix - Calendar. An employee must be on paid status the day before and after a holiday to be paid for the holiday. Should an emergency force the need to close schools, the school calendar shall be extended to the number of days necessary to maintain the schools in operation for the minimum number of teaching days required by laws. (Policy IC, ID) SHAREPOINT Employees have access to various documents on SharePoint on the district website, MadisonAZ.org. Select For Staff, Employee Login, and SharePoint from the appropriate column of At School or From Home. Login with your district User Name and Password. Select the desired link under Documents. SMOKING/SUBSTANCE ABUSE The use or possession of tobacco is strictly prohibited in all district buildings, on all district property and in all district vehicles. Employees are expected and required to report to work on time and in appropriate mental and physical condition for work. The use or possession of intoxicants or illegal drugs on school property or at school events is prohibited. Any school employee who is aware of or who suspects a violation of this policy must report all known or suspected activity or observed behaviors to the principal or other appropriate administrator. (Policy GBEC, GBECA, GBED)

37

SPECIAL SUBJECT FULL-TIME TEACHER Special area teachers are professionals who service the needs of students across the district in art, vocal music, instrumental music, and P.E. Suggested scheduling criteria will be a maximum of 10 sections of lower-grade class loads per day, 6 sections of upper grade class loads per day, or a reasonable combination of both. STAFF DEVELOPMENT The Superintendent or designee may establish local in-service training courses for teachers and other professional employees in the schools with credit for professional development which may include recertification hours issued from the district. The attendance of teachers in such professional development shall be recorded and no recertification hours will be issued unless the teacher has been in attendance. Recertification hours are not eligible for lane movement. An employee attending a meeting or conference must obtain approval from administration at least 20 days prior to the event if the district is to pay conference fees or travel expenses. The 20 days should be adhered to for any meeting or conference whenever such prior request is possible. The following guidelines will be used in granting released time and/or travel expense: • Value of the meeting or conference to the district. • Funds available in the appropriate budgets. • Availability of a guest teacher, if one is necessary. All absences for staff professional development are to be coordinated through the Assistant Superintendent of Educational Services. No absence shall be approved until the Assistant Superintendent has ascertained from the Human Resources office that a qualified guest teacher is available. All recommendations for released time for professional development shall be filed in the Human Resources office at least one week prior to the anticipated activities. (Policy GCCE, GCCE-R) For school business leave where there are no fees involved, teachers should submit a Leave Form at least ten school days prior to the planned leave. TEACHER COLLABORATION TIME (TCT) Teacher Collaboration Time (TCT) will be held on scheduled Wednesday afternoons, with students being released ninety (90) minutes early at their site. This is an opportunity for teachers to work in several capacities, such as professional development, collaboration with grade levels at their sites, or collaboration among grade levels or special areas across the district. This is part of the teacher contract day. Teachers are not allowed to take personal leave during TCT. Absences must be called in to the substitute management system. TRIP REDUCTION PROGRAM Employees are encouraged to carpool, walk, bike, or take the bus to work whenever possible as part of the Trip Reduction Plan mandated by the Maricopa County Air Quality Department. Alternate Mode Users (AMUs) are eligible for annual prize drawings. Eligible employees may register for a permit tag to park in a carpool parking space available at each site. Carpool parking may only be used on days that the AMU actually carpools. Carpooling with a person who works at a nearby non-Madison location qualifies for carpool parking at a Madison site. Carpool permit registration is available from the TRP Coordinator at the Transportation Department.

38

WORKING CONDITIONS An employee is encouraged to communicate to the district whenever the employee believes working conditions may become intolerable to the employee and may cause the employee to resign. The employee must notify the Administrator for Human Resources in writing if a working condition exists that the employee believes is intolerable, that will compel the employee to resign or that constitutes a constructive discharge, if the employee wants to preserve the right to bring a claim against the employer alleging that the working condition forced the employee to resign. Under the law, an employee may be required to wait for fifteen calendar days after providing written notice before the employee may resign if the employee desires to preserve the right to bring a constructive discharge claim against the employer. An employee may be entitled to paid or unpaid leave of absence of up to fifteen calendar days while waiting for the employer to respond to the employee's written communication about the employee's working condition. A.R.S. §23-1502.E.2.

39

APPENDIX

� Absence Reporting Instructions ..................................................................... 41 � Blackout Days................................................................................................ 43 � Calendar - School Year ................................................................................. 44 � Governing Board Policy Index – Section G: Personnel ................................ 45 � Interest Based Negotiations (IBN) Agreement .............................................. 46 � MDCTA Contacts........................................................................................... 48 � Medical Rates ................................................................................................ 50 � Pay Schedule – Extra Duty ............................................................................ 51 � Pay Schedules – Certified ............................................................................. 52 � Performance Based Compensation System – PBC (P4P) ............................ 55 � Pre-Approval for Out-of-District Courses/Standards of Acceptable Credit .... 62 � Reduction in Force (RIF) Policy GCQA-E/Professional Attributes ................. 64 � Request for Lane Movement ......................................................................... 68 � Strategic Plan ................................................................................................ 69 � Teacher Evaluation Instrument...................................................................... 73 � Teacher Lesson Plan Template .................................................................... 84 � TSA Vendor List ............................................................................................ 85 � Salary Range – Certified ............................................................................... 86 � Salary Range – ECP and LPN/RN ................................................................ 87 � Salary Range – OT/PT/Speech/Psychologist ................................................ 88

ABSENCE REPORTING

41

ABSENCE REPORTING - Employee Quick Reference

Page 1 of 2

System Phone Number 602-664-7987

Help Desk Phone Number Your School Secretary

Web Browser URL subs.msd38.org

Access ID _____________________

Write your PIN number here _____________________

THE SYSTEM CALLS SUBSTITUTES DURING THESE TIMES:

Today’s Jobs Future Jobs

Weekdays Starts at 5:00 am and

continues until 60% of

completion of job

5:00 – 9:55 pm

Saturday None None

Sunday None 5:00 – 9:55 pm

Holidays None 5:00 – 9:55 pm

WEB BROWSER ACCESS INSTRUCTIONS

SIGN IN

Open your browser and access the SmartFindExpress Sign In page. Review

the messages above the Sign In. Enter your Access ID and PIN. Review

additional announcements on your home page, if any.

TO CREATE AN ABSENCE

Choose the Create an Absence link

Important Note: Items in Bold are required to complete an Absence and

receive a Job Number.

• Select the Location

• Select the Classification

o Choose from the drop-down menu

• Select the Reason for this absence from the drop-down menu

• Enter Budget Code, if applicable

• Indicate if a substitute is required for this absence

o Choose Yes or No

• Select Start and End Dates for your absence

o Enter the dates with forward slashes

(MM/DD/YYYY) or use the calendar icon

• Select Start and End Times for your absence. Default

times are listed

o To change defaults, enter time in HH:MM am or

pm format

o Ensure that the correct time is entered. If the times

for the substitute are different than the absence

times, please enter the adjusted times

• Multiple Day (Recurring) Absence. Select the Modify

Schedule button.

o Your default work schedule is shown. Remove the

checkmark(s) from the Work Days boxes that do

not apply to this absence

o Modify daily schedule and/or times for absence and

substitute

o Select the Continue button

• Request a particular substitute

o Enter the substitute’s access ID number or use the

Search feature to find the substitute by name

• Indicate if the requested substitute has accepted this job

o Yes = substitute is prearranged and will not be

called and offered the job

o No = call will be placed and the substitute will be

offered the job

• Enter special instructions for the substitute to view (i.e.

Lesson plans or special duties)

• Select the Continue button

• Select the Create Absence button to receive a Job

Number. Please record this Job Number.

TO REVIEW/ CANCEL ABSENCE OR MODIFY SPECIAL

INSTRUCTIONS

Choose the Review Absences link to review past, present and future

absences or to cancel an absence. Please note: You must contact

your school secretary to cancel a job that is already finished.

Follow these steps

• Select the format for absence display: List or Calendar

view

• Search for Jobs: Enter specific date range

(MM/DD/YYYY) or Calendar icon, or enter job number or

leave blank to return all your absences

• Select the Search Button

• Select the Job Number link to view job details on future

jobs

From the Job Details screen

• Special instructions can be updated on future jobs. Modify

the special instructions and select the Save button

• To cancel your job, select the Cancel Job button

• If a substitute is assigned to your absence and you want the

system to notify them of the job cancellation (by calling

them), place a checkmark in the box prior to the question

“Notify the Substitute of Cancellation?”

• Select Return to List button to return to the job listing

SIGN OUT AND WEB BROWSER INFORMATION

At any time during the session, the Sign Out link can be selected to

end the session and disconnect from SmartFindExpress. Selecting the

browser's back button or going to another site on the Internet does

not disconnect the session from SmartFindExpress.

To ensure security and privacy of information, use the Sign Out link

to disconnect from SmartFindExpress, and close the web browser

when you finish with your session.

Important Note:

Do NOT use the browser's BACK button to navigate to screens.

Navigation buttons are on the bottom of SmartFindExpress screens,

such as the Return to List and Continue buttons.

ABSENCE REPORTING

42

ABSENCE REPORTING - Employee Quick Reference

Page 2 of 2

REASONS FOR ABSENCE:

1. Illness – Personal/Family 8. Jury Duty

3. Personal Leave 9. Subpoena

4. Bereavement 10. Leave of Absence

5. Religious Holiday 11. Military Leave

6. Professional Leave 15. FMLA

TELEPHONE ACCESS INSTRUCTIONS

1. Enter your Access ID followed by the star (*) key

2. Enter your PIN followed by the star (*) key

(If you do not have a PIN, enter your Access ID again, when prompted for

your PIN. You will then be able to enter a new PIN to use.)

REGISTRATION

1. Record your name followed by the star (*) key

PRESS 1 to Accept

PRESS 2 to Re-enter

PRESS 9 to Exit and hang-up

2. Hear your work locations and job descriptions. If they are not accurate,

contact the help desk

3. If your PIN is the same as your Access ID, enter a new PIN

Enter a PIN at least six (6) digits in length followed by the star (*) key

PRESS 1 if Correct

PRESS 8 to Re-enter

PRESS 9 to Exit and hang-up

MENU OPTIONS

1 – Create an Absence

2 – Review, Cancel Absence or Modify Special Instructions

3 – Review Work Locations and Job Descriptions

4 – Change PIN/Re-record Name

9 – Exit and hang-up

WORK AT MULTIPLE LOCATIONS?

If you pressed 1 to Create an absence

1. Enter the location code followed by the star (*) key or wait to hear a list

of locations

2. PRESS 1 to Accept location choice

PRESS 2 to Re-enter

PRESS 9 to Exit to menu options

1- TO CREATE AN ABSENCE

1. Enter dates for the absence

PRESS 1 if the Absence is only for today

PRESS 2 if the Absence is only for tomorrow

PRESS 3 to Enter the dates and times for the absence


2. If you pressed 3 to Enter Dates and time

Enter Start Date

PRESS 1 to Accept the date offered

PRESS 2 to Enter start date

Enter two digits for the month and two digits for the day

(MMDD)


For all options

Enter Start Time

PRESS 1 to Accept offered time

PRESS 2 to Enter time

Enter two digits for the hour and two digits for the minutes in

HH:MM format. Enter 1 for am or 2 for pm


Repeat procedure for end date and time

3. Enter the reason (see Reasons For Absence) followed by the star (*) key

or wait for a list of reasons

PRESS 1 if Correct

PRESS 2 to Re-enter


4. Record Special Instructions

PRESS 1 to Record special instructions. Press star (*) when done

PRESS 2 to Bypass this step

5. Is a Substitute Required?

PRESS 1 if a substitute is required

PRESS 2 if a substitute is not required


6. If you pressed 1, a substitute is required

PRESS 1 to Request a particular substitute

Enter the substitute access ID, followed by the star (*) key

PRESS 1 to Accept requested substitute

PRESS 1 if the Substitute should be called

PRESS 2 if Substitute has already agreed to work and does not need to

be called


PRESS 2 to Re-enter

PRESS 2 to Bypass requesting a substitute

7. Complete Absence

PRESS 1 to Receive the job number

Record the Job Number. The Job Number is your confirmation.

PRESS 1 to Hear the job number again


PRESS 2 to Review absence information

2 - TO REVIEW/CANCEL ABSENCE OR MODIFY SPECIAL

INSTRUCTIONS

1. Hear the job information

PRESS 1 to Hear absence information again

PRESS 2 to Modify special instructions

PRESS 3 to Cancel the absence

PRESS 8 to Hear the next absence


2. If you pressed 2 to Modify special instructions

PRESS 1 to Delete

PRESS 2 to Re-enter

Record instructions. Press the star (*) key when done

Hear the new instructions

PRESS 1 if Correct

PRESS 2 to Re-enter

PRESS 9 to Exit

PRESS 9 to Exit and hear next absence

3. If you pressed 3 to Cancel the job

PRESS 1 to Confirm the cancellation request

If a substitute is assigned to the absence

PRESS 1 for the System to call the assigned substitute

PRESS 2 to Not have the system call the substitute

PRESS 9 to Exit and hear next absence

PRESS 9 to Exit and hear next absence (without canceling)

Once you confirm a request to cancel the job, you MUST wait for the

system to say "Job Number has been cancelled."

3 - TO REVIEW WORK LOCATIONS AND JOB DESCRIPTIONS

1. Hear a list of your work locations and job descriptions

4 - TO CHANGE PIN OR RE-RECORD NAME

1. PRESS 1 to Change your PIN

PRESS 2 to Change the recording of your name


2. If you pressed 1 to Change your PIN

Enter a new PIN at least six (6) digits in length, followed by star (*) key

PRESS 1 if Correct

PRESS 8 to Re-enter


3. If you pressed 2 to Change the recording of your name

Record your name. Press the star key (*) when done

PRESS 1 to Accept

PRESS 2 to Re-record name


BLACKOUT DAYS BLACKOUT DAYS

43

BLACKOUT DAYS - 2013-2014

Teachers are not allowed to use personal leave on blackout days. If a life passage event occurs on a blackout day, the local site team is responsible for reviewing leave request. Calendar subject to change during school year.

Month Day Event

July 31 All Teachers' Beginning Week

August 1 - 2 All Teachers' Beginning Week

5 - 9 First Week of School

14, 21, 28 Teacher Collaboration Time

30 Day before Labor Day

September 3 Day after Labor Day


October 4 Teacher Planning - 1/2 Day Schedule


14 - 16 Parent/Teacher Conferences

16 Day before Fall Break

21 Day after Fall Break

November 6, 20 Teacher Collaboration Time

8 Day before Veterans' Day

12 Day after Veterans' Day 26 Day before Thanksgiving Break

December 2 Day after Thanksgiving Break

4, 11 Teacher Collaboration Time

20 Teacher Planning - 1/2 Day

20 Day before Winter Break

January 6 Day after Winter Break


17 Day before MLK Holiday

21 Day after MLK Holiday

February 5, 12 Teacher Collaboration Time

14 Day before Presidents' Day

18 Day after Presidents' Day

28 Teacher Planning - 1/2 Day Schedule

March 4 - 5 Parent/Teacher Conferences

12, 26 Teacher Collaboration Time

14 Day before Spring Break

24 Day after Spring Break

April 2, 9, 30 Teacher Collaboration Time

14 - 17 AIMS/NRT Testing

17 Day before Spring Holiday

21 Day after Spring Holiday

21 - 25 AIMS/NRT Testing (make-up)

May 7 Teacher Collaboration Time

12 - 16 Last Week of School

CALENDAR – SCHOOL YEAR CALENDAR – SCHOOL YEAR

44

MADISON SCHOOL DISTRICT #38

2013-2014 SCHOOL YEAR CALENDAR

JULY 2013

S M T W T F S

1 2 3 4 5 6

7 8 9 10 11 12 13

14 15 16 17 18 19 20

21 22 23 24 25 26 27

28 29 30 31

___________________________

AUGUST 2013 20

S M T W T F S

1 2 3

4 5 6 7 8 9 10

11 12 13 14 15 16 17

18 19 20 21 22 23 24

25 26 27 28 29 30 31

___________________________

SEPTEMBER 2013 20

S M T W T F S

1 2 3 4 5 6 7

8 9 10 11 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28

29 30

___________________________

OCTOBER 2013 4:17

S M T W T F S

1 2 3 4 5

6 7 8 9 10 11 12

13 14 15 16 17 18 19

20 21 22 23 24 25 26

27 28 29 30 31

___________________________

NOVEMBER 2013 17

S M T W T F S

1 2

3 4 5 6 7 8 9

10 11 12 13 14 15 16

17 18 19 20 21 22 23

24 25 26 27 28 29 30

___________________________

DECEMBER 2013 15:

S M T W T F S

1 2 3 4 5 6 7

8 9 10 11 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28

29 30 31

___________________________

Jul. 24 All School Registration, 7 am – 1 pm

Jul. 25 All School Registration, 1 pm – 7 pm

Jul. 30 New Teacher Orientation – At Sites

Jul. 31 All Teachers’ Beginning Day – Full Day

Aug. 5 Students’ First Day

Sep. 2 Labor Day

Oct. 4 Teacher Planning Day – Half-Day Schedule

Oct. 14-15 Parent/Teacher Conferences - Evening

Oct. 16 Parent/Teacher Conferences - Half-Day Schedule

Oct. 17-18 Fall Break

Nov. 11 Veterans’ Day

Nov. 27-29 Thanksgiving

Dec. 20 Teacher Planning Day – Half-Day Schedule

Dec. 23-31 Winter Break

Jan. 1-3 Winter Break

Jan. 6 School Resumes

Jan. 20 Martin Luther King Day

Feb. 17 Presidents’ Day

Feb. 28 Teacher Planning Day – Half-Day Schedule

Mar. 4 Parent/Teacher Conferences - Evening

Mar. 5 Parent/Teacher Conferences - Half-Day Schedule

Mar. 17-21 Spring Break

Apr. 14-17 AIMS/NRT Testing

Apr. 18 Spring Holiday

Apr. 21-25 AIMS/NRT Testing (make-up)

May 16 Students’ Ending Day – Half-Day Schedule

May 16 Teachers’ Ending Day – Full Day

May 26 Memorial Day

KEY

All School Registration

New Teacher Orientation

## Teacher Collaboration Time (TCT) - Early Release

All Teachers – Beginning, Ending

Students’ First Day, Ending Day

Parent/Teacher Conferences – Evening

Parent/Teacher Conferences – Half Day Schedule

Teacher Planning - Half Day

School Holidays

___ Testing Days

End of Grading Periods:

1st Quarter October 4 44 days

2nd

Quarter December 20 49 days

3rd

Quarter February 28 38 days

4th

Quarter May 16 49 days

180 days

40th

day – September 30

100th

day – January 14

Governing Board approved 12/6/11; rev 12/17/12

JANUARY 2014 19

S M T W T F S

1 2 3 4

5 6 7 8 9 10 11

12 13 14 15 16 17 18

19 20 21 22 23 24 25

26 27 28 29 30 31

___________________________

FEBRUARY 2014 19:

S M T W T F S

1

2 3 4 5 6 7 8

9 10 11 12 13 14 15

16 17 18 19 20 21 22

23 24 25 26 27 28

___________________________

MARCH 2014 16

S M T W T F S

1

2 3 4 5 6 7 8

9 10 11 12 13 14 15

16 17 18 19 20 21 22

23 24 25 26 27 28 29

30 31

___________________________

APRIL 2014 21

S M T W T F S

1 2 3 4 5

6 7 8 9 10 11 12

13 14 15 16 17 18 19

20 21 22 23 24 25 26

27 28 29 30

___________________________

MAY 2014 12

S M T W T F S

1 2 3

4 5 6 7 8 9 10

11 12 13 14 15 16 17

18 19 20 21 22 23 24

25 26 27 28 29 30 31

___________________________

JUNE 2014

S M T W T F S

1 2 3 4 5 6 7

8 9 10 11 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28

29 30

___________________________

GOVERNING BOARD POLICY GOVERNING BOARD POLICY

45

GOVERNING BOARD POLICY INDEX: SECTION G - PERSONNEL

The Arizona School Boards Association index of Section G - Personnel district policies is listed below. Policies may be accessed online at http://lp.ctspublish.com/asba, Public Access. Section G of the Arizona NEPN policy classification system lists personnel policies in three main subdivisions: subsection GB topics pertain to all employees; subsection GC pertains to professional personnel, including administrators, who must hold educational certification by the state to serve in their positions; subsection GD pertains to all other personnel.

Code Description of Policy GA Personnel Goals/Priority Objectives GB General Personnel Policies GBA Equal Employment Opportunity GBAB Medical Marijuana Standards and Conditions for

Employees GBB Staff Involvement in Decision Making GBEA Staff Ethics GBEAA Staff Conflict of Interest GBEB Staff Conduct GBEBB Staff Conduct with Students GBEBC Gifts to and Solicitations by Staff members GBEC Drug-Free Workplace GBECA Nonmedical Use or Abuse of Drugs/Alcohol GBECB Alcohol Use of Staff Members GBED Smoking by Staff Members GBEF Staff Use of Digital Communications and

Electronic Devices GBGB Staff Personal Security and Safety GBGC Employee Assistance GBGCA Wellness Programs GBGCB Staff Health and Safety GBGD Workers’ Compensation GBI Staff Participation in Political Activities GBJ Personnel Records and Files GBK Staff Grievances GBP Prohibited Personnel Practices GCA Professional Staff Positions GCB Professional Staff Contracts/Compensation GCBA Professional Staff Salary Schedules GCBC Professional Staff Supplementary Pay Plans GCBD Professional Staff Fringe Benefits GCC Professional/Support Staff Leaves and

Absences GCCA Professional/Support Staff Sick Leave GCCB Professional/Support Staff

Personal/Emergency/Religious Leave GCCC Professional/Support Staff Leaves of Absence

without Pay GCCD Professional/Support Staff Military/Legal Leave GCCE Professional/Support Staff

Conferences/Visitations/Workshops GCCF Sabbatical Leave GCCG Professional Staff Voluntary Transfer of Accrued

Sick Leave GCCH Professional/Support Staff Bereavement Leave GCD Professional Staff Vacations and Holidays GCF Professional Staff Hiring GCFC Professional Staff Certification and

Credentialing Requirements GCFE Professional/Support Staff Hiring–Oath of Office GCG Part-Time and Substitute Professional Staff

Employment GCGB Arrangements for Substitute Staff Members GCH Professional/Support Staff Orientation and

Training

Code Description of Policy GCI Professional Staff Development GCJ Professional Staff Noncontinuing and

Continuing Status GCK Professional Staff Assignments and Transfers GCL Professional Staff Time Schedules/Calendars GCM Professional Staff Work Load GCMC Professional Staff Meetings GCMD Professional Staff Extra Duty GCMF Professional Staff Duties and Responsibilities GCO Evaluation of Professional Staff Members GCP Professional Staff Promotions GCQ Professional Staff Termination of Employment GCQA Professional Staff Reduction in Force GCQC Resignation of Professional Staff Members GCQE Retirement of Professional/Support Staff

Members GCQF Discipline, Suspension, and Dismissal of

Professional Staff Members GCR Nonschool Employment by Professional Staff

Members GCRD Tutoring for Pay GCS Professional Research and Publishing GDA Support Staff Positions GDB Support Staff Contracts and Compensation GDBA Support Staff Salary GDBC Support Staff Supplementary Pay/Overtime GDBD Support Staff Fringe Benefits GDC Support Staff Leaves and Absences GDCE Support Staff Conferences/Visitations/

Workshops GDD Support Staff Vacations and Holidays GDF Support Staff Hiring GDFA Support Staff Qualifications and Requirements GDFE Support Staff Hiring–Oath of Office GDG Part-Time and Substitute Support Staff

Employment GDH Support Staff Orientation and Training GDJ Support Staff Assignments and Transfers GDK Support Staff Schedules and Calendars GDL Support Staff Workload GDLB Support Staff Meetings GDM Support Staff Development GDN Supervision of Support Staff Members GDO Evaluation of Support Staff Members GDOB Drug & Alcohol Testing of Transp. Employees GDP Support Staff Promotions & Reclassifications GDQ Support Staff Termination of Employment GDQA Support Staff Reduction in Force GDQB Resignation of Support Staff Members GDQD Discipline, Suspension, and Dismissal of

Support Staff Members GDR Nonschool Employment of Support Staff

Members

IBN AGREEMENT GOVERNING BOARD APPROVED 4/16/2013 IBN AGREEMENT

46

INTEREST BASED NEGOTIATIONS (IBN) AGREEMENT

FOR 2013-2014

MDCTA Team: Cheryl Allen (Simis); Lindsay Farr (Park); Amy Ball (MTA), Amanda Dahl (#1)

Classified Team: Carol Corrington (Simis); Doug Armstrong (Simis); Barbara Syas (M&T); Linda Mauck (Park)

Administrative Team: Dr. Tim Ham (Superintendent), Barbara Marshall (Assistant Superintendent for Educational Services), Lori Garvey (Assistant Superintendent for Administrative Services), and Deb Huffaker (Administrator for Human Resources) SALARIES FOR ADMINISTRATIVE, CERTIFIED, AND CLASSIFIED All employees will receive a 4% salary increase. Contracts will be out in mid-April. Perfect Attendance stipends have been eliminated as a benefit to any employee and that money has been used toward salary increases. PAYCHECK DISTRIBUTION Three options will be available to all employees:

21 pays 26 pays with a lump sum in May (5 pays) 26 pays spread out over the summer

RECLASSIFICATION - CLASSIFIED Restructuring of the Reclassification Process took place during the 2012-2013 school year. Human Resources reviewed the requirements and procedures and made updates to the process. The Reclassification Process will again be used during the 2013-2014 school year and if school board approved, a new grade increase would begin July 1, 2014. DISTRICT PAID HEALTH INSURANCE FOR ADMINISTRATIVE, CERTIFIED, AND CLASSIFIED The district anticipated a 3.74% increase in health insurance cost. We will stay with Blue Cross/Blue Shield. EMPLOYEE LIAISON A part-time position will continue the collaborative working relationship between staff and administration. MDCTA - 4TH MONDAY MEETING DATES On page 32 of the Certified Handbook it states that the 4

th Monday of every month will be set aside for

MDCTA meetings. The Administration will not schedule conflicting mandatory meetings except in an emergency on that day. All administrators and sites are asked to not schedule meetings on the 4

th

Monday of each month. LEAVE OF ABSENCE – CLASSIFIED AND CERTIFIED Starting in the 2013-2014 school year, any employee who wishes to request a leave of absence for the following school year must submit a request in writing to the Human Resource department by March 1. PAY FOR PERFORMANCE - CLASSIFIED Due to lack of funding, classified employees have asked that this be kept open as a possibility for future years. SUBSTITUTE POOL - CERTIFIED This method of controlling the amount of substitute teachers the district pays for was discussed in great length. It saves the district about $100,000 per year. A survey was put out to all teachers and the overwhelming response was to keep the pool as it has been since 2011 and use that money toward salary increases.

IBN AGREEMENT GOVERNING BOARD APPROVED 4/16/2013 IBN AGREEMENT

47

LONG TERM GUEST TEACHER PAY INCREASE - CERTIFIED It has become increasingly more difficult to find a highly qualified guest teacher to take over in a long-term position. In order to provide our students with the best teaching scenario possible in case of a long-term circumstance, the district will pay $150 per day on the 21

st day of the job, with that amount being

retroactive to the first day of work. Should we be unable to secure a highly qualified guest teacher, but fill the position with a qualified guest teacher, the pay will be $125 per day on the 21

st day, retroactive to the

first day of work. DRESS CODE FOR ALL EMPLOYEES – CERTIFIED AND CLASSIFIED All staff members (classified and certified) are expected to dress and maintain a general appearance that reflects their position and does not detract from the educational programs at the site. It has been noticed that some sites are adhering to the policy with more consistency than others. It is the job of the supervisor to monitor dress code violations, and the responsibility of the employee to follow the dress code as cited on page 33 of the Certified Handbook and page 30 of the Classified Handbook. SMARTSCHOOLS – CERTIFIED AND CLASSIFIED SMARTSCHOOLSPLUS is a Phased Retirement Program to benefit school districts and their employees who reach normal retirement eligibility through the Arizona State Retirement System (ASRS). Teachers and other school district personnel can enjoy full retirement benefits while continuing to work at their schools as contract employees of SMARTSCHOOLSPLUS. The retirement window for this year will reopen and close on May 3. A retiring employee would have to submit a letter of intent to retire by that date and will only be accepted with the intent to go on SSP. An informational meeting will be held April 10, 2013 at 4:15 p.m. in the Madison #1 library. RETURN TO WORK RETIREE BENEFITS - CERTIFIED Return to work retiree benefits were discussed. We talked about allowing them the benefit of Perfect Attendance, but that will not happen since that benefit has been eliminated for all employees. We also discussed allowing leave days to accumulate from one year to the next. Since a return to work retiree is on a year to year contract, there will be no accrual of leave days. Return to work retirees are encouraged, as are all employees, to purchase Short Term Disability Insurance from the district to cover a catastrophic illness or injury. MEDICAL LEAVE ASSISTANCE PROGRAM – CERTIFIED AND CLASSIFIED This program has been on hold since 2008. There are no funds available to fund it. Employees are encouraged to purchase Short Term Disability insurance through the district to cover a catastrophic illness or injury. ADDITIONAL PAID HOLIDAY - CLASSIFIED Classified employees who work 20 hours per week but less than 30 hours per week shall receive one additional paid holiday next year (Spring Holiday). These employees are currently paid for Veteran’s Day. SPECIAL EDUCATION ED TEACHERS AND SPANISH IMMERSION TEACHERS WITH A BLE Teachers with a Special Education Certificate who are highly qualified and placed in a Self-Contained Emotional Disability classroom assignment will receive an additional $5,000 addendum on top of the current $2,000 self-contained addendum. Teachers who hold a Bilingual Endorsement who are working in the Spanish Immersion program at Heights will receive an additional $2,000 addendum on top of the current $1,000 BLE addendum.

MDCTA CONTACTS MDCTA CONTACTS

48

2013-2014

MDCTA CONTACTS

MDCTA EXECUTIVE OFFICERS

Office Name Site Phone

President Lindsay Farr Park 664-7500

Vice President Amy Ball MTA 745-4036

Corresponding Secretary Amanda Dahl Madison #1 664-7136

Member at Large Cheryl Hallman Camelview 664-7200

Member at Large Chris Hoon Heights 664-7800

Member at Large Rebecca Galindo Park 664-7500

Member at Large Nicki Quezada Camelview 664-7200

AEA OFFICE STAFF

Organizational Consultant Francis Stennis

Administrative Assistant Paul Tristan

OTHER USEFUL NUMBERS

• Arizona Education Association 602-264-1774

• Arizona State Retirement System 602-240-2000

• Madison School District (main) 602-664-7900

• Human Resources (reception) 602-664-7955

• Payroll Office 602-664-7908

• Benefits Office 602-664-7960

VALUABLE WEBSITES

• MDCTA ........................................ www.mdcta.org

• AEA ............................................. www.arizonaea.org

• NEA ............................................. www.nea.org

• NEA, professional resources ....... www.owl.org

• Madison School District ............... www.MadisonAZ.org

MDCTA CONTACTS MDCTA CONTACTS

49

MDCTA CONTACTS (Continued)

MDCTA SITE LEADERS

Madison #1 Lisa Vaaler 664-7114

Camelview Claudia Riggle 664-7200

Simis Victoria Coughlin 664-7352

Rose Lane Jessica Huyck 664-7400

Park Mary Proctor 664-7500

Meadows Anna Andrews 664-7600

Heights John Enright 664-7805

MTA Lindsey Krassner 745-4029

KEY MDCTA COMMITTEES

Interest Based Negotiations (Bargaining)

Amanda Dahl Madison #1

Lindsay Farr Park

Amy Ball MTA

Certified Compensation Committee

Ellen Miller Madison #1

Yolanda Abel Camelview

Cathy Weflin Simis

Marsha Bork Rose Lane

Park

Jane VanCott Meadows

John Enright Heights

Lindsay Farr MDCTA

MEDICAL RATES MEDICAL RATES

50

MEDICAL RATES

2013-2014

ASBAIT RATE SUMMARY

BLUE CROSS BLUE SHIELD OF ARIZONA

Plan Coverage

Employee Cost

Monthly Pay deductions

Rate 20 24

A25

Employee $408.00 District Paid District Paid

Plus 1 Dependent $408.00 $244.80 $204.00

Plus Children $352.00 $211.20 $176.00

Plus Family $690.00 $414.00 $345.00

B25


Plus 1 Dependent $359.00 $215.40 $179.50

Plus Children $309.00 $185.40 $154.50

Plus Family $607.00 $364.20 $303.50

HDHP


Plus 1 Dependent $301.00 $180.60 $150.50

Plus Children $259.00 $155.40 $129.50

Plus Family $506.00 $303.60 $253.00

PAY SCHEDULE – EXTRA DUTY PAY SCHEDULE – EXTRA DUTY

51


2013-2014

EXTRA DUTY PAY SCHEDULE

EXTRA DUTY PAY

CERTIFIED:

Braille Translation $15,200 per year

Certified Extra Duty $25 per hour

Extended Learning Time $25 per hour (additional 20 minutes prep time may be claimed for each hour of ELT)

Facility Representative $11.99 per hour

Guest Teacher $100 per day

Guest Teacher (long-term) $125 per day (retroactive to 1st day after 21 days same room)

Guest Teacher - Highly Qualified (long-term)

$150 per day (retroactive to 1st day after 21 days same room)

Licensed Clinical Social Worker $1,000 per year

Teacher Mentor - iTeach AZ $1,000 per year

Translation $25 per hour

Workshop Trainer/Facilitator $33 per hour

Athletics

Athletic Director $5,000 per year

Varsity Head Coach (up to 20 students) $1,200 per sport

Varsity Assistant Coach $800 per sport

Junior Varsity Coach (up to 20 students) $800 per sport

Clubs

Advisor - Student Council $1,200 per year

Advisor - Yearbook $1,200 per year

Advisor - NJHS $800 per year

Advisor - All Other Clubs $800 per year

CLASSIFIED: Athletic Coach* $11 per hour Classified Instructor $15.50 per hour Facility Representative $11.99 per hour Translation $25 per hour

* Over 70 hours/sport requires administrative approval

Extra duty pay not reflected in above schedule funded through grants; requires HR approval Governing Board approved 4/2/13

PAY SCHEDULE – CERTIFIED 26 PAY LUMP SUM PAY SCHEDULE – CERTIFIED 26 PAY LUMP SUM

52


2013-14 PAY SCHEDULE

CERTIFIED – 26 PAY LUMP SUM

Pay Period Start Pay Period End # OF DAYS Pay Date PAY

PERIOD

07-31-13 08-02-13 3 08-02-13 3

08-03-13 08-16-13 10 08-16-13 4

08-17-13 08-30-13 10 08-30-13 5

08-31-13 09-13-13 10 09-13-13 6

09-14-13 09-27-13 10 09-27-13 7

09-28-13 10-11-13 10 10-11-13 8

10-12-13 10-25-13 10 10-25-13 9

10-26-13 11-08-13 10 11-08-13 10

11-09-13 11-22-13 10 11-22-13 11

11-23-13 12-06-13 10 12-06-13 12

12-07-13 12-20-13 10 12-20-13 13

12-21-13 01-03-14 10 01-03-14 * 14

01-04-14 01-17-14 10 01-17-14 15

01-18-14 01-31-14 10 01-13-14 16

02-01-14 02-14-14 10 02-14-14 17

02-15-14 02-28-14 10 02-28-14 18

03-01-14 03-14-14 10 03-14-14 19

03-15-14 03-28-14 7 03-28-14 20

03-29-14 04-11-14 10 04-11-14 21

04-12-14 04-25-14 10 04-25-14 22

04-26-14 05-09-14 10 05-09-14 23

05-10-14 05-16-14 5 05-16-14 23.2

Voluntary Deductions Begin on 08/16/13

*Live checks will be mailed

Lump Sum Payment Equal to 5 Checks

Voluntary Deductions taken from 24 paychecks

PAY SCHEDULE – CERTIFIED 26 PAY SUMMER PAY SCHEDULE – CERTIFIED 26 PAY SUMMER

53



CERTIFIED – 26 PAY SUMMER

Pay Period Start Pay Period End # OF DAYS Pay Date Period

07-31-13 08-02-13 3 08-02-13 3

08-03-13 08-16-13 10 08-16-13 4

08-17-13 08-30-13 10 08-30-13 5

08-31-13 09-13-13 10 09-13-13 6

09-14-13 09-27-13 10 09-27-13 7

09-28-13 10-11-13 10 10-11-13 8

10-12-13 10-25-13 10 10-25-13 9

10-26-13 11-08-13 10 11-08-13 10

11-09-13 11-22-13 10 11-22-13 11

11-23-13 12-06-13 10 12-06-13 12

12-07-13 12-20-13 10 12-20-13 13

12-21-13 01-03-14 10 * 01-03-14 14

01-04-14 01-17-14 10 01-17-14 15

01-18-14 01-31-14 10 01-13-14 16

02-01-14 02-14-14 10 02-14-14 17

02-15-14 02-28-14 10 02-28-14 18

03-01-14 03-14-14 10 03-14-14 19

03-15-14 03-28-14 7 03-28-14 20

03-29-14 04-11-14 10 04-11-14 21

04-12-14 04-25-14 10 04-25-14 22

04-26-14 05-09-14 10 05-09-14 23

05-10-14 05-16-14 5 05-23-14 24

06-06-14 25

06-20-14 26

07-04-14 1

07-18-14 2



Direct Deposit will continue throughout the summer break


PAY SCHEDULE – CERTIFIED 22 PAY PAY SCHEDULE – CERTIFIED 22 PAY

54



CERTIFIED – 22 PAY

Pay Period Start Pay Period End # OF DAYS Pay Date PAY

PERIOD

07-31-13 08-02-13 3 08-02-13 3

08-03-13 08-16-13 10 08-16-13 4

08-17-13 08-30-13 10 08-30-13 5

08-31-13 09-13-13 10 09-13-13 6

09-14-13 09-27-13 10 09-27-13 7

09-28-13 10-11-13 10 10-11-13 8

10-12-13 10-25-13 10 10-25-13 9

10-26-13 11-08-13 10 11-08-13 10

11-09-13 11-22-13 10 11-22-13 11

11-23-13 12-06-13 10 12-06-13 12

12-07-13 12-20-13 10 12-20-13 13

12-21-13 01-03-14 10 01-03-14 * 14

01-04-14 01-17-14 10 01-17-14 15

01-18-14 01-31-14 10 01-13-14 16

02-01-14 02-14-14 10 02-14-14 17

02-15-14 02-28-14 10 02-28-14 18

03-01-14 03-14-14 10 03-14-14 19

03-15-14 03-28-14 7 03-28-14 20

03-29-14 04-11-14 10 04-11-14 21

04-12-14 04-25-14 10 04-25-14 22

04-26-14 05-09-14 10 05-09-14 23

05-10-14 05-16-14 5 05-16-14 23.2




PBC (P4P) Adopted 6/4/13 PBC (P4P)

55

MADISON ELEMENTARY SCHOOL DISTRICT

PERFORMANCE BASED COMPENSATION SYSTEM FOR 2013-2014

This performance based compensation system is based on the program originally adopted by the Governing Board in March 2001 and revised through December 2010, including revisions to incorporate the requirements of SB 1074 of 2005. This system applies to all employees included in the definition of “teacher” as defined in Attachment B, and applies to performance during the 2013-2014 school year and for the payout to be made in the fall of 2014.

Part One – Certified Compensation Committee

The standing district-wide Certified Compensation Committee (CCC) will be responsible for: • Annually reviewing the performance based compensation system. • Making periodic reports and recommendations to the Governing Board for improvements to the

system. • Making recommendations on appeals as described below. • Updating the written description of the system as changes are made

Part Two – Group Performance Pay

I. Basis for Group Performance Pay

Money received from Prop. 301 for teacher performance pay will fund the system. The amount of group performance pay available for each teacher will be $1,900* or the amount determined by dividing the available Prop. 301 funds by the number of eligible teachers; whichever is less. Any amounts over $-1,900* per teacher will be used for individual performance pay (see Part Three). The actual amount of group performance pay allocated to each teacher will depend on the extent to which specific performance goals are met. Each performance measure is assigned a percentage of the total amount available, and the actual amount of money awarded for that component is determined by the extent to which the goal for that component is met. Specific components and percentages are explained below.

* Note: $1900 per teacher was the fall 2013 allocation per teacher for group performance pay. There is no word yet from the Arizona Legislature for the 2014 amounts. Payout amounts will be based on State allocations.

The payment is a bonus or stipend that has to be re-earned each year; it is not added to the base pay. Each teacher will receive the same bonus amount as other teachers in their school, regardless of their placement on the pay schedule, except part-time and part-year teachers will receive a prorated bonus amount. See Attachment B for the prorated bonus amount for part-time and part-year staff members.

A. District-wide Performance

One district-wide goal is active teacher participation in professional development. The district provides professional development programs which are aligned with the performance based compensation system because they are designed to help teachers improve student achievement, which is the main component of the performance pay computation. An essential part of the professional development program is Teacher Collaboration Time, or TCT.

5% of the group performance pay will be based on district-wide student performance.

B. School-wide Performance

The remainder of the group performance pay will be awarded based on school-wide measures of performance, except that performance pay for teachers not assigned to a school will be based on district-wide measures of performance.

The specific school-wide measures and relative weights are as follows: 65% Student Performance 20% Parent Survey 10% Student attendance


56

II. Measures of Performance for Group Performance Pay

A. Student Achievement Measures

Arizona’s Instrument to Measure Standards Dual Purpose Assessment (AIMS-DPA) shall provide two of the options for student achievement measures. Measurements of student achievement are not without error. Due to changes in the test questions on test forms, changes to administration rules, processing errors, and other factors both inherent to test instruments and external to the testing process, achievement tests approximately measure student knowledge and skills. In order to ensure student achievement measures are fairly attributed to a school’s academic achievement, a compensatory model of evaluation shall be employed. In such a model, superior performance on one measure should compensate for lower achievement on another measure. In terms of tests currently used in Arizona, the best performance on either the AIMS-DPA school profile or the school level growth percentile rank of the AIMS-DPA will stand as the indicator of student achievement for the school.

For district-wide student performance, the full amount will be awarded if any of the following goals are met: All schools make Adequate Yearly Progress as defined by the No Child Left Behind Act; the district as a whole meets the goals listed below for school-wide student performance; or each school meets the goals listed below for school-wide measures of student performance. If none of these goals are met, the amount awarded for district-wide performance will be reduced as described in the following section.

The school-wide goals for student performance are as follows:

1. AIMS-DPA School Profile State policy makers have determined all schools eventually will have to reach the target of 100% of the students meeting or exceeding the standard in reading, writing, and mathematics in the elementary grades. In order to accomplish this goal each school will be expected to increase the percentage of students meeting or exceeding state standards from year to year.

School progress on AIMS-DPA (Dual Purpose Assessment) shall be evaluated according to the school profile methodology. The Arizona school profile methodology takes into account fluctuations in the difficulty of AIMS-DPA test forms as well as progress towards the target goal. Schools earning an “A” or “B” rating will be considered to have met their AIMS-DPA goals and receive 100% of the AIMS-DPA payout. Schools earning a “C” rating shall receive 80% of pay-for-performance funds, if the result of the MAP or ELD measure is not superior to this measure. Schools earning any status lower than a “C” rating will not be eligible for any payouts in this category.

2. Growth Measures Aggregate school level data will be used to determine student growth on both NWEA and AIMS MAP results. The State’s AZ LEARNS A-F formula will be used for identifying each sites’ AIMS growth percentile ranking. Aggregate school results must meet or exceed the criteria set by the baseline data for AIMS. Aggregate school results must meet or exceed the criteria set by the baseline data for NWEA MAP. Both of these aggregate results must meet or exceed the criteria to be eligible to qualify for this portion of the plan.

3. ELD Measure The ELD measure used to determine school-wide performance is the percentage of English Language Development (ELD) students reclassified. If a school earns the three points in the Arizona Learns System for reclassifying a minimum percentage (currently 15%) of ELD students, the full amount of the student achievement portion of performance pay will be awarded.

B. Parent Survey

Although academic achievement determines the pay out of the majority of the pay-for-performance funds, a parent survey rounds out measures used to determine pay-for-performance bonuses. The parent survey reflects communication with the community and success in the eyes of our parents and is an important measure of success for Madison School District.


57

An index of parent satisfaction will be comprised of the first six of the ten district-wide questions on each school’s parent survey. A 90 percent approval rating on the average of parent responses is expected and will be fully rewarded with funds available for this component. Schools achieving less than a 90 percent parent satisfaction rate shall be awarded a percentage funds commensurate with the percent of satisfied parents, as measured in the 6-question index. See Attachment A for the six questions used for the index as well as the four additional district-wide questions that are not included in the index.

Guidelines for the administration of the parent survey shall include: • Standardized instructions; • One survey distributed per child enrolled in the school; • Administration of the survey in the last half of the school year; • Opportunity to return the survey to a drop box in the school office; • A school-derived administration plan to encourage maximum participation; and • The inclusion of any other questions the school wishes to ask pertaining to school

performance and quality.

C. Student Attendance

Student attendance is important for student learning and for district funding. If student absences exceed 6 percent, the district loses funding. The goal for student attendance has thus been set at the amount needed to maintain full funding, 94 percent. If a school attendance rate is at least 93 percent, the full amount of funds available for this component will be awarded. Schools achieving less than a 93 percent attendance rate shall be awarded a percentage of funds commensurate with the actual attendance rate.

III. Allocation of Undistributed Revenues

If the district-wide goal or any of the school goals are not met, the unearned money will first be used to pay for any successful appeals. Any undistributed money after all appeals are considered will carry forward and be used to increase the total amount available to all teachers in the district for the following year.

IV. Time Schedule

Group Performance Pay in one year will be based on the results of data gathered in the previous spring as follows:

A. The amount of the maximum bonus pay per staff member should be known by September of the following school year.

B. The points will be converted into a bonus amount for each eligible teacher, and the payout date will be 30 days after the latest information is received but no sooner than September.

Requests from schools to modify the performance measures or weighting to be used to determine the following year’s pay out must be submitted to the CCC by December 1 of each school year.

V. Corrections of Errors

If an error is discovered in the data or the computation of performance pay for after the payment is made, the error shall be corrected, the amount of performance pay recomputed, and an adjustment shall be made in future payments to correct the error, if possible.

Part Three – Individual Performance Pay

The amount of individual performance pay (IP4P) available for each teacher will be determined by dividing the available Prop. 301 funds by the number of eligible teachers and subtracting $1,900, which is reserved for group performance pay. If the available Prop. 301 money is less than $1,900 per teacher, there will be no individual performance pay that year unless another funding source is made available. The actual amount of IP4P awarded to each teacher will depend on the overall average score on the District evaluation rubric for all evaluations completed during the year, and teacher attendance, as follows:

Determine the teacher’s overall score on the District evaluation rubric. Determine the number of absent days during the school year, not including FMLA, bereavement leave, jury duty, religious holidays, military leave or professional leave.


58

Continuing Teachers Performance

Category Overall Score

Percentage of IP4P Absences

Highly Effective 3.6-4.0 100% with 4 or fewer absences 85% with more than 4 absences

Effective *3.0-3.5 85% with 4 or fewer absences 70% with more than 4 absences

*Continuing teachers who score below a 3.0 and/or on an Improvement Plan are NOT eligible for Individual Pay for Performance.

Non-Continuing Teachers Performance

Category Overall Score

Percentage of IP4P Absences

Highly Effective 3.6-4.0 100% with 4 or fewer absences 85% with more than 4 absences

Effective 3.0-3.5 85% with 4 or fewer absences 70% with more than 4 absences

Developing 2.4-2.9 60% with 4 or fewer absences 50% with 4 or more absences

Below 2.4 0% 0%

* Any non-continuing teacher who is on an Improvement Plan is NOT eligible for Individual Pay for Performance.

The payment is a bonus or stipend that has to be re-earned each year; it is not added to the base pay.

Proration for part-time and part-year teachers, the allocation of undistributed money and the time schedule will be the same as for group performance pay

Part Four – Appeals

• All appeals will go to the District Certified Compensation Committee (CCC).

• Appeals relating to eligibility to receive group performance pay must be initiated within 30 days following notice of ineligibility.

• Appeals relating to the allocation of performance pay must be initiated within 30 days of receipt of notification of the allocation. Exceptions may be made for extraordinary circumstances, such as discovery of data errors

.

• An appeal may be presented in person, in writing, or both in person and in writing.

• The CCC cannot address the appropriateness of individual evaluations or placement on an improvement plan.

• If more than one individual appeal is being considered at a CCC meeting, only the person whose appeal is being considered will be in the room with the Committee. Other appellants or other observers will be asked to wait outside the meeting room until action on the appeal has been completed.

• If the appellant wishes any written materials to be considered by the CCC, a copy must be brought to the hearing and left with the Committee. Any non-public information will be kept confidential at the request of the appellant. The Committee copy of the materials will be filed at the Human Resources Department.

• For appeals in person, after the appellant has presented the appeal and answered questions, the appellant will leave the room while the Committee deliberates and votes on the appeal.

• Voting: 1. Decisions on appeals will be made by majority vote of the voting CCC members present.


59

2. Committee members assigned to a school must recuse themselves from voting on school-wide appeals from their school unless the appeal does not affect the member. Members may, however, vote on an appeal by an individual from their school.

3. Recused members are not included in the total number of voting members for purposes of computing the number required for a majority.

4. If there is more than one teacher representative for a single school, those representatives share one vote.

5. The Superintendent does not vote on appeals because they may be forwarded to the Governing Board for final action.

• The CCC action on the appeal will be communicated to the appellant in writing within two weeks of the action.

• CCC denials of appeals will be final unless the appellant requests the Governing Board to review the Committee decision within 30 days. CCC action to approve an appeal will be forwarded to the Governing Board as a recommendation, with the final decision to be made by the Governing Board.

PBC (P4P) ATTACHMENT A PBC (P4P)

60

District-wide Parent Survey Questions

Parent Survey

Note: Only the first 6 questions

are used for performance based

compensation for teachers

Strongly

Agree Agree Disagree

Strongly

Disagree

Does Not

Apply

1. School staff members hold high expectations for learning and achievement.

2. The atmosphere at __________ is conducive to learning for my child.

3. School staff members treat my child with respect.

4. ____________ provides a safe environment for my child.

5. School staff members communicate effectively regarding my child.

6. Overall, instruction meets my child’s needs.

7. My child feels safe on the bus.

8. The building and playgrounds are well maintained.

9. I am pleased with the school lunch program provided for my child.

10. I am satisfied with the level of service provided by the District office staff.

PBC (P4P) ATTACHMENT B PBC (P4P

61

PAY FOR PERFORMANCE ELIGIBILITY GUIDELINES

Teachers will be notified at or soon after the completion of the school year if they are not eligible for pay for performance based on the following criteria.

TEACHERS “Teacher” includes the following school district employees: Teachers

Speech Pathologists School Counselors Occupational Therapists Physical Therapists

Independent contractors or employees of companies that contract with the District and/or sub teachers on a daily rate are not considered employees.

Eligibility: To be eligible to receive performance pay, the teacher must:

1. Not be on an Improvement Plan at the end of the contract year. 2. Fulfill the contract. 3. Work at least 25% time.

Exceptions: If the teacher was on duty (i.e. receiving pay and benefits from the District) the last week of school, but not the last duty day and the employee returned for the following school year, employee would be eligible for performance pay.

Part-time and Part-Year Teachers: For part-time teachers and teachers hired mid-year who meet the eligibility requirements above:

1. If a teacher works at least 75% of the time and works at least 91 student days, the teacher would be eligible to receive the same amount of performance pay as full-time and full-year teachers.

2. If a teacher works at least 25% time but less than 75% time, and works at least 91 student days, the performance pay amount would be prorated to 50%.

3. If a teacher is hired mid-year, works at least 75% time, and completes the contract, but works for fewer than 91 student days, the performance pay amount would be prorated to 50%.

4. If a teacher works at least 25% time but less than 75% time and completes the contract, but works for fewer than 91 student days, the performance pay amount would be prorated to 25%.

TEACHERS RETIRING MID-YEAR If a teacher retires mid-year, having worked a minimum of 91 student days, the teacher would be eligible to receive the full amount of performance pay. If the teacher worked fewer than 91 student days, the amount would be prorated to 50%.

TEACHERS CALLED TO ACTIVE DUTY If a teacher were to be called to active duty, the employee would be eligible to receive the full amount of performance pay.

Teachers who leave the District and are eligible for performance pay must notify the District if they move to a new address. The District will make one attempt to mail the check to the last known address; if the check is returned, it will be cancelled, and the amount will be added to the pool for the following year.

PRE-APPROVAL OUT-OF-DISTRICT/STANDARDS PRE-APPROVAL OUT-OF-DISTRICT/STANDARDS G-4132 GCI-EB

62


Pre-Approval for Out-of-District Courses

Date of Application: ____________________________ Decision Needed By: ____________________ Name: ______________________________ Site: _______________ Grade/Subject: ____________ Institution: ____________________________ Degree Program (MA, Ed.D., etc.): _________________ Course Identification: (Title) ___________________________________ (Number) _________________ Semester Hours: _______________________ Date of Completion: ____________________________ Content of Course/Workshop (review Standards of Acceptable Credit):

_____________________________________________________________________ _____________________________________________________________________ _____________________________________________________________________

Explain how the knowledge you gain from this course will benefit your students, your colleagues and yourself.

_____________________________________________________________________ _____________________________________________________________________ _____________________________________________________________________

_____________________________________ ______________________________________ Employee’s signature Principal’s signature of approval _____________________________________ ( ) Approved ( ) Disapproved Asst. Superintendent, Educational Services

RETURN FORM TO EDUCATIONAL SERVICES, DISTRICT OFFICE

EVIDENCE OF SATISFACTORY COMPLETION MUST BE SUBMITTED BEFORE CREDIT IS GRANTED

Rev 8.12

PRE-APPROVAL OUT-OF-DISTRICT/STANDARDS PRE-APPROVAL OUT-OF-DISTRICT/STANDARDS G-4132 GCI-EB

63

Standards of Acceptable Credit

1. Professional growth credit may be accepted for graduate hours earned at an accredited college or university.

2. Approved graduate courses should be limited to the employee’s major/minor area of

assignment, or other courses as approved by the Assistant Superintendent for Educational Services.

3. To be considered for professional growth credit, all college courses outside a degree

program must have the following for credit hours:

� Course time per credit hour. A minimum of 15 hours of classroom instruction or equivalent.

� Course content summary. A course summary that will include the objective of

each class period – any required papers, reports, or projects that require out-of-class preparation.

4. Credit shall not be allowed for repeating a course.

5. An average grade of “B” or above must be earned in courses taken for credit on the

salary schedule. In a course where “PASS” or “FAIL” is the only grade, credit shall be given on the salary schedule for a “PASS” designation.

6. Transcripts are required for movement to Lane III to VI on the Certified Salary Range.

RIF GCQA-E RIF GCQA-E

64

For implementation in Spring 2014. First year teachers, on Attendance and Professional Attributes use Fall 2013 and multiply by 2.

Policy GCQA Exhibit RE PROFESSIONAL STAFF REDUCTION IN FORCE

Teacher Name: _______________________________ Site: ________________________ Current Assignment: ________________________________________________________ CRITERIA POINTS

Evaluation: 10 points possible (To be completed by Human Resources) _______ The total score for the last formal evaluation on the Madison School District Evaluation Rubric, Domains I, II, III only and multiply by 2

Attendance: ______ Last two completed semesters 0-3 Absences = 3 points 4-6 Absences = 2 points

• FMLA, LOA, Jury Duty, and Professional Development do not count

Education: 6 points maximum ______ BA – 1 point MA 12 (BA 48) – 4 points BA 18 – 2 points MA 24 (BA 60) – 5 points MA (BA36) – 3 points MA 36 (BA 72) – 6 points

• Official transcripts/degree documentation must be on file with Human Resources

Certificates/Endorsements: 6 points maximum ______ 2 points per certificate 1 point per endorsement

National Board Certification, EDD, PhD, or Presidential Award for Excellence in Teaching (in related field): 4 points ______

Distinguished Professional Attributes/Service to the District: 6 points maximum ______ • Documentation must be attached

Public School Experience: ______

1 to 3 years = 1 point 7-10 years = 3 points

4 to 6 years = 2 points 11-15 years = 4 points

15 + years = 5 points • Overseas teaching accepted with documentation as a public school employee

TOTAL POINTS ______

I certify that the above information is accurate.

________________________________________ _______________________________ Teacher Signature Date

________________________________________ _______________________________ Principal Signature Date

RIF GCQA-E RIF GCQA-E

65

Policy GCQA Exhibit RE

PROFESSIONAL STAFF REDUCTION IN FORCE

Certificates:

Elementary Education

Secondary Education

All Special Education

Arts Education PreK-12

Administrative

Counseling

Early Childhood

Endorsements/Approved areas:

Art

Music

Computer Science

Bilingual

Dramatic Arts

Dance

Early Childhood

Elementary Foreign Language

English as a Second Language (ESL)

Gifted

Library Media Specialist

Mathematics Specialist

Middle Grades (5-9) Subject Areas

Physical Education

Reading Specialist

Note:

• Provisional endorsements will not have a point value

• Does not include SEI endorsements Rev 11.11

RIF PROFESSIONAL ATTRIBUTES RIF PROFESSIONAL ATTRIBUTES

66

Professional Attributes/Service to the District � Cannot receive any monetary compensation by the district.

� Planning cannot be done during the school day / Event is above and

beyond expected duties.

� Meeting must be a minimum of one hour.

� Documentation must be provided.

1 point

2 points

3 points

Attend 3 After School/Evening Events

Planning/Supervisory Role in Festivals, any Family Evening Event

Mentoring a Quest For Kids Program student

Job Alike PLC Facilitator 1-3 facilitations

Job Alike PLC Facilitator 4-6 facilitations

Job Alike PLC Facilitator Greater than 6 facilitations

Hosting an Intern (Unpaid)

Association Leadership Grade Level Chair Facilitating

District/Site Committee

1-4 meetings in total District/Site Committee

(Examples: RTI, SPC, Site Based Mgmt., PBIS)

5-8 meetings

District/Site Committee (Examples: same as 2 points)

9 meetings or more

Taking students to outside events (Outside event has to be directly related to required grade level

curriculum and is not required as part of your job description –

extends beyond the school day – requires special travel

arrangements) Less than 5 hours




arrangements) 5-10 hours




arrangements) Over 10 hours

Facilitating Site Committees 1-4 meetings

Facilitating Site Committees 5 meetings or more

Extended Learning Time (No pay – must be cleared with

principal) 3-7 times


principal) 8-11 times


principal) 12 times or more

Catnip Courses 2-4 total hours

Catnip Courses 5-8 total hours

Catnip Courses 9 total hours or more

Attending conference (Can’t be attended during school

time and must have prior approval by the site

administrator) 3-5 hours



administrator) 6-8 hours



administrator) 9 hours or more

Interview Committee (Site/District; must be held

outside the school day)

Special Training such as CPI, CPR, Defibrillator use, etc.

(Can’t be paid to take it)

Mentoring a new teacher as assigned by the principal

Using Smartboard/Document Camera on a regular basis

MICE

RIF PROFESSIONAL ATTRIBUTES RIF PROFESSIONAL ATTRIBUTES

67

Listed below are committees held at various campuses. If you are interested in an opportunity not listed here, please check with your principal regarding using it on the Reduction in Force Rubric.

PBIS Interview Committees

RTI Safety Committee

Site Based Management Culture/Climate/Social Committee

Child Study Team Literacy Committee

Site Professional Council (SPC) Parental Involvement Committee

Professional Learning Community Leadership Pride Council

Guiding Coalition Professional Development Committee Listed below are leadership roles held at various campuses. If you are interested in an opportunity not listed here, please check with your principal regarding using it on the Reduction in Force Rubric.

United Way Coordinator Data Wall Wizard

Spelling Bee Coordinator Light Up

Accelerated Reader Coordinator PTO/PATS/PTA Liaison

Core Knowledge Coordinator Poetry Contest Coordinator

MDCTA Leadership Waterford Rollover Coordinator

Site Professional Council Chair Bookroom Leader Listed below are committees at the District level. If you are interested in an opportunity not listed here, please check with your principal regarding using it on the Reduction in Force Rubric.

District Professional Council Certified Compensation Committee

Calendar Interview Committees

MICE Interest Based Negotiations

Insurance Committee

REQUEST FOR LANE MOVEMENT REQUEST FOR LANE MOVEMENT

68

MADISON SCHOOL DISTRICT 5601 North 16

th Street

Phoenix, AZ 85016

REQUEST FOR LANE MOVEMENT Knowing all salary expenditures must be planned for and included in the annual school district budget, I hereby declare that (check one):

� I have completed the course work necessary for advancement on the salary schedule.

� It is my intent to acquire enough academic credits during the spring and/or summer semester(s) to qualify for a Professional Growth Increment and advancement on the salary schedule after these credits are verified.

I am applying for advancement from academic LANE _______________ to LANE _______________*

• *If you are requesting an advancement of more than one lane, in addition to the Request for Lane Movement form, you must submit a request in writing to the Assistant Superintendent for Educational Services.

• You must submit a Request for Lane Movement by February 1 in order to have a Professional

Growth Increment included in your contract for the following year, pending available funding.

• The Assistant Superintendent for Educational Services must approve all out-of-district classes/workshops taken for Professional Growth Credit PRIOR to taking the class/workshop. Pre-approval for Out-of-district Courses forms are available in the school offices.

• The official transcripts for classes taken for credit for your Request for Lane Movement must be

turned in to the Human Resources Department by September 30 of the contract year for which the advancement is requested.

_________________________________________ ________________________ Employee’s Signature Date _________________________________________ ________________________ PRINT Employee Name Site Date received by Human Resources Department: ________________ By: ______________________ Date copy sent to employee: _______________________ NOTE: If you do not receive a copy of this form within five (5) working days acknowledging receipt – contact Human Resources.

Rev 5.12

RETURN TO HUMAN RESOURCES – DISTRICT OFFICE BY FEBRUARY 1

STRATEGIC PLAN STRATEGIC PLAN

69

Madison Elementary

School District

2011-2015 Strategic Plan

Our Purpose:Our Purpose:Our Purpose:Our Purpose:

Extraordinary Learning for AllExtraordinary Learning for AllExtraordinary Learning for AllExtraordinary Learning for All

Powered byPowered byPowered byPowered by:::: Using data and quality instruction to ensure

individual learning for each student

Developing critical thinking skills in our students

Providing a safe and secure environment conducive to learning

Pursuing daily improvement through a focus on the Strategic Plan

Working in Professional Learning Communities (PLCs) to advance

district initiatives

Proactively providing district support and resources

Delivering quality customer service

Maintaining a rigorous employee selection process

Expecting ownership and leadership from all employees

Building strong community, organization, and business connections


70

Objective 2:Objective 2:Objective 2:Objective 2:

Madison will continue to develop aggressive recruitment strategies Madison will continue to develop aggressive recruitment strategies Madison will continue to develop aggressive recruitment strategies Madison will continue to develop aggressive recruitment strategies

and retention plans for the employment of highly effective teachers and retention plans for the employment of highly effective teachers and retention plans for the employment of highly effective teachers and retention plans for the employment of highly effective teachers

and staff. and staff. and staff. and staff.

Initiatives:

• Develop, implement, and maintain a rigorous screening process with fidelity that ensures the hiring of highly effective staff.

• Partner with distinguished teacher preparation programs to increase the quality pool of teacher candidates for Madison.

• Provide competitive salaries to attract and retain highly effective staff.

• Expect staff to engage in decision-making processes through active participation in Professional Learning Communities (PLC).

• Ensure that all staff receive on-going professional development and coaching/mentoring opportunities to improve student achievement.

Goal 1Goal 1Goal 1Goal 1

Ensure that each Madison student achieves annual academic growth that drives the Madison School District to maintain and/or increase the Arizona LEARNS labels.

ObjectObjectObjectObjective 1: ive 1: ive 1: ive 1:

Every Madison student meets or exceeds mastery of state standards Every Madison student meets or exceeds mastery of state standards Every Madison student meets or exceeds mastery of state standards Every Madison student meets or exceeds mastery of state standards

in all areas. in all areas. in all areas. in all areas. Initiatives:

• Utilize a systematic Curriculum Cycle to evaluate, revise, adopt, and implement the curriculum and deliver aligned professional development.

• Ensure that all Madison programs positively impact student learning.

• Provide and evaluate ongoing content focused professional development for rigorous lesson design to meet the needs of all students.

• Assess student progress frequently with fidelity in all tested areas utilizing multiple site, district, state and national assessments and adjust instruction accordingly.

• Increase parent involvement to assist parents in supporting their child’s education.

• Increase positive student behaviors on campus through the continuation of Positive Behavioral Interventions and Supports (PBIS).


71

Objective 2: Objective 2: Objective 2: Objective 2:

Madison will provide a safe and Madison will provide a safe and Madison will provide a safe and Madison will provide a safe and secure learning environment. secure learning environment. secure learning environment. secure learning environment.

Initiatives:

• Conduct, execute, and evaluate crisis management plans on a scheduled basis throughout the year.

• Identify, evaluate, and correct safety and security issues at all sites.


Madison will leverage all funding sources to ensure ongoing Madison will leverage all funding sources to ensure ongoing Madison will leverage all funding sources to ensure ongoing Madison will leverage all funding sources to ensure ongoing

viability. viability. viability. viability.

Initiatives:

• Develop an annual district budget process that ensures at least a 1% contingency in the Maintenance and Operations fund.

• Develop, implement, and streamline Madison processes and procedures to maximize efficiency.

• Advance legislation that supports funding for current and future Madison programs and initiatives.

• Research, investigate, develop, and expand tax credit collections.

Goal 2 Goal 2 Goal 2 Goal 2

Ensure that the Madison

School District

maintains a fiscally

responsible financial

environment.

Objective 1: Objective 1: Objective 1: Objective 1:

Madison will develop, maintain, and Madison will develop, maintain, and Madison will develop, maintain, and Madison will develop, maintain, and expand set methods to communicate expand set methods to communicate expand set methods to communicate expand set methods to communicate with the Madison Community. with the Madison Community. with the Madison Community. with the Madison Community.

Initiatives:

• Promote Madison through print, broadcast, and social media.

• Pursue recognition to showcase excellence of accomplishments.

Goal 3Goal 3Goal 3Goal 3 Develop, implement, and maintain proactive quality communication systems to keep the

Madison Community informed and connected.


Madison will increase district student enrollment by at least 2% each year. Madison will increase district student enrollment by at least 2% each year. Madison will increase district student enrollment by at least 2% each year. Madison will increase district student enrollment by at least 2% each year.

Initiatives:

• Promote and advertise open enrollment opportunities available in all Madison Schools.

• Expand and increase student enrollment in the Madison Early Childhood Program (ECP).

• Analyze enrollment trends by district, school site, and program and target appropriate prospective families.

• Research, investigate, develop, and expand viable programs that increase student enrollment.


MadiMadiMadiMadison will identify funding sources, including Bonds and Capital son will identify funding sources, including Bonds and Capital son will identify funding sources, including Bonds and Capital son will identify funding sources, including Bonds and Capital

Outlay Overrides, to provide ongoing facility maintenance, equipment, Outlay Overrides, to provide ongoing facility maintenance, equipment, Outlay Overrides, to provide ongoing facility maintenance, equipment, Outlay Overrides, to provide ongoing facility maintenance, equipment,

and materials. and materials. and materials. and materials.

Initiatives:

• Evaluate facilities on an annual basis to determine short and long-term funding needs.

• Identify funding sources and prioritize short and long term funding needs for implementation.

• Implement a preventative maintenance cycle based on prioritization of short and long term needs.


72

Madison Initiatives

Madison Park School of Dynamic Interactive Learning Where High Quality Teacher-Led Instruction Is Complemented with Online Learning

Beginning in August 2011 Madison Park School will utilize a blended learning model combining teacher-led instruction and online learning. This online learning model further engages students who are technology savvy. Learning becomes accessible anywhere and anytime. Teachers can customize students’ learning to fit their individual level and pace. Students will receive immediate feedback and assessment. The program design was based on best-practice research on student engagement and learning. Interactive and engaging online curriculum was purchased to enhance STEM and language arts experiences.

Madison Heights Foreign Language Initiative Offering a World of Opportunity

Madison Heights students have the opportunity to learn a foreign language as part of the regular instructional day. All students, in grades kindergarten through fourth, who are classified as “meets” or “exceeds” as measured on AIMS or district assessments may take Spanish. Instruction occurs three times in each six-day schedule. Courses cover grammar, vocabulary, reading, writing, and informal conversation. The foreign language program is available to all students enrolled at Heights at no additional charge. Studies show that children who speak multiple languages do better academically and are more prepared to compete in the global market as adults.

INVEST Kindergarten Program Incorporating New Visions and Enriching Student Thinking

Madison Simis and Madison Traditional Academy offer the full-day INVEST kindergarten program. To supplement the half-day program, this academic enrichment program focusing on a deeper understanding of language arts, science and social studies and is available for a nominal fee. This portion will also provide an enriched experience in the arts. Students are grouped for literacy according to their academic needs. Those who meet district benchmarks will be placed into an enriched group as described above. Those requiring additional help in literacy will receive intervention. The benchmark students spend the afternoon participating in science, social studies, and literacy. Those in the intervention group receive literacy lessons focused on phonics, vocabulary, and comprehension as well as science and listening and learning.

Madison Simis International Baccalaureate (IB) Programme Deepening Thinking to Prepare Students for a Global Economy

Madison Simis is a candidate school for the Primary Years Programme (PYP), pursuing authorization as an IB World School. The International Baccalaureate aims to develop inquiring, knowledgeable and caring young people who help to create a better and more peaceful world through intercultural understanding and respect. To this end the organization works with schools, governments and international organizations to develop challenging programmes of international education and rigorous assessment. These programmes encourage students across the world to become active, compassionate and lifelong learners who understand that other people, with their differences, can also be right.

TEI Madison School District Teacher Evaluation Instrument TEI

73

Name: Date:

Observer: School:

PERFORMANCE CATEGORY I

Planning and Preparation

Lesson

Objectives Sub-Objectives Aligned Activities

PERFORMANCE CATEGORY II

Implementing Instruction

Learning Focus Logical Sequence Modeling Engagement

Meaning and

Understanding Student

Accountability Practice Feedback

Assessing

Student Learning Teacher Content

Knowledge

PERFORMANCE CATEGORY III

Learning Environment

Classroom

Culture Physical

Environment Student

Management

PERFORMANCE CATEGORY IV

Teacher Responsibilities

Professional

Attributes

PERFORMANCE CATEGORY V

Student Growth

Student Growth

NOTES:

Reinforcement Objective:

Refinement Objective:

TEACHER COMMENTS:

Teacher Signature Date

Observer Signature Date


74

PERFORMANCE CATEGORY I: Teacher Skills and Knowledge: Planning and Preparation

Lesson Objectives

Highly Effective (4) Effective (3) Developing (2) Ineffective (1)

Instructional Plan includes:

• Measurable content objective aligned to MSD

adopted curriculum and

Arizona content standards

• Lesson objective promotes higher level thinking

processes, i.e.,

understanding, applying,

analyzing, evaluating or

creating

• Differentiated instructional methods and content to

ensure each individual child

has the opportunity to

master the objective

• Evidence that the plan is relevant to the larger

context of what students are

learning, as well as their

age/ability and significance

to their lives

Instructional Plan includes:

• Measurable lesson objective aligned to MSD adopted

curriculum and Arizona

content standards

• Lesson objective promotes higher level thinking

processes, i.e.,

understanding, applying,

analyzing, evaluating or

creating

• Differentiated instructional methods and content to

ensure each individual

child has the opportunity to

master the objective

• Measurable lesson

objective aligned to MSD

adopted curriculum and

Arizona content standards

• Lesson objectives reflect

low level thinking

processes, i.e., recall, and

comprehension

• Differentiated

instructional methods are

not consistently evident to

ensure each individual

child has the opportunity

to master the objective

• Lesson objectives are either not aligned to

MSD adopted

curriculum and Arizona

content standards or not

measurable

• Differentiated instructional methods

are missing and needed

Comments:

Score:

Sub-Objectives


• All necessary

subobjectives are present

• All subojectives are

measurable

• All subobjectives are

logically sequenced


segmented appropriately

• Most of the subobjectives

necessary to accomplish

the lesson objective are

present

• Most subobjectives are

measurable


logically sequenced



• Most of the subobjectives

necessary to accomplish

the lesson objective are

present

• Some subobjectives are

measurable

• Subobjective sequence is

not logical

• Subobjectives are not


• Subobjectives that are

clearly needed are not

present


not measureable

• Subobjective sequence

is not logical


segmented

Comments:

Score:


75

Aligned Activities


All Activities:

• Are aligned to

subobjectives

• Provides ongoing checks

for understanding

• Describes how students

will demonstrate

understanding

• Engages all students

simultaneously

• Aligns end of lesson

assessment to lesson

objective

Most Activities:

• Are aligned to

subobjectives


for understanding


will demonstrate

understanding


simultaneously



objective

Some Activities:

• Are aligned to

subobjectives


for understanding


will demonstrate

understanding


simultaneously



objective

• Activities that are clearly

needed are missing

• Activities do not align to

subobjectives

• Activities do not provide

needed checks for

understanding

• Activities do not engage all

students

• End of lesson assessment

does not align to lesson

objective

Comments:

Score:

PERFORMANCE CATEGORY II: Teacher Skills and Knowledge: Implementing Instruction

Learning Focus


• Clearly communicates the

learning objective(s) for

the lesson using student

friendly language and

posts the objective

• Makes connections to

students’ prior knowledge

• Elicits engagement of all

students

• Creates value and or

purpose for the new

learning

• Clearly communicates the

learning objective(s) for

the lesson


students’ prior knowledge

• Elicits engagement of all

students

• The lesson objective is

unclear

• Connections to students’

prior knowledge are

unclear

• Elicits engagement of

some students

• The lesson objective is

not stated

• No attempt is made to

connect the learning

with students’ prior

knowledge

• No attempt is made to

engage the students

Comments:

Score:


76

Logical Sequence


• All the subobjectives in

the lesson are clearly

evident


aligned to the lesson

objective


sequenced and segmented

appropriately for

students understanding

• All instruction is free of

irrelevant, confusing or

non-essential information

• All questions,

information, activities,

and responses are aligned

to one subobjective at a

time

• Most subobjectives in the

lesson are evident


sequenced and segmented

for students’ understanding


aligned to the lesson

objective

• Most instruction is free of

irrelevant, confusing or non-

essential information

• Most questions, information,

activities, and responses are

aligned to one subobjective

at a time

• Subobjective sequence is

not logical



• Some unaligned

information, questions,

activities and/or

responses detract from

the lesson objective

• The subobjectives in

the lesson are not

evident

• Essential

subobjectives are

missing and clearly

needed

• Unaligned

information,

questions, activities

and/or responses

detract from the

lesson objective

Comments:

Score:

Modeling


• Demonstrates the

performance accurately

• Explains and labels the

performance criteria

• Avoids distracters in the

model

• Uses precise academic

vocabulary

• Demonstrates

metacognition of thinking

• Uses visuals to enhance

understanding of the

performance criteria

• Demonstrates the

performance accurately

• Explains and labels the

performance/task criteria

• Avoids distracters in the

model

• Demonstration of the

performance is

inaccurate

• Labeling the

performance is

inaccurate

• Distractors in the model

detract from the lesson

• Demonstration of

the performance is

missing

• Labeling the

performance is not

present

• Model missing when

needed

Comments:

Score:


77

Engagement


• Elicits engagement

throughout the lesson

• Directs questions and

activities to all students

simultaneously

• Utilizes appropriate wait

time to provide process

time

• Calls on a balance of

students (i.e., ability,

gender)

• Structures opportunities

for student to student

interactions to ensure

equal participation

• Uses a variety of

meaningful engagement

strategies

• Elicits engagement


• Directs most questions

and activities to all

students simultaneously

• Utilizes appropriate wait

time to provide process

time

• If using student to student

interactions, structures

are provided to ensure

equal participation

• Elicits limited engagement


• Directs most questions

and activities to some

students

• Does not utilize

appropriate wait time to

provide process time

• Student engagement is not

structured to ensure equal

participation

• Fails to elicit engagement


• Fails to use simultaneous

engagement throughout

the lesson

Comments:

Score:

Meaning and Understanding



real life or cross content

learning through

relevant examples and

experiences

• Incorporates multi-

sensory modalities

(kinesthetic, visual,

auditory, tactile)

• Facilitates closure for all

students to summarize

their learning

• Uses learning aides,

supplemental materials

and/or technology

• Promotes students

connecting for

themselves new learning

with big ideas and

patterns


real life through


experiences

• Incorporates multi-

sensory modalities


auditory, tactile)

• Facilitates closure for all

students to summarize

their learning

• Uses learning aides,


and/or technology


real life through random

examples and

experiences

• Incorporates some multi-

sensory modalities


auditory, tactile)

• Teacher and/or few

students summarize

student learning

• Use of learning aides,


and/or technology is

limited and/or does not

enhance the lesson

• Does not make connections

to real life and cross

content learning through


experiences

• Does not incorporate multi-

sensory modalities


auditory, tactile)

• Does not provide closure

• Does not use technology,

learning aides and/or


Comments:

Score:


78

Student Accountability


• Monitors and encourages

students during the

performance of the

activities

• Structures for individual

accountability are

included for all student

to student interactions

• Consistently adjusts time

limits to maintain

appropriate pacing.

Includes a measure of

success for the successful

completion of activities

and assignments

• Structures activities that

promote student

reflection on performance

criteria

• Monitors and encourages

students during the

performance of the activities

• Structures are included for

individual accountability

when using most student to

student interactions

• Adjusts time limits to

maintain appropriate pacing

• Requires successful

completion of activities and

assignments

• Monitors students during

the performance of the

activities

• Structures are included

for individual

accountability when

using some student to


• Inconsistently adjusts

time limits to maintain

appropriate pacing

• Requires completion of

activities and assignments

• Does not monitor and

encourage students

during the performance

of the activities

• Does not structure

student to student

interactions for

individual

accountability

• Does not pace the

lesson

• Does not require

successful completion of

activities and

assignments

Comments: Score:

Practice


• Incorporates guided and

independent practice

• Differentiates practice to

accommodate individual

student needs

• Aligns practice to the

objective/subobjective

• Includes mass and

distributed practice to

enhance learning

• Incorporates guided and


• Differentiates practice to


student needs

• Aligns practice to the


• Incorporates guided or

independent practice as

needed

• Differentiation does not


student needs

• Aligns some of the practice

to the


• Does not incorporate

guided and


• Does not differentiate

practice to

accommodate

individual student

needs

• Does not align practice

to the objective

Comments:

Score:


79

Feedback


• Provides immediate

feedback

• Provides specific feedback

when appropriate

• Provides students the

opportunity to evaluate

and give feedback to each

other based on specific

criteria

• Provides immediate

feedback

• Provides specific feedback

when appropriate

• Provides feedback that is

immediate, but not specific • Does not provide

feedback

Comments:

Score:

Assessing Student Learning


• Utilizes ongoing

performance checks for

understanding for each

subobjective

• Requires all students to

demonstrate the learning

of the objective

• Adjusts instructional

strategies as needed

based on student needs

• Assesses prior knowledge

related to the objective

• Uses task analysis to

adjust the lesson as

needed

• Utilizes ongoing

performance checks for

understanding for each

subobjective

• Requires all students to


of the objective

• Adjusts instructional

strategies as needed based

on student performance

• Utilizes performance

checks inconsistently

• Requires some students to


of the objective

• Does not adjust instruction

consistently

• Does not utilize

ongoing performance

checks for

understanding

• Does not require

students to

demonstrate the

learning of the

objective

• Does not adjust

instruction

Comments:

Score:


80

Teacher Content Knowledge


• Demonstrates knowledge

of content


of multiple subject-specific

instructional strategies

• Demonstrates deeper

understanding of

patterns, big ideas and

inter-relationships within

the content area


of content


of subject-specific


• Demonstrates limited

knowledge of content


of some subject-specific


• Does not demonstrate

content knowledge or

knowledge of subject-

specific instructional

strategies


understanding of what

students need to know

to master the objective

Comments:

Score:

PERFORMANCE CATEGORY III: Teacher Skills and Knowledge – Learning Environment

Classroom Culture


• Interactions are

appropriate, caring, and

respectful

• Student to student

interactions are positive

and respectful

• Quality work, student

learning and positive

behaviors are required

• Students take risks



respectful

• Student to student


and respectful



behaviors are required



respectful

• Most student to student


and respectful



behaviors are not evident

with all learners

• Interactions are not

appropriate, caring,

and respectful

• Little to no student to


are positive and

respectful



behaviors are not

required

Comments:

Score:


81

Physical Environment


• Classroom is clean, safe

and organized

• Materials are accessible to

students

• Furniture, equipment and

technology are arranged

to best facilitate student

learning

• Environment reflects

current student learning

that is aligned to state

standards


student ownership

• Classroom is clean, safe

and organized


students

• Furniture, equipment and

technology are arranged to

best facilitate student

learning


student learning that is

aligned to state standards

• Classroom is clean and

safe


students

• Furniture and equipment

arrangement does not best

facilitate student learning


student learning

• Classroom is not clean,

safe and organized

• Materials are not

accessible to students

• Furniture, equipment

and technology are not

arranged to best

facilitate student

learning

• Environment does not

reflect student

learning

Comments:

Score:

Student Management


• Establishes rules and

procedures for learning

and behavior as reflected

by student behaviors

• Responds appropriately

and respectfully to

student behaviors

• Applies positive behavior

interventions to teach,

maintain student

behavior

• Consistently uses logical

consequences for

disruptive behavior

• Maintains an

environment where

students monitor their

own behaviors

• Establishes rules and

procedures for learning

and behavior

• Responds appropriately

and respectfully to student

behaviors


interventions to maintain

student behavior

• Consistently uses logical

consequences for

disruptive behavior

• Establishes rules for

learning and behavior

• Demonstrates awareness

of student behaviors but

does not respond


interventions in an

attempt to maintain

student behavior

• Inconsistently uses

consequences for

disruptive behavior

• Demonstrates tenets of

positive behavior

interventions and supports

• Does not establish

rules for learning and

behavior


awareness and/or

respond appropriately

and respectfully to

student behavior

• Does not apply

techniques to maintain

student behavior

• Does not use logical

consequences for

disruptive behavior


tenets of positive

behavior interventions

and supports

Comments:

Score:


82

PERFORMANCE CATEGORY IV: Teacher Responsibilities

The following component may be scored at each evaluation – fall and spring during the year

Professional Attributes


To be considered Highly

Effective, the teacher must

provide evidence to document

more than three (3) of the

following:

• Leads professional

development and shares

ideas

• Serves on state, and/or

district committees/task

forces

• Attends three (3) elective

school events beyond

contract hours

• Proactively seeks

opportunities for members

of the community to

participate in school

activities or seeks

opportunities for students

to participate in the

community

• Opens his/her classroom

to outside observers to

demonstrate effective

teaching strategies

• Serves effectively in a

leadership role and/or

assumes additional duties

at the school level (e.g.,

peer mentor, PLC

facilitator, grade level

chairs, data coordinators,

MICE, instructional

coaches, athletic coaches,

club sponsors)

• Completes National Board

Certification, master’s

degree, doctoral degree

and/or additional

endorsements/certification

s

• Completes additional

graduate level coursework

and/or professional

development which may

also include technology

workshops

• Participates in

professional development

and shares ideas

• Meets deadlines

• Keeps timely and

accurate records for

academics and behavior

• Dresses in accordance

with the defined teacher

dress code

• Uses correct written and

oral communication skills

to communicate with

students, staff and

parents

• Initiates and maintains

positive communication

and working relationships

with students, staff,

parents and other

community groups

• Actively participates in

site PLC (Professional

Learning Communities)

processes and activities

• Participates in professional

development

• Requests extensions for

deadlines

• Needs reminders and

guidance in keeping timely

and accurate records

academics and behavior

• Is not consistent in

dressing with the defined

teacher dress code

• Is inconsistent with correct

written and oral

communication skills to

communicate with

students, staff and parents

• Maintains positive

communication and

working relationships with

students, staff, parents and

other community groups

• Participates in site PLC

(Professional Learning

Communities) processes

and activities

• Does not participate in

professional

development and

shares ideas

• Does not meet

deadlines

• Does not keep timely

and accurate records

for academics and

behavior

• Does not dress in

accordance with the

defined teacher dress

code

• Does not use correct

written and oral

communication skills

to communicate with

students, staff and

parents

• Does not initiate and

maintain positive

communication and

working relationships

with students, staff,

parents and other

community groups

• Is unprofessional in

site PLC (Professional

Learning

Communities)

processes and

activities

Comments:

Score:


83

PERFORMANCE CATEGORY V: Student Growth

Student Growth


• Group A An average

classroom growth

indicator that is >= 69.1th

percentile for NWEA MAP

• Group B An average

school growth indicator

that is >= 69.1th percentile

for NWEA MAP


classroom growth


percentile for AIMS




for AIMS


classroom growth


percentile and <69.1th

percentile for NWEA

MAP




and <69.1th percentile for

NWEA MAP


classroom growth


percentile and <69.1th

percentile for AIMS





AIMS


classroom growth indicator



NWEA MAP

• Group B An average school

growth indicator that is >=

6.7th percentile and <30.9th

percentile for NWEA MAP


classroom growth indicator



AIMS

• Group B An average school

growth indicator that is >=

6.7th percentile and <30.9th

percentile for AIMS


classroom growth

indicator that is < 6.7th

percentile for NWEA

MAP



that is < 6.7th

percentile for NWEA

MAP


classroom growth

indicator that is < 6.7th

percentile for AIMS



that is < 6.7th

percentile for AIMS

Comments:

Score:

TEACHER LESSON PLAN TEMPLATE TEACHER LESSON PLAN TEMPLATE

84

Teacher __________________ Subject ________________ Grade ____

Written Template for Teacher Lesson Plan

� Standard:

� Lesson Objective:

� Anticipatory Set (Optional to write out)

� Sub-Objective 1:

� Input (Optional to write out)

� Modeling (Optional to write out)

� Aligned Activity:

� Sub-Objective 2: (3, 4, 5, etc…)

� Input (Optional to write out)

� Modeling (Optional to write out)

� Aligned Activity:

� Closure: (Optional to write out)

Differentiation:

Assessment:

TSA VENDOR LIST TSA VENDOR LIST

85

District-Approved Tax Sheltered Annuity (TSA) Vendors

The following vendors have been approved for offering tax sheltered annuities and deferred compensation plans to district employees. It is the employee’s option to contact an approved TSA vendor for information about employer-sponsored retirement plans. The district does not make any recommendations regarding selection of a TSA vendor or plan. A Salary Reduction Agreement, available from the district office, must be submitted to the payroll department.

403(b) Plan 457 Plan

• First Investors Corporation • Great American Financial • Great American • Great American Fund Connection • Horace Mann • First Investors Corporation • ING ILIAC • ING ILIAC • Lincoln Investment Planning • Met Life Resources • Met Life of Connecticut • Plan Member • Met Life Resources • Security Benefit • Plan Member • TIAA - CREF • ReliaStar Life • VALIC • Security Benefit

• TIAA - CREF

• USAA (grandfathered participants)

• VALIC

SALARY RANGE SALARY RANGE

86


2013-2014

CERTIFIED SALARY RANGE

Degree Lane Range

BA Lane I $37,128 - $45,895

BA 18 Lane II $37,658 - $48,079

MA (BA 36*) Lane III $38,719 - $51,355

MA 12 (BA 48*) Lane IV $40,310 - $56,826

MA 24 (BA 60*) Lane V $41,371 - $62,286

MA 36 (BA 72*) Lane VI $42,962 - $69,930

Note:

Teachers may move across more than one Lane in a year if appropriate forms have been completed in a timely manner and approved by the Superintendent or designee.

Movement from Lane I to Lane II or from Lane II to Lane III will receive a salary increase of $1,500.

Lane movement for Lanes III through VI will receive a salary increase of $1,000.

Teachers hired for the 1999-2000 school year and thereafter must have a Master's degree to move to Lane III.

*Teachers with a BA hired prior to 1999-2000 are grandfathered on the schedule.

Teachers shall only be compensated for pre-approved graduate hours completed after a Master’s degree for movement from Lanes III through VI.

Teachers with National Board Certification receive a $2,000 addendum.

Teachers with a Doctorate receive a $1,000 addendum.

Teachers with a BLE or ESL receive a $1,000 addendum.

Teachers with a BLE who teach students in a Spanish immersion classroom receive a $2,000 addendum (in addition to $1,000 BLE addendum).

Teachers with Special Education endorsement who teach students with disabilities in Self-Contained assignment (including preschool) receive a $2,000 addendum.

Teachers with Special Education endorsement who teach students with disabilities in ED Self-Contained assignment receive a $5,000 addendum (in addition to $2,000 SC addendum).

Teachers with Special Education endorsement who teach students with disabilities in Resource assignment receive a $1,000 addendum.

Pay for Performance is not included in the above schedule. Governing Board approved 4/2/13


87


2013-2014

SALARY RANGE

ECP - Community Education Early Childhood Program

CE Degree Range

ECP 1 CDA $20,686 - $27,862

ECP 2 BA $24,929 - $33,332

ECP 3 BA+18 $25,990 - $34,424

ECP 4 MA $27,050 - $35,516

Based on 205 days (2 days before/1 day after school start/end dates). Includes all required teacher training, staff development, registration, school nights, faculty meetings, and other duties as assigned.

CDA: Childhood Development Associate degree

LPN & RN

Exempt Position Range

N 1 Licensed Practical Nurse (LPN) $32,833 - $46,571

N 2 RN (2-year Associate degree) $32,833 - $46,571

BA Lane I RN (4-year degree) $37,669 - $46,571

BA 18 Lane II RN (4-year degree) $38,210 - $48,786

MA Lane III RN (4-year degree) $39,291 - $52,104

MA 12 Lane IV RN (4-year degree) $40,903 - $57,658

MA 24 Lane V RN (4-year degree) $41,974 - $63,190

MA 36 Lane VI RN (4-year degree) $43,597 - $70,959

Based on 209 days (7 days before/0 days after school start/end). Start day of student registration. Includes all required training, staff development, registration, school nights, faculty meetings, and other duties as assigned.

Addendum for Lead Nurse is $2,500 Governing Board approved 4/2/13


88


2013-2014

SALARY RANGE

OCCUPATIONAL THERAPIST

PHYSICAL THERAPIST

SPEECH/LANGUAGE PATHOLOGIST

SPEECH THERAPIST

Degree Range

BA $38,189 - $43,711

BA+18 $42,432 - $48,079

BA+24 $46,675 - $52,447

MA $50,918 - $61,194

MA+12 $52,510 - $62,826

MA+24 $54,101 - $65,562

MA+36 $55,692 - $71,022

Bilingual addendum for Speech Pathologist is $5,000

Certificate of Clinical Competency (CCC) addendum for Speech Pathologist is $3,000

SCHOOL PSYCHOLOGIST

Degree Range

State Certified: MA $50,918 - $72,114

State Certified: MA+30 $54,101 - $76,492

State Certified: MA+60 $58,344 - $80,860

* Based on 217 days (8 days before / 7 days after school start/stop dates)

National Board Certification addendum for School Psychologist is $2,000

Bilingual addendum for School Psychologist is $5,000

Addendum for Lead Psychologist is $3,500 Governing Board approved 4/2/13

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