Extended Substitute. An extended substitute is defined as a substitute teacher who is employed on a day-to-day basis in place of a regular appointed teacher who is absent ten (10) or more consecutive teacher attendance days but less than a long term leave of a semester or more. After ten (10) consecutive** days of employment for a regular appointed teacher, the extended substitute teacher’s salary will be compensated, retroactive to the start of the ten (10) days, at the rates listed below. * State Education Department title for this position is “Itinerant” Substitute. **The Superintendent or his/her designee may allow an interruption in the consecutive days due to an absence(s) for an excused reason. The information pertaining to the expected absence, due to illness, of the teacher shall be communicated to the Personnel Administrator in writing or orally with written certification following immediately. If a new person is not appointed within three (3) consecutive teacher attendance days of the notification to the Personnel Administrator of the expected absence then the person serving in that assignment will be paid at the extended substitute rate. The person shall be paid at the rate indicated below from the time of effected date as established in writing by the Personnel Administrator. 2019-2022 $185.00 per day No benefits other than salary may be received; no credit shall be given for experience or educational hours or degrees; no tenure or reserve rights may be accrued; no other term or condition enjoyed in Association Agreement will be granted to the extended substitute. When used in this paragraph the word benefits shall include Transfers, Observation/Evaluation and Records, Leave of Absence for Association Designee, Salary, Health Insurance, Dental Insurance, Part-Time Teachers, Sick Bank, Sick Leave Incentive, Short-term Leave, Long-term Leave, Differential, Tenure Personnel Inventory, Statement of Stabilization, Personal Business Leave, Religious Observation, and Bereavement Leave. An extended substitute shall have a valid New York State certification in the assignment area. An extended substitute can be terminated immediately upon notice. In the case of a substitute who is a retired employee of the District (teacher, counselor, psychologist, therapists etc.), the daily salary will be ten dollars ($10) more than that established by contract for non-former employees. APPENDIX D – STATEMENT OF STABILIZATION The Parties agree that: 1. The District will not take action to abolish positions that at the time of such action would result in less than one hundred fifty-nine and four-tenths (159.4) full-time equivalent teachers. 2. The District is not required to replace a teacher who leaves as a result of resignation, retirement, 3020-a disciplinary proceeding, probation termination, leave of absence, or death. Further, the District is not required to sustain a teaching position as a result of reduction or retrenchment of program. 3. If as a result of the above, the District does not have an available position for a teacher in either the teacher’s given tenure area and/or area of certification, the District has the right to move a teacher to another tenure area and/or area of certification or instructional or supervisory duty. The District, Association and the teacher shall jointly apply, if necessary, to the Education Department for a certificate of default. That teacher will be reassigned by the District to the first opening that exists in the teacher’s tenure area and/or area of certification.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Extended Substitute. An extended substitute is defined as a substitute teacher who is employed on a day-to-day basis in place of a regular appointed teacher who is absent ten (10) or more consecutive teacher attendance days but less than a long term leave of a semester or more. After ten (10) consecutive** days of employment for a regular appointed teacher, the extended substitute teacher’s 's salary will be compensated, retroactive to the start of the ten (10) days, at the rates listed below. , * State Education Department title for this position is “"Itinerant” " Substitute. **The Superintendent or his/his/ her designee may allow an interruption in the consecutive days due to an absence(s) for an excused reason. The information pertaining to the expected absence, due to illness, of the teacher shall be communicated to the Personnel Administrator in writing or orally with written certification following immediately. If a new person is not appointed within three (3) consecutive teacher attendance days of the notification to the Personnel Administrator of the expected absence then the person serving in that assignment will be paid at the extended substitute rate. The person shall be paid at the rate indicated below from the time of effected date as established in writing by the Personnel Administrator. 2019-2022 2013- 2014 $170.00 per day 2014- 2015 $170.00 per day 2015- 2016 $185.00 per day No benefits other than salary may be received; no credit shall be given for experience or educational hours or degrees; no tenure or reserve rights may be accrued; no other term or condition enjoyed in Association Agreement will be granted to the extended substitute. When used in this paragraph the word benefits shall include Transfers, Observation/Observation/ Evaluation and Records, Leave of Absence for Association Designee, Salary, Health Insurance, Dental Insurance, Part-Time Teachers, Sick Bank, Sick Leave Incentive, Short-term Leave, Long-Long term Leave, Differential, Tenure Personnel Inventory, Statement of Stabilization, Personal Business Leave, Religious Observation, and Bereavement Leave. An extended substitute shall have a valid New York State certification in the assignment area. An extended substitute can be terminated immediately upon notice. In the case of a substitute who is a retired employee of the District (teacher, counselor, psychologist, therapists etc.), the daily salary will be ten dollars ($10) more than that established by contract for non-former employees. APPENDIX D – STATEMENT OF STABILIZATION The Parties agree that:
1. The District will not take action to abolish positions that at the time of such action would result in less than one hundred fifty-nine and four-tenths (159.4) full-time equivalent teachers.
2. The District is not required to replace a teacher who leaves as a result of resignation, resignation retirement, 3020-a disciplinary proceeding, probation termination, leave of absence, or death. Further, the District is not required to sustain a teaching position as a result of reduction or retrenchment of program.
3. If as a result of the above, the District does not have an available position for a teacher in either the teacher’s 's given tenure area and/or and/ or area of certification, the District has the right to move a teacher to another tenure area and/or and/ or area of certification or instructional or supervisory duty. The District, Association and the teacher shall jointly apply, if necessary, to the Education Department for a certificate of default. That teacher will be reassigned by the District to the first opening that exists in the teacher’s 's tenure area and/or and/ or area of certification. It is the purpose of this document to provide a format and process for the annual review of professional performance. This document separately provides for the evaluation of both tenured and non-tenured staff members. The goal of this process is to improve student achievement by improving instruction and maintaining excellence. Non-tenured staff will be evaluated using the included rubric. Tenured staff choosing a traditional observation will also have their performance evaluated using the rubric. The rubric contains eight (8) standards of effective teaching as determined by the State Education Department. For each of the eight (8) standards, performance indicators used to assess growth towards and achievement of those standards is included. Each performance indicator has four (4) labels that are used to indicate level of performance. Each performance indicator will be assessed indicating the degree to which it was observable or measurable relative to the lesson. Although a staff member is responsible for all of the standards, as a result of an observation, the administrator and the professional staff member will focus on no more than two (2) areas that might need immediate attention. Non-tenured staff will be observed in the traditional classroom observation model with the frequency established in the Association contract. Tenured staff will have an opportunity to choose an option to the traditional classroom observation. However, tenured staff whose previously observed performance would indicate a need for assistance may have options for evaluation withdrawn by the building administrator. Non-tenured teachers will be observed by at least two (2) administrators during the course of the school year. Ordinarily, one (1) administrator will do two (2) of three (3) observations. Non-tenured staff whose performance falls in the "needs improvement" box will be expected, with due direction and assistance from the administration, to show evidence of progress in succeeding observations. In the spirit of professional growth and collaboration, non-tenured staff members are encouraged to share these observations with their union representatives. Tenured staff who choose the traditional classroom observation are expected to maintain a minimum level of "proficient" and, where indicated, "progressing" for any performance indicator needing improvement.
1. Pre-observation form sent to teacher and dates established for pre-observation conference and the observation. Under no circumstance will a pre-observation conference for a non-tenured teacher be held on the same day as the observation of that teacher.
2. Teacher completes pre-observation sheet and submits it to the administrator.
3. Administrator and teacher meet to:
A. Discuss goals and objectives,
B. Review long-range planning (teacher plan book as source),
C. Review pertinent material for lesson to be observed.
4. Lesson and administrative observation occur.
5. Administrator completes Criteria, Rubric, and "Administrative Comments" section and forwards to teacher.
6. Teacher completes "Teacher Comments" section with reflections/ comments and returns to Administrator.
7. Post-observation meeting will occur following the completion of both comment sections to:
A. Discuss reflections/ comments,
B. Focus areas for professional growth, chosen by the administrator,
C. Collaboratively set activities and target dates.
8. Signatures and filing of observation/ evaluation packet is to be completed. Note: The time frame for completion of the observation process will not exceed twelve
Appears in 1 contract
Sources: Memorandum of Agreement (Moa)